361–370 of 377 posts
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this doesn't happen because the union is very much interested in keeping the company afloat
It does happen just like bloated management also makes a company less flexible even though managers don't want the company to fail. They wouldn't intentionally push it to fail, but they could easily push it very close to failing and then something else pushes it over the edge, happens time and time again.
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> An econ 101 observation Econ 101 observations are utterly useless without the specific context in which they're made. This is like talking about spherical cows in a vacuum in the context of aerodynamics. In the specific case of unions, they always forget to mention that a higher proportion of a company's income going to salaries generally means increased consumer spending for workers, which spurs other kinds of ind…
> second and third-order effects are not really talked about in Econ 101. Exactly, the purpose is to teach concepts, not the whole picture.
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I'm not disputing that employees have right to try and form a union. I'm asking people who are insisting that Id employees are not free to accept competing offers to back up those claims with evidence.
And I'm telling you that what you're asking for doesn't mean a lick. Someone already pissed in the pool. Once you know it's been done, you can't uncrack that egg. Plan on capabilities. Not "what you feel like they might draw the lines". Odds are, your feelings are in error, and they are capable of much worse. And if they're actually decent people, to everyone, all is good. If all they want is to juice the most out of…
If you support the unionization effort for other reasons, that's fine, but let's be clear: the allegations that Id is engaging in no-poaching agreements or some other illegal activities remain totally baseless. There is no reason to think that there's something preventing Id employees from accepting competing job offers from other companies, despite the insistence to contrary in this thread.
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That sounds great. I've worked so many days where I work 18 hours for zero extra pay. I usually get a free dinner and a cab ride home and that's it.
In my experience, getting management recognition for overtime is an uphill battle. Even when I did get paid at some elevated rate, if we divided actual hours worked with the money I got, I still made way less than my hourly rate.
Reminds me of unlimited vacations policies. Great on paper.
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Those things can also be part of law, see Europe. The challenge with having good worker protection laws and high minimum wage is that at some point local labour becomes less competitive with foreign low cost options. Then you'll need tariffs or other import rules to keep your local industries alive.
Many European labor laws came to existence thanks to their workers movements, which were primarily driven by, ehm, unions.
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It does happen just like bloated management also makes a company less flexible even though managers don't want the company to fail. They wouldn't intentionally push it to fail, but they could easily push it very close to failing and then something else pushes it over the edge, happens time and time again.
Do you have some recent examples?
Am I misinformed — that unions have actually been popular in the private sector over the past long while in order to trigger what you speak of recently?
Funny how the "story" doesn't link to the announcement it mostly copied from the CWA.[1] Here's the link to the union organizing page.[2] No draft union contract for Id, though. Interestingly, this is an industrial ("wall to wall") union, rather than a craft union such as The Animation Guild. IATSE Local 839, in Hollywood. TAG only represents specific jobs, mostly animation artists. A key point in TAG contracts is ho…
Member of a union here -- two, in fact! -- in unrelated industries. "1.5x for overtime, 2x for 7th day" is pretty standard. If they were hourly employees and not getting a deal similar to this before, they were getting ripped off.
Mandated 1.5x overtime has consequences.
Another side effect (that I know happens in manufacturing jobs) is that people will deliberately slow their work during the week to work overtime on the weekend. I'd wager this is very common in jobs with frequent overtime opportunities.
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Except unlike slaves, these software developers are free to quit and take a competing job offer.
The logical conclusion of the scenario being floated here is that if enough workers resist their own exploitation, the "job creators" will take their capital and go... somewhere. And then there will be no jobs.
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"Is there any evidence that Id employees are being subject to this kind of no poach agreement?" Why should there be evidence ? They have a right to be pro-active and protect themselves from the C-suite.
Because people replied to my statement that Id employees are free to accept competing jobs elsewhere claiming that that employees at Id don't have that ability. It sure looks like this claim is baseless.
If you're a junior, or someone trying to get into the field. I can't tell you the right path. But I can tell you, the people with the purse strings care only about that purse, and parting with as little of it's contents as possible, and getting as much out of you in the process of doing it. I can tell you I made the decision over 10 years ago to go the non-organized route. It worked. For a while. But at great personal cost medically, and likewise when I inevitably had to make the choice between becoming the better cog for the market, or being there for the people who matter most to me.
Don't delude yourselves. Organize. The people hiring you do. You must as well. Organize enough, and we as a society may finally recalibrate enough to achieve a new equilibrium that doesn't involve mulching each other for the sake of Mammon and Moloch.