SatanicNotMessianic

This is the worst summary I’ve ever read.

In the US, there is no law or regulation. It’s decided company by company. We usually distinguish between vacation days and sick days, and the number of hours for each accumulate throughout the year based on the number of hours worked, with more senior employees having a higher ratio (meaning they accumulate hours faster). The total number of hours are generally capped (eg, they can’t go above 240), but they do carry over year to year. Some companies (and I believe this is required in some states, like California) must pay out the remaining vacation hours when the employee leaves the company, so that if you leave with 120 hours of vacation on the books, you get three weeks vacation pay in addition to any additional severance package. That does not hold for accumulated sick leave. These are both considered “paid time off” (PTO) because employees are paid their salary/hourly pay. When I left my last position, I did so with 240 hours of vacation that they had to pay out, which was in addition to my hiring bonus and moving allowance at my new employer. It came in handy.

Other companies do what’s called “unlimited paid time off.” This means there’s no pre-existing cap and that vacation and sick time get bundled together. It’s all at the manager’s discretion. Depending on the company, though, it can be a disadvantage. Corporate culture can be such that people are discouraged from taking time off, and there’s no vacation pay out if you leave, because you don’t have set hours on the books. Americans in general take long weekend or week-long vacations, sometimes up to two weeks. Depending on the role (and the nature of the vacation), they’ll still work some hours, because that’s often the cultural expectation.

The worst jobs - and this means the majority of service jobs - allow for either zero PTO hours, or will routinely deny employee requests to use them. The above applies to corporate jobs (eg engineers and designers), union jobs, and government work. The person making your pizza or telling you where the shoe department is probably doesn’t get those “benefits,” and if they do, they have to jump through a ridiculous number of hoops (including facing the wrath of their manager) to exercise them.

I’d like the US to have legislation to force minimum levels of PTO, and I’d like to have the culture change so one can say “I’m going to be in Greece for four weeks but will call you when I get back” rather than saying “I have stage three liver cancer and will be getting my organs replaced but I can make the meeting at ten.”

Manager at a FAANG here. Three days of sick leave (per year I’m guessing) is fucking insanely low. Just a flu will take someone out for a week easily. If you force them to come in or else take unpaid time off/risk being fired you’re going to a) get someone who is marginally productive at best and b) likely to get more coworkers sick, causing a bigger slowdown and costing the company more money. You also come off like the person who writes the memo that 40% of sick time is taken on a Monday or a Friday.

You’re Colin Robinson, the energy vampire of your office.

I am an engineering manager at a FAANG company and I get that it was mostly in fun, but as a professional who does this for a living I just wanted to point out that not only were you wildly wrong, literally Elon Musk’s lived and executed experience proves you wildly wrong.

Yup. I went back into academia, then rotated between that, military, and government work. Now I’m waiting to see if the other shoe drops and I either sponge off my partner or buy a beach house in Mexico.

I’ve been working in tech in one form or another since about 1994 and even before that if you include “writing some software for some guy’s cash register.” I’ve been through a few of these. They suck, but two years from now it’ll be forgotten.

It’s an abbreviated article that I refuse to pay to access, but as a (former) academic - and a student before that, obviously - this is beyond concerning.

I also do language research and know the importance of training data, but this has all the appearances of a naked cash grab from an institution who nominally justifies its existence on educating students and conducting research. I was never even fully comfortable with commercial funding for academic research (unless they fully disassociated the commercial aspect from the funding and open sourced the results), but this seems beyond the pale.

I’m not even comfortable if they got “informed consent,” because those forms are so often misunderstood and signing them feels like forced compliance. I’m absolutely against it if they didn’t even go that far.

So if they want to show good faith, all of the deans and administrators of U of M should make recordings of all of their phone calls, meetings, and schedules available for research purposes.

I’m not disputing their experiences - I’ve replied otherwise on this thread - but I’m going to guess that a lot of those experienced devs didn’t go through the 2000-2002 ish dot com crash, or maybe even the 2008 recession.

Sometimes the money goes away for a while. The money has currently gone away. Eventually they drop the interest rates, people decide that real estate or EVs aren’t sexy anymore because they’re overbought, and the money floods back in. Then it gets too much, to the point that some kid gets $60M for the idea of selling barbecues and charcoal over the internet, and the cycle repeats.

We thought Keynes fixed this but then decided it was more fun for a handful of people to make shitloads of money and then crash the economy every decade or two.

While you’re right that many tech companies overhired, they overhired into an increasing market. Multiple companies, including Twitter, then over-fired and ended up trying to get employees to boomerang or otherwise hire into positions that they cut. Other companies, like Apple, expanded but did not overhire, and as a result have not done mass layoffs.

I also have no idea how you come up with a 20 person IT department at every site when internet services companies live and breathe on IT services. Everything from data centers costing tens to hundreds of thousands of dollars to making sure devs can commit code and that backups get made takes IT services. I’m not sure what industry you’re in but you’re vastly under-budgeting and setting yourself up for failure, exactly the same way Elon is doing. Elon managed to crash twitter’s valuation by a whopping 90% inside of a year. If the cuts he made were justified, the line would have gone in the other direction.

Content moderators and ad sellers are literally the entire point of having a company like Twitter. Curation is the product, and the ad buyers - not the users - are the ones paying the bills.

So, yes - companies hired because they needed to hit production targets during Covid that were not sustained by continued market levels post-pandemic. That’s always going to result in cuts.

But a lot of what we’re seeing right now is upper management/c-suite types seeing how close they can cut costs to the bone without it hitting the quarterlies as production falls off and reliability tanks, and just hoping to make it out the door before that happens.

grinding, screeching noises coming from the engine room

To be fair, those are the normal TARDIS sounds.

On the other hand, Dr Who doesn’t have an engineering or SRE staff.

Send your squire to fetch the breastplate stretcher!

I’m going to go with the former because if it were the latter the Russians would know about it and wouldn’t be using it for anything other than browsing onlyfans.