> What about the employer’s side of the story though? The one that’s on the other side of the economic engine. Also the side of the "economic engine" that hist

> What about the employer’s side of the story though? The one that’s on the other side of the economic engine. Also the side of the "economic engine" that historically cheerfully exploited workers until the labor movement enacted basic protections. IMO employers (in general) are guilty until proven innocent when it comes to workers' rights. > I know checking “results” is what should be happening, but guess what? That’s actually pretty difficult and open to all kinds of debate. Yeah my job is difficult too, but I don't take shortcuts because it was "pretty difficult" to do things correctly. Seems like a bad example to set for your employees if you want them to be hard workers... > You being “present” during office hours is not up for debate and easy to check. It's also not part of my employment agreement! I'm salaried, I'm paid for getting the job done. Of course, part of "the job" is to be available during business hours in order to participate in meetings, off the cuff discussions, and of course I value that part too. But so long as I communicate when I may be away from my keyboard for a bit, we're all able to manage this easily. > We all know you are not “making up for it” in the evenings. You are watching netflix and eating hot dogs while sending some superficial emails and notes to give off the impression you are working. This is such condescending arrogance it almost doesn't merit a response. But rest assured, there are plenty of us who say they'll make something up in the evening, and they do it without hot dogs and Netflix. (Also, if somebody did their job functions successfully and efficiently while eating hot dogs and watching Netflix... who cares?) > It’s not some small marginal group taking advantage every way they can every chance they get, it’s nearly everyone I know. It’s insane. But they expect to be paid in full. I am not completely opposed to introducing some metrics to track your value. Obviously you should track the value of employees, but you track it by results, not by this garbage. If your management isn't able to detect freeloaders who aren't getting results: that's a problem with your management and business.