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An SL friend said she was going to be assisting LL


Bonnie Lordhunter
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Of course she would not answer that question. As a Linden Lab employee, I assume she must be tied to some kind of confidentiality and non-disclosure agreement. 

If she has access to residents's RL information would probably depend on what is her job at LL. The billing department, for instance, certainly has access to such information because it's relevant when it comes to CC numbers etc. If your friend's job consists in cleaning the desks and emptying the bins after the working hours... well, she certainly has no access at all to our precious real life details. :D In any case, it's pretty sure you'll never know! :)

ETA: Just an afterthought... Or she made up the whole story and doesn't work for LL... :o:P

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Of course she would not answer that question. As a Linden Lab employee, I assume she must be tied to some kind of confidentiality and non-disclosure agreement. 

If she has access to residents's RL information would probably depend on what is her job at LL. The billing department, for instance, certainly has access to such information because it's relevant when it comes to CC numbers etc. If your friend's job consists in cleaning the desks and emptying the bins after the working hours... well, she certainly has no access at all to our precious real life details. :D In any case, it's pretty sure you'll never know! :)

ETA: Just an afterthought... Or she made up the whole story and doesn't work for LL... :o:P

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Technically, there are no legal unpaid employee provisions allowed in the state of California. Having looked at the Linden Lab employment pages for a few years now I'm not aware of any intern opportunities ever being offered. Corporate interns can be unpaid if the guidelines below are followed.

California follows the Federal guidelines regarding Internships:

Legal Requirements for Unpaid Internships

According to the U.S. Department of Labor and the California Department of Labor Standards Enforcement, there are certain standards that employers must follow when taking on unpaid interns. These requirements are intended to ensure that the intern is really receiving a valuable learning experience in exchange for free labor. Unless all of the following criteria are met, the intern is legally an employee, who must be paid the minimum wage, earn overtime, and receive all of the other protections guaranteed by state and federal employment laws:

  1. Interns cannot displace regular employees.
  2. Interns are not guaranteed a job at the end of the internship.
  3. The employer and the intern(s) understand that the interns are not entitled to wages during the internship period.
  4. Interns must receive training from the company, even if it somewhat impedes on the work of the organization.
  5. Interns must get hands-on experience with equipment and processes used in the industry.
  6. Interns' training must primarily benefit them, not the company.

Legal Issues for Employers

While internships provide various benefits to employers and students, unpaid interns are quickly becoming the modern-day equivalent of entry-level employees, and are being taken advantage of financially. Employers who exhibit a failure to fairly compensate employees for their work are at risk of legal repercussions.

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Given Linden Lab's penance for security and protecting the identities of its account holders, I can't imagine an Intern having access to account data. The accountability rules for most corporations wouldn't allow that. Perhaps your friend is here in SL Answers offering guidance & wisdom using another account ID?

Also, does you friend live in San Francisco or Boston? Those are the only 2 location's that LL is hiring and maintaining corporate offices at. I'm pretty sure the various data centers in other cities have no Linden Lab or Linden Research employees in them. Usually server farms are leased from a 3rd party provider and all access is via the well protected VPN networks and of course the proprietary Linden Lab Virtual Server Management Software.

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