Software engineer working on very high scale systems, and dad.

Born and raised 🇫🇷, now resident and naturalized citizen 🇺🇸.

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Joined 1 year ago
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Cake day: June 17th, 2023

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  • Yeah, there were different interpretations there from different counsels. It went from “well, they put it there and we don’t store it anywhere else, so nobody is preventing them from removing it, we don’t need to do anything”, with some “oh this field is actually durably stored somewhere else (such as an olap db or something), so either we need to scrub it there too when someone changes a value, or we can just add a ‘don’t share personal information in this field’ little label on the form”; to doing that kind of stuff on all fields.

    Overall, the feeling was that we needed to do best effort depending on how likely it would be for a field to durably contain personal info, for it to smell a judge’s smell test that it was done in good faith, as is often the case in legal matters.


  • Reposting what I posted here a while ago.

    Companies abiding by the GDPR are not required to delete your account or content at all, only Personally Identifiable Information (PII). Lemmy instances are unlikely to ask for info such as real name, phone number, postal address, etc; the only PII I can think of is the email that some (not all) instances request. Since it’s not a required field on all instances, I’m going to guess that the value of this field does not travel to other instances.

    Therefore, if you invoked the GDPR to request your PII to be deleted, all that would need to happen is for the admin of your instance to overwrite the email field of your account with something random, and it would all be in compliance. Or they could also choose the delete your account, if they prefer.

    Source: I’m a software engineer who was tasked at some point with aligning multi-billion-dollar businesses to the GDPR, who had hundreds of millions of dollars in liability if they did it wrong and therefore took it very seriously. I am not a lawyer or a compliance officer, but we took our directions from them directly and across several companies, that’s what they all told us.













  • Maybe it extended it, maybe not, my understanding is it’s hard to say.

    One thing for sure: slavery lived on quite a lot more than 20 years. The abolition of the Atlantic trade was later voted to be in effect on Jan 1st 1808, the very day that it was constitutionally possible to abolish it; but that didn’t free the existing slaves quite yet. 50+ years went by to attempt to resolve the issue diplomatically, which eventually failed and gave way to 4 years of Civil War. So, that’s almost 80 years total.

    But on the other hand, my understanding is no one really knew clearly what the King had in mind to do about slavery, and it was not in his interest to be too clear about it and risk to alienate either side, before actually taking action. Maybe he was planning to quickly abolish slavery indeed; or maybe just to limit it, or maybe to tax it. The Southern states were very worried they he may abolish, but I’m not sure it’s well known what his actual plan was. So, maybe he would have stopped slavery earlier; or maybe he would have regulated it the way he wanted to and then let it happen, and slavery could very well still be active to this day. No idea.



  • I have a less impressive, but similar story to yours. I’d say it’s fine to work hard and do work that’s not your job, but the key is to follow through by demanding the proper acknowledgement and gratification for it. Like, doing it for free a couple of times to be nice is fine, but after that, the value you bring with this has to be properly acknowledged and compensated.

    If you’ve been working hard and helping out, and an employer doesn’t gratify you to that value, the proper response is not to give up and pin it on hard work being the problem. That employer is being the problem. Try to change that if you can at all.