31–40 of 281 posts
I feel like Auth0 is one of those products that shouldn't exist. Youre paying ALOT for what you can do with a JWT.
I don’t get it why the US company layoff culture is so different from what I’m familiar with, the European one. What are they afraid of that people need to be locked out? That one brings a gun to work? Here you get laid off, get a notice, are expected to continue working for a while (but depending on your work ethic you’ll take it easy), consume your remaining PTO, complain to your coworkers about what happened durin…
I had that experience with a US mother company of a European subsidiary (of a subsidiary). CEO swings by, as he does once per year, and fires the whole dev team, including the local branch manager, because they'll take over in the US (they couldn't, and then bought a competitor instead; the original product is still running, 15 years later), and we were told to leave the building. I had a program building something f…
Earlier quoted context omitted.
> In IT we have it pretty easy and can rebound without as much hassle as other domains, so we think we're kind safe. We're not. Seems even people in the US aren't actually that well off, as the author said they'd experience "acute financial stress" if it wasn't for the severance: > [...] and was told that the severance offered would give me at least a few months free from acute financial stress [...]
Wait until America wakes up and reads this thread. The anti-union feeling over there is very peculiar to Europeans.
Earlier quoted context omitted.
I had that experience with a US mother company of a European subsidiary (of a subsidiary). CEO swings by, as he does once per year, and fires the whole dev team, including the local branch manager, because they'll take over in the US (they couldn't, and then bought a competitor instead; the original product is still running, 15 years later), and we were told to leave the building. I had a program building something f…
What country was this? If it was a European subsidiary, then would you have not have been subject to the employment protection of the country's laws?
I don't know why people think it's not possible to fire people in the EU, but it is and it's a normal thing. It just costs some money.
I don’t get it why the US company layoff culture is so different from what I’m familiar with, the European one. What are they afraid of that people need to be locked out? That one brings a gun to work? Here you get laid off, get a notice, are expected to continue working for a while (but depending on your work ethic you’ll take it easy), consume your remaining PTO, complain to your coworkers about what happened durin…
I think the answer is pretty simply due to the difference in laws. In the US no notice is legally required. As you noted, employees that already know their employment is shortly coming to an end generally don't perform to the same level. Therefore it is in the company's interest to give no advance notice whatsoever until employment is officially, actually terminated. In every European country, there's a legal require…
That doesn't follow at all. The notice period exists so you can transfer your knowledge and projects to colleagues who will take over your work.
If the notice period is in the company interest when people leave on their own, it's also in the company's interest when they have to leave?
> and learned an enormous amount about what it means to build and run a people-first company
Seems at odds with this bit at the beginning:
> And then it happened, I got the email. Slack didn't work. My laptop restarted and came back with accounts missing. It really, actually happened. And even though the writing seemed to be on the wall, I was still caught a bit off guard.
This industry (not specifically this company) fires people in a way that is not as people-first as all of the declarations make out.
If people want it to be people first through and through... know that every right that you ever had was earned through a union.
Join a Union. The bitter truth is your employer has a lot more lawyers than you do. For all the talk about how well-compensated and in-demand tech workers are, the reality is usually different. You need someone in your corner to help you fight for your rights. If you're a tech worker in the UK, you can get three months free membership at https://prospect.org.uk/join/
Join a Union. The bitter truth is your employer has a lot more lawyers than you do. For all the talk about how well-compensated and in-demand tech workers are, the reality is usually different. You need someone in your corner to help you fight for your rights. If you're a tech worker in the UK, you can get three months free membership at https://prospect.org.uk/join/
Anyone have any idea how this would/could work for a company with employees in many different countries? Especially if the number of employees in your own country is low? (Single or low double digits.)
In the UK, for example, it doesn't matter how small your employer is - you still have the right to have your Trade Union representative with you in certain meetings.
I don’t get it why the US company layoff culture is so different from what I’m familiar with, the European one. What are they afraid of that people need to be locked out? That one brings a gun to work? Here you get laid off, get a notice, are expected to continue working for a while (but depending on your work ethic you’ll take it easy), consume your remaining PTO, complain to your coworkers about what happened durin…
But I've seen it in the UK too... Specifically one corporate I worked for sent a mass email to everyone on a Thursday afternoon saying something along the lines of "please ensure you're in the office tomorrow morning". Then on the Friday morning people were called into a room one by one, told they had been made redundant and were immediately escorted off site by security. This was just a fairly regular retail business too. Nothing that you would think required such an extreme approach.
I suppose I understand it in some ways though... If you've just told someone you've lost your job you're probably not going to be very motivated to continue to work. And suppose there is some risk people might try to disrupt business activities in protest... I think it probably is better to give employees their redundancy pay and let them move on rather than waste their time for several weeks. That said, I'm not sure why the security escort was needed in this case. The layoffs came from McKinsey's infinite wisdom though, so it wouldn't surprise me if the security escort was their recommendation to reduce risk.