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I honestly don't understand why it has to be an either/or situation. Companies who have the ability to downsize their office space should downsize and leave an office open for those who want to be in person and those who elect to WFH get to stay home. That way no one is forced into a situation they don't want to be in.
Ever since NAFTA was enacted in the 1990's, companies can hire workers overseas. So this is nothing new. Except that recently, it was replaced with Trump's USMCA, so if a company chooses to hire overseas, they will be heavily taxed. Not to get political, but I'm very surprised the Dems didn't revoke USMCA.
Ever since NAFTA was enacted in the 1990's, companies can hire workers overseas. So this is nothing new. Except that recently, it was replaced with Trump's USMCA, so if a company chooses to hire overseas, they will be heavily taxed. Not to get political, but I'm very surprised the Dems didn't revoke USMCA.
Wow, you really have no idea what you're talking about. Have you tried actually reading through the USMCA agreement at all? I don't want to get political, but at least some baseline of competence before discussion would be nice.
Don't these people sign contracts when they join the company?
Varies, but generally changes when they set up in a new jurisdiction. Also, many of these people are hired at will, so unless you got a better offer in hand, maybe you negotiate a bit.
Last edited by OyCrumbler; 06-03-2021 at 07:45 PM..
I think the biggest savings WFH can have is that employers will realize that they no longer need to hire Americans for office jobs, and there are going to be some really incredible corporate savings across departments and in companies that never fully considered how much they can move things to remote.
Bingo.
Let's be honest here. Saving time on the commute ,getting ready, not having to deal with coworkers is definitely a major part for some people. Usually for those who were already the top performers.
For many others the reality is that before WFH they were in the office 40-60 hours but less than half of that time was actually work. For a decent amount of these people it may have even been a quarter. So of course for this cohort WFH seems like the best deal ever. Get paid for working 10-15 hours a week in the comfort of ones home. Who wouldn't like that?
If companies do move to permanent WFH things will change drastically. When the company lays off 2 workers and pushes the work into the 3rd so that they have a full 40 hours of work, will that employee love WFH now?
Another major issue is people working 2 WFH jobs. I personally know of cases. Many will say, "why should either company care" if the work is "getting done". But the question becomes if one person can work 2 full time jobs at once, are they really full time jobs? Why not go contract or consolidate 2 roles into one.
Expect major changes at companies that move to permanent WFH. For some it'll still be the greatest thing ever. Many others will.dream of going back into the office...if they still have the job.
Last edited by Bklynball; 06-03-2021 at 08:16 PM..
This post for the crack addicts on here and others who can't use logic and who don't understand how NAFTA encouraged job losses:
Back in 1994, when NAFTA went into effect, the average American autoworker earned about $36 an hour in today’s dollars. The average overseas autoworker earned just $6.65 per hour. U.S. auto companies shifted production overseas to take advantage of this cheap labor, thanks to the pervert Bill Clinton.
In 1994, US auto factories lost about 100,000 jobs to workers overseas and in 2016 this figure became seven to ten times more. This growth came at the expense of American workers. If anyone remembers how Detroit lost so many auto jobs and the city basically became a dump, then they will understand how NAFTA created this mess.
The number of Americans employed at auto factories dropped severely along with their average wages (about $28 per hour), as companies used the threat of outsourcing to bully workers into accepting worse pay.
USMCA attempts to prevent this type of unfair outsourcing. As an example, the deal requires that nearly half of all car parts come from factories paying employees at least $16 an hour by 2023. Cars that don’t meet this threshold will be fined with tariffs. This requirement will effectively force companies to keep jobs in the United States rather than shipping them overseas.
USMCA also mandates that 75 percent of vehicle parts be made in the United States, Mexico, or Canada — otherwise, companies will face tariffs. Thanks to this provision, U.S. firms will have less incentive to source car parts from factories in Asia, where labor is very cheap.
These provisions will also boost demand for American-made products. Using the automobile example from above, USMCA will spur billions worth of investments into the U.S. automotive sector. Those investments will create very good opportunities for American workers. The USMCA is expected to create many manufacturing jobs.
In addition to this, USMCA gives overseas workers the right to unionize and engage in collective bargaining. (Meaning, they are now equal to the American worker and so there is no incentive to go overseas to exploit there workers for cheap money). To ensure that overseas workers enforces these rights, USMCA requires countries who are working with US employers to create independent legal bodies dedicated to settling labor disputes.
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