61–70 of 90 posts
Carta always talks about how it imagines itself as a sports team. When the team is doing badly, don't they usually fire the head coach? I guess they aren't willing to take the analogy that far, they just like the bit about expecting everyone to be a superstar.
Earlier quoted context omitted.
Seriously? Look at their other severance benefits. Besides if you need an attorney for an immigration case it would be a massive amount of hours. The 30 minutes consultation is helpful to decide if you need to pursue a case. I can't believe with all they are giving you still had to shit on it somehow.
Tell me you never dealt with US visa system without telling me you never dealt with US visa system
Carta always talks about how it imagines itself as a sports team. When the team is doing badly, don't they usually fire the head coach? I guess they aren't willing to take the analogy that far, they just like the bit about expecting everyone to be a superstar.
Earlier quoted context omitted.
Tell me you never dealt with US visa system without telling me you never dealt with US visa system
I've had at least half a dozen US visas (J-1, TN, H-1B, plus renewals, then EAD and now permanent residency). I would have appreciated this benefit if I'd been laid off.
Earlier quoted context omitted.
I was about to ask the same thing. Why would someone leave voluntarily for worse benefits?
Suppose you wanted to leave. There are 2 choices: A) Voluntarily leave and get some sort of severance. B) Wait and gamble that the company decides to ask you to leave. If you wait and are not selected to leave, you likely won't get any severance. So if you are angling to leave, it's safer to just take the package.
I always wondered how American companies lay off European employees (when the companies have branches in European countries). Usually, in Europe, you cannot just fire someone without a justified reason (and no, saving costs is not a justified reason). Such reason are usually: the employee did something illegal (data leaks, sell internal information, etc.) or something related to harassing other employees. Even with b…
The exact specifics of the deal in our case were a little different for US and UK folks because of things like how healthcare works in the US being so completely awful so you have to figure out things like COBRA which would just not be a thing in Europe. That forced us to adjust things to make it equitable/equivalent for both US and UK folks, but we really tried our best to be fair to everyone.
While the base requirements are much higher in the UK/Europe than in the US if you have teams in both places, you should do whatever you can to offer broadly the same deal to both teams. Besides your basic duty as a human to be fair to people, note that your remaining employees will judge you based on how you treated their departing colleagues.
Earlier quoted context omitted.
I've had at least half a dozen US visas (J-1, TN, H-1B, plus renewals, then EAD and now permanent residency). I would have appreciated this benefit if I'd been laid off.
The only tangible benefit would be to keep people on payroll instead of severance which would more than double the time they have available to find the next job
For the RSUs. Is there a buy-back program for shares? Taxes on these far out weigh the benefit. Carta with $150m of revenue is not worth over $1B and is closer to $500m if it went public right now. Use other fintechs that went public for comparison like Robinhood, Coinbase, Toast etc.
Most RSUs are double trigger and don't trigger taxes till an actual liquidity event