Take This Job & Shove It: Some forced to hold off plans to move on, some working from home, some STRIKING with record unemployment

[Rembrandt Brown]

6 o'clock every morning you waking up yawning
To the sound of your alarm clock alarm
About an hour from now
You should be at your place of employment
Which is annoying cause it's so boring
Your co-workers are talking too loud for you to ignore them
It affects your occupational performance
You wonder why your work load is so enormous
Because your boss just laid off three quarters of the whole office
...
Some occupations are like slave gigs
The boss' favorite'll get placed in something spacious
While the most hated get placed in some small cubicle spaces
Or get thrown down in the basement...​

Has the coronavirus altered your plans to tell your boss "take this job and shove it" or pursue other opportunities?

For those fortunate enough to be working from home, what have been the advantages and disadvantages of no longer having to actually go to your place of employment?

4​

 

[Rembrandt Brown]

Personally, I have some negotiations coming up soon and I was not planning to move on but I wanted to use the possibility I could as leverage. But I have no leverage for at least two months now.

 

[Rembrandt Brown]

Amazingly, some people are actually threatening to strike in these times...


More than 150K Instacart workers threaten national strike on Monday over coronavirus hazard concerns
Mike Snider
USA TODAY

Workers who shop to fill and deliver orders for online grocery service Instacart plan a nationwide strike for Monday over inadequate safety measures and hazard pay during the coronavirus crisis.

More than 150,000 Instacart drivers and shoppers plan to walk off the job Monday until the company meets certain demands including an extra $5 per order in hazard pay, expanded pay for workers impacted by COVID-19, and the provision of safety supplies including disinfectant wipes.

"Instacart has refused to act proactively in the interests of its Shoppers, customers, and public health, so we are forced to take matters into our own hands," wrote Instacart Shoppers and Gig Workers Collective in a post on Medium Friday. "We will not continue to work under these conditions."
The workers planned strike was first reported by Vice.

The company also on Friday announced bonuses for its in-store shoppers, shift leads, and site managers; bonuses will range from $25 to $200 and be based on the number of hours worked from March 15 to April 15.

Instacart also began a new method for shoppers to deliver alcohol without having to let customers come into contact with their phone. Instead, the shopper can simply type in the date within the Shopper app after looking at a customer's ID. The app also has been updated to allow workers to report safety incidents within the app.

The company also on Friday announced bonuses for its in-store shoppers, shift leads, and site managers; bonuses will range from $25 to $200 and be based on the number of hours worked from March 15 to April 15.

Instacart also began a new method for shoppers to deliver alcohol without having to let customers come into contact with their phone. Instead, the shopper can simply type in the date within the Shopper app after looking at a customer's ID. The app also has been updated to allow workers to report safety incidents within the app.

Earlier this week, Instacart said it planned to add 300,000 workers over the next three months to meet the burgeoning demand for grocery deliveries and pickups, as millions are urged to stay home to limit the spread of the COVID-19 virus. Instacart lets users remotely shop supermarkets including Costco, Safeway, Whole Foods and others, and have orders delivered to their homes or prepared for pickup at stores.

Instacart had also been working to provide cleaning products, health and safety supplies for its shoppers across North America, Mehta said.

“The health and safety of our entire community – shoppers, customers, and employees – is our first priority," Instacart said in a statement Friday to USA TODAY. "Our goal is to offer a safe and flexible earnings opportunity to shoppers, while also proactively taking the appropriate precautionary measures to operate safely. We want to underscore that we absolutely respect the rights of shoppers to provide us feedback and voice their concerns. It’s a valuable way for us to continuously make improvements to the shopper experience and we’re committed to supporting this important community during this critical time.”

Instacart's response "lacks substance (and) does nothing to protect us," tweeted Vanessa Bain, who identified herself as a lead organizer of the work action and an Instacart gig worker in Menlo Park, California, to Vice's Motherboard tech news site.

"Conceding to one demand is way too little, way too late," her tweet continued. "Our call for an emergency walk off still stands."



In their initial demands, the worker groups said Instacart has been "profiting astronomically off of us literally risking our lives, all while refusing to provide us with effective protection, meaningful pay, and meaningful benefits."

"They are putting us directly in harm’s way while profiting greatly," the workers wrote. "we cannot let this be considered normal."

The 14 days of extended pay, they wrote, "not only falls short, but isn’t even being honored." And the policy is set to expire April 8, "likely before any Shopper will even qualify for this payment," they had written.

The workers demands include:

• Safety precautions at no cost to workers: PPE (at minimum hand sanitizer, disinfectant wipes/sprays and soap).
• Hazard pay: an extra $5 per order and defaulting the in-app tip amount to at least 10% of the order total.
• Expanded pay for workers impacted by COVID-19: qualification for anyone with a doctor’s note for either a preexisting condition that’s a known risk factor or requiring a self-quarantine.
• Extended deadline for benefits beyond April 8.

More than 150K Instacart workers threaten national strike over coronavirus hazard concerns

More than 150,000 Instacart shoppers and drivers threaten to go on strike unless the company improves coronavirus hazard pay and safety measures.

www.usatoday.com

 

[TimRock]

Nope, but it effected a former employee. I told the initial story in another thread but the chic that quit almost two weeks ago asked for her job back because the one she took had to rescind their offer. We told her no.

 

[Rembrandt Brown]

Some Whole Foods workers have announced a collective "sick out" this Tuesday in which workers use all their sick days at once in order to strike:

To: Employers around the world
UPDATED: Global Retail Worker Sick-out
Campaign created by: Whole Worker

As this situation has progressed, our fundamental needs as workers have become more urgent. COVID-19 poses a very real threat to the safety of our workforce and our customers. We cannot wait for politicians, institutions, or our own management to step in to protect us.

We call on all Whole Foods Market employees to engage in a mass sick out on MARCH 31st.

We will be staging this sick out earlier than initially planned. Whole Foods employees are already getting sick. We must act NOW.

On March 31st, DO NOT GO TO WORK. Whole Foods has temporarily relaxed its strict attendance policy, which means that team members can participate in this act of protest without fear of reprisal. We encourage all retail workers at other companies to join us in this act of solidarity.

We call upon Amazon to allocate the necessary resources for us to do our jobs safely. We need:

-Guaranteed paid leave for all workers who isolate or self-quarantine instead of coming to work.

-Reinstatement of health care coverage for part-time and seasonal workers.

-Increased FSA funds to cover coronavirus testing and treatment for all team members, including part-time and seasonal.

-Guaranteed hazard pay in the form of double pay during our scheduled hours.
Implementation of new policies that can facilitate social distancing between workers and customers.

-Commitment to ensuring that all locations have adequate sanitation equipment and procedures in place.

-Immediate shutdown of any location where a worker tests positive for COVID-19. In such an event, all workers should continue to receive full pay until the store can safely reopen.

Amazon and its subsidiary Whole Foods dared to keep open an Amazon warehouse and two Whole Foods stores where employees tested positive for COVID-19. We must prioritize the health of our workers over short-term financial gain.

We are working harder than we have ever worked. We are putting our lives at risk. We deserve to have our needs met. Let’s make sure it happens.

In love and solidarity,

Whole Worker’s National Organizing Committee

UPDATED: Global Retail Worker Sick-out

We are a labor movement within Whole Foods known as Whole Worker. Just the other day, we exposed Whole Foods’ cruelty and indifference by asking struggling workers to donate their own hard-earned PTO to support one another while being owned by the richest man on the planet. Even in a time of...

www.coworker.org

 

[tallblacknyc]

Nope this situation has actually fueled more plans I was thinking of.. It actually has made more individuals listen to me or even apologized to me cause I been telling individuals about taking advantage of this online presence thing and other creative projects.. Some people are actually now kinda forced to do certain things that they were putting off or bullshitting with.. I keep fueling the fire with ideas and other information for those individuals... I hate wasted talent or great ideas and now some are force to have to use them in order to probably live... I respect the corona gods with some of its benefits of possibly changing humanity for the better

 

[Helico-pterFunk]

No complaints with the employer at present. They've been running a good operation under the current stress factors. Meeting on a daily basis & updating everyone organization-wide with memos, emails, phone calls, faxes, and protocols. They contacted everyone this past week and were appreciative of their hard work and due diligence. Health care field. We have a good core group at the workplace. Everyone's been there for 10 - 20 years with the regular FT & PT staffing.

 

[Dirtylakerie]

I was going to wait until august to make my move. But it look like that definitely isn't going to happen. Since we are shutdown until the end of next month. Im most likely going to move on very soon.

 

[Rembrandt Brown]

Amazon, Instacart Grocery Delivery Workers Demand Coronavirus Protection And Pay

Some Amazon workers in New York and Instacart workers nationwide walked off their jobs Monday. They want more access to paid sick leave as well as protective gear and other safety measures.

www.npr.org

 

[Heavenlywings77]

I know mad people going to work who have been sick. They needed the overtime and was going to work like

 

[Rembrandt Brown]

I know mad people going to work who have been sick. They needed the overtime and was going to work like

"Here's your food, sir."

We need universal paid sick leave in this country.

 

[tallblacknyc]

Amazon, Instacart Grocery Delivery Workers Demand Coronavirus Protection And Pay

Some Amazon workers in New York and Instacart workers nationwide walked off their jobs Monday. They want more access to paid sick leave as well as protective gear and other safety measures.

www.npr.org

been like this for some construction workers, couple other people like maintenance and other workers are gonna strike this week

 

[forcesteeler]

Nope this situation has actually fueled more plans I was thinking of.. It actually has made more individuals listen to me or even apologized to me cause I been telling individuals about taking advantage of this online presence thing and other creative projects.. Some people are actually now kinda forced to do certain things that they were putting off or bullshitting with.. I keep fueling the fire with ideas and other information for those individuals... I hate wasted talent or great ideas and now some are force to have to use them in order to probably live... I respect the corona gods with some of its benefits of possibly changing humanity for the better

Facts. I make most of my money online for almost a decade. So virus or no virus there is money to be made.

Shit I can make a few thousand per month just trading Forex Currency.

Online money is too easy to get. All you need is a little motivation and get out of the mindset of waiting for a job opportunity and create your own.

 

[Dota]

Unfortunately those Amazon employees have to realize that Amazon don't give a fuck. They look at them as disposable labor that can be replaced. So if everyone isn't all in when it comes to striking, it won't make a difference.

 

[YoungSinister]

I am the boss

 

[Deezz]

Nope, but it effected a former employee. I told the initial story in another thread but the chic that quit almost two weeks ago asked for her job back because the one she took had to rescind their offer. We told her no.

 

[fu2]

Unfortunately those Amazon employees have to realize that Amazon don't give a fuck. They look at them as disposable labor that can be replaced. So if everyone isn't all in when it comes to striking, it won't make a difference.

I personally know people in the service industry who are out of a job and been applying to Amazon. They would happily take the place of striking workers

 

[TimRock]

karma, she didn't even give us two weeks notice.

 

[Rembrandt Brown]

I personally know people in the service industry who are out of a job and been applying to Amazon. They would happily take the place of striking workers

I hope those scumbag scabs aren't your friends.

 

[Rembrandt Brown]

 

[Rembrandt Brown]

 

[Rembrandt Brown]

Don’t Go to Work
The management scheme that lets workers do whatever they want, as long as they get things done.
By Seth Stevenson

​

In 2003, Cali Ressler and Jody Thompson were developing new human resources guidelines at Best Buy, the electronics retailer, when they suggested a profound shift in the way the company managed its employees. They wondered what might happen if they granted workers 100 percent autonomy and expected of them 100 percent accountability. What if employees were judged solely on the work they did and not at all on the manner in which they did it?

Ressler and Thompson dubbed their plan the Results-Only Work Environment, or ROWE. The scheme involved some radical proposals. People could work from home absolutely anytime they felt like it, without needing a reason or excuse. There would be no such thing as a sick day or a vacation allotment—employees could take off as much time as they wanted, whenever they saw fit. Perhaps most provocative: All meetings would be optional. Even if your boss had invited you. Don’t think you need to be there? Don’t come.

In return for this absolute freedom, workers would need to produce. Bosses would set macro expectations (e.g., increase sales by 10 percent) and then assess the results without micromanaging (e.g., keeping tabs on who arrived at the office earliest in the morning or left latest at night). If the goal was met, there were no complaints from your boss about that Tuesday afternoon you spent at your kid’s soccer game. If the goal wasn’t met, no amount of face time around the office would substitute for the lack of results. Of course, if your job description involved opening up the store at 9 a.m., fulfillment of that goal was a must. But for knowledge workers, measuring output became entirely divorced from hours logged in the office.

“You can imagine the shitstorm we created,” says Thompson. “We were letting people run free like unicorns. We were also shining a bright light on the people who’d previously been able to hide inside the system by showing up every day without actually accomplishing much.”

For Thompson, the key difference under ROWE is that superiors are managing the work instead of managing the people. It forces clear thinking on what the expectations should be for delivering results. By the same token, it eliminates the need to look at time sheets or to make someone feel guilty for leaving her desk to go to a dentist’s appointment.

Thompson claims the effect on employees is remarkable. “When you get to take over your own life and feel responsible for yourself and your work,” she says, “you feel proud and liberated and dignified. Managers come to us and say, ‘My people grew four feet! I can’t even recognize them.’ Something happens to you when you feel like an adult again at work. It's the control, but it's also the clarity on top of it. I now need to know what my results are supposed to be so I can prove that I’m getting there.”

Decades ago, sure, it was useful to be physically present in the office as much as possible. That way, your boss knew how to find you when it was time to get a question answered or to work together on a project. Now, though, we have mobile phones and email and instant messenger and collaboration software. It’s quite easy to get things done from different places and at different times. Chair-warming presenteeism isn’t necessary.

To Thompson and Ressler, at this point even traditional flextime arrangements—where, say, an employee is allowed to start and finish work an hour later than the norm or is allowed to telecommute on two agreed-upon, predetermined days of each week—are unacceptable half-measures. A worker should be free to wake up, look at rush-hour traffic, and decide she’ll be more productive if she stays home that morning and instead drives into the office at noon. She should be free to spontaneously spend a day volunteering at her child’s school without asking permission from anyone at her office.

Thompson and Ressler have laid out their blueprint for ROWE in a book titled Why Work Sucks and How to Fix It. Among their list of best practices is their assertion that for ROWE to succeed, a workplace must eliminate something they term “sludge.” Sludge is any comment that’s meant to make a co-worker feel guilty about process rather than results. For example: “Nice of you to join us, Judy,” when Judy arrives at the office a little late in the morning. Or: “I wish I had kids like Bill. He never has to be at work,” when Bill leaves early to see his daughter’s school play. These sorts of comments reinforce an outdated view of the relationship between a knowledge worker’s time spent at a desk and his overall productivity.

But what happens when we give ROWE a taste of its own medicine and judge it solely on its results, instead of its intentions? According to Phyllis Moen, a sociology professor at the University of Minnesota and the co-director of the university’s Flexible Work and Well-Being Center who has conducted a number of studies on the effects of ROWE on Best Buy employees, the company’s implementation of ROWE in 2005 had some surprisingly positive results. Moen’s data found that ROWE, among other things:

• Led to employees sleeping almost a full hour more on nights before workdays, simply because they were less stressed about going to the office.
• Made people more likely to stay home or go to a doctor when they were sick, which improved overall health and reduced the spread of illness around the office.
• Allowed people to exercise more.
• Reduced turnover.
• Improved morale.

“Our evidence shows that the sense of control over when, where, and how you work really does make a difference in terms of the quality of employees’ lives,” says Moen.

That all sounds great for the employees. But Ressler and Thompson claim the company benefited, as well. According to them, voluntary turnover rates went down as much as 90 percent on ROWE teams, while productivity on those teams increased by 41 percent. (Best Buy’s stock price tumbled in 2008 along with those of other consumer stocks dependent on discretionary spending, and the company has stumbled along to some extent ever since—suffering from broad trends that have slammed many brick-and-mortar retailers.)

My personal experience is that I find it useful to work from home when I need to deeply concentrate without the distractions of an office. And working from home lets me run errands more efficiently—much quicker and more pleasant to buy groceries on a Tuesday morning than on a Saturday afternoon. At the same time, I find it valuable to head into the Slate office to bounce ideas off colleagues and find out if there are projects brewing that I might be able to play a part in. Thompson hastens to note that she has nothing against working together in an office—if that’s the best way to accomplish the work that everyone agrees needs to get done. Her contention is that a lot of modern work doesn’t really require or benefit from face time, and we should acknowledge that fact and make allowances for it.

After gaining steam and winning adoption at a number of companies in the wake of Best Buy’s well-publicized experiment, ROWE-style workplaces seem recently to have fallen out of fashion. Marissa Mayer ended work-at-home privileges for Yahoo employees in 2013, not long after she became CEO of the company. Mayer claimed that people are “more collaborative and innovative when they're together” in the same physical space—echoing the logic espoused by managers who favor open-plan offices and the collegial mingling they encourage. Even Best Buy, the original home of ROWE, discontinued the practice last year, after the arrival of both a new CEO and some less-than-stellar performance. “It's ‘all hands on deck’ at Best Buy,” said a spokesman announcing the decision, “and that means having employees in the office as much as possible to collaborate and connect on ways to improve our business.”

“These are employer-led policies,” says Moen, “and when you have new employers or tough times, the norm in organizational change is to go back to basics. We saw that in Yahoo when Marissa Mayer got there, and the same with Best Buy when they had their financial difficulties. But in fact they're not really going back to basics. Because they still expect people to answer email at home and be available at all hours. It's just taking away whatever control employees have.”

Not surprisingly, Thompson is frustrated by these moves to abandon ROWE. “Marissa Mayer didn’t start with results first,” says Thompson, “and then say that people need to come together in the office to drive those results. She said if we throw everybody together, somehow they'll figure out what the results are supposed to be. You are not my mother, Marissa. You don’t know how I communicate and collaborate. What she did in 2013 is soooo 1952 it is laughable. Shame on her.”

As for Best Buy: “We've talked to some people there off the record,” says Moen, “and they say that many of the units and teams are still doing ROWE surreptitiously. They find it hard to go back to the old way of working.”

For Moen, the issue is redefining the culture of the workplace to fit the changing times. “We're using concepts that were developed in the 1950s when you were tethered to a phone or desk or assembly line,” she argues, “and that's simply not the case now. And the workforce also isn’t the same. It used to be the average full-time worker was paired with a full-time homemaker, and now neither men nor women have full-time homemakers supporting them. We need to get up to date by redesigning how we work in terms of the clock.”

 

[Rembrandt Brown]

 

[Rembrandt Brown]

Nope, but it effected a former employee. I told the initial story in another thread but the chic that quit almost two weeks ago asked for her job back because the one she took had to rescind their offer. We told her no.

 

[TimRock]

sounds like the same exact thing that happened with my former employee, except it wasn't HR that rescinded, it was another former employee of mine that moved into a managerial role at another firm, and thought it would be a good idea to steal our people. So not only did she have to suffer the embarrassment of rescinding the offer (HR told her she had to do it, since she was the one who referred her), she now has to deal with the fact that this person is without a job (unless she found something else)

 

[Dannyblueyes]

Last year about a quarter of my DJ gigs came from a day cruise company. In December they had me playing a gig for Google. what they didn't tell me was that 75% of the people there were Indian and all they wanted to hear was Bollywood music. It's a hell of a thing to find out less than an hour before you plug in your speakers.

It's also far from the first time the company pulled this shit. So right before the boat took off I packed up my stuff walked out and told the entertainment director "fuck you, I quit!" I got tired of taking the hit for their lack of preparation.

I spent the next three months wondering if I had made the right decision. Next thing you know, a plague ship pulls up at the Port of Oakland and all of a sudden cruise ships have the reputation of being Petri dishes for death and disease. The cruise line I worked for had to lay off all of their employees and have canceled pretty much every party for the rest of the year.

 

[Rembrandt Brown]

Employers, intent on maintaining their workplace authority, are turning to Orwellian technological means to block employees from gaining even an iota of autonomy. Software makers such as InterGuard, Time Doctor, Teramind, VeriClock, innerActiv, ActivTrak, and Hubstaff have seen increased demand since the beginning of the pandemic. Each provides minute-by-minute, keystroke-by-keystroke monitoring as workers complete tasks in what should be the privacy of their own homes. Each also provides bosses with “productivity metrics,” including how often a worker is sending emails.​

​

For some companies, even on-camera Zoom meetings haven’t been enough surveillance. They took advantage of the software’s “attention tracking” feature, which allowed bosses to see when a participant had navigated away from the meeting for more than thirty seconds. After widespread outcry about the feature — which could be turned on without workers’ knowledge — Zoom discontinued it earlier this month.​

​

Still, businesses have plenty of autocratic tricks up their sleeves. And the effect of all these measures is to make employees feel, if anything, more closely monitored than they would in a physical workplace. “Jane,” an anonymous source quoted by Vox’s Recode and an employee of a company that spies on her with the ominously named TeamViewer software, reports that she can barely “stand up and stretch” without worrying that TeamViewer will log her out for being idle or that her boss will send a “check-in email.”​

​

Alison Green of the website Ask a Manager says she’s heard from multiple people that their employers have asked them to stay logged in to a video conference call the entire workday day so that they’re constantly on camera. Axos Financial sent an email to its employees warning that not only were their keystrokes being logged but a random screenshot would be captured every ten minutes to ensure they’re on task.​

​

...​

​

Your Boss Is Spying on You

With millions of people now working from their homes, frantic bosses are buying high-tech surveillance software to track their employees’ every keystroke. It’s the latest example of how capitalism is built on employer despotism.

jacobinmag.com

​

 

[oolong tea]

I personally know people in the service industry who are out of a job and been applying to Amazon. They would happily take the place of striking workers

I understand striking when the iron is hot but your job doesn't require a secret clearance. Just don't fuck up earnings call. Ijs.

 

[Famous1]

Nope, but it effected a former employee. I told the initial story in another thread but the chic that quit almost two weeks ago asked for her job back because the one she took had to rescind their offer. We told her no.

Good for y'all.... Real champions.

 

[Coldchi]

we had a conf call this morning. starting in June, everyone has to take a 10% paycut.....as well as start taking every Friday off without pay.
and you cant use PTO to cover for the Friday.

 

[cnc]

Nah but my job has released some options for coronavirus leave; they will pay 2/3rds of salary for up to 80 hours; you can fill in the other 1/3rd with your PTO. It’s a suckers deal because you’d end up getting 33% of the full value of each hour of PTO used. But folks who have no savings and/or who need every paycheck to be a full one in order to make the months bills, they have no choice but to take the deal offered.

 

[Rembrandt Brown]

we had a conf call this morning. starting in June, everyone has to take a 10% paycut.....as well as start taking every Friday off without pay.
and you cant use PTO to cover for the Friday.

If you work a 5 day week and get paid by the hour or day, that Friday situation is basically a 20% cut on top of the 10%?

 

[Dannyblueyes]

Employers, intent on maintaining their workplace authority, are turning to Orwellian technological means to block employees from gaining even an iota of autonomy. Software makers such as InterGuard, Time Doctor, Teramind, VeriClock, innerActiv, ActivTrak, and Hubstaff have seen increased demand since the beginning of the pandemic. Each provides minute-by-minute, keystroke-by-keystroke monitoring as workers complete tasks in what should be the privacy of their own homes. Each also provides bosses with “productivity metrics,” including how often a worker is sending emails.​

​

For some companies, even on-camera Zoom meetings haven’t been enough surveillance. They took advantage of the software’s “attention tracking” feature, which allowed bosses to see when a participant had navigated away from the meeting for more than thirty seconds. After widespread outcry about the feature — which could be turned on without workers’ knowledge — Zoom discontinued it earlier this month.​

​

Still, businesses have plenty of autocratic tricks up their sleeves. And the effect of all these measures is to make employees feel, if anything, more closely monitored than they would in a physical workplace. “Jane,” an anonymous source quoted by Vox’s Recode and an employee of a company that spies on her with the ominously named TeamViewer software, reports that she can barely “stand up and stretch” without worrying that TeamViewer will log her out for being idle or that her boss will send a “check-in email.”​

​

Alison Green of the website Ask a Manager says she’s heard from multiple people that their employers have asked them to stay logged in to a video conference call the entire workday day so that they’re constantly on camera. Axos Financial sent an email to its employees warning that not only were their keystrokes being logged but a random screenshot would be captured every ten minutes to ensure they’re on task.​

​

...​

​

Your Boss Is Spying on You

With millions of people now working from their homes, frantic bosses are buying high-tech surveillance software to track their employees’ every keystroke. It’s the latest example of how capitalism is built on employer despotism.

jacobinmag.com

​

Great post, but it still gets me heated.

As long as an employee completes their tasks properly within the needed time who cares how productive or attentive they are?

 

[Rembrandt Brown]

Great post, but it still gets me heated.

As long as an employee completes their tasks properly within the needed time who cares how productive or attentive they are?

All this wasted investment (of both money & time) in treating workers like children!

If a workers job is to make calls from home and they're supposed to make 50 calls an hour, you can get rid of them if they average 45. Why do you need to track the worker to understand why they're -5?

The only job where I can imagine the investment paying off deals with a class of people who would never be subjected to this treatment-- professionals who bill by the hours. People like lawyers. (Maybe mechanics? I like to take breaks but often less than I put in with unpaid OT, I've never been able to imagine billing someone for an hour of my time.)

 

[Dannyblueyes]

All this wasted investment (of both money & time) in treating workers like children!

If a workers job is to make calls from home and they're supposed to make 50 calls an hour, you can get rid of them if they average 45. Why do you need to track the worker to understand why they're -5?

The only job where I can imagine the investment paying off deals with a class of people who would never be subjected to this treatment-- professionals who bill by the hours. People like lawyers. (Maybe mechanics? I like to take breaks but often less than I put in with unpaid OT, I've never been able to imagine billing someone for an hour of my time.)

I feel you. That's why I charge my DJ clients by the event and not the hour. I have a pricing formula, but never share it so that I can break it if need be.

That way If I want to stretch out 3 hours of prep time to 5 hours so that I can watch TV and take frequent video game breaks it's my perogative and nobody else's business.

The biggest problem with the modern work force is that too many bosses confuse being busy with being productive.