You only need one of these 2 things to have the upper hand with regard to excessive working time:
1. Be an expert in some skillset which is extremely hard for the employer to replace easily. 2. Enough money in the bank, no debt, and low living expenses to weather being fired for refusal to work long hours.
If a City wants to allow e-scooters, the e-scooter companies should pay for use of City infrastructure via a permit or licensing mechanism so that the scooters can be placed in designated areas carved out near bus stops and the like and not clutter sidewalks. Any e-scooters not licensed or permitted should be impounded.
Consider no other legislation until a Net Neutrality bill is signed into law.
Now, this may cause other problems because the legislature will be shirking their constitutional duties, and the other side will do the same with some other piece of legislation, like that "Border Wall", But "putting your foot down" to advance critical issues is something the corrupt US congress needs to start doing.
What we have in the US are powerful business groups who "nominate" our legislators for re-election through private campaign donations. Until all elections are financed by public funds, none of this will change: employment-at-will, binding arbitration, noncompete clauses, and reform of overtime for exempt employees.
Since when is social media, free stuff where you are the product, and business models which treat employees like contractors considered tech leadership?
Maybe Silicon Valley should get back to doing things which made tangible products such as CPU's, and specialized chips.
Maybe instead of "Silcon Valley", it should be called "Silly Ventures"
if increased_h-1b_restrictions is True then: result = lobby_congress_to_get_rid_of_regulations() if result is False then: result = move_most_operations_overseas() if border_adjustment_tax is True then: result = initiate_second_business_plot() if result is False flee_country()
The trend I've noticed is that companies prefer to hire someone who can't easily move to another company, yet have the option of terminating employment for any reason whatsoever (i.e. an extreme version of employment-at-will) For example, this is why they prefer H-1B and contingent employees. H-1B's can move, but it's a lot of work on the part of the H-1B employer. Since they are locked in, the company can pay them less. Contingent workers can be easily let go without the worries of the employee suing the company, or having to pay for pesky things like health insurance, vacation, holidays, unemployment insurance, and worker's compensation.
As for off-shoring to overseas locations. The problem companies face is that most of the rest of the developed world has stricter labor laws and better contingent worker protections then the US, as well as single payer health care and statutory vacation laws. Also employment-at-will is an alien concept all developed countries and in most emerging economies such as China. Salaries in the developing countries are also on the rise.
By using H-1B and temporary workers and employing them in the US, the company can avoid paying market rates for labor and have a captive workforce which can be increased or reduced at a moment's notice which makes the bean counters, and investors happier.
The problem is this tactic only works if there is a good supply of H-1B and contingent workers to be exploited. We need better protections for H-1B and contingent employees in the US, as well as a reform/harmonization of "Employment-at-will so that workers are not taken advantage of, and the global talent pool truly operates as a free market.
Send a request to the work number to see all the data they have on you. You have this right under the Fair Credit Reporting Act (US). That's what I did. In my case they said they don't have any records on me. I'm hesitant to beleive that, but I do have a written record of that statement in case it is shown to be false.
1. Why was it so abrupt? Usually, there's a process which is followed for non-performance to force someone out. Performance improvement program (PIP) comes to mind. The firings seem abrupt, but we'll probably not know if some procedure was followed or not.
2. Does Tesla use stack ranking? If so, you probably don't want to work there. Any company practicing stack ranking causes employees to compete against each other instead of focusing on the challenges in the business. Stack ranking may work for a few review cycles, but then the best employees have left and all you have is a bunch of back-stabbers left.
3. Did the affected people have everything they needed to perform their jobs, or were they sabotaged by their managers?
4. If they were indeed slackers, why were they hired in the first place?
Nothing will happen at the federal level right away because of this.
The banks are too powerful. These are the same guys who pushed binding arbitration in consumer contracts of adhesion.
States will need to take the initiative first. Let's hope that the banks don't have the power to pass a federal law to preempt the flurry of state laws which will come out of this.
Death by a thousand cuts at the state level might prompt a 'watered down' federal update to the Federal Credit Reporting Act, but it will end up pre-empting any state laws with a decent set of teeth.
Sometimes I worry about the rule of law and equal protection under the law in the US. It the banking cartel can rip off everyone by sidestepping the rule of law with binding arbitration, why can't a sniper take out a banker or two?
This question is key to resolving this and other issues with personal data hoarders.
If personal data is owned by the person, then maybe it is copyrightable.
If you own the copyright on your personal data, then you could conceivable issue a DMCA "Takedown Notice" to all the credit reporting agencies.
This would wipe your credit file (Which has distinct disadvantages as you would no longer have a credit record). If you avoid financing things, then maybe this would work out just fine.
In other words, Wells Fargo is a parasitic corporate entity who have perfected the art of living off their customers without providing any significant value for money.
The interview process is protected against blacklisting:
1050. Any person, or agent or officer thereof, who, after having discharged an employee from the service of such person or after an employee has voluntarily left such service, by any misrepresentation prevents or attempts to prevent the former employee from obtaining employment, is guilty of a misdemeanor.
1051. Except as provided in Section 1057, any person or agent or officer thereof, who requires, as a condition precedent to securing or retaining employment, that an employee or applicant for employment be photographed or fingerprinted by any person who desires his or her photograph or fingerprints for the purpose of furnishing the same or information concerning the same or concerning the employee or applicant for employment to any other employer or third person, and these photographs and fingerprints could be used to the detriment of the employee or applicant for employment is guilty of a misdemeanor.
1052. Any person who knowingly causes, suffers, or permits an agent, superintendent, manager, or employee in his employ to commit a violation of sections 1050 and 1051, or who fails to take all reasonable steps within his power to prevent such violation is guilty of a misdemeanor.
1053. Nothing in this chapter shall prevent an employer or an agent, employee, superintendent or manager thereof from furnishing, upon special request therefor, a truthful statement concerning the reason for the discharge of an employee or why an employee voluntarily left the service of the employer. If such statement furnishes any mark, sign, or other means conveying information different from that expressed by words therein, such fact, or the fact that such statement or other means of furnishing information was given without a special request therefor is prima facie evidence of a violation of sections 1050 to 1053.
Communications companies, Banks, and Insurance companies seem to have no regard for their customers any more here's my short list of companies I won't do business with because of their arrogance to the concerns of their customers:
1. Wells Fargo 2. AT&T 3. Allstate
All these companies seem to care about is enriching management first, then shareholders second. Customers and employees are at the bottom of the list. They drive business to them due to their large advertising budgets. This would change if customers tuned out advertising, and did better research on the best product for their needs. Pessimistically, I think most people are lazy, and do business with the entity which advertises heavily. This props up these bad actors, and they rake the profits in.
Things are going to get very ugly before they get better. The investor class will not relinquish its power without a fight. These guys will fight to the bitter end. They have everything to lose. They will use their resources to keep the status quo in place. Expect the skirmishes between main street and wall street to escalate. The outcome is very hard to predict, but there will be a conflict. Best case: We are able to wrest control from the investor class, and restore democracy. Worst case: Think Second Civil War, Robots killing citizens en-masse, biological agents released, or US military thermonuclear bombs targeted intra-US.
Near instantaneous payments which are reliable should help eliminate the personal check. One of my pet peeves is the occasional person who still writes personal checks in store checkout lines. The whole reason why a few people still write personal checks in checkout is convenience for them, and the illusion that there's still a float period.
I won't use any router which I can't load third party firmware on. If this router requires the use of stock firmware, then I would not consider purchasing it. There's too many conflicting interests (i.e. ways to please shareholders) getting in the way of privacy these days. If I pay for something, this I want options to retain my privacy.
"Consumers will find it ever easier to get what they want, when they want it, where they want it.".... At an exhorbitent price. You'll pay for that convenience until it becomes widespread and starts to displace the traditional grocery store.
Slashdot Mirror
You only need one of these 2 things to have the upper hand with regard to excessive working time:
1. Be an expert in some skillset which is extremely hard for the employer to replace easily.
2. Enough money in the bank, no debt, and low living expenses to weather being fired for refusal to work long hours.
If you have neither, you can be easily expoited.
If a City wants to allow e-scooters, the e-scooter companies should pay for use of City infrastructure via a permit or licensing mechanism so that the scooters can be placed in designated areas carved out near bus stops and the like and not clutter sidewalks. Any e-scooters not licensed or permitted should be impounded.
Consider no other legislation until a Net Neutrality bill is signed into law.
Now, this may cause other problems because the legislature will be shirking their constitutional duties, and the other side will do the same with some other piece of legislation, like that "Border Wall", But "putting your foot down" to advance critical issues is something the corrupt US congress needs to start doing.
What we have in the US are powerful business groups who "nominate" our legislators for re-election through private campaign donations. Until all elections are financed by public funds, none of this will change: employment-at-will, binding arbitration, noncompete clauses, and reform of overtime for exempt employees.
Instead of prohibiting cash, let's prohibit personal checks at merchants where there are checkout lines.
Since when is social media, free stuff where you are the product, and business models which treat employees like contractors considered tech leadership?
Maybe Silicon Valley should get back to doing things which made tangible products such as CPU's, and specialized chips.
Maybe instead of "Silcon Valley", it should be called "Silly Ventures"
Good night, Westley. Good work. Sleep well. I'll most likely kill you in the morning.
if increased_h-1b_restrictions is True then:
result = lobby_congress_to_get_rid_of_regulations()
if result is False then:
result = move_most_operations_overseas()
if border_adjustment_tax is True then:
result = initiate_second_business_plot()
if result is False
flee_country()
Are your terminators active or passive aggressive :)
The trend I've noticed is that companies prefer to hire someone who can't easily move to another company, yet have the option of terminating employment for any reason whatsoever (i.e. an extreme version of employment-at-will) For example, this is why they prefer H-1B and contingent employees. H-1B's can move, but it's a lot of work on the part of the H-1B employer. Since they are locked in, the company can pay them less. Contingent workers can be easily let go without the worries of the employee suing the company, or having to pay for pesky things like health insurance, vacation, holidays, unemployment insurance, and worker's compensation.
As for off-shoring to overseas locations. The problem companies face is that most of the rest of the developed world has stricter labor laws and better contingent worker protections then the US, as well as single payer health care and statutory vacation laws. Also employment-at-will is an alien concept all developed countries and in most emerging economies such as China. Salaries in the developing countries are also on the rise.
By using H-1B and temporary workers and employing them in the US, the company can avoid paying market rates for labor and have a captive workforce which can be increased or reduced at a moment's notice which makes the bean counters, and investors happier.
The problem is this tactic only works if there is a good supply of H-1B and contingent workers to be exploited. We need better protections for H-1B and contingent employees in the US, as well as a reform/harmonization of "Employment-at-will so that workers are not taken advantage of, and the global talent pool truly operates as a free market.
Send a request to the work number to see all the data they have on you. You have this right under the Fair Credit Reporting Act (US). That's what I did.
In my case they said they don't have any records on me. I'm hesitant to beleive that, but I do have a written record of that statement in case it is shown to be false.
Nope. California is not a right-to-work state.
https://en.wikipedia.org/wiki/Right-to-work_law
1. Why was it so abrupt? Usually, there's a process which is followed for non-performance to force someone out. Performance improvement program (PIP) comes to mind. The firings seem abrupt, but we'll probably not know if some procedure was followed or not.
2. Does Tesla use stack ranking? If so, you probably don't want to work there. Any company practicing stack ranking causes employees to compete against each other instead of focusing on the challenges in the business. Stack ranking may work for a few review cycles, but then the best employees have left and all you have is a bunch of back-stabbers left.
3. Did the affected people have everything they needed to perform their jobs, or were they sabotaged by their managers?
4. If they were indeed slackers, why were they hired in the first place?
Nothing will happen at the federal level right away because of this.
The banks are too powerful. These are the same guys who pushed binding arbitration in consumer contracts of adhesion.
States will need to take the initiative first. Let's hope that the banks don't have the power to pass a federal law to preempt the flurry of state laws which will come out of this.
Death by a thousand cuts at the state level might prompt a 'watered down' federal update to the Federal Credit Reporting Act, but it will end up pre-empting any state laws with a decent set of teeth.
Sometimes I worry about the rule of law and equal protection under the law in the US. It the banking cartel can rip off everyone by sidestepping the rule of law with binding arbitration, why can't a sniper take out a banker or two?
This question is key to resolving this and other issues with personal data hoarders.
If personal data is owned by the person, then maybe it is copyrightable.
If you own the copyright on your personal data, then you could conceivable issue a DMCA "Takedown Notice" to all the credit reporting agencies.
This would wipe your credit file (Which has distinct disadvantages as you would no longer have a credit record). If you avoid financing things, then maybe
this would work out just fine.
In other words, Wells Fargo is a parasitic corporate entity who have perfected the art of living off their customers without providing any significant value for money.
The interview process is protected against blacklisting:
1050. Any person, or agent or officer thereof, who, after having discharged an employee from the service of such person or after an employee has voluntarily left such service, by any misrepresentation prevents or attempts to prevent the former employee from obtaining employment, is guilty of a misdemeanor.
1051. Except as provided in Section 1057, any person or agent or officer thereof, who requires, as a condition precedent to securing or retaining employment, that an employee or applicant for employment be photographed or fingerprinted by any person who desires his or her photograph or fingerprints for the purpose of furnishing the same or information concerning the same or concerning the employee or applicant for employment to any other employer or third person, and these photographs and fingerprints could be used to the detriment of the employee or applicant for employment is guilty of a misdemeanor.
1052. Any person who knowingly causes, suffers, or permits an agent, superintendent, manager, or employee in his employ to commit a violation of sections 1050 and 1051, or who fails to take all reasonable steps within his power to prevent such violation is guilty of a misdemeanor.
1053. Nothing in this chapter shall prevent an employer or an agent, employee, superintendent or manager thereof from furnishing, upon special request therefor, a truthful statement concerning the reason for the discharge of an employee or why an employee voluntarily left the service of the employer. If such statement furnishes any mark, sign, or other means conveying information different from that expressed by words therein, such fact, or the fact that such statement or other means of furnishing information was given without a special request therefor is prima facie evidence of a violation of sections 1050 to 1053.
"Meet the new boss, same as the old boss" -- The Who
Bloody revolutions almost never change things for the better.
Much better to do it structurally with a Constitutional Convention or an Article V Convention.
Communications companies, Banks, and Insurance companies seem to have no regard for their customers any more here's my short list of companies I won't do business with because of their arrogance to the concerns of their customers:
1. Wells Fargo
2. AT&T
3. Allstate
All these companies seem to care about is enriching management first, then shareholders second. Customers and employees are at the bottom of the list. They drive business to them due to their large advertising budgets. This would change if customers tuned out advertising, and did better research on the best product for their needs. Pessimistically, I think most people are lazy, and do business with the entity which advertises heavily. This props up these bad actors, and they rake the profits in.
Things are going to get very ugly before they get better. The investor class will not relinquish its power without a fight. These guys will fight to the bitter end. They have everything to lose. They will use their resources to keep the status quo in place. Expect the skirmishes between main street and wall street to escalate. The outcome is very hard to predict, but there will be a conflict. Best case: We are able to wrest control from the investor class, and restore democracy. Worst case: Think Second Civil War, Robots killing citizens en-masse, biological agents released, or US military thermonuclear bombs targeted intra-US.
It depends on the state. Some allow continued employment as consideration, others do not.
You are correct, but you missed one....
Americans have been denied access to the courts and a jury trial by the use of binding arbitration by employers.
Near instantaneous payments which are reliable should help eliminate the personal check. One of my pet peeves is the occasional person who still writes personal checks in store checkout lines. The whole reason why a few people still write personal checks in checkout is convenience for them, and the illusion that there's still a float period.
I won't use any router which I can't load third party firmware on. If this router requires the use of stock firmware, then I would not consider purchasing it. There's too many conflicting interests (i.e. ways to please shareholders) getting in the way of privacy these days. If I pay for something, this I want options to retain my privacy.
"Consumers will find it ever easier to get what they want, when they want it, where they want it.".... At an exhorbitent price. You'll pay for that convenience until it becomes widespread and starts to displace the traditional grocery store.