3 ms·
Other than the formula being public (Which again doesn't make a difference since we already roughly know it), how much wiggle room would you have in a company w
by ehsankia 6y ago
Other than the formula being public (Which again doesn't make a difference since we already roughly know it), how much wiggle room would you have in a company with 50k+ employees? Would you have any more of a wiggle room than you did before? Is the union going to argue for your personal individual salary?
I think you're inflating an issue that happens when a company is really large, to an issue with lack of union.
- caconym_ 6y agoI think the point here is that if $BIGCORP makes some unpopular compensation change that affects many employees (e.g. reducing the weighting of performance in the pay formula, reducing base pay relative to RSUs, etc.), a union would give employees a way to push back on those changes and/or negotiate for some other concessions in return. Actually, I imagine a $BIGCORP workers' union to be much more involved in this kind of negotiation than e.g. in demanding that wages be flat with no room for pay increases based on merit, which is the usual FUD that anti-union folks roll out in these conversations.
- UncleMeat 6y ago> Is the union going to argue for your personal individual salary? Probably not. But they might be able to prevent the company from suddenly reducing everybody's equity compensation by 20% or whatever. A huge amount of compensation at large tech companies is completely discretionary. Nothing prevents large tech companies from eliminating huge swathes of bonus and equity pay, other than people leaving the company. A union can make it so you have other recourse.