3 ms·

What way would be ideal? It would have to be an objective measure applied universally. I challenge you to come up with a reasonable measure. In reality, front l

by bko 4y ago

What way would be ideal? It would have to be an objective measure applied universally. I challenge you to come up with a reasonable measure. In reality, front line workers and managers (the good ones) know ability of people and how much they contribute. In my experience it was very obvious and agreed upon for the most part. But none of the (in)effective people could be discerned in an objective way.

Apocryphon 4y ago
My point isn't that unions could necessarily protect layoffs, and thus I am agnostic about how they should respond to layoff criteria. My point is that unions could protect benefits that might go away in the event of a market downturn, when tech labor power is similarly weakened.
- bko 4y ago
  Right, but everything has tradeoffs. If the org chooses to protect benefits, then it may mean more cuts. For instance, to save $X a non-unionized firm may have to cut 5% of the workforce, and it would likely choose weaker performers. But if they have to provide more benefits and severance to those they let go, they may have to cut 10% of the workforce instead. In my experience layoffs were always measured. The people affected were usually weaker performers or in functions that weren't practical anymore (e.g. recruiter during a hiring freeze). For me the tradeoff is not worth it. I understand that there will be ups and downs and I may one day be a victim. But I appreciate the flexibility that likely led me to be hired in the first place without a traditional background in tech. Basically they took a chance and luckily it worked out. But if the firm had a much higher cost to get rid of someone, they likely would have went with a more traditional candidate
  - Apocryphon 4y ago
    By benefits I don't mean simply TC pay package items or employee perks, I mean not being subject to games industry-style unpaid overtime crunch, or forced RTO for those who had moved hours away from the nearest office during the pandemic, basic QoL "luxuries" who might be put into jeopardy as labor power weakens in poor economic situations.

by bko 4y ago

Apocryphon 4y ago

My point isn't that unions could necessarily protect layoffs, and thus I am agnostic about how they should respond to layoff criteria. My point is that unions could protect benefits that might go away in the event of a market downturn, when tech labor power is similarly weakened.

bko 4y ago
Right, but everything has tradeoffs. If the org chooses to protect benefits, then it may mean more cuts. For instance, to save $X a non-unionized firm may have to cut 5% of the workforce, and it would likely choose weaker performers. But if they have to provide more benefits and severance to those they let go, they may have to cut 10% of the workforce instead. In my experience layoffs were always measured. The people affected were usually weaker performers or in functions that weren't practical anymore (e.g. recruiter during a hiring freeze). For me the tradeoff is not worth it. I understand that there will be ups and downs and I may one day be a victim. But I appreciate the flexibility that likely led me to be hired in the first place without a traditional background in tech. Basically they took a chance and luckily it worked out. But if the firm had a much higher cost to get rid of someone, they likely would have went with a more traditional candidate
- Apocryphon 4y ago
  By benefits I don't mean simply TC pay package items or employee perks, I mean not being subject to games industry-style unpaid overtime crunch, or forced RTO for those who had moved hours away from the nearest office during the pandemic, basic QoL "luxuries" who might be put into jeopardy as labor power weakens in poor economic situations.