bonus

Jensen Huang believes he has found the perfect new bonus for software engineers. Not Stocks: AI Tokens

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The CEO of Nvidia has been converting the AI tokens at the center of all their public conversations. Jensen Huang’s latest idea links these tokens to the efficiency of engineers and how the best engineers in the world are recruited: in addition to a generous salary, offer them an amount equivalent to half their annual salary in AI tokens as part of the hiring package.​ Huang verbalized his proposal during the inaugural speech of the GTC 2026 conferenceNVIDIA’s largest annual event for developers. In a later interview, the Nvidia CEO detailed that engineers would earn “a few hundred thousand dollars a year as a base salary,” and the intention would be to give them “probably half of that, also, in tokens, so they can multiply your productivity times ten”.​ What Huang proposes already has a name: Tokenmaxxing. In one podcast appearance ‘All-InHuang said he would be on “high alert” if an engineer earning $500,000 didn’t spend at least $250,000 a year on tokens. “If that person said (that he has used tokens worth) $5,000, I would go completely crazy,” Huang stated. When asked if NVIDIA planned to spend $2 billion on tokens for its engineering team, as proposed, Huang responded: “We’re trying.”​ As and how they counted in The New York Timesthat has generated a phenomenon called “Tokenmaxxing“, with which engineers brag about the number of tokens they consume to try to improve the perception of their productivity: the more tokens you consume, the more productive you are. Tokens as bonuses are a trend in Silicon Valley. The CEO of NVIDIA is not the only one who thinks this way, and the use of tokens as an extra work benefit it’s soaking among investors in the sector. Tomasz Tunguz of Theory Ventures stated to Business Insider that “companies are incorporating AI inference as a fourth component of engineer compensation: salary, bonus, stock and tokens.” The interest of whoever sells the chips. The NVIDIA CEO encouraging everyone to spend more on tokens is not disinterested advice. Gergely Orosz, analyst at software engineeringhe pointed it out bluntly in a publication from AND he added an analogy that sums it up accurately: “It’s almost as if the CEO of Apple said, ‘If someone who makes $500,000 a year doesn’t spend at least $50,000 a year on in-app purchases on iOS, I’d be deeply alarmed.’ And yes, you would be, because that would reduce the revenue you generate.” Huang is the head of the company that manufactures the chips for AI on which most of the world’s artificial intelligence runs. Huang himself made it clear to his investors: “Without computing, there is no way to generate tokens. Without tokens, there is no way to grow revenue,” he declared, describing his data centers as “token factories” whose demand will only grow as AI agents proliferate.​ Do not confuse value with price. However, Huang has incurred a bias when arguing his idea: confusing value with price. Orosz formulated it clearly in a message in X : “The advice that engineers should use tools that make them more productive IS correct… except that the cost of tools should NOT be what we focus on. Some of the most useful tools are very cheap. Of course, vendors will focus on selling the most expensive and most profitable tools.” Productivity is not measured in tokens spent, but in results achieved. The right question for companies should not be whether their employees use more AI, but whether increased use of AI is rewarded. with greater productivity. In Xataka | Customers demand that a human solve their problem. The surprising thing is that if humans serve them they think they are an AI Image | NVIDIA, Unsplash (Arif Riyanto)

reducing the target bonus when you are on medical leave is not discriminatory

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Getting sick if you work at Mercadona it can be very expensive. Not because of the medical leave itself, which is covered by Social Security, but because the days you spend recovering can take money away from the annual milestone bonus that the company distributes among its employees. A recent sentence The Supreme Court has given approval for Mercadona to deduct the proportional part of the sick leave periods from this objective bonus, and has made it clear that doing so does not mean discriminating against the worker for being sick. What the Mercadona agreement says. He article 31 of the collective agreement of Mercadona, valid until 2028, regulates the annual bonus that the company pays to its workers. To receive this bonus you must meet individual annual objectives, pass an assessment interview and have worked in the company for at least three months during the evaluated year. Its amount is a monthly payment of the salary of the professional group corresponding to the month of January of the year valued, and the company pays it during the first week of March. The point that has generated controversy is the one described in section c, which establishes that, if an employee accumulates more than 30 calendar days on sick leave common throughout the year, all those days no longer count as time worked for premium purposes. If the loss does not exceed that threshold, the days do count. On the other hand, sick leave due to work accidents, birth permits, risk benefit during pregnancy and paid leave are always considered time worked. The unions said enough. The Galician Inter-Union Confederation (CIG), which represents 1.7% of Mercadona’s workforce, took this clause to court with the argument that treating differently those who fall ill for work reasons and those who fall ill for common causes amounts to discrimination based on illness. The union relied on the violation of articles 2.1 and 4.1 of the Law 15/2022 on equal treatment and non-discriminationwhich expressly prohibits discrimination based on illness or health condition, something that before that law neither the Supreme Court nor the Constitutional Court recognized as a cause of prohibited discrimination. The National Court already rejected in September 2024 the lawsuit presented by the main unions with representation in Mercadona. Being on sick leave does not count as work. The judges’ reasoning in their ruling is based on a principle of labor law that many are unaware of, but which is included in the article 45.c of the Workers’ Statute: When a worker begins a medical leave, his or her contract is suspended. This means that, during this time of convalescence, the company has no legal obligation to pay the salary or any remuneration concept linked to actual work. As the CCOO and UGT unions pointed out in their writings to the court, during the leave there is no guarantee of equal pay with respect to the periods of effective work, and the company is not even obliged to pay the base salary, so it is not obliged to maintain the supplements for objectives. The Supreme Court says it does not discriminate. Regarding the difference between sick leave (for maternity or paternity leave, for example) and sick leave, the Supreme Court considers it justified because anyone who falls ill due to work has lost their health precisely for the benefit of the company, which deserves more favorable treatment. Furthermore, the Supreme Court remembers that it is the Social Security legislation itself that in its articles 156 and 157historically establishes those differences between professional contingencies and common, in aspects as varied as the requirements to collect benefits or their duration and amount. A victory with nuances. However, despite ruling in favor of Juan Roig’s company in the bulk of the matter, the judges have detected a specific point in the agreement that does violate the rights of workers. While reducing the target bonus proportionally to the days of sick leave is legal, preventing the employee from accessing that bonus system due to that sick leave is not. The ruling declares void the section of article 31 in which the days of common illness were excluded from the minimum calculation of three months necessary to be able to collect the objective bonus, even if it were for a lower amount as the Supreme Court has recognized. The practical consequence of this nuance implies that, if a worker has only been contributing normally for two months to collect that premium and the third month he takes it offthose sick days must count towards reaching the minimum three-month stay required to access the bonus. However, this bonus will be lower than expected because the company may reduce it proportionally to the days that have actually been worked. That is, the withdrawal cannot be a reason for exclusion from the count, but it can reduce the final amount of the premium. In Xataka | A company fired the same employee twice in eight months. The court has annulled them and returns to work with 25,000 euros Image | Wikimedia Commons (Carlos), Unsplash (Owen Beard)

Starliner astronauts made nine months of extra hours. The bonus they are going to receive from NASA is ridiculous

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The image of astronauts Butch Wilmore and Suni Williams finally on earth It will be possibly one of the 2025 snapshots. To remember his HISTORY HISTORY in space after the multiple leaks and failures of the Boeing Starliner. If you are wondering if it is worth being an astronaut after such a case, the answer is given by the bonus that they will receive for that time “more” in orbit. It is not a matter of money. It goes for long. As We countAstronauts Williams and Wilmore finally returned to Earth after nine months have passed in space, a period much longer than initially planned. His mission aboard the Boeing Starliner began in June 2024 and had to last just over a week. However, a ruling in the capsule propellars prevented its correct coupling with the International Space Station (EEI), leaving astronauts stranded in orbit until the technical problems were solved. The delay generated Great anxiety in social networkswith many speculating about the safety and well -being of astronauts. However, Williams and Wilmore remained firm in their commitment to the mission and denied the statements that they were “abandoned” or “trapped.” In fact and according to Wilmore himself clarifiedthese types of unforeseen events are part of the work and are something for which they are prepared. The economic sacrifice. Despite the extreme challenges they face, the truth is that NASA astronauts do not receive additional compensation for the danger of their missions or for long hours of work in space. Williams and Wilmore earn a salary that is public: an upright annual 152,258 dollars based on updated NASA rates. However, and here is the Quid that differentiates it with other types of “ordinary” works, the salary does not include payment for extra hours, holidays or dangerous conditions, a notable difference with respect to many other well -paid professions on earth. According to Mike Massiminoformer NASA astronaut, “there is no extra pay due to danger, or compensation for working longer in space,” which means that, despite having spent nine months in orbit instead of a week, astronauts will not receive any additional remuneration. The closest thing to an “extra” pay you receive is a small daily stipendio of 5 dollars for being in space, a very small amount and we would say that ridiculous, adding just $ 1,430 for the 286 days that passed in the US. What does NASA say. For its part, the American space agency argues that astronauts They have all their expenses coveredincluding transport, accommodation and food during their stay in the US. Again, compared to other work of high salaries that do not imply physical risks, astronaut’s pay may seem disproportionate, especially if we take into account the danger they face. It is not a matter of money. This takes us to the other Quid of being an astronaut. While other professions with similar salaries, let’s put A bank workeror a notary, they allow working in comfortable environments without exposure to mortal hazards, space exploration implies isolation, uncertainty and constant risk. And, even so, many astronauts choose this race. The key seems clear: they do it by pure vocation and passion for space, rather than for economic reasons. Being Astronaut is still a dream of childhood for many. In fact, A 2019 study De Lego revealed that more than 10% of children in the United States and the United Kingdom continued to aspire to become astronauts, despite the rise of new professions such as digital content creators. For Williams and Wilmore, the possibility of contributing to space exploration and scientific research surely exceeds any financial sacrifice. It is not a wait, it is a mission. In addition, we must understand that, throughout their stay in the US, Williams and Wilmore not only expected their return home, but actively worked in the maintenance and improvement of the station. Nine months give a lot, and there they were with tasks such as inspection and repair of hardware, loading of loading and supplies, support of scientific experiments and technological demonstrations, configuration of a new air lock system or with physical activity tests in microgravity. In summary, his time in orbit contributed to NASA’s scientific knowledge and the maintenance of the EEI as a key center for space exploration. Resistance and commitment. No doubt, for many of us the simple idea of ​​being stranded in space may seem an unimaginable nightmare. But for astronauts like Williams and Wilmore, it is simply part of the work. According to Ken BowersoxNASA’s Head of Space Operations, astronauts are trained not to focus on when they will return, but in the success of the mission. Perhaps for this reason, and beyond the money they receive, what happened is a good reminder that, in space exploration, motivation and resilience are as important as technology itself. Image | POT In Xataka | “Stranded” astronauts in space say goodbye to the ISS with a script turn: supporting Elon Musk’s version In Xataka | The soap opera is over: the “stranded” astronauts in space have returned to Earth nine months later

This time there are no layoffs but an increase in bonus for managers

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Mark Zuckerberg continues with his plan to speed up the goal structure and prepare it to face the challenge that his AI presents. One of the most controversial measures of that plan has been the 5% of your workforcebut not the only one. In one Corporate communication At the SEC, goal confirmed “an increase in the percentage of objective bonus” in the Annual bonus plan for executives of the company. With this new bonus plan, Meta managers could get a bonus of up to 200% of their base salary, instead of a maximum of 75% of their salary they could reach so far. More incentives for executives, less for employees The new bonus plan presented by the company would not affect the remuneration of Mark Zuckerberg which, as CEO and founder, receives A symbolic salary that is complemented with A personalized bonus that compensates. The increase in executive bonuses arrives at a time of tension between the template after the dismissal of goal to which low performance was attributed in their work. However, as the company itself confirmed, these layoffs occur in the context of strategic change to focus on the development of AI, Not due to economic problems. Something that confirmed the 21% increase in the benefits that Goal communicatedJust a few weeks ago. The Board of Directors approved this increase in Bonus for managers with the aim of being more competitive at the salary level “was in or below the 15th of the total compensation in cash of executives who held similar positions. After this increase, the total compensation in cash for the appointed executive officials (except the Executive Director) falls approximately in the 50th of the target compensation of the peer group “, can be read in the document presented by the finish line to the target to the Stock Exchange Commission (SEC). This increase also coincides with the announcement of the 10% trim in rewards For shares -based employees that he published he Financial Times last week. This measure affects, to a different extent, tens of thousands of employees who will receive less actions as a complement to their salary, just at the time these actions have risen 47% during the past year. In Xataka | Trump has made great technological ones change, but not for ideology: they are companies behaving like companies Image | Flickr (Techcrunch)

Dodgers announce deal for Japanese pitcher Roki Sasaki. Receives signing bonus of 6.5 million

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LOS ANGELES — The Dodgers announced on Wednesday their agreement with sought-after Japanese pitcher Roki Sasaki by agreeing to a minor league contract with a signing bonus of $6.5 million. A 23-year-old right-hander with a fastball that tops 100 mph, Sasaki announced his intention to sign with the Dodgers on Friday and was introduced at a news conference Wednesday at Dodger Stadium. He joins Japanese stars Shohei Ohtani and Yoshinobu Yamamoto on the Dodgers after making a decision that had generated much expectation. Sasaki had until Thursday to finalize a contract. He was considered an international amateur under Major League Baseball rules because he is under 25 years old and does not have six years of service in Japan, which restricted him to the pool of international signings. The Dodgers started with an allocation of $5,146,200, but increased it to $8,102,800 with a pair of trades last week, acquiring $1.5 million from Cincinnati and $1,456,600 from Philadelphia. Los Angeles is contemplating using a six-starting rotation, which could ease Sasaki’s transition to the majors. The Dodgers are trying to become the first team to repeat as champion since the New York Yankees from 1998 to 2000. Sasaki was made available to major league teams for a 45-day period by the Chiba Lotte Marines of the Pacific League under the bidding agreement between Japan Professional Baseball and the majors. Because he is under 25 years old and does not have six years of Japanese league service time, Sasaki is considered an international amateur by MLB and is limited to a minor league contract subject to signing funds. The Marines will receive $1,625,000, 25% of Sasaki’s signing bonus amount. During a news conference at the winter meetings last month, Sasaki’s agent, Joel Wolfe, denied that a deal was already in place with the Dodgers. Wolfe said MLB had investigated. Sasaki went 10-5 with a 2.35 ERA in 18 games last year, striking out 129 batters in 111 innings during a season limited by shoulder inflammation. He went 7-4 with a 1.78 ERA in 15 starts in 2023, when he suffered an oblique injury. Over his career, he is 29-15 with a 2.10 ERA over four seasons with the Marines and pitched a perfect game against Orix in April 2022. Among international amateur free agents, Los Angeles also agreed to deals with Venezuelan infielders Luis Tovar ($397,500) and Moisés Acacio ($197,500), Panamanian left-handed pitcher Adrián Torres ($362,500) and Colombian shortstop Luis Luna ($137,500). .

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