Thomas Rogers
Well-Known Member
Caymen,
What part of "necessary evil" don't you understand?
I don't trust home buyers that I don't know, but since I would need them, then I would need a contract.
Even with a contract "stuff" happens.
Caymen said:
Employment contracts and terms like that are generally a farse. If you are an otherwise excellent employee and one year you are late 4 times I assure you that nothing will likely happen. That means that this absolute term that is defined in your contract is actually quite subjective. Flexibility is key, IMHO, not absolutes. Rules like this eliminate flexibility. I don't see how they serve any useful purpose, at least not for professionals anyway.
If I am late to work 3 or 4 times in a year, and I have a good reason, the employer should be cool with that. Likewise, if work requires that I be flexible and work some overtime now and then, again, I should be cool with that. It's called "flex time", and more employers are subscribing to the notion. As long as professional workers get their jobs done, punching a clock is moot. Now, for line workers, I understand the need for punctuality.
All employment should be "at will", and if people don't like the conditions, they should "vote with their feet" and look for another employer. Protection from evil employers has been put in place with federal regulations. I thank unions for making some of the terms in such regulations commonplace decades ago.
Employment contracts that include a laundry list of does and don'ts, IMHO, start the employer/employee relationship off on the wrong foot, and breed contempt and distrust.
TJR
What part of "necessary evil" don't you understand?
I don't trust home buyers that I don't know, but since I would need them, then I would need a contract.
Even with a contract "stuff" happens.
Caymen said:
Employment contracts and terms like that are generally a farse. If you are an otherwise excellent employee and one year you are late 4 times I assure you that nothing will likely happen. That means that this absolute term that is defined in your contract is actually quite subjective. Flexibility is key, IMHO, not absolutes. Rules like this eliminate flexibility. I don't see how they serve any useful purpose, at least not for professionals anyway.
If I am late to work 3 or 4 times in a year, and I have a good reason, the employer should be cool with that. Likewise, if work requires that I be flexible and work some overtime now and then, again, I should be cool with that. It's called "flex time", and more employers are subscribing to the notion. As long as professional workers get their jobs done, punching a clock is moot. Now, for line workers, I understand the need for punctuality.
All employment should be "at will", and if people don't like the conditions, they should "vote with their feet" and look for another employer. Protection from evil employers has been put in place with federal regulations. I thank unions for making some of the terms in such regulations commonplace decades ago.
Employment contracts that include a laundry list of does and don'ts, IMHO, start the employer/employee relationship off on the wrong foot, and breed contempt and distrust.
TJR
