iiinova — where your digital self keeps evolving

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Reo Eveleth @reveleth.com · 15/09/2026

I'm sorry but I simply don't know how I'm supposed to take someone seriously who *starts* a Substack in 2026.

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Erin Kissane @kissane.myatproto.social · 14/09/2026

I feel like devs who find LLMs transformative in a good way would have a better time and get further with people if they took seriously the possibility that software engineering (which always involves a lil bit of Larping As Computer) is not all that much like most other meaningful human pursuits. 🤷🏻

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Ryan Murphy @ryan.fail · 10/09/2026

Twitter gave a lot of people in journalism a bad case of main character syndrome that they have never fully recovered from It really broke our understanding of success, reach and impact

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Ryan Murphy @ryan.fail · 10/09/2026

I didn’t even need to read the rest of the thread to know this was about Texas, it happens every time

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Alissa Walker @awalkerinla.bsky.social · 07/09/2026

Wow! Former LA city heat officer Marta Segura brings receipts after Karen Bass' statements in last week's environmental policy mayoral debate. Bass said Segura was removed due to her office's supposed failure to complete a climate action plan. Read here: martaspeaks.medium.com/the-real-cit...

What the record shows
Three facts, all in public documents linked at the end. 1. The ordinance that created my office never assigned the Climate Action
and Adaptation Plan to CEMO. 2. When the City funded that plan in 2024, the $1.5 million went to the City Administrative Officer to hire a consultant to get it done through our CAO's budget office, and a Climate Impact Team was created there. This
Mayor signed that budget. 3. The Mayor's own climate plan, published in April 2026, states that the CAO's budget office was instructed to develop the Climate Action and Adaptation Plan. (A consultant also created this, with minimal
community input.) So the Mayor put the climate plan in another department, paid for it there, and wrote that decision into her own climate plan. Then, at the forum, she said my office failed to finish it, when it was never our assignment, and gave that as the reason to cut the office and remove the founding Chief Heat
Officer. Both accounts cannot be true.

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jenn schiffer 😎 @jennschiffer.com · 06/09/2026

btw, “block to opt-out” is not considering the consent of a community and seeing one of the devs of the app being smarmy about that is really unfortunate yet it is typical behavior from that segment of the community (which is why i said bsky-first)

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jenn schiffer 😎 @jennschiffer.com · 06/09/2026

the app should have been about voting for, like, fat birds and not people who didn’t even know the app existed. to insert strangers into a contest is very weird and reflects a lack of experience with social dynamics that devs don’t know they don’t have.

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Marshall Project Guild @marshallprojectguild.org · 27/08/2026

Some updates from the bargaining table! Thanks to the continued action of our workers, we’ve achieved agreements in bargaining while maintaining focus on our fight for Just Cause and quality, affordable healthcare. We also continued to press on questions about healthcare costs. Read more ⬇️

Last Wednesday we presented two counters, both of which management returned during the session along with one additional counter. Ultimately, we reached three Tentative Agreements at the table, which brings our total of finalized proposals to 15. Thanks to the continued action of our workers both at the table in working groups and through actions like our recent email reply-all, we’ve been able to achieve agreements in bargaining while maintaining focus on our fight for Just Cause and getting quality, affordable healthcare. Speaking of which, we also continued to press on questions about healthcare costs.

🦺🚫🪪 Three TAs!
We were able to reach TAs on three proposals: Workplace Health & Safety, Prevention of Discrimination and Harassment, and Work Authorization. We’re pleased to report that all the language proposed by unit members in our health and safety working group was accepted in this proposal — extremely grateful for the expertise and thoughtful consideration of our working group members!

🌎 Diversity, Equity and Inclusion
We received a counter from management to the DEI proposal that our working group members put down last session. We’ve seen some progress here (thank you, DEI working group members!): The company has accepted some of our language around demographic groups. Significantly, the company has accepted language about endeavoring to implement “mutually agreeable reasonable solutions” from TMP’s DEI committee – In previous iterations of this proposal, management made no commitments to working with the DEI committee on any of their recommendations. The company has agreed to provide our Guild DEI committee with self-reported demographic data from applicants to open TMP positions so that we can assess whether we’re achieving a diverse applicant pool. Despite this incremental progress, the Company refuses to enshrine a commitment to actively recruit and interview candidates from underrepresented groups and share demographic data about who is interviewed and ultimately hired.

We’ll review this counter with the DEI working group and determine a response.

📝 Performance Reviews
We received a counter from management that accepted some of the language in our last proposal, but maintains management’s commitment to use performance reviews as potential discipline. In the Guild’s proposal, performance reviews are separate from the disciplinary process (which should be outlined under Just Cause), and are instead a place for managers and workers to collaborate on goals and growth.

The company’s desire to keep the door open to discipline in performance reviews comes back to their stance on Just Cause, and their disinclination to agree to a dedicated process of progressive discipline that’s clear and transparent. Workers deserve clear delineation on which interactions are disciplinary in nature and which are not; a stance where any form of communication can be potentially disciplinary, whether the employee knows it or not (or even after the fact), puts all workers at risk.

We’ll review this counter and consider our next steps, especially in concert with our fight for Just Cause.

🚑 Healthcare
After we asked management to account for their decision-making share basic information around the extreme healthcare changes at TMP, and negotiate with us as is their legal duty at our last bargaining session, we followed up asking for data on TMP’s spending on healthcare last year and their projected spending for this year based on our unit’s healthcare elections under the new plans, such as they are. The findings were shocking to us. Based on the data the company provided, management is actually saving $92,115.84 based on current projections. When we confirmed these numbers at the table today, neither management’s counsel nor our CFO disputed them.

Eddie’s reasoning is that “I wouldn’t say we’re saving” because the company still has open positions and depending on what healthcare elections those potential future employees make, healthcare spend may increase. We don’t know what the timeline will be on those hires, or what those employees’ healthcare elections will be. What we do know is that right now, not only are employees being forced to absorb the price increase of the healthcare plan that management elected to keep us on despite having cheaper options available, but the company is actually saving money due to members opting for diminished plans as our coworkers are having to reschedule major surgeries and seeing their premiums double.

We’ll return to the table at a yet-to-be-determined date in September, when we’ll likely see a counter on Just Cause from management and will also likely have an updated quote for an alternative healthcare option from UFW, though it’s unlikely to be as much of a cost savings as the quote we secured last year. We’ll see you at the table next month, and in the meantime will continue working together on demanding healthcare coverage that prioritizes members’ health, not the company’s bank account.

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Ryan Murphy @ryan.fail · 21/08/2026

I used to rent SimCity just to leave the soundtrack on in the background, it’s so good Really hope this means its coming to NSO

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Katie Mack @astrokatie.com · 16/08/2026

Every conversation about bike lanes is like: "Car crashes kill a huge number of people every day, including pedestrians, cyclists, & car occupants. Good bike infrastructure has been shown to make everyone safer (& doesn't increase congestion)." "But sometimes cyclists break rules & hit people!"

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Ryan Murphy @ryan.fail · 06/08/2026

PM: You get those icons for the case software done Designer: Yeah boss and some of them have a classic medieval aesthetic just like you asked for PM: Wait what

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Ryan Murphy @ryan.fail · 05/08/2026

LA really loves its long stretches of concrete without shade, especially when it can put a bus stop right in the middle of it

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Tom MacWright @macwright.com · 03/08/2026

the gist of this wave of ai writing: everyone uses llms. and we hate reading their output, don't like the software they make. pretty sure that they're causing skill loss for their users. however, i have found a special unique way to use them that makes me and my software and writing the exception.

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Ryan Murphy @ryan.fail · 01/08/2026

This is at a Los Angeles' "don't ever try to improve anything" NIMBY level of delusion, I'm impressed www.archpaper.com/2026/07/litt...

archpaper.com

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Marshall Project Guild @marshallprojectguild.org · 31/07/2026

We put down our counterproposal for fair Just Cause this week with the majority of our unit at the table to support it — but not our CEO, who declined to attend bargaining. Read our full bargaining update for more, including the shocking healthcare increases we're being asked to shoulder:

We returned to bargaining on Monday to present the fair Just Cause counterproposal the workers of TMP deserve – many of those same workers came to the table in support. This proposal is foundational to our contract and absolutely critical to our members. It’s disappointing that while many of us (almost 70% of our unit!) made the effort to attend, our CEO did not. We are deeply invested in the future of TMP, and the Just Cause language we codify in our final contract has serious implications for that future. We invited Katrice to this session both in our previous shop paper and in follow up communications in the hopes that she, as the leader of the company’s long-term strategy and vision, would be a part of the conversation around Just Cause and listen directly to our concerns and demands. Management’s counsel, Eddie, declined on her behalf.

Throughout the bargaining session, Eddie cited hypothetical scenarios, rather than directly addressing the working conditions at TMP. It would have been both productive and effective to instead speak with Katrice to address these scenarios with real context and specifics. Eddie repeatedly clarified that he, as the lead spokesperson of management’s bargaining committee, discusses and evaluates all proposals directly with senior leadership including our CEO.

Management argues that our unique unwritten editorial guidelines make us an exception to industry-standard fair Just Cause. In reality, this argument protects their ability to invent and arbitrarily enforce those guidelines to then discipline and discharge workers as they see fit. What management fails to acknowledge is that the tenets of Just Cause embody the mission of our organization, the legacy of Thurgood Marshall, and the stories we tell. Fair Just Cause is the standard of fairness that we deserve in return.

Following our Just Cause counter, we asked questions about the tumultuous state of healthcare and pressed management on the status of our Quotas and Metrics pr…

✊ Just Cause / “Discipline and Discharge”
Our initial Just Cause proposal – which relied on the industry-standard language “there shall be no discipline or dismissal without just and sufficient cause,” used by newsrooms including The New York Times, Reuters, and the Chicago Tribune – was countered by management with an alarming response in March. Their counter included loopholes allowing them to combine or even skip disciplinary steps and placed an incredibly high burden of proof on employees in the arbitration process, effectively making workers guilty until proven innocent. This is a regressive process, one that we rejected with our new counterproposal on Monday. Our counter enumerates the acceptable steps of progressive discipline and clarifies communication expectations. At its core, the counter relies on the seven tests of Just Cause. These tests already give supervisors the clear ability to discipline and terminate workers, as long as they follow due process. Management’s attempt to codify loopholes and undefined guidelines on top of these long-established legal tests is an unacceptable attempt to retain enormous subjective power to discipline and discharge workers. We remain committed to fair Just Cause and call on management to do the same.

🚑 Healthcare
As you’re all aware, the cost of our United Health Care insurance plans provided by TriNet have increased for the second year in a row and the burden is being shouldered by employees. While we understand that the landscape of healthcare in America is complex, it’s insulting to sit across from management’s counsel and hear him insist that our care is not being downgraded. Many of our workers are now weighing major medical decisions – like how to continue to care for their families, if they can still afford to proceed with scheduled surgeries – against what would amount to a substantial pay cut. Any employee above the Basic EPO plan will have to cover 100% of the premium increase out of their own pocket, leading in some cases to out-of-pocket healthcare costs skyrocketing to more than $15,000 annually for members on the Standard Family plan. Management’s decision to shift extra costs onto employees punishes those with the most need, like people with families or chronic conditions, by allowing their premiums to increase by the greatest factor. And as workers making less money than managers, these costs are often even harder for us to absorb.

Management insists that these changes are not a violation of status quo, because they have continued to contribute the same maximum dollar amount toward employee healthcare plans as they did before we began bargaining. It is the position of the workers of TMP that this constitutes a violation of status quo because our plan design, scope of coverage, and employee cost have all changed. The employer-covered healthcare the vast majority of us were promised in hiring has lost almost all of its value. Employees who paid nothing out of pocket in Fall 2024 for the UHC Standard plan are now offered the lesser UHC Basic plan for Fall 2026 unless they cover the difference out of pocket. This is a significant downgrade in standard of care for those who elect to remain on the employer-covered plan and a sharp cut in compensation…

📈 Quotas & Metrics
Management wholesale rejected our three previous proposals on Quotas and Metrics. When pressed again at the table on Monday about why, Eddie cited an earlier written rejection. He said if they did choose to respond, they would do so in the context of our Just Cause counterproposal. This is concerning as we believe any quotas, metrics or “expectations” for output may affect numerous aspects of our working conditions: workload, assignments, hours, etc., not just discipline. Eddie said that bargaining does not mean that they are required to offer us a counterproposal, only that they have to speak to their reasoning for rejecting proposals.

Work Authorization
We put down a counter on Work Authorization, which was formerly the Visas and Immigration proposal. We renamed the counter to better reflect the scope of the proposal, which isn’t limited to visas. In our newly proposed language, we responded to several of management’s concerns and refined the proposal to clarify required communication. We’ll wait to see how management responds.

That’s all for updates today. Thanks to every worker who showed up in support of fair Just Cause, and to those who were sending support in our own channels. We’ll be back at the bargaining table next week on Thursday, August 6, from 11 a.m. to 4 p.m. ET.

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ProPublica Guild @propublicaguild.org · 31/07/2026

🚨 WE HAVE A DEAL! After three years, in a major step forward for our members, we have ratified our first contract with @propublica.org’s management. We deeply appreciate everyone who supported us along the way. Here are some of our big wins👇

A graphic poster reads "We have a deal! The ProPublica Guild has reached a deal with ProPublica's management on our first contract and has voted to ratify it. Swipe for the highlights [pointing emoji].

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Ryan Murphy @ryan.fail · 30/07/2026

IMO adding a "Seems like a real person" menu item on LinkedIn would have been more productive

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Brendel @brendelbored.bsky.social · 19/07/2026

Vanquished by the baby you washed is some Athena bullshit

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Ryan Murphy @ryan.fail · 19/07/2026

Okay now Argentina can finally play

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Ryan Murphy @ryan.fail · 19/07/2026

Guess Canada couldn’t get Nickelback on the phone, Bieber was all right tho

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Ryan Murphy @ryan.fail · 19/07/2026

Whoever said “let’s have the Muppets conducted by Dudamel” was fucking cooking, give that person a raise

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Ryan Murphy @ryan.fail · 19/07/2026

Real missed opportunity to not have Messi and Yamal walk out holding hands alongside the rest of the children

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Ryan Murphy @ryan.fail · 19/07/2026

Oh I get it now Bellingham sat to make it fair

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Ryan Murphy @ryan.fail · 18/07/2026

And people were saying there was no reason to play a third-place match

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Ryan Murphy @ryan.fail · 14/07/2026

Some newsrooms already do this! This is pretty much the reason we were able to get @themarshallproject.org on @standard.site so quickly, among many other CMS improvements. More technologists in newsrooms! You don’t have to let external developers make every product decision for you.

Mamdani’s PIT Crew sounds a lot like how a product team should work: directed groups of experts rapidly prototyping solutions to concretely defined problems anchored in real people’s needs. By doing it internally, he can make sure these solutions are built exactly the way the city needs, build institutional capacity and knowledge, and, theoretically at least, do it far more cheaply in the long run.
As these sorts of civic measures succeed, I think (or, perhaps, I hope) we’ll see more newsrooms translate those outcomes to their own businesses and begin to understand that they need to prioritize technical capacity too. All the same reasons apply here.

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Ryan Murphy @ryan.fail · 07/07/2026

I'm sure everyone is going to be very normal and cool about +4

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Ryan Murphy @ryan.fail · 07/07/2026

Alexi hadn't even spoken yet and Zlatan looked at him like he wanted him to choke

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Marshall Project Guild @marshallprojectguild.org · 06/07/2026

An update from the bargaining table: on 7/1 we put down two new proposals and two counters, and received one counter from management. Stay tuned for our next bargaining session on 7/27; we're inviting our CEO Katrice Hardy to the table to hear why our contract must include Just Cause protections.

Welcome back from the long weekend! Last Wednesday, we met management at the bargaining table to put down two new proposals on Intellectual Property and the Prevention of Discrimination and Harassment, as well as two counters. We received one counter from management.

At our next bargaining session, we’ll return to the issue our workers have told us again and again matters most: Securing industry-standard Just Cause, with fair and transparent due process. We’d like to take this occasion to invite our CEO Katrice Hardy to join us at that bargaining session on July 27 at 11 a.m. Eastern to hear about why our contract must include fair Just Cause protections. We always welcome TMP leadership at the bargaining table, and would love to see more of that team beyond Eli, our CFO; Belal, the HR representative; and a rotating editor representative attend regularly, similar to how we broadly invite our own members. In this instance, we’d especially appreciate Katrice’s presence as we bargain over Just Cause, an issue at the heart of the employment practices of the organization and the policies that govern it as a business.

🚫 Prevention of Discrimination and Harassment
We put down a new Prevention of Discrimination and Harassment proposal, which largely aims to codify our existing handbook policy. Additional language details the Guild’s role in the complaint process. We’ll wait for management’s response to this proposal.
🪧 No Strike / No Lockout
We presented a counter No Strike / No Lockout proposal, which meets management on several key compromises but maintains our right to picket as well as our right to strike over an unfair labor practice (ULP), which is a strike specifically in response to an employer violation of the National Labor Relations Act. These are critical protections for our workers, which safeguard our fundamental First Amendment rights and our ability to meaningfully address ULPs for the duration of our contract. We’ll wait for management’s response to our counter.

📁 Personnel Files
We put down a Personnel Files counter, which maintains that management must tell workers when discipline is added to their files and establishes a larger window to rebut discipline. Management accepted our proposal and we have reached a tentative agreement.
🪪 Visas and Immigration
Previously, we put down a proposal on Visas and Immigration which called for management to proactively discuss visa and sponsorship options with non-citizen employees who need a work authorization. In the counter that management returned to us today, they struck several parts of this proposal with the reasoning that they aren’t willing to commit to speaking with employees about their immigration options without dedicated legal counsel, which they may or may not hire at their discretion. We’ll review this counter closely, and plan a response.

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Ryan Murphy @ryan.fail · 06/07/2026

Is Pickford trying to score by himself now, just sending bombs

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Ryan Murphy @ryan.fail · 06/07/2026

I too hate when I get phantom "someone kicked me in the shin" pain, Harry

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Ryan Murphy @ryan.fail · 06/07/2026

It's like Mexico was a sleeper agent that'd only activate if they're trailing by two

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CJ Fogler @cjzero.bsky.social · 05/07/2026

The "Haaland" at the beginning of this got me too

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Ryan Murphy @ryan.fail · 04/07/2026

Finding the complementary flags of these two countries very satisfying to look at

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Ryan Murphy @ryan.fail · 30/06/2026

I am going to explode

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Ryan Murphy @ryan.fail · 26/06/2026

Japan is so much fun to watch

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ProPublica Guild @propublicaguild.org · 22/06/2026

It’s been three years since we formed our union. We still don’t have a contract. Over the next few weeks, you’ll be hearing from us — the workers of @propublica.org — on why this contract is so important and the issues about which we care deeply.

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Riverboatjack @riverboatjack.bsky.social · 21/06/2026

"If I am to flower into something other than myself, I would rather rot into nothingness as I am." - The Reflecting Pool

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Ryan Murphy @ryan.fail · 20/06/2026

I’ve missed a lot of goals but what a treat to catch the first “don’t cover your mouth, idiot” red card live

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Ryan Murphy @ryan.fail · 19/06/2026

I guess Fox is obligated to defend the “hydration” breaks on behalf of Lenovo but do remember every time they pretend it’s hot in Seattle it is currently only 76 degrees at Lumen Field

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Ryan Murphy @ryan.fail · 19/06/2026

Always a special moment to be present the first time someone hears they are called Socceroos

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Marshall Project Guild @marshallprojectguild.org · 19/06/2026

We and 4,700 other people recently braved a tornado watch to head to Chicago for LaborNotes, the largest gathering of rank-and-file union organizers in the U.S. Here’s some of what we learned. Thank you @nyguild.bsky.social and thank you @labornotes.bsky.social!

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Ryan Murphy @ryan.fail · 17/06/2026

how much money is david beckham making from ad appearances, dear god

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Ryan Murphy @ryan.fail · 17/06/2026

About time Jordan punched one in, this is a lot more fun to watch than the last one

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jenn schiffer 😎 @jennschiffer.com · 17/06/2026

people who have been on the social web for at least 5 years as adults who posit that requiring real names to post would solve the problems they see online should be alienated on here like they have alienated the concepts of research and listening to experts, it’s the flat earth theory of social web

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Ryan Murphy @ryan.fail · 14/06/2026

I wonder if the person who came up with referring to ad breaks as hydration breaks got a bonus

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jenn schiffer 😎 @jennschiffer.com · 13/06/2026

everything said by anthropic should be treated as a marketing campaign unless proven otherwise

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