java_script
Joined 10 years ago
Karma
1,125
Submissions
125
Member since
Dec 20
Recent submissions
Comment · 6 years ago
Wow and it only needs a 7/8 super-duper majority to overturn.
Comment · 6 years ago
I’d rather these ride-or-die Joe Biden-heads splinter off onto their own network instead. They could make it so whenever you start to even type “Hunt-“ you get a modal that says “Did You Know: Actually Energy Expert Hunter Biden added way more than $50,000/mo worth of value to Burisma.”
Comment · 6 years ago
? Not entitled nor even saying it’s a good idea. Unionizers all recommend doing it in secret anyway. I was more interested in talking about the legality
Comment · 6 years ago
It’s unfortunate, but this is useful in that it’s easier to pronounce than any other alternative. I guess MANFAG is just as good and saves the spice for the end.
Comment · 6 years ago
My info was out of date but pre-Dec 2019 (Caesars Union Suit), electronic communication channels were treated like break rooms- if they aren’t already restricted to only work chat, and you could shoot the shit, then they can’t block or specifically spy (or appear to spy) on protected union activity. Post that ruling, I don’t really understand where the line is. Apparently if there is no other way to communicate outside of work with your co-workers, then they have to let you do it. Maybe you could argue that’s the case during coronavirus unless you can easily get everyone’s personal emails. Shrug
Comment · 6 years ago
Looks like I’m out of date as of December after Caesars https://www.google.com/amp/s/onezero.medium.com/amp/p/8d5d92...
The other prong of this that is still possibly illegal though is spying on union-specific activity, and leaving that information out for employees to find, which fits under the criteria of making employees believe they’ll be spied on for unionizing - even not on company IT systems.
There’s already an NLRA complaint against amazon (source: Matt Bruenig on Twitter) over the Union-spy job posting. It’ll be interesting to see where that goes and if this gets tacked on.
Comment · 6 years ago
Company documents can say whatever they want, but labor law wins.
Comment · 6 years ago
Wrong on all counts except when you said you’re allowed to organize: https://www.nlrb.gov/about-nlrb/rights-we-protect/the-law/em...
> This includes your right to distribute union literature, wear union buttons t-shirts, or other insignia (except in unusual "special circumstances"), solicit coworkers to sign union authorization cards, and discuss the union with coworkers. Supervisors and managers cannot spy on you (or make it appear that they are doing so), coercively question you, threaten you or bribe you regarding your union activity or the union activities of your co-workers. You can't be fired, disciplined, demoted, or penalized in any way for engaging in these activities.
Comment · 6 years ago
Since the old, crufty, established incumbents aren’t agile enough to meet the new requirements, seems like there’s a hole in the market for a disrupter.
Comment · 6 years ago
OTOH all he had to do was throw in a quick throw away phrase and it was like a tarpit for you. You were so hung up on it you never got to explaining why his post was poorly argued.
Comment · 6 years ago
He shouldn’t have been fired I think, but he also shouldn’t be a tattle-tale against his co-workers. We need solidarity with our co-workers + an end to at-will employment.
Relatedly (but not specific to this situation), if we had stronger employment guarantees people probably wouldn’t taddle to try to get people fired as much. Win-win-win all around.
Comment · 6 years ago
Wow I never knew how much I loved typescript until reading this. Never had a blog post worth of complaints, at worst just cast to ‘any’, write a comment to recheck after the next update, and clock out at 5. And maybe pray for forgiveness from God for my code having side effects if I’m feeling guilty.