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I have heard this criticism. I've also heard from my union that they know there is that image, and that's not a culture they support or want to create, and that
by danpalmer 3y ago
I have heard this criticism. I've also heard from my union that they know there is that image, and that's not a culture they support or want to create, and that they want to promote an effective and fair performance-based team environment.
Fundamentally, a union for software engineers is just not going to work the same as a union for, say, manufacturing. There's a lot that mostly doesn't apply to us like physical safety, but a lot more that does like whistleblowing.
- monero-xmr 3y agoWhistleblowing is an extreme edge case. What about simply a lazy non-performer? Can they still be fired? Is there just additional friction?
- theshrike79 3y agoI live in a country where unions are a de-facto standard. They actually negotiate with the government for stuff. Firing "lazy non-performers" is easy, you just follow the steps. 1) warning about performance, in written form with someone present 2) second warning 3) fired. The American way where a boss can just come in and say "you're fired, gather your things and security will escort you out" will never fly here. The process is there to make sure the reason for firing is explicitly stated and understood by both sides. It also gives some safeguards that just a personality conflict between people can't be used to fire someone, there has to be a proper reason beyond "I don't like your face" Companies can also fire people when they hit a downturn, but there's a catch. If they claim it's for "economic reasons" (there's a specific turn of phrase they need to use here that doesn't translate) they then need to primarily re-hire the people who they fired if they start hiring for the same positions again.