icedterminal

I don’t like kids because they are loud, smelly, and annoying.

My sentiments. Also, being on the spectrum doesn’t help. I do not have the capacity. I would be a terrible parent.

How is it deceptive? No plex pass on the server? No remote streaming.

I work for a company that repairs these. The Flip and Fold phones have been riddled with issues since day one.

They’re literally plastic screens. Over time the crease on the screen where the hinge is will get so deep that Samsung’s required “screen protector” will no longer adhere. If you close the phone and the hinge decides to break, you can never open it a full 180 again. If you accidentally open it all the way too fast, you will literally rip the screen off the frame. The weak point is hinge which could lead to a thick black line across, or upper or lower portions malfunctioning. One day you may open the phone and it’s unresponsive to touch. Screens randomly fail all the time and either display static or nothing at all.

Samsung knows the failure rates and how they’re problematic. Any physical damage on the phone will void your warranty. If it’s the tiniest scratch, warranty void. Not kidding. I see Samsung deny them left and right. If you remove the pre-applied screen protector and replace it with your own, warranty void. They literally record how many times they’ve been dropped. If the count exceeds an acceptable value, warranty void.

In terms of outright failure across all phone brands and models, the flips and folds are #1. Behind that is the A series. But those are cheap so it’s expected.

Please purchase insurance for it if you can. It will save you at minimum $400 on a screen repair.

No, they can still refuse to provide a device as my original comment states. Since my employer refused to do so, they came up with an alternative without any additional input from me. They completely side stepped the app requirement by using a little key chain once they reached out to Cisco. Your employer has options. They have to find out what works best to make sure you can do the job they have hired you to do.

It doesn’t matter if it’s apps that use data or apps that don’t use data. If your employer requires you to install an app on your personal phone, you can refuse. It is your legal right. If you choose to exercise your legal rights, your employer must provide you with an alternative method that doesn’t involve your personal phone. Whatever they choose.

If you agree to installing a work related app on your personal phone, you must be compensated. If they refuse to compensate, you’re back to square one. They must provide you alternatives.

If your employer refuses to supply you with the tools to complete your job and/or refuse to compensate personal phone use for work related reasons, they are breaking the law. If they fire you for exercising your rights, it’s unlawful termination.

Here’s an example: My employer started requiring 2FA for the computer logins. They wanted me to install an app by Cisco. I said no. You can provide a locked down phone that can be used for the sole purpose of 2FA. They declined as that isn’t in their budget and “unnecessary”. They later came back with a little keychain that’s bound to my account. I press a button on the keychain and get the 2FA code. I can do my job and they did their job and gave me the tools to do so.

My examples are the common scenarios. Apps typically use data. Even if in your case data isn’t used, your employer is still required to provide you with the tools necessary to complete your job. It’s as simple as that.

No matter what app it is, if employers require one to be used on a smartphone, they are legally obligated to provide you with a work phone. If they refuse, they are legally obligated to provide reimbursement for your personal mobile plan. This can be as simple as $5 or $10 added monthly to a paycheck, or as detailed as actual usage down to the kilobyte.

Even if it’s as simple as clocking in and out. If they won’t provide a phone or reimburse, they must have some other method to complete the task. Whether it be a computer or paper. Failing that, they are not upholding the law of providing you tools necessary to complete your job. Which means if they terminate you for any of the above under “not able to do your job”, it is retaliation for you requiring them to do their job. You could potentially win a suit against them.