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From YouTube: DXgov Weekly Meeting [2020-12-23] - Part 1 of 2
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A
Record
again
welcome
to
the
december
23rd
geek
style
governance
discussion
to
go
over
the
agenda.
First,
the
governance,
1.0
items
talk
about
community
rep,
boost
the
proposal,
roundup,
a
discussion
on
a
recent
worker
proposal
and
how
the
trial
variable
works,
and
I
think
we
can
segue
that
into
a
larger
discussion
on
the
worker,
comp
guy
lines,
a
trial
period
and
onboarding
and
and
pulp
has
put
together
some
some
good
information
on
that
there
that
we're
gonna
go
over.
That,
I
think,
will
be
related
to
that.
A
B
A
A
I
think
report
on
the
governance
2.0
stuff,
but
then
would
like
to
carve
out
a
nice
chunk
of
time
to
talk
about
the
overtime
on
the
proposal
immediately
halting
the
bonding
curve,
but
I
I
think
just
to
set
up
it
would
be
great
to
like
kind
of
try
to
accomplish
most
of
the
things
that
we
want
to
do
on,
like
a
day-to-day
governance
point
and
then
kind
of
have
the
last
part
for
the
immediately
halting
the
bonding
curve
discussion,
because
I
think
there
will
be
some
additional
thoughts
on
that.
A
Cool
so
just
go
over
the
community
rep
boost
real
quickly.
This
is
something
we
I
think
we
started
last
week
was
the
december
one,
and
then
there
are
a
couple
different
nominations
and
just
as
a
update
on
that,
I
think
there
have
been
both
ezra
and
nylon
have
submitted
their
rep
boost,
and
then
I've
contacted
christopher
larae
sasa
and
the
av
crypto
weimer
who's,
the
russian
youtuber,
and
so
I've
talked
contacted
them
and
sent
them.
A
This
guide
that
I'm
just
gonna
paste
in
here
so
hopefully
that
will
be
helpful
in
getting
more
people
engaged
sky,
had
an
interesting
idea
on
incorporating
the
encrypted
signature
from
key
base,
which
I
think
is
now
a
recommended
step,
and
I
saw
that
I
saw
that
ezra
did
it,
but
when
it
said
like
when
I
decrypted
it,
I
was
expecting
to
see
ezra,
but
it
was
decrypted
into
someone
with
a
a
mustache,
and
I
was
really
confused
because
I
know
as
soon
as
that,
but
sky,
I
don't
know
if
you
want
to
talk
about
the
the
key
based
thing.
C
C
No,
I
was
just
asking
him
how
difficult
he
thought
it
was
it's
an
extra
step
like
we,
it
mixes
with
like
what
you
were
describing
of
like
social
proof
as
well,
but
it's
a
cryptographic
proof
and
it
allows
especially
new
timers,
or
you
know,
new
new
members
to
dxnow
that
have
no
rep
have
no
proven
wallet
address
connected
with
them.
It's
the
most.
C
It's
the
safest
and
most
efficient
and
clear
way,
assuming
they
have
key
base
account,
which
I
would
say
if
you're
involved
with
the
excel,
you
probably
have
a
key
base
account
and
you've,
probably
interacted
somewhere
on
key
base.
It's
a
way
to
attach
your
key
base,
identity,
which
your
key
based
identity
can
actually
be
attached
to.
C
C
It's
an
extra
practice
that
maybe
we
should
use
in
all
together,
even
even
like
your
three
box,
like
three
box
handles,
like
you,
could
put
a
name
for
your
three
box
handle
but,
like
anyone
can
put
any
name
for
the
three
box
handle,
that's
the
difference
in
key
base.
If
you
know
someone
is
a
key
based
person
that
that
signature
is
the
actually
the
only
way
you
can
prove
that
you
are
that
key
key
based
person,
so
yeah,
it's
a
cool
thing
to
add
to
our
like
regular
practices.
I
think.
B
You
don't
have
to
do
this,
but
it's
also
there's
like
these
avenues
to
provide
additional
social
proof,
but
I
think
even
just
the
fact
that
somebody
has
maybe
been
participating
in
key
base
is
like
at
least
you
know,
some
proxy
to
their
identity
within
the
dx
style
context.
So
I
think
it's
a
good
way
to
make
like
rep
boosts
and
kind
of
new
rep
distributions.
B
A
A
Cool
and
then
looking
on
to
just
the
proposal
roundup,
we
had
several
ens
proposals
that
have
gone
through
over
the
last.
We
had
a
lot
of
updates,
obviously
the
swapper
release,
but
then
dxstats.eth,
which
I
think
passed
and
then
I
think,
there's
another
proposal
to
to
update
that,
and
then
there
was
also
the
website
home
page
that
has
gone
through,
which
I
think
is
looked
really
great.
It's
actually
really
nice.
Now,
because
I
go
to
when
I
want
to
find
some
things.
A
You
know
I'm
looking
worker
compensation
guidelines
for
the
code
bases
that,
for
instance,
is
looking
for
a
thing
for
for
rails.
It's
nice,
because
I
now
just
go
to
the
geek
style
website,
because
it's
the
easiest
place
to
find
that
information.
So
that's
good,
several
different
worker
proposals
and,
as
I
said,
there's
a
rep
boost
for
ezra
and
nylon.
There
was
a
worker
proposal
that
I
upstate
and
then
down
staked.
It
was
from
tony
we're
working
on
that.
A
I
think
he
added
he
had
not
vested
the
dxd
on
that
we'll
work
on
another
proposal
there
and
then
there's
also,
I
think
the
last
one
is
there
is
a
payment
to
fund
the
gas
refund
contract
for
gas
refunds
that
is
out
there.
That,
I
think,
is
about
to.
C
Pass
here
sorry
on
the
on
the
refunds
nico,
you
may
have
a
better
idea
of
this,
but
I
have,
I
think,
there's
a
lot
of
people
that
like
didn't,
claim
round
zero
and
maybe
round
one
and
it's
probably
not
a
majority
percentage,
but
it
was
round
zero
already
returned
like
we.
There
was
a
set
amount
of
time.
You
could
claim
your
refund
right.
So
if
you
you
didn't
claim
it,
you
lost
the
chance
on
those
rounds
right
and
that
money
goes
back
into
the
dow
is
that
is
that
the
correct
case.
E
Absolutely
correctly
yeah,
so
the
refunds
are
limited
to
three
months,
so
basically,
everybody
can
claim
their
governance
refunds
up
to
three
months
and
after
that
time
has
passed,
anybody
can
call
the
contract
to
destroy
itself
and
it
sent
back
the
funds
to
the
treasury.
That
already
happened
for
round
zero,
and
it
should
be
just
a
few
few
days
left
until
the
same
happens
to
the
found
one.
C
We
you
know
we
want
to
make
it.
We
want
to
make
sure
as
many
people
claim
as
possible,
but
I
don't
kind
of
what's
that
noise,
it's
kind
of
like
trying
to
get
people
to
do
that
boost.
They
have
to
take
some
initiative
to
claim
it
themselves
right,
so
it's
not
pushed
to
them.
C
F
A
I
agree,
but
I
do
think
also
we
want
rep.
This
is
about,
I
think,
rep
holder
at
large
engagement
and
so
because
I
think
this
initiative
could
expand
participation,
and
so
I
think
it's
it's
also
part
of
engagement
with
rep
holders
too.
A
Cool
and
then
we'll
we'll
hit
on
the
the
bonding
curve
proposal
in
in
just
a
minute,
but
wanted
to
go
back
to
a
the
proposal.
A
What
was
the
exact,
and
so
I
think
this
was
with
eugene
the
proposal
or
the
forum
title
was,
I
finished
my
trial
period
and
no
one
is
voting
on
my
proposal.
Why,
and
then
there
was
a
follow-up
from
zett
that
kind
of
outlined
some
of
the
reasons
that
voting
against
the
the
proposal-
and
I
think
you
know
people
on
this
call-
we've
talked
specifically
about
this
instance
and
also
some
of
these
instances
in
the
past.
A
So
it's
not
that
news
to
to
people
here,
but
this
is
an
instance
of
like
how
do
we.
We
had
a
worker
that
it
just
didn't
work
out
exactly,
and
so
how
do
we
communicate
that
not
just
to
the
worker
but
also
to
the
broader
community,
and
do
that?
So
I
think
this
is
an
example
of
that
and
I
think
it's
the
takeaway
from
me
is
having
a
process
that
brings
up
these
issues
right.
A
So
not
so
much
like
these
issues,
fester
and
then
someone
has
to
volunteer
to
bring
up
them,
but
maybe
there's
some
meeting
point
like
a
performance
review
or
a
trial
period
where
it
comes
off.
We
had
here
that,
having
that
like
point
where
there's
a
decision
made
and
then
I
also
think
it's
important
that
we're
documenting
this
and
giving
clear
feedback
on
the
forums
and
directly
to
the
proposals
that
are
being
proposed.
So
I
don't.
A
Any
specific
questions
about
how
this
proposal
and
how
this
kind
of
with
eugene
went
or
said,
if
you
had
anything
to
add
from
your
side.
F
I
think
I
think
we
we're
learning
and-
and
I
put
down
a
lot
of
time
on
these
fireworkers
and
sometimes
I
feel
it's
wasted,
because
I
didn't
get
much
results
and
but
I
think
it's
it's
useful
that
we
go
through
these
shorter
trial
periods
and
we
did
two
weeks
trial
periods
and-
and
we
basically
asked
them
to
do
the
proposals
before
they
finish
the
work,
and
I
think
that's
one
of
the
mistakes
we
should.
We
should
wait
until
we
see
some
work
has
been
done
before
we
ask
them
to
do
the
proposal
and
yeah.
F
I
mean
there's
a
lot
of
things
about
the
process
itself,
but
we're
learning.
D
F
I
mean,
if
you're
a
person
that
wants
to
scan
the
dial,
it's
really
easy
to
just
act
like
or
you're,
actually
working
for
real
for
a
whole
week.
So
I
would
say
a
week:
it's
not
even
enough,
I
mean
now
we
had
we
had
three
people
came
come
in
at
the
same
time
and
they
all
gave
us
that
red
flag,
but
they
gave
us
them
at
the
different
times.
F
So
I
would
say
a
whole
month.
At
least
it
depends
like
if
someone
is
is
100
anonymous.
That's
for
me,
that's
a
red
flag
from
the
start
that
we
should
didn't
expect
that
person
to
be
honest,
like
we
should
just
start
in
a
different
way
if
someone's
100
anonymous.
So
if
someone
has
a
portfolio
and
is
known
or
whatever,
that's
another
thing,
that's
my
opinion.
At
least.
F
Yeah,
for
sure
I
mean
we
we
had.
We
have
anonymous
people
here
already
and
I
vote
watch
for
one
at
least-
and
I
said
basically,
if
this
person
doesn't
like
say
or
do
what
he
is
saying,
or
at
least
if,
like
I,
I
take
the
blame
and
not
for
the
performance,
but
if
something
wrong
happens,
so
I
think
vouching
system
is
good
because
yeah
I
mean
it's
a
yeah.
You
don't
need
to
tell
your
identity
just
to
work
with
us,
but
we
don't
want
to
babysit
those
people.
C
And-
and
there
should
also
be
a
path,
though,
for
people
that
don't
get
vouched
for
and
don't
have
a
don't
know
anyone
but
could
could
contribute,
and
the
simple
answer
is
the
yeah,
the
two-week
trial
period
or
two-week
and
then
another
two-week
trial
period.
You
do
that
and
then
you
submit
for
payment
and
then
you
get
paid
after
that,
like
that's
the
easiest
way
to
protect
against
it.
C
H
I
think
the
major
issue
was
that
all
those
people
they
were
anonymous.
So
it's
a
signal
for
us
that
we
need
to
treat
anonymous
people
differently
than
people
with
identity,
so
they
need
to
like
they.
I
don't
think
they
are
like.
A
I
guess
two
or
three
weeks
ago
and
specifically,
I
think,
on
the
anonymous
thing,
but
I
think
it
does
kind
of
bring
up
the
larger
questions
about
process
and
that,
and
so
I
wanted
to
switch
the
conversation
a
little
bit
to
what
pulp
had
been
putting
together,
which
I
think
is
the
beginnings
of
an
answer
to
these
types
of
or
structure
that
can
answer
these
types
of
situations,
because
we
want
to
be
able
to
have
them
across
the
board
and
not
just
for
the
good
cases
or
the
bad
cases.
A
So,
pope,
I
don't
know
if
you
want
to
share
the
document,
and
maybe
we
could
actually,
I
think,
it'd
be
good
to
share
your
screen
too.
I
can
do
that
too.
D
A
Oh
actually
so
I
mean
I,
I
think,
it'd
be
good
to
go
over
the
contributor
guidelines
that
you
were
working
on.
I
think
that
let
me
find
them
quickly.
I.
D
D
So
right
now,
like
first
thing
chris-
and
I
I
agree
with
chris
right
now-
it's
it's
kind
of
long,
but
the
reason
it's
in
this
structure
is,
I
was
thinking
eventually
when
the
website's
updated
with
some
sort
of
wiki,
where
we
have.
D
You
know
different
sections
that
you
can
click
on,
and
then
you
know
kind
of
scroll
to
like
your
table
of
contents
area,
that
you
have
a
question
about
that's
the
format
but
obviously,
for
now,
until
we
get
to
that
place
with
the
website,
we
would
have
these
maybe
more
in
separate,
more
digestible
documents,
as
we've
kind
of
been
doing
with,
I
think
pretty
much
all
of
our
documents
to
date.
D
I,
let's
see
aside
from
that
one
thing
about,
and
everyone
please
you
know
like
I'll
put,
we'll
put
it
in
the
key
base
and
stuff,
but
this
is
just
the
start,
starting
point
of
something
that
I
took
from
just
friends.
I
have
who
do
employment
law
some
loose?
D
So
some
stuff
is
a
little
bit
more
specific.
Just
so
you
know
any
reasonable
person
could
read
it
and
know.
What's
expected
of
them.
The
onboarding
section
is
just
something
I
drafted
up
today,
that
is
the
product
of
keenan's
work
as
well,
and
so
I'm
sure
he's
gonna.
We're
gonna
continue
to
update
it
and
want
feedback
from
that
like
chris,
has
already
kind
of
provided
some
info
on,
and
I
think
we
took
some
stuff,
maybe
from
zett's
comments
during
a
couple
meetings
back
regarding,
I
think,
just
the
process
of
onboarding.
D
So
I
think
I
think
you
know
if
there's
questions
about
that
kind
of
stuff,
we
can
definitely
talk
about
it.
One
thing
that
just
came
up
that
is
mentioned
that
we
have
in
the
old
worker
compensation
guidelines
is
a
two-month
trial
period.
But
as
chris
kind
of
noted
in
the
comments
there
that's
a
bit
long,
maybe
for
our
current
circumstances,
so
we
could
definitely
maybe
come
to
some
sort
of
consensus
on
shortening
that
time
period.
Also
with
that
said,
maybe
you
know
right
now
we're
doing
a
it's
pretty
common.
D
It
seems
for
people
to
do
a
50
50
pay
when
they're
doing
a
two-month
pay
period,
but
maybe
for
someone
who's
just
starting
out
and
we
haven't
really
experienced
quality
of
work,
yet
they
could
be
getting
paid
after
showing
their
work,
which
you
know
is
pretty
common
in
most
companies
anyways.
So
I
don't
think
that's
completely
unreasonable.
D
If
anyone
has
any
opinions
they
want
to
share
about
that
stuff.
First,
aside
from
the
trial
period
yeah
so.
H
Another
interesting
area
we
need
to
think
about
is
people
who
are
actually
killing
bounties,
so
roy.
I
think
he
was.
He
was
like
one.
H
He
finished
one
bounty
like
just
partially,
but
he
wants
to
continue
working
on
it
because
he
took
a
lot
of
time
to
get
into
our
technologies
and
like
read
about
stuff-
and
he
asked
me,
I
think
we
even
mentioned
that
in
our
compensation
guidelines
that
we
will
consider
bounty
people
as
like
already
went
through
a
trial
and
I'm
a
little
bit
skeptical
about
that,
because
I
don't
know
how
we,
how
he's
working-
I
don't
know
like
if
it,
if
he's
just
a
good
fit
for
us.
So
that
is
something
we
didn't
trial.
H
Actually,
the
only
thing
we
tried
is
he
did
some
depth
work
and
that's
just
like
just
one
part
of
being
like
a
d
star
contributor.
F
Do
you
guys
remember
how
I
onboarded?
I
basically
I
didn't
know
about
the
bounties
I
was
just
helping
out.
I
didn't
really.
I
wasn't
really
interested
in
working
with
the
exhaust.
I
was
in
the
chat,
helping
out
the
graphics
banners
helping
out
with
like
some
marketing
stuff
and
then
basically
I
was
like
with
you
for
almost
two
three
months
and
then
the
full-time
product
designer
all
came
up,
and
I
said
I'm
interested
and
I
basically
just
started,
and
someone
suggested
yeah.
I've
already
been
here
for
two
three
months
and
showed
like
that.
F
I
just
started
basically
in
the
first
month,
and
maybe
that
was
lucky,
but
I
think
I
would
like
to
see
more
like
longer
period
where
someone
is
engaged
like
not
someone
just
coming
first
day
and
and
saying
hey,
I
want
that
position
but,
like
maybe
I
don't
know
it's
hard,
because
we
need
to
onboard
people
on
to
key
base
first,
and
so
it's
I
would
say
it
depends
on
what
kind
of
person
that
is,
but
I
would
love
to
see
that
kind
of
stuff
happening.
F
Often,
if
so,
let's
say
if
someone
is
head
hunting
down
a
really
good
developer,
he's
known
he's
really
good.
Should
we
put
him
on
trial
like
like?
Is
that
the
thing
should
we.
D
Well,
I,
if
I
I
think
that
you
know
like
two
things
so
first
off
is
like
these:
these
rules,
you
kind
of
want
to
engage
kind
of
worst
case
scenario.
So,
even
if
it's
kind
of
a
ceremonial
trial
period,
even
we
think
the
person's
work
stellar.
It's
like.
Okay,
we're
you
know
just
so
you
know
it's
a
trial
period
right
now,
but
you
kind
of
just
are
work
going
through
the
motions,
obviously
a
little
bit,
but
it
does
can
kind
of
just
like
make
sure
everyone's
on
the
same
page
and
catch
any.
D
D
I
mean
we
had
a
similar
experience
where
we
kind
of,
were
you
know,
posting
stuff
on
the
dow
talk
page
and
then
from
that
you
know
decided
that
it
would
be
interesting
to
try
and
work
for
the
dow,
and
from
that
experience
we
I
think
I
talked
to
skye
about
potentially
waving
our
first
month
of
the
trial
period
just
based
on
past
work,
and
he
seemed
okay
with
it,
but
it
was,
you
know,
pretty
loose
and
we
could
definitely
think
about
doing
something
a
little
bit
more
short
and
just
just
to
get
a
better
feel
for
the
working
relationship.
H
I
think
the
main
question
is
like
like:
are
we
considering
workers
members
and
is
the
tribe
period
just
for
work,
or
is
that
tri-period
for
being
a
member?
And
that's
my
point
like
this,
this
guy
roy
who
finished
some
part
of
of
the
omen
thing?
H
A
Reps,
I
think,
there's
actually
two
different
things.
We're
trying
to
accomplish
here.
One
is
almost
an
anti-sybil
measure
and
the
other
is
closer
to
performance
review.
So
I
think
we
should
have
a
two
week
trial
period
that
is
trying
to
address
some
of
these.
You
know
the
anonymous
problems
with
anonymity,
the
problems
with
like
will
this
person
fit
on
an
immediate
basis,
and
we
should
have
like
a
quick
answer
on
that
and
then
separately.
A
There's
some
performance
review
that
occurs,
and
so
maybe
it's
not
exactly
like
a
trial
period
for
that
two
months,
and
maybe
we
need
some
different
lingo
here,
but
I
think
that
they're
they're
kind
of
two
separate
instances
where
we're
looking
to
get
feed
or
provide
feedback.
J
I
think,
in
my
opinion,
it
would
be
worth
to
have
these
kind
of
more
hands-on,
like
talks
with
trial
workers.
You
know
I
mean
more
valued
at
the
beginning,
rather
than
the
end.
I
don't
think
having
one
big
shebang
at
the
end
would
be
as
valuable
as
you
know,
kind
of
crafting
and
making
sure
a
trial
worker
is
on
the
right
path.
Closer
to
the
beginning.
I
think
in
traditional
work
environments.
J
It's
usually
you
know
you
have
a
lot
of
reviews
closer
to
the
beginning
and
as
you're
nearing
the
end
of
your
your
period
is
when
it's
kind
of
slowing
down.
H
Yeah,
so
that
is
actually
a
great
point
like.
I
think
it's
very
important
that
at
some
point
the
newcomer
like
knows:
okay,
this
is
them.
This
is
my
mentor,
not
really
mentor,
but
the
guy
who's
on
boarding
me
and
that
maybe
should
be
part
of
our
like
proposal
scheme
that
once
they
actually
do
the
proposal.
H
There
is
like
a
clear
responsibility
person
who
needs
to
make
sure
that
this
person
has
like
gets
everything
they
need
to
get
convinced
to
get
a
member
to
to
yeah
and
that
that's
actually
very
important,
and
I
see
with
like
with
all
those
people
who
are
joining
the
omen
team.
I
need
to
make
sure
that
they
really
want
to
work
on
omen
and
they're
going
to
stay
in
the
omen
team
right.
A
Yeah,
I
I
completely
good,
and
I
think
this
is
the
short-term
thing
we
need
to
do,
starting
like
going
forward
if
we
can
reach
some
consensus,
that
I
think
we-
and
I
just
highlighted
the
comment
here-
that
I
think
we
should
be
assigning
an
on-boarding
guide
or
a
single
geek
style
contributor
that
helps
a
newcomer
along,
and
I
think
that
this
should
be
divided
by
these
emerging
squads.
A
We
have
so
if
we
have
someone
that
comes
in
and
wants
to
contribute
they're
going
to
fit
into
one
of
those
squads,
and
then
it
is
on
those
squads.
Presumably,
the
squad
lead
squad
scouts
guide,
whatever
to
be
responsible
for
that
onboarding
component,
and
I
think
that's
that
will
help
a
lot
in
answering
the
clear,
clear
questions,
but
we
of
course
need
to
have
a
wider
onboarding
guide
for
all
dxdot
workers.
It's
just
the
assigned
person
to
walk
someone
through.
That
would
be
the
particular
squad
that
they're
working
in.
D
Yeah,
I
think
that
makes
sense,
and
you
know
once
we
decide
whoever
that
wider
onboarding
guide
is,
we
can
link
you
know
to
their
key
base.
Even
in
this
section
you
know
to
take
a
dm
as
well
as
introducing
the
key
base
like
we
have
but
yeah.
I
like
just
try
it
and
we
can
expand
on
this.
Just
walking
through
you
know,
join
key
base.
Join
dow
talk,
start
reading
the
posts.
D
D
D
A
I
was
gonna
say
that
was
it.
The
last
thing
I
was
gonna
say
is
the
one
thing
I
wanted
that
I
think
we
should
also
have
in
the
trial
period.
There's
two
weeks
is
to
get
some
meeting
attendance
written
in
especially
like
one
outside
of
their
kind
of
core
squad,
and
that
would
be
a
way
of
kind
of
integrating
too.
D
Right,
I
think
I
have
that.
Maybe
it's
number
four
number
three,
even
in
the
onboarding,
because
I
I
do
think
just
to
figure
out,
you
know
just
to
figure
out
a
little
bit
what
who's
on
what
squad
and
who
you'd
even
want
to
kind
of
talk
to
about
what
you
might
be
doing.
Maybe
someone
has
a
similar
position
to
you.
You
don't
want
to
talk
to
the
leader,
but
you
know
they
can
reach
out
to
someone
who
you
might
be
doing
similar
work
as
them.
D
Yeah,
so
what
we're
gonna
try
and
do
more
to
do
guides
so
for
as
far
as
the
worker
compensation
is
concerned.
D
D
Are
we
getting
paid
50
50
and
that's
again
I
think
I'm
not
sure
if
we've
come
to
a
clear
consensus
on
that
issue
yet-
and
we
can
maybe
make
some
comments
about
it,
but
maybe
at
least
for
the
first
trial
period,
which
you
know
maybe
the
first
two
months
and
it's
a
long
time
to
wait
to
get
paid
for
like
a
normal
position
right.
But
maybe
there
is
something
there
about.
You
know
at
least
filing,
maybe
doing
your
work
or
proposal
after
the
trial
period.
D
A
Yeah,
I
think
clarity
is
the
most
important
thing,
rather
than
just
having
people
would
be
willing,
as
someone
said
like,
of
course,
people
in
international
companies
get
paid
after
they
complete
their
work.
I
think
that's
fine
here.
As
long
as
we
have
a
clear
path
for
when
the
proposal
to
be
submitted.
D
Right,
okay,
cool
so
just
clarify
it,
and
if
anyone
has
any
major
issues,
make
a
note-
and
we
can
talk
about
it
again
if
we
have
to.
I
think
this
was
brought
up
for
also
an
area
that
there
was
some
confusion
about
both
keenan
and
I
noted
it
for
our
our
process
is
whether,
like
the
compensation
during
what
we
we
currently
have
a
trial
period
where
it's
75
for
the
first
month
second
month
is
90.
D
D
Yeah,
so
I
mean
you
know,
people
I'm
going
to
fill
this
out
more
as
we
go,
but
I
do
want
to,
I
think,
there's
a
fun
opportunity
for
us
to
show
how
different
are
there
as
a
dao
versus
other
companies,
and
so
I
want
to
talk
about
our
flat
hierarchy
structure.
You
know,
if
you
see
a
problem
fix
it.
Maybe
eventually
we'll
talk
about
squads
at
some
point,
something
that
came
up.
D
I
think
you
know
we
don't
really
have
business
hours,
we're
like
a
you
know,
international
dow,
but
you
know,
I
think
something
that
keenan
and
maybe
that
were
talking
about
was
that
we
should
try
to
figure
out,
maybe
somewhere
at
least
for
contributors
like
who
are
currently
being
paid
by
the
dow
to
at
least
list
time
zones.
It
seems
like
we
all
kind
of
know
what
time
zone
we're
on,
but
something
just
in
case.
You
have
to
reach
out
to
somebody
else
or
need
them
soon.
D
H
Yeah,
I
think
that's
like
that.
It's
especially
important
for
the
health
of
the
like
the
member
I
like
as
someone
who
can
speak
a
little
bit
from
experiences
working
for
the
geek
style.
There
is
no
limit
like
I
can
work
from
midnight
to
until,
like
the
whole
day
ended
and
that's
actually
unhealthy
like
we
need.
H
I
would
love
to
have
like
one
page,
where
I
see
everyone
every
worker,
a
worker's
like
business
home.
So
I
know
when
I
can
reach
them
and
when
I
can't
read
them
and
where,
when
I
actually
shouldn't
reach
them,
because
everyone
should
have
their
like
balance
in
life,
and
I
would
right
now
say
that
I
don't
have
that
balance
right
now
and
it's
it's
that's
fine
for
a
while.
But
I
think
that
is
a
very
important
thing.
We
need
to
fix.
J
I'm
not
sure
if
there's
anything
on
the
notion
side
regarding
that,
but
we
do
have
a
worker
table.
That's
probably
just
about
ready
to
be
filled
out
just
ratifying
some
any
concerns
with
it
and
making
sure
it
all
fits
in
with
the
rest
of
the
air
table.
And
then
we
can
probably
start
having
a
form
filled
out.
D
D
Not
okay,
quick,
two
other
things
besides
business
hours
holidays,
I
mean,
is
that
something
people
want
to.
I
know
we're
international,
so
it's
not
like
oh
yeah,
the
fourth
of
july,
but
at
the
same
time,
do
we
want
a
few
holidays
a
year
where
it's
like
kind
of
silent
and
people
opt
to
if
they
want
to
talk,
they
can
talk.
But
if,
like
I
new
year's
day,
for
example,
you
know
it's
just
kind
of
time
off
or
do
we
want
to
just
leave
that
alone
and
let
people
do
what
they
want
to
do.
H
Yeah,
so
that's
actually
another
great
point
like
right
now:
it's
completely
spaghetti
about
who's,
actually
working
and
who's,
not
working.
Maybe
it's
great.
I
I
think,
having
like
static
periods
in
in
in
a
year
where
we
know
it's
basically
vacation
for
the
deep
star
is
kind
of
nice,
and
I
personally
would
be
pro
this
because
everyone
has
like,
especially
when
everyone
has
their
own
proposal,
schedule.
Timelines
and,
like
I
don't
know,
I
need
like
for
home
in
specific,
I
needed
to
reach
out
to
people
and
ask
them
like
hey.
H
Do
we
actually
work
on
on
that
specific
times
and
those
specific
times
and
having
like
clear
dates,
eliminates
a
lot
of
confusion
for
all
of
us
and
it's
actually
great
to
have
vacation.
G
G
Work
life
balance
is
a
really
really
big
thing
and
it's
kind
of
like
super
like
one
of
the
most
important
things
you
know
for
everyone,
who's
working
anywhere
like
you
know,
no
matter
how
old
they
are,
even
if
they
are
just
18
years
old,
but
I
don't
think
we
should
like
try
to
also
bring
that
over
to
like
a
tao,
and
you
know
just
let
people
work
whenever
they
want
right.
So
I
mean
like
even
new
years
like
for
people.
G
You
know
who
might
be
like
in
china,
and
you
know
who
might
or
like
who
celebrate
like
the
chinese
new
year.
Right
like
the
first
of
january,
doesn't
mean
anything
to
them,
and
so
I
wouldn't
like
set
up
any
strict
rules.
I
would
just
let
people
do
whatever
they
want.
B
J
B
Okay,
I'm
just
gonna
agree
with
with
that
that
I
mean
it's
presumptuous
to
set
a
holiday
because
it
varies
so
widely
across
the
globe
and
you
have
a
very
distributed
workforce.
Of
course,
I
think
work
balance
is
super.
Important
people
should
be
able
to
take
their
local
holidays,
but
you
know,
I
think,
I
think,
in
terms
of
coordination.
It
really
should
just
be
a
matter
of
people.
B
You
know
sharing
when
they
are
available
when
they
might
not
be
available
for
their
own
personal
vacations
or
holidays,
and
maybe
we
could
work
on
tooling
to
make
that
easier
to
communicate,
but
but
yeah
I
mean,
I
think,
also
the
in
terms
of
the
relationship
between
dx
now
and
the
people
working.
I
view
it
more
as
like
a
contractor
relationship
than
like
what
you
might
see
at
least
what
I'm
familiar
with
in
terms
of
like
an
employer,
employee
relationship
in
the
united
states
like
there's
no
additional
benefits,
etc.
B
You
make
your
own
hours,
it
takes
time,
it's
not
telling
you,
you
have
to
work
during
certain
times
or
take
certain
holidays,
and
I
think
that
actually
works
pretty
well.
I
mean
that
said.
I
mean,
I
think
we
do
want
long-term
relationships
with
the
workers
and
we
want
people
to
be
well
taken
care
of.
But
I
think
in
terms
of
like
how
it's
viewed
mechanically
or
even
like
to
take
analogy
to
other
legal
relationships.
It's
more
of
a
contractual
contractual
relationship.
J
I
think
you
you
took
the
the
words
right
out
of
my
mouth
with
that
one.
My
comment
was:
maybe
we
should
be
establishing
that
kind
of
contractual
relationship
and
what
that
means,
because
there's
a
little
bit
of
a
disconnect
in
how
it
was
described
before,
and
we've
kind
of
been
working
on
a
little
bit
where
it's
like
full-time
kind
of
hourly,
based
employment
versus
contractual
and
when
I
was
originally
introduced.
J
I
was
under
the
impression
it
was
okay,
I
state
what
I
will
be
doing
and
that
it
will
be
like
a
full-time
commitment.
But
you
know
if
I
can
do
that
in
six
hours
a
day,
then
it's
contractual
I've
done
my
obligation,
and-
and
that's
that's
that
so
I
think
maybe
specifying
whether
or
not
we
should
be
focusing
on
the
hours
or
focusing
on
the
content.
I
think,
would
be
valuable.
B
B
I
mean
that
that
said,
I
mean
I
think
people
should
have
flexibility,
and
it's
really
like
more
about
like
their
bandwidth
and
commitment,
but
I
mean
I
think,
if
we're
talking
about
what
somebody
can
get
done
in
a
certain
amount
of
time,
that
should
not
be
like.
We
should
not
try
to
play
these
games
of
like
how
much
time
are
you
actually
working?
I
think
that
should
be
addressed
in
the
level
that
you're
that
you're
actually
being.
J
Yeah,
I
agree,
I
think,
just
establishing
what
that
should
look
like
and
having
that
written
down
for
reference,
I
think,
would
be
valuable
yeah.
So
that
doesn't
happen
just.
A
To
just
to
jump
in
here
the
I
think
it's
been
really
confusing
on
what's
happening
the
next
week
in
duke
style,
and
I
think
it's
been
like
stressful
anxiety
written
on
like
should
we
have
this
meeting
or
should
we
not
have
this
meeting
so
I
think
we
should
figure
out
how
to
address
that.
More
broadly.
A
I
think
I
think
I'm
saying
we
can
we
and
I
think
we
want
to
have
policies
that
kind
of
accomplish
a
bunch
of
things,
but
I
think
what
we're
looking
for
in
a
lot
of
these
things
is
clarity
and
there's
a
lack
of
clarity
that
we
need
to
kind
of
institute,
whether
that
clarity
is
we're
going
to
be
flexible
on
these
things
or
not.
It's
just
the
lack
of
clarity,
I
think,
makes
it
stressful
for
people
contributing.
D
D
I
don't
think
john
had
a
suggestion
in
one
of
the
one
of
our
comments
in
the
worker
guidelines
about
maybe
a
you
know
a
day
a
month
to
take
a
free
day
for
yourself,
like
you,
don't
have
to
subtract
that
time
from
your
work
or
proposal
in
order
to
take
a
day
off
once
a
month.
Maybe
we
could
also
do
something.
You
know
it
could
be
kind
of
like
vacation
time
and
we're
going
to
get
into
that
as
well.
But
you
know
people
can
be
allotted
there's
we
could
say
you
know.
D
D
This
is,
you
know,
a
holiday
where
I'm
in
europe
versus
the
united
states,
and
we
could
just
write
that
out
say,
like
you
know,
as
long
as
you
stay,
it's
a
holiday,
you
let
us
know
you're,
not
here
fine
and
we
could
just
kind
of
try
that
out
as
like
a
clarifying
point
and
then
you
know
same
kind
of
thing
separately
from
vacation,
so
you
can
distinguish
between
vacation
and
holidays,
just
because
I
think
it's
a
little
stressful,
and
maybe
this
is
just
my
feeling
of
like
making
people
subtract,
what's
a
holiday
from
their
worker
pay,
because
that's
like
a
little
bit,
you
know
people
should
be
able
to
take
time
off.
D
You
know
it
shouldn't
have
to
be
subtracted
from
their
pay.
If
they're
you
know
celebrating
christmas
or
if
they're
not
celebrating
christmas
and
they're
celebrating
new
year's,
so
I
can
write
something
up
that
maybe
could
make
sense,
is
like
five
holidays
a
year.
Everyone
has
like
five
holidays,
and
then
we
can
talk
about
how
vacation
works
separately.
B
Yeah
I
like
this,
like
baseline
kind
of
like
you,
can
take
this
much
off
at
this
rate
like
so
so
that
it
works
even
when
people
are
not
necessarily
working
full-time
for
the
full
year.
Maybe
they
go
a
few
months
on
and
take
a
little
time
off,
et
cetera,
like
so
something
that
can
work
in
that
context.
That
would
be
great.
F
I
mean
I'm
back
here
on
the
computer,
so
one
thing
about
the
vacation
days
here
or
not
vacation
holidays.
Is
it's
good?
If
we
sync,
I
know
we
might
get
asians
and
chinese
people
or
whatever
they
have
different,
but
it's
good.
If
we
sink
those
holidays,
it's
good.
If
we
recommend
holidays
and
say
you
know
what
new
year's
eve,
no
one
should
work
like
we
we
are.
I
think
we
are
much
more
effective
if
we
can
help
each
others
and
and
like
yeah.
G
A
This
is
the
problem
is,
I
think,
we're
like
basically
gonna
work
on
the
first
of
january,
because
no
one
wanted
to
make
a
decision
about
it
and,
like
I
think
we
just
need
to
like
be
okay
with
talking
about
these
things
and
saying,
like
we
shouldn't
work
on
like
january.
First,
people
don't
want
to
work,
but
no
one
wants
to
be
like
the
one,
because
you
know
we
always
want
to
work
the
hardest.
We
want
to
like
prove
our
worth
right
and
so.
C
B
Yeah
there's
a
calendar.
We
could
share
that
with
youbase
but,
like,
I
think,
because
that's
point
about
syncing
is
important,
but
I
think
what
is
more
practical,
rather
than
trying
to
coordinate
that.
Like
I
mean
we,
we
should
be
having
the
goal
of
trying
to
scale
to
hundreds
right
so,
like
I
think,
rather
than
trying
to
coordinate
that
and
figure
out,
you
know
40
different
nations
holidays
and
how
to
sink
that
in,
like
eight
different
religions
and
how
to
save
that
holiday.
Give
me
a
country
that
does
not
take
january.
B
D
Okay,
so
maybe
new
year's
day
might
be
v1
holiday
and
I'll
do
some
research
if
there's
any
other
universal
days,
but
aside
from
that
yeah,
maybe
something
we
start
with.
Like
five
days
allotted
I'll,
look
at
country
averages
or
something
for
holidays,
and
you
know
figure
something
out.
Okay,
next
thing
is
vacation
which
falls
into
this
really.
Well,
I
guess
yeah
again
we're
international
some
places
get
you
know
five
weeks
vacation,
the
united
states
bylaw
can
give
you
zero
weeks
vacation.
So
there's
a
lot
there.
A
Wait,
I'm
I'm
worried
about
starting
vacation.
I
feel
like
I'm
after
this
holiday
conversation,
I'm
worried
about
diving
into
another
vacation
conversation.
Should
we
should
we
like
at
our
table,
table
this
and
worried
about
the
type
a
little
bit
or
what
do
we,
people
think
about.
A
I
think
this
first
of
this
document,
I
think,
is
really
really
good,
where,
especially
at
the
end,
we
get
into
a
lot
of
these
things
that
we
need
to
figure
out
on
like
standards
and
suggestions.
And
again
I
just
think
there's
a
that
we
can
say.
Flexibility
is
a
good
thing,
but
lack
of
clarity
is
is
a
problem
with
people
kind
of
working
here.
A
So
I
think
this
is
a
good
way
of
just
providing
some
guidelines
for
for
working
forward,
but
before
we
I
just
wanted,
because
we
have
a
bunch
of
other
things
that
I
wanted
to
get
to
so
just
wanted
to
see.
If
there's
any
other
thoughts
on
this
doc
or
the
holidays,
and
and
maybe.
A
Yeah
yeah
cool-
I
actually
just
quickly-
also
wanted
it,
because
I
did
something
just
I
think
another
thing
we
want
to
work
on
quickly
is
majority
votes,
and
so
I
did
just
run
through
deep.
Dow
is
a
good
spreadsheet
for
this
now
and
I
just
kind
of
looked
at
rep
holders
and
kind
of
where
we're
at
there.
So
28.3
percent
of
rep
holders
have
never
voted,
that's
336
addresses
and
you
can
see
kind
of
the
ones
going
down.
A
72
percent
voted
once
and
you
know
we
have
over
53
that
have
voted
at
least
six
times
and
that's
45
addresses
and
then,
if
you
look
at
some
of
the
the
three
most
popular
proposals,
just
in
terms
of
participation
over
the
last
several
months,
I
think
this
is
since,
like
july,
you
can
see
the
numbers
we
have
there.
28
is
27
27.6
or
something,
and
so
I
think
it's
possible.
A
We
can
get
to
a
majority
vote,
but
this
is
something
I'm
trying
to
work
on
and
I
want
to
have
for
the
the
the
scheme
that
we
vote
in.
So
we
can
try
to
get
that.
So
I
don't
know
nico
would
be.
Maybe
I
know
you
have
that
post
up
already,
but
I
guess
when
the
we
look
to
do
the
proposal,
we
should
think
about
try
to
make
that
into
if
we
can
get
a
majority
vote
on
that.
F
Did
you
guys
see
the
proposal?
I
don't
know
if
it
was
up
on
uni,
swap
or
somewhere
else,
but
that
said,
basically
anyone
that
never
laid
a
vote
gets
their
uni
slash
or
some
something
like
that.
I
I
don't
remember
exactly.
I
don't
know
if
it
was
uni
or
something
else
and
like
are
we
interested
in
slashing
people's
rep
if
they
don't
vote
in
a
longer.
A
Period,
I
think
that
what
we
thought
about,
of
course,
is
inflation
is
a
natural
way
of
limiting
their
power.
I
think
that
we
have
thought
about
this
in
terms
of,
but
I
I
don't
think
there's
been
enough
momentum
to
do
anything
at
this.
H
Point,
I
think
I
also
like
we
don't
know
what
is
the
reason
for
non-voting
there.
There
are
probably
rep
holders
who
are
like
guardians
who
are
observing
blueprint
is
similar,
and
I
think
they
are
a
protection
mechanism
for
us,
because
the
fact
that
we
don't
know
who
they
are
and
why
they
are
not
voting
should
like
I'm
actually
like
I'm
very
good
against
slashing
someone's
rep
just
because
we
think
we
should
slash
them
like.
I
think
that
there
should
also
be
clear
routes
for
when
we,
when
we
are
allowed
to
slash
it's
yeah.
A
A
K
Yeah
can
only
done
by
me
so,
but
we
can
change
that
it
is
decentralized
if
I
disappear.
That's
not
the
problem,
but
right.
E
K
It's
done
by
me
and
I
have
put
a
limit
of
5
txt
to
put
up
a
vote
and
I
don't
know
if
I
just
thought.
That's
that's
a
good
good
price,
but
I.
A
K
Maybe
there's
some
other
opinions
about
this
and
geronimo
did
some
pull
requests
that
we
get
some
icons
on
the
on
the
snapshot
page.
Now
it's
like
without
any
icons
yeah,
that's
it.
Basically,
everyone
who
has
like
five
dxt
can
now
make
a
proposal,
and
then,
but
you
can
do
you
can
like
configuration
like
doing
admin
admin
proposals-
I
don't
know
how
they
are
flagged,
but
I
know
if
we
should
use
that
feature
and
then.
D
K
K
Flag
on
the
front
end,
I
don't
know
if
he
should
use
that
at
the
moment,
but
I
have.
I
would
have
to
configure
these
these
admins
it's
more
admins,
it's
more
like
a
trusted
trust
people
to
to
to
make
proposal
and
before
the
talk
started,
somehow
it
should
be
possible
to
know
this
had,
I
think,
used
a
snapshot
page
and
has
some
delegation
some
form
of
delegation,
but
this
needs
some
extra
configuration.
I
don't
know
right
now
how
this
works,
but
the
idea
is
that
you
can
vote
with
a
different
wallet.
K
A
Any
feedback
yeah
I
mean,
I
think
the
bonding
curve
would
get
to
that,
but
I
think
anything
else
that
we're
thinking
about
just
in
general,
with
the
dxd
snapshot.
I
think
it's
a
really
great
tool
that
has
just
kind
of
come
up
and
glad
martin
kind
of
took
the
reigns
on
this.
But
I
guess
martin
is
the
admin,
but
it's
still
a
helpful
tool.
K
K
C
At
some
point,
it
will
be
awesome
to
to
use
it
to
get
signal
from
dxd
holders
around
the
bonding
curve,
but
I
would
for
the
same
reason,
the
dx
dial
proposal
should
have
like
way
more
clarity
and
details
around
what
that
means.
That
should
also
be
included
in
any
proposal
that
goes
to
dxd
holders.
This
isn't
just
the
question
like:
should
the
proposal
be
or
should
the
bonding
card
be
halted,
propose
that
to
dxc
holders
vote
yes
or
no
like
what
is
like.
A
K
I
I
thought,
but
I
think
technically
it's
not
possible,
but
is
it
possible?
Do
it
for
rep
too,
like
a
sneak
signal
version,
no.
A
I
think
this
is
where
the
whole
coven
dao
came
in,
that
we
were
trying
to
do
it
there
and
basically
roll
it
up,
but
I
guess
it
could
be,
but
then
we
would
have
to
it
wouldn't
be
decentralized
because
it
would
be
relying
on
a
server.
L
C
It
martin,
so
you
mean
snapshot
right,
so
there
are
non-erc
20
tokens
that
I
think
are
part
of
our
communities
that
are
on
snapshot.
So
obviously
rep
is
this.
Like
other
version
of
a
token,
it's
not
a
erc20
and
it's
actually
held
by
the
dallas
assigned
to
different
addresses.
C
We,
I
can
ask
the
snapshot
guy,
but
there
I
I
don't
see.
It
is
an
actual
token
that
you
have
to
reference
and
if
maybe
you
can
delegate
it
to
an
address
just
like
you're,
using
delegating
a
different
like
a
gno
token
or
whatever
I.
I
would
think
that
snapshot
would
work
for
that
as
well.
So
we
can.
I
can.
I
can
ask
the
guy
at
snapshot.
Actually
I.
D
Well,
the
cool
thing
is
that
I
mean
aragon
is
developing
with
snapchat,
something
to
where
you
don't
have
to
do
a
multi-sig
wallet.
If
you
were
to
do
full-on
proposals
on
it,
where
it
actually
would
have
some
sort
of
oracle
that
they're
working
with
that
would
be
like
a
relayer
for
on-chain
voting
from
snapshot
directly.
They
just
announced
it-
I
think-
maybe
a
month
or
two
ago,
and
I
don't
think
it's
live
yet
yeah.
D
A
Think
yeah
just
to
to
toss
up
the
meat
to
to
everyone.
Yes,
I
mean
just
the
the
proposal.
Emily
hall,
the
bonnie
grove
is
in
overtime,
which
happens
when
a
proposal
changes
from
one
side
to
the
other
within
the
last
two
days
before
it
would
pass.
So
I
think,
the
idea
being
that
you
shouldn't
have
last
minute
attacks
that
kind
of
switch
the
proposal.
So
there
was
a
last
second
vote
last
minute
vote
yesterday.