richlandlord

A beyond naive statement.

It is not a matter of trust but one of understanding. People need to react to their motivations and incentives, and one must take that into account when interacting with other people.

I don't think the point was to ban centralized options, but to allow decentralized options. A system with freedom would allow sub-systems with "no freedom" as well

To be fair this information is already public in argentina. There is no secrecy to almost any of this, as ID numbers are public, sequential and queryable for tax status, debt status, etc.

Until it is not common sense and the only way to go around it is to leave the Union and then everyone panics.

Ive gotten this multiple times. The method of employment != role.

A contractor usually elicits someone doing temp, but in this case we are talking about a FTE that on paper is a contractor. You can ask for every single benefit, provided it is legal.

In the bay area this is pretty common. I don't know what the lower end for entry level is today, but the market is very generous.

Also, in a remote setting the company saves: Health Insurance Payroll taxes (both company and employee) General benefits (office, stipends, food, etc) Immigration costs (10k+)

Those are all very appealing perks for the employeer.

I have not worked for Euro companies but have worked for South american companies and even american companies in south america.

The american work culture is among the best: people want to work and want to get paid. Americans tend to be willing to work 40% more for 20% more benefit, something that few places in the world tolerate. This makes for very dynamic workplaces, with a greater sense of purpose and responsibility.

The smaller the company the more intense the responsibility. This does not mean 80hr work weeks (though this exists, I have never faced it) but the base line is much higher.

On financing, it is hard to fathom for engineers outside america really how much money there is in this space. A new grad developer that displays some level of skill can easily get 200k+/yr total compensation offers. Furthermore stock is always one of the biggest compensation factors, where it usually does not exist significantly outside the us. In this bull market, stock compensation is around 60%+ of liquid compensation for public companies. Small companies have a lot of equity to give so you can ask for a lot and you have to be patient for that to pay off. Even the winners can take a decade to IPO or exit.

Americans do think health benefits are very important, but it is mostly a tax benefit. I would only focus on PTO/parental leave if applicable as a remote engineer and forget about all else, pay it out of pocket on your end.

The best is to be a contractor and get no benefits -- but do ask for stock, and for as much as you can.

I think if you did that people would pay or face the wrath of the seller. I dont think this makes the point you think it does.

Not only there was no referendum that allowed Norwegians to decide if this was their political volition, but political volition alone is not enough to tax something. If it were, everything would be taxed, because you can construct any 51% against any 49% on any topic and add a tax.

If you want to know what Norwegians really think about the tax, make it optional and see how many people pay for it.

You must have made 5~10k on this post alone. Kudos!