81–90 of 238 posts
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You have no opinion about the bill, but then clearly imply it'll be bad. Sure.
Is it bad? That depends on your point of view. If you are pro-business, then yes, the bill is bad. If you are not pro-business and you are pro-worker rights, then you will not see it as bad.
Earlier quoted context omitted.
Second phone?
Indeed. If $job is not willing to buy and hand me a "work phone" then they are out of luck, nothing for $job gets put onto my private phone. If they think they need this ability, then they also need to add a line item to their budgets for the cost of the phone and the service. And when faced with this alternative, they have not, so far, decided they want to pay for a phone.
Earlier quoted context omitted.
Second phone?
Indeed. If $job is not willing to buy and hand me a "work phone" then they are out of luck, nothing for $job gets put onto my private phone. If they think they need this ability, then they also need to add a line item to their budgets for the cost of the phone and the service. And when faced with this alternative, they have not, so far, decided they want to pay for a phone.
So I do have work stuff on my personal phone, but with no notifications whatsoever. Only works because I'm in a position where it's acceptable to require all communications to go through emails or messaging apps though.
I'm curious, how often are people getting contacted outside of work hours for "regular" jobs? I do SRE / Platform type of work where I'm technically on-call 24/7/365 but as a salaried worker I don't receive over time or anything like that. If an on-call event happens where I end up putting in 2 hours on a Saturday or Thursday night, I'd use my discretion to leave early or start late another day. In the roles where on…
Google pays their oncall a % of their full-time base salary depending on the oncall tier (5 min response time vs 30 minutes). This should probably be required - there is a different mindset and set of restrictions when you're expected to pick up a page. It also forces companies to use on-call judiciously - not every service needs a 5 min SLO.
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> Democrats are just unable to think about how to create the conditions for wealth generation.
Oh no, business owners won't be able to "generate more wealth" for themselves. Trickle-down is already shown to be not a thing.
Recent job ad in my town for a burrito restaurant, word for word: "Part time kitchen assistant wanted, up to 10-15 hours a week, $17/hr. Must have full time availability".
Basically wanting someone to sit around by their phone, unable to work anywhere else, in the hopes of making ~$200 a week. Wow. That would almost pay for half of the median 1br apartment rental cost in this not particularly special town.
But do go on about how us liberals are fucking the economy.
Earlier quoted context omitted.
Indeed. If $job is not willing to buy and hand me a "work phone" then they are out of luck, nothing for $job gets put onto my private phone. If they think they need this ability, then they also need to add a line item to their budgets for the cost of the phone and the service. And when faced with this alternative, they have not, so far, decided they want to pay for a phone.
Where do you draw the line? If the employer wants you to install a 2FA app on your phone, do you demand a separate phone or alternate 2FA device for that and mark yourself as a troublemaker? Or do you just do what 99.8% of the staff does and install the app?
that means they need to provide it
Lots of privilege in this thread showing. This is the equivalent of "what global warming, it was so cold today". Please remember that just because you aren't expected to have consistent unpaid after-hours comms doesn't mean that others don't. Bills like this would help a lot of people who are victims of "can you just take a look at this real quick" at 6pm. It does need to be at the country level though, otherwise emp…
Most of the roles I've had involved irregular and long hours. In most cases, I've been happy to take these roles. The article isn't clear how exactly this is intended to work. I think no surprise hours that aren't recognized in the terms of employment makes sense. But also I think I should be able to agree to being available if I am willing to be. Remote Michigan tech workers already have enough trouble as tech compa…
If you have to “clock in” at the exact same time every day, “clock out” at the exact same time every day, and are expected to work additional scheduled hours outside of work, you should be paid hourly and receive overtime. You are an hourly employee. Not a salary one. You might be called a salary employee. But no, you’re working as an hourly employee.
If companies expect you to be on call, that’s great. Pay an on call hourly rate. Problem solved. But you can’t just take a salary employee, treat them like they work at McDonald’s and then pay a base bi weekly salary. That’s not okay IMO.
There's a weird incuriosity in the responses here for a place that calls itself Hacker News. "This doesn't happen to me" is about the least interesting or useful response you could have to someone telling you something happens to them. Someone is telling you the world works differently for them than it does for you, which means you've got an opportunity to learn something new about the world and expand your model. Ev…
I find the internet full of panic and fear and negativity these days and it overstates how pervasive a thing is.
Example: I travel to Disney World sometimes. There's a recent hubub about transportation and the blame is all on "OMG THE INFLUENCERS ARE EVERYWHERE".
In those situations it's interesting how many people will spread those stories about influencers saturating the park / causing problems and yet ... most every user who replies "I've never seen one at the park".
Everyone's experience is valid IMO. Everyone gets to express their lived experience.
There used to be a lot of "abusive start up demands massive hours" talk on HN. I actually think people expressing how it isn't that way everywhere / doesn't have to be that way is VERY helpful. Folks in those situations now know that maybe they have options.
Where I work, in Michigan, people used to be compensated if they were called for on-call work. Then, probably 15 years ago, they decided to give everyone a little raise, based on how much on-call work they did in the previous year, then ended the extra payment for on-call. Anyone who was hired for, or moved into, a position that required on-call work got nothing and continues to get nothing. I used to get called a lo…
If Alex was previously on-call from time to time and got a raise to account for that typical amount of on-call, it sounds like you think that's fair? (It does sound fair to me.) Then, Bailey is hired at the same exact pay as Alex and also has to occasionally be on-call. Is Bailey truly "getting nothing"? Is Alex's pay fair and Bailey's identical pay unfair? I don't think so.
If you want to pass a law that requires employers to divide up pay differently than they currently do, that's totally fine; in some corner cases, it will result in a net pay increase for lower-paid employees.