OP will have to close the Lemmy tab to do further research

After seeing it only has 2gb of RAM does it really matter? Guessing a Pentium of some kind…

The login portal is hosted on the private network and known by the private network’s DNS service. By bypassing the DNS server(s) provided by the hotel’s network and using your own DNS you cannot obtain the login portal. That is unless you know the address of the portal and can enter it manually.

Reference your threat model, but the quick fix here is to connect without custom DNS or VPN, complete the login portal, and then change DNS settings/activate VPN.

Source: Work at a hotel, help people with this all the time.

I did something similar. Everybody is different so maybe not the best option for you, but who knows.

I have a single mini PC that handles my stack of virtual machines hosting various things. For the main OS I went with Fedora KDE. I chose something with a GUI for two reasons, the primary being that sometimes… Maybe not as often as you get more familiar, but sometimes there is an easier way to accomplish something in the GUI than in the CLI. Things like system settings. You can save a lot of time looking up commands and syntax by flipping a switch in the settings application.

Second and most important reason for the GUI, I watch TV on this thing. Which I would not recommend if you are hosting anything that can’t handle a little downtime. Once in a while a web browser may hang, bluetooth could fail, and you end up having to restart. Nothing I host is critical to anybody so this isn’t a big deal to me. I also find a little inner peace knowing that I am interacting with the main system controlling these hosts on a daily basis. If it does get compromised in some way this makes it just a little more likely I will notice quickly.

So that’s the hardware system and I’m running Libvirt as the hypervisor. It’s pretty bare bones, but easy to use and gets the job done. Hardest step to me was generating SSH certificates/keys. Not that it was hard moreso just new to me. Libvirt will not allow you to connect remotely with plain text. So regardless of your threat model this is a required step if you want remote access to the hypervisor remotely.

If you make it that far you can start really getting into the weeds with networking. I’m not going to go into the topology of my network, but I will say if you are hosting anything public you should do as much as possible to isolate that from your home network. You can create a VM to act as a firewall/router for other VMs.

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Sometimes people ask others instead of googling things because it offers an opportunity to socialize. We all know google is an option. I get what you’re saying, but it’s sad to see this described as a burden.

Dude runs a tech youtube channel and acts like he knows everything about computers. But for some reason when he uses Linux we’re supposed to treat him like grandma with her first ever laptop? Don’t trust this guy on anything he puts videos out about. He’s not tech savvy, dude is an actor. Found it really funny he encountered two issues with running PopOS but didn’t bother explaining why or how he fixed either of them. If I had to guess, I’d say he called a crew member off camera.

This is great. If I can dumb it down a bit here, instead of trying to get someone to step out of those emotions just step in with them.

This is a wild perspective that is probably true in cases of smaller companies or instructions directly from poor ownership and inexperienced managers.

Managers that allow or encourage people to work off the clock in most cases are putting themselves at risk. God forbid somebody get injured or contact the department of labor. Great way to lose your job.

Sounds to me like she’s been given an order to cut overtime, which is going around at so many companies recently, and she’s probably stressed because the situations that OP describe make that very difficult.

Makes sense that she was going through picking jobs and cancelling them while trying to find something that would fit the reduced timeframe. Ultimately sounds like that wasn’t possible. Unfortunately it also sounds like she is unable to effectively communicate this to her leadership or has already tried and been dismissed.

OP, I’d recommend trying to express to her that you understand she is trying to abide by the directives given to her, share with her that you are also, and see if you guys can work out a better plan. Maybe encourage her to share the issue with leadership if she hasn’t already. Might be smarter to not assign any jobs post 16:30 and just eat that half an hour if the people above her aren’t looking. Maybe less gets done, but then she’s not getting in trouble for OT. Unless she’s the owner, safe bet that her emotions stem from the emotions above her or fear of repercussions to her own employment. That or she is just inexperienced and hasn’t yet learned what all middle managers eventually do, it’s somebody else’s money

This is a horse to water thing. You don’t have control of the outcome, you can only provide John the tools to keep his job. Most managers have a list of folks they tried their best with, but it didn’t work out. I look back on those folks with a great deal of sadness, but it’s about the team. If you told him how to benefit the team and he chooses not to that it’s on him.

As a manager and somebody who enjoys being able to pay my bills, wouldn’t mess with any of this. I have had subordinates take interest in developing a personal relationship with me. In some cases I share that feeling, but I still tell them as their manager it would not be appropriate to proceed due to the potential impact in the workplace. Quick way to get accused of giving special treatment and moved or terminated. Very hard to hide.

If you and Jane are in an equal level role or one of you is willing to quit or change roles, go for it.

John’s personal problems sound like they are effecting his work performance. If you are his supervisor you are responsible for handling that in some way. If you let too much slide because you feel bad for him, this will go from a problem with John to a problem with you. It is John’s responsibility to manage his personal life and be able to do his job within the expectations of the company. If you are sharing that the expectations aren’t be met in similar ways multiple times, cut the cord.

Regarding your expectation of John taking issue with you and Jane becoming a thing, kinda depends what Jane wants if you ask me. And I’m sure it’s scary how John would react being rejected but again, that’s on John to deal with. I’d just be straight up about it. Sorry man she’s into me and I’m Into her. That’s bad news, but if he can’t handle that in a mature manner that’s on him. He’ll end up quitting or getting terminated for an emotional outburst. It’s sad, but it isn’t your responsibility to control how he responds. Personal problems are personal problems. Generally, managers that are managing lower level managers understand when somebody on the team just doesn’t click or behaves in a way that wasn’t within your control or purview. They have been through the same shit themselves.

Ensure you are operating within the confines of your handbook/guidelines if you want to keep your job. That’s the biggest thing.

Expect this to become an HR issue if John doesn’t immediately quit. I would avoid moving forward with an attempt to terminate John after he identifies the you and Jane situation as that may look retaliatory. Either get HR or another manager involved to ensure John is clearly being terminated for valid reasons and that other people are involved in that decision.

If you want to go the more sinister route (some people do). Terminate John with solid documentation on the performance issues. Negative attitude possibly. Consult your handbook for options, but ultimately you can terminate him and wait on moving forward with Jane until he’s gone.

If you take nothing else from this, consult the handbook. If you want to keep your job all the information is in there. You can get it from HR in the event you don’t already have a copy.