Employee & Employer's rights
Day 349, 13:30
•
Published in Norway 
•
by
•
by jaywalker71
Work contract (and salary)
Employer and employee should be required to honor the original contract, that is, the salary that is offered and agreed to, could not be lowered without the agreement of BOTH the employer and employee. At the moment employer can change the salary without any notice even.
If employer wants/needs to force the salary without employee's agreement, it would require firing the employee and hiring the employee again (or another one) to a new contract.
The work contract should be possible to be made also as a fixed-term or fixed-work ("piece work") contract. As fixed-term the employee would be required to work for a number of days and as fixed-work there would be a fixed total amount of work that the employee should achieve; how quickly he'd reach that total amount would be up to his skill.
I would also like to see as an option that salary would depend on the productivity of the employee; a minimum and a maximum would have been set and agreed in the work contract and the guidelines setting those would be the employee's skill level. The variation (min >= salary =
Firing and resigning
Some changes would be good to be introduced to firing and resigning as well. Resigning is already in quite a good shape, as there is a minimum time the employee has to have worked in the company before you can resign. Same time should apply to firing and what I mean is that when the employer fires the employee, the employee would get a notification that he's been fired and he has the set time left to work before he's out. During this time he would be able to look for another job as if he was unemployed. He would be able to resign before the set time runs out or wait and be booted out.
That's two most important things I have in my mind at the moment.
Running a company - a task too difficult?
Many companies that I've been working for, have run out of money. What does that tell an employee? To me it tells the people running the company are not quite up to the task they've taken up. The manager of the company should keep up with the economical status of the company, follow income and expenses.
They do need to do their work as we employees do our work!
Employer and employee should be required to honor the original contract, that is, the salary that is offered and agreed to, could not be lowered without the agreement of BOTH the employer and employee. At the moment employer can change the salary without any notice even.
If employer wants/needs to force the salary without employee's agreement, it would require firing the employee and hiring the employee again (or another one) to a new contract.
The work contract should be possible to be made also as a fixed-term or fixed-work ("piece work") contract. As fixed-term the employee would be required to work for a number of days and as fixed-work there would be a fixed total amount of work that the employee should achieve; how quickly he'd reach that total amount would be up to his skill.
I would also like to see as an option that salary would depend on the productivity of the employee; a minimum and a maximum would have been set and agreed in the work contract and the guidelines setting those would be the employee's skill level. The variation (min >= salary =
Firing and resigning
Some changes would be good to be introduced to firing and resigning as well. Resigning is already in quite a good shape, as there is a minimum time the employee has to have worked in the company before you can resign. Same time should apply to firing and what I mean is that when the employer fires the employee, the employee would get a notification that he's been fired and he has the set time left to work before he's out. During this time he would be able to look for another job as if he was unemployed. He would be able to resign before the set time runs out or wait and be booted out.
That's two most important things I have in my mind at the moment.
Running a company - a task too difficult?
Many companies that I've been working for, have run out of money. What does that tell an employee? To me it tells the people running the company are not quite up to the task they've taken up. The manager of the company should keep up with the economical status of the company, follow income and expenses.
They do need to do their work as we employees do our work!
Facebook
Twitter
Discord
Comments
"Same time should apply to firing and what I mean is that when the employer fires the employee, the employee would get a notification that he's been fired and he has the set time left to work before he's out." This is a bad idea.. Some workers don't want to work for x days, some are just passing buy, and feels like working that they then leaving again. I've been asked once already to fire a new employee after he worked once, that was his only condition to work for me.. So I think the firing is working good.. As for getting a new job, that's not really hard in todays marked..
"Many companies that I've been working for, have run out of money. What does that tell an employee? To me it tells the people running the company are not quite up to the task they've taken up."
Unfortunatly, there are just to many employeers/general managers who are MUST have the lowest price on the marked. This leads to lowbidding wars which ends up with companies selling their products with losses.. That they run out of cash in unavoidable when these wars starts, and I'd like to see more ways for companies to really go bankrupt, so those driving the lowbidding wars really looses their investment, so the marked could flow healthy again.
/Cirno
Yes, firing quickly is fine when both parties agree to it. Also adjusting salary downwards would be ok in the case both parties agree. Otherwise it would take a little longer. Anyway, I don't know if it was that clearly written but I meant that there should be some room for different kind of contracts. Not only you sign in and you're working then.
Of course all these negotiations can be done via messaging/irc/etc but that's the only way. (We do need an Union! 😛)
To think of, it would be great to have some kind of statistics what kind of salaries are actually paid. Not only mouth to mouth information like it is at the moment.
That bankruptcy would be a good thing, and a manager/owner/whoever who drives his company bankrupt would get a penalty. Lose xp's or something, get a mark of shame.
Sometimes it's not the managers fault. It could be due to the lack of demand for a certain product.
If there is no demand for a product, then there is no room for that business.. The strongest will survive.
jaywalker, as for bankruptcy, I was thinking the whole company was lost, so that they had to pay had to pay another 20g to restart. (And I don't think you should go bankrupt just because you missed from cash for wages this one day.)
Yes of course it should not be a "sudden death" but somehow if the company was not able to run anymore (no funds available in certain time or something). What I find is most annoying is that the EMPLOYEE CAN NOT WORK if the company has no money. This should be fixed so that employee can work but he would not receive the salary until the company has the funds to pay, and if it does not have the funds (that is, bankrupt) the employee would lose his money. That way people would not need to resign.
There could be a buffer fund (some gold out of that 20 golds or an additional fee on top of that 20 gold after the company reaches e.g. 10 employees) which would be used when the company runs out of money to pay salaries. When the buffer would be needed, the employees (and employer) would be notified that the company is running out of money. Again, the employees could be looking for a new job while the company is in this status. This fund could be used only to pay salaries, not to buy any raw materials or anything else. Just to secure the employees salaries. After that fund had been used the employees could not be paid any money and they could not work any longer.
The fund could be like 2 x , not only some random amount of money.
Could be a good idea indeed. 🙂
Oops, I used greater than and smaller than signs and part of the message was lost.
That is, it should say "The fund could be like 2 x (total sum of salaries of all the employees), not only..."
The problem would be the constant rising of wages.. would be to painfull to always 'refill' the buffer.
Papercut Corp: Yes, I thought about that too. One solution could be that the payment to the fund would be automated somehow , like tax (and it would be needed only when the wage gets higher). On the other hand, wages do not rise that often, do they? So that could be done manually as well.
Wages are marked adjusted, atleast in my company.. Can't sell with losses.. And the wages for my employees have risen quite often, but that's most because of the new line of work, where everybody started at 0 skill. The higher skill people get the more rarely they get a raise. But it would still cause problems and posible headaches.
Yes, I understand. I guess it would require some testing before taking in use and find good a way to do it. Or find some totally different solution.
Another possibility would be to have the buffer fixed in steps depending on the number of employees. Or just forget about the buffer and just let people work even if there is no money to pay their wages (and they would be paid when the company would get funds). It would be up to the employees for how long they would work without pay and live in hope there will be money one day (to be unable to work could happen though, when the company runs out of raw material if it needs such).
On the other hand I understand the current situation as well since no company can run without money, there are other expenses than wages as well (in real life that is).
This world needs unions... 😉 All workers, unite!
As some of us has noticed, there is a nice bonus for hard working, that is 5 gold for working 30 days in a row (from eRepublik, not the company you work for). I hope that will repeat after next 30 days (maybe there is information in the manual I very seldom read).