3 ms·

1) Most of the roles can just switch to another FAANG where the largest discount is 85% instead of 50%. 2) Employers have changed the terms of employment at wi

by iaw 5y ago

1) Most of the roles can just switch to another FAANG where the largest discount is 85% instead of 50%. 2) Employers have changed the terms of employment at will for decades, I can literally find stories from a hundred years ago. This is a situation where employees are changing the terms (which also happened a hundred years ago in the US) 3) The American Disabilities Act is a law, diversity and inclusion are concepts. There is a large difference between being bad for diversity/inclusion and violating the law. When you violate the ADA you open yourself up to lawsuit (although the loss is a drop in the bucket for a company Apples size) 4) And? Companies need all types. The mid-performers and even the low-performers provide value (otherwise they wouldn't maintain employment). If all you care about are your high performers you'll have a larger churn and pay the price. 5) It's the verge, do you really think they're for high quality rigorous analytics reporting? No, they got a few chat threads and made some inferences. It may be that literally only 10 people at the company care about this (unlikely)

slownews45 5y ago
1) Sure - and Apple may be able to accommodate folks asking for a pay cut in return for a change in work situation if they ask. Note that I did this once asking to go to part time at a position in return for a more than pro-rata reduction in pay. I was turned down and found another job. I didn't threaten to quit - and remained on good terms with previous employer who later hired me on as a contractor (!) so my pay was remarkably higher for the part time work I'd wanted in first place - still in touch with them. 2) Employees also find what works and switch jobs. You don't need to throw around things like diversity, inclusion, ADA - you can just go find a WfH job (there are a lot more these days) if that's what you want / need. 3) The claims of violation in this article are thin. It's not clear employees have described medical condition, provided docs, done the interactive process. How has apple violated the ADA? Note that the ADA is not a free pass either. 4) The lower performers may seem to be easier to replace - so may not be key retention targets. Note that I've seen incredible accommodation of key retention target staff (ie, live on a boat, x hours of private jet travel etc). 5) Every industry has higher churn now because of wfH (mine included). This is not headline news necessarily.

by iaw 5y ago

slownews45 5y ago

1) Sure - and Apple may be able to accommodate folks asking for a pay cut in return for a change in work situation if they ask. Note that I did this once asking to go to part time at a position in return for a more than pro-rata reduction in pay. I was turned down and found another job. I didn't threaten to quit - and remained on good terms with previous employer who later hired me on as a contractor (!) so my pay was remarkably higher for the part time work I'd wanted in first place - still in touch with them. 2) Employees also find what works and switch jobs. You don't need to throw around things like diversity, inclusion, ADA - you can just go find a WfH job (there are a lot more these days) if that's what you want / need. 3) The claims of violation in this article are thin. It's not clear employees have described medical condition, provided docs, done the interactive process. How has apple violated the ADA? Note that the ADA is not a free pass either. 4) The lower performers may seem to be easier to replace - so may not be key retention targets. Note that I've seen incredible accommodation of key retention target staff (ie, live on a boat, x hours of private jet travel etc). 5) Every industry has higher churn now because of wfH (mine included). This is not headline news necessarily.