I prefer inequality when it comes to pay because I will work harder than the majority.
Is this satire?
This is the belief that roughly 50% of voters in the United States share.
New York employers must include pay rates in job ads under new state law
41–50 of 228 posts
Re: New York employers must include pay rates in job ads under new state law
#42I've previously commented [0] on how broken this implementation is. It's frustrating politicians don't see how easy it is to circumvent what the law seeks to achieve. [0] https://news.ycombinator.com/item?id=37440358
IMO a much better idea that circumvents all these problems is requiring companies to disclose how much they're already paying their employees, the Scandinavian way. This wouldn't even necessarily need to be broken down by individual employees, per position would work too, with statistics like number of employees covered, min, max, average and median.
> the Scandinavian way
They… do no such thing?
Re: New York employers must include pay rates in job ads under new state law
#43I have never worked in a job where you can give a reasonable pay band and routinely made 1.5-3x what other people with the same title did, before bonuses. This really only works for well-defined jobs in production, retail, and seems to bring little utility for the HN crowd.
The same work should bring the same payment, period. Everything else just ends up rewarding those with the best "negotiation" skill which is completely unrelated to one's actually work-relevant skills.
There is no such thing as "same work" outside of a production line and the like. You learn this in the initial weeks of your career.
In every tech company there are programmers, project managers, and sales people who have the same titles but deliver vastly different quality of outcomes. And everyone knows this because they instantly pick the good ones whenever they have the slightest optionality.
You have a new project, difficult client, some fuckup to straighten out, and everyone's eyes turn to the same person. It's such a common occurrence, you must have seen this. You must have seen people being fired without a single tear or with a sigh of relief and others quitting to widespread worry over who will manage to step in for them. People with the same roles on paper.
Re: New York employers must include pay rates in job ads under new state law
#44I have never worked in a job where you can give a reasonable pay band and routinely made 1.5-3x what other people with the same title did, before bonuses. This really only works for well-defined jobs in production, retail, and seems to bring little utility for the HN crowd.
The same work should bring the same payment, period. Everything else just ends up rewarding those with the best "negotiation" skill which is completely unrelated to one's actually work-relevant skills.
Now define “same”, particularly for creative work where value created can be a factor of 10 or more off.
There are qualified, employed SWEs that I’m 3x as good as. There are other SWEs who (correctly) look at me and draw that exact same conclusion.
Re: New York employers must include pay rates in job ads under new state law
#45Earlier quoted context omitted.
IMO a much better idea that circumvents all these problems is requiring companies to disclose how much they're already paying their employees, the Scandinavian way. This wouldn't even necessarily need to be broken down by individual employees, per position would work too, with statistics like number of employees covered, min, max, average and median.
> the Scandinavian way They… do no such thing?
Taxeringskalender
Re: New York employers must include pay rates in job ads under new state law
#46My query with this sort of thing is always that will this do any more than remove the low and high end people for roles in companies, and maybe the people who want the highs will go to somewhere where they can be paid with more variability.
High and low end people don't have to be hired for the advertised position. I believe the company can still say "yeah, you're not this level, but we're interested in you for position X instead" which may be outside of the advertised range.
Sure. But then what if that position isn't advertised, because you just made it for this candidate?
E.g. if someone is already on a little below your top end, but they'd have to trade a nice short commute at their current role for a longer commute to come to you, they might need more than the top end. What then? Do they have to stay put, because this sort of law only thinks about salary, and not overall cost-benefit for the employee's situation, judged by the employee?
Re: New York employers must include pay rates in job ads under new state law
#47I have never worked in a job where you can give a reasonable pay band and routinely made 1.5-3x what other people with the same title did, before bonuses. This really only works for well-defined jobs in production, retail, and seems to bring little utility for the HN crowd.
That may be also a sign of poorly defined levels. If you're calling people the same i.e. set the same expectations, but pay them 3x different amount, something's weird with the org.
Re: New York employers must include pay rates in job ads under new state law
#48Earlier quoted context omitted.
IMO a much better idea that circumvents all these problems is requiring companies to disclose how much they're already paying their employees, the Scandinavian way. This wouldn't even necessarily need to be broken down by individual employees, per position would work too, with statistics like number of employees covered, min, max, average and median.
> the Scandinavian way They… do no such thing?
I believe Sweeden, Finland, and Norway each publish the income/tax returns of all citizens.
Re: New York employers must include pay rates in job ads under new state law
#49Earlier quoted context omitted.
IMO a much better idea that circumvents all these problems is requiring companies to disclose how much they're already paying their employees, the Scandinavian way. This wouldn't even necessarily need to be broken down by individual employees, per position would work too, with statistics like number of employees covered, min, max, average and median.
> the Scandinavian way They… do no such thing?
Apparently you can get anyone's declared income with just a phone call, maybe that's what they're referring to: https://www.businessinsider.com/sweden-salaries-freely-avail...
If that's possible, you can at least in theory try to find a representative sample of current employees and get an idea of how much you could realistically get paid.
Re: New York employers must include pay rates in job ads under new state law
#50Earlier quoted context omitted.
That seems unlikely, since they do not have legal jurisdiction over say a company in Belgium who is advertising worldwide for employees.
Intent and reasonably foreseeable outcomes probably matters here. If that company in Belgium advertises worldwide and somehow hires many people who live in New York, you bet NY will argue (successfully) that they have to follow this law, at least prospectively, as it affects residents of their state and the DoL has jurisdiction over protecting the labor rights of its residents.
What does that mean in practice?