81–89 of 89 posts
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I'm nearly certain he believed/believes in the Britannia Unchained folks type nonsense. Brexit, then ECHR exit, deregulate like crazy and exploit everyone and their mum. So long as GDP goes up.
He was just sore because the EU put limits on the energy consumption of vacuums.
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It's a demonstration of power. Which is exactly why it needs fighting against, because these people (i.e. Dyson) must not have power.
Not actually Dyson, one of their parts suppliers. The significance of this ruling is that a British company can be held liable for its suppliers' treatment of workers in anther country.
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And to prove it is possible to have a profitable vacuum cleaner manufacturing business that makes its machines in the UK - long live Henry! https://www.theguardian.com/lifeandstyle/2021/jul/24/how-hen... And unlike Dyson they are almost indestructible!
Few years back (before covid) I splashed out on a fancy Dyson. Worst vacuum cleaner ever. I'm sporting a Vax now, quite good, even runs VMS.
Why do employers deny their employees toilet breaks? Do they actually believe it makes the employees more productive, or are they just cruel people?
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Why not both? I've met my share of idiots measuring productivity wrong, and there needs to be a chain of idiots all the way up to let this escalate to a lawsuit (chains of idiots I've also seen). But I've also seen cruelty on occasion, and you need to have no empathy with your workers to have made this call in the first place.
What was that recent Microsoft quote, something about "we believe with Copilot one developer can produce 1m lines of code per month"?
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Poor performers get put on PIPs, right? Did that person's poor performance "ruin it for everyone" and put the rest of the working plebs (the entire company or department or whatever) on PIPs? No, of course not. The poor performer gets singled out, which is just fine. So instead of punishing everyone for some lying asshole's poor judgment, I propose management puts that lazy jerk on their own SDIP (sick day improvemen…
> The poor performer gets singled out, which is just fine. he's not a poor performer, he's just an asshole. And you can't fire someone for being an asshole > So instead of punishing everyone for some lying asshole's poor judgment, I propose management puts that lazy jerk on their own SDIP (sick day improvement plan). You're missing the point. You can't single the person out for violating a policy that you didn't have…
If you have any sense whatsoever, you'll simply say "we've decided not to continue your employment" and offer them a month of paid COBRA and two weeks of pay in exchange for an agreement not to sue.
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https://en.wikipedia.org/wiki/OpenVMS
The Vax runs this?!