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> Would the inner circle members of CCP leadership realistically face the same prosecution and sentencing Almost certainly. But it's not simple to understand b

> Would the inner circle members of CCP leadership realistically face the same prosecution and sentencing Almost certainly. But it's not simple to understand because four things are simultaneously true: 1. Corruption is a serious problem Xi is genuinely focused on reducing through high-profile prosecutions with extreme sentences. 2. Xi and his party lieutenants have certainly used corruption charges to eliminate central party 'Titans' because they got too powerful, got too greedy, or were deemed insufficiently 'loyal'. 3. Corruption is pervasive at almost every level and there's no way most of it can be eliminated anytime soon. In fact, the system relies on it to function as well as it does. The purpose of these high-profile prosecutions is only to reduce the size and frequency of corruption. It reminds officials that stealing half the money half the time can be bad for their health. So they stick closer to taking 10-20% only 10-20% of the time. 4. The sub-1% of corrupt officials who are prosecuted, likely end up being busted because they got 'too greedy' and were made a sacrificial lamb by their corrupt peers to fill the system's need for a few high-profile examples. The 'too greedy' isn't from taking too much, it's usually from not greasing enough palms with enough money (including the provincial corruption investigators themselves). When there's tens of millions of dollars of illicit money at stake, the dynamics become like de facto organized crime mobs and there's always competition between factions. This guy probably knows exactly which rival played the game better and beat him.

asdfman123 3mo ago
It's like unlimited PTO. Take a reasonable amount of PTO and you're fine, but if you actually treat it as unlimited then you'll get fired.
- rcbdev 3mo ago
  I never understood why you can't just take any random European country where ones company also has a presence and stick to the (government mandated) vacation time there, usually 5-6 weeks p.a. - is this considered unacceptable in the U.S.A.?
  - mrandish 3mo ago
    The key is understanding that accounting is driving the policy. 'Unlimited PTO' really means 'uncounted PTO' because for most public companies in the U.S., once PTO is counted, the salary value of each vacation day becomes another liability which must be reported and carried on the balance sheet. It's no different from a payable debt like a bank loan, except the debt becomes immediately due in cash the moment the employee ceases employment for any reason (quits, retires, laid-off, fired). It's also a debt that cannot be delayed, negotiated or discharged even in bankruptcy. In a competitive employment market, paid time off is just another part of the cash value of any compensation package. Employees compare the overall packages, so companies need to offer 'competitive' PTO. In the past decade, FAANG-ish valley companies have had to offer 4-6 (or more) weeks of PTO. I know people who took two weeks every year and 'banked' four weeks. They retired early after 12 years with an extra YEAR of cash salary paid in full the day they left. When 5-10% of a company's debt is owed to their own employees and could become immediately due at any moment - it can be a cash flow and accounting issue for companies. By 'not counting' the PTO, any time off you don't take in the year you earn it doesn't go on the balance sheet as an unpaid debt from the prior year - meaning PTO becomes 'use it or lose it'. This isn't materially different than the EU where it's normal for most corporate employees always take every day of PTO anyway. In the U.S., where historical PTO trends were closer to 2-3 weeks and only recently grew to 4-6 weeks, the result was more employees took more PTO each year (which is net good), but one component of their overall comp package became a little less good because they could no longer 'bank' more than one year's PTO and cash it out. Earned PTO carry-over was capped at one year and any you didn't take disappeared, unless you made an agreement with your manager. For example, I deferred a chunk of my vacation into the next calendar year because we were shipping a major product (I was happy to do so and suggested it myself as I was leading the product). Technically, I guess it wasn't 'counted' in any HR record-keeping so if I suddenly quit before I took the vacation, I might not have been paid for the extra two weeks I deferred from the prior year - but only if my boss and the company decided to be real jerks about it. Another reason not to work for jerks if you can avoid it. Also, it isn't smart for companies to not reasonably honor verbal agreements with employees because word gets around and no other employee would agree to defer any PTO and future big projects would suffer. This flexibility wasn't always only in the company's favor. There was also a time I deferred a week of PTO to the next year by verbal agreement which I lumped together with paternity leave when my kid was born. Note: I'm only familiar with the dynamics in the U.S. I believe they also apply in some other geos but regulations and financial reporting requirements differ per country.

asdfman123 3mo ago

It's like unlimited PTO. Take a reasonable amount of PTO and you're fine, but if you actually treat it as unlimited then you'll get fired.

rcbdev 3mo ago
I never understood why you can't just take any random European country where ones company also has a presence and stick to the (government mandated) vacation time there, usually 5-6 weeks p.a. - is this considered unacceptable in the U.S.A.?
- mrandish 3mo ago
  The key is understanding that accounting is driving the policy. 'Unlimited PTO' really means 'uncounted PTO' because for most public companies in the U.S., once PTO is counted, the salary value of each vacation day becomes another liability which must be reported and carried on the balance sheet. It's no different from a payable debt like a bank loan, except the debt becomes immediately due in cash the moment the employee ceases employment for any reason (quits, retires, laid-off, fired). It's also a debt that cannot be delayed, negotiated or discharged even in bankruptcy. In a competitive employment market, paid time off is just another part of the cash value of any compensation package. Employees compare the overall packages, so companies need to offer 'competitive' PTO. In the past decade, FAANG-ish valley companies have had to offer 4-6 (or more) weeks of PTO. I know people who took two weeks every year and 'banked' four weeks. They retired early after 12 years with an extra YEAR of cash salary paid in full the day they left. When 5-10% of a company's debt is owed to their own employees and could become immediately due at any moment - it can be a cash flow and accounting issue for companies. By 'not counting' the PTO, any time off you don't take in the year you earn it doesn't go on the balance sheet as an unpaid debt from the prior year - meaning PTO becomes 'use it or lose it'. This isn't materially different than the EU where it's normal for most corporate employees always take every day of PTO anyway. In the U.S., where historical PTO trends were closer to 2-3 weeks and only recently grew to 4-6 weeks, the result was more employees took more PTO each year (which is net good), but one component of their overall comp package became a little less good because they could no longer 'bank' more than one year's PTO and cash it out. Earned PTO carry-over was capped at one year and any you didn't take disappeared, unless you made an agreement with your manager. For example, I deferred a chunk of my vacation into the next calendar year because we were shipping a major product (I was happy to do so and suggested it myself as I was leading the product). Technically, I guess it wasn't 'counted' in any HR record-keeping so if I suddenly quit before I took the vacation, I might not have been paid for the extra two weeks I deferred from the prior year - but only if my boss and the company decided to be real jerks about it. Another reason not to work for jerks if you can avoid it. Also, it isn't smart for companies to not reasonably honor verbal agreements with employees because word gets around and no other employee would agree to defer any PTO and future big projects would suffer. This flexibility wasn't always only in the company's favor. There was also a time I deferred a week of PTO to the next year by verbal agreement which I lumped together with paternity leave when my kid was born. Note: I'm only familiar with the dynamics in the U.S. I believe they also apply in some other geos but regulations and financial reporting requirements differ per country.