271–280 of 684 posts
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It wasn't last year, now it is again, so people might've missed it. I thought you could only deduct $300 though.
Are you talking about California state tax? The $300 thing doesn't jive with my federal tax spreadsheet..
https://www.aarp.org/money/taxes/info-2020/how-to-deduct-202...
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> I’m not staying at a job past 5 unless I have a share of the company. Screw that. Every startup owner thinks they are unique and that’s why 90% of them fail. Not all companies are the same, and not all companies are startups. I'm back working at the same company which was my first job in tech. Not for the second time, not the third either, but the fourth time now. I was first hired there over 22 years ago in tech s…
> even if it can't pay a huge amount for some positions, there's always a lot of recognition that everyone is needed to make it work, and everyone is appreciated I can't pay my rent in recognition or appreciation though.
Yes, it does not replace money, but for some people it is worth more to feel happy at work than to receive a bit more money.
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Charity is an above the line deduction.
It wasn't last year, now it is again, so people might've missed it. I thought you could only deduct $300 though.
The asymmetry between how employees agonize over their behavior towards their employers vs how employers think of their employees never ceases to amaze me. Never forget that your employer will gleefully lay off their most loyal employees if doing so is somehow in alignment with some executive’s comp. I’m not saying you should ever behave unethically, I’m just saying that if you’re on the field, you should be aware of…
Yes I'm in total agreement with this. I see many people here who get absurdly passionate about programming that they forget a lot that management is not as much. The business world is brutal so you gotta hedge the odds in your favor. Busting my ass for the potential to make a significant bonus isnt worth it. As is going above and beyond. Just game the system and wait for management to figure it out. And if your manag…
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Well, a) it's based of base salary, so managers may be making a lower base than others, and b) while both bonuses are based on company revenue, managers may have a higher target. It makes sense to have a larger part of sales' income be commission than, say, engineers, who may have less control over meeting revenue targets.
In what universe are managers averaging less base salary than individual contributors? Aside from a few outlier engineers you see from time to time...
https://www.investopedia.com/ask/answers/032315/why-did-larr...
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Ouch, 25% vs. 6%. That's how they value managers vs. (engineers? or everyone else?). Sad.
I'm surprised there isn't more discussion on this. That's more than 4x more for managers than engineers.
This is literally a plot point in Christmas Vacation. Is also why I think it is silly for startups to provide too many perks. It sets obvious precedent and will upset more folks when you stop. Find ways to invest in the company so that success is it's own perk. If the company truly has more, work that into raises where you clearly tie the income to the success of the company.
Short term, if they need to attract talent or die they better attract talent. People getting pissed off when startup gets big is a "future problem".
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Top tech talent, even in software, weren’t making the kind of money they are today. Top new grads going to the hottest employers could hope to make $50,000 all in (not counting stock options paying off down the road). $100,000 in guaranteed comp was all but unheard of for ICs. Programming was not yet at the doctor/lawyer level, much less the banker one. That started to change in the dotcom frenzy but that was still a…
Yep, my first year out of college (1998) I was making 50K at a local public tech company. Anyone in tech would laugh at that nowadays, but that was considered a "good" starting salary.
There was a reset between then and now: The Great Recession around 2008. Starting salaries were below 50K, and I was really surprised when a few years later I got an offer at that amount (also right out of college) - I remember looking around for what to expect, and it was more like 35K.
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It wasn't unlimited though. If startups will let you take 4 weeks, or 8 weeks, or 12 weeks, or whatever - they should simply publish that up front. I am fairly certain that they would have had an issue with you taking 52 weeks of paid vacation time off per year. The actual policy number is somewhere between 2 and 52. I agree that 2 weeks of PTO for an employee per year is too little, but I think we are talking about…
If you give people defined vacation time, you have to pay it out when they leave in CA. If it's undefined it's worthless, which is good for the employer.
When I worked at eBay, we had a bonus program based on company revenue. It was around 6% of your salary max and managers got around 25% max based on the same formula. For the first few years, you could count on getting a max bonus every quarter. To the point where most everyone who worked there had always gotten one. And the one quarter, we didn't get the max bonus. In fact, I don't think we got it all. People scream…
I've been at places where you get bonuses and me and the wife always call it "magic money". We don't bank on it and we try to pay down debt or invest it.
We pamper ourselves with something nice with a (small) part of it and put the rest of them on our rainy day savings.