employee

Technology salaries in Spain do not depend on the skills of the employee. They depend on the type of company

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The technological salaries in Spain They no longer depend so much on how good you are at programming, but on the type of company you work for. The same senior profile can earn from figures typical of a small traditional SME to salaries that compete with the best engineers at Google or Meta, just for changing the type of company. At least that theory is what emerges from a salary analysis carried out by the technological employment platform Manfred, based on the observations of a former Uber engineer: in technology there is not one type of salary, but there are three, and it depends on the type of company in which you work. The “trimodal” model of technological salaries. The “trimodal” concept explains that the technology salary distribution It does not form a uniform continuous line that brings together the entire sector, but rather three distinct groups with little overlap between them. Depending on what type of company you are working for, this is how good your salary will be. The analysis is based on the observations of Gergely Orosz, former head of engineering at Uber, who analyzed on his blog the distribution of technological salaries in Europe and highlights that these groups arise from how each company decides to compare itself with the competition when setting compensation. If an SME only needs to compete against other SMEs, their salaries will be lower than those of large corporations that want to compete among themselves. Manfred has adapted that model to the reality of salaries in Spain and shows that a senior engineer can earn from 35,000 euros to 130,000 euros gross annually depending on his company group, even carrying out a job with similar responsibilities. This division makes individual talent matter less than the company’s salary strategy, creating huge gaps for equivalent profiles. Trimodal distribution of salaries in Spain. Source: Manfred Group 1: local companies with technology as support. The companies in the first group see technology as an internal service, similar to an IT department and, at a salary level, they are only compared with close competitors in your sector. In Spain, Manfred describes them as consultancies and large non-digital corporations, with basic selection processes and very hierarchical structures. This first group presents the greatest labor concentration of all of them, but offers the lowest salary rangeplacing 40,000 euros at its most common average. Given that their market is local, their salary structures are within the usual margins in Spain. In this group, the work is predictable, with a good balance between work and personal life, but without significant variable incentives, beyond a possible 10% of the base salary linked to the company’s performance. Group 2: “Scaleups” and technology companies. The second group brings together companies that compete with the entire local and some international technological fabric, raising their salary offers to attract talent or capture it among your competitors. This group includes technological startups that have already surpassed their maturity and are now seeking both national and international growth, with tougher and greater hiring processes. emphasis on autonomy. The salaries of these companies no longer only compete for the best talent at a local level, but also expand it to a European level, which is why they usually offer salaries above 60,000 euros and offer bonuses of up to 20% of the base salary in cash and shares to more experienced engineers, although not always on a general basis. That is, their remuneration is slightly above the average in Spain. Group 3: giants competing on a global scale. Companies in the third group measure themselves with the international market, attracting talent from anywhere in the world. We are talking about jobs in large technology companies such as Amazon, Uber, Google or Meta, as well as large financial entities that are developing large technological infrastructures. In this group they are shuffled international level salaries in order to attract the best qualified talent regardless of their place of origin. However, to access these positions you also have to overcome much more competitive selection processes. These firms offer salary ranges above 100,000 euros and cash bonuses of around 40% or 50% of the base salary are offered for those employees who achieve all their objectives and actions for all levels, even for junior employees. Not everything is money, what career do you want? Beyond money, each group offers a very different style of work. In Group 1, local companies prioritize stability and work-life balance, with schedules that allow for some flexibilityin addition to offering a greater number of job offers. Instead, Group 3 of global giants brings greater instabilitywith frequent rounds of layoffs when you don’t meet expectations and high turnover because they pay so much to attract only the best. Teleworking is a common practice in Groups 1 and 2, but the large corporations in Group 3 practically they have removed it of their offers and sometimes ask to move close to their main offices in Madrid or Barcelona. The number of job offers in Groups 2 and 3 are much lower than those in Group 1, so it is also more complicated to access a company with these characteristics, making it difficult to jump from one company to another within that same group. In Xataka | The harsh reality of salaries in Spain: the most common gross salary in 2023 did not exceed 16,000 euros per year Image | Unsplash (Sigmund)

one where we pay 20 dollars a month (if we pay) and another where companies pay up to 200 per employee

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The AI ​​industry is forking into two paths. They are non-binary and actors can be in both at the same time, but it was expected that we would see this branching: Products aimed at the general consumer. ChatGPT wins there and Gemini is growing lately. Tools for companies. Gemini and Copilot from Microsoft stand out more there, but Anthropic is growing a lot thanks to Claude Code. This division also marks something else: who is going to capture the real economic value of AI. Why is it important. Companies pay up to $200 per month per employee for the best model. ChatGPT “domestic” users, one tenth. And in business environments, the difference between the best and the second best matters a lot. At least much more than in domestic environments. Yao Shunyu, who worked at OpenAI and is now at Tencent, sums it up: “If your salary is $200,000 and you have 10 tasks a day, an excellent model does eight or nine. A weaker model does five or six. And when you don’t know what those five or six are, you waste time monitoring it.” according to the newsletter ChinaTalk. The contrast. “If you compare the Today’s ChatGPT with the one from a year agothere’s really no perceptible difference,” Yao points out. “On the other hand, AI-assisted programming has already changed the entire coding industry. “People no longer write code, they talk to their computer in natural language.” Most ordinary people still use ChatGPT as a kind of enhanced search engine. In companies, more intelligence directly means more productivity with a clear economic value. Between the lines. Anthropic has bet everything on this. Claude Code has changed the way developers work. And now just launched Coworkwhich seeks to bring that same idea to office workers, outside of programming. They are not going after occasional users: they want entire teams that depend on AI to work. OpenAI dominates in adoption figures and brand recognition, but it has a problem: many users who pay little on average. Companies are increasingly looking for tools that truly improve productivity. The threat. In the business market, whoever has the best model wins. Companies will always pay for number one if its price is comparable to the rest of the proposals. In consumption, something decent is enough and the price sensitivity is greater. And OpenAI needs a lot of money. Training and operating these models costs a lot. The consumer market has a fairly low profitability ceiling, and that is why they seek to shore it up with advertising revenue and pointing towards those of affiliation. And now what. This year we will see it clearly: OpenAI needs to prove that its enterprise agents are worth the money. Anthropic will continue to refine its position in code and productivity. Google is a little late but has hit the nail on the head with Gemini 3. At the end of the year we will know if OpenAI’s generalist strategy works or if the AI ​​business ends up divided between those who dominate the office and those who dominate the couch. In Xataka | OpenAI fully enters health for a simple reason: ChatGPT is already our front-line doctor (although we don’t want to admit it) Featured image | Anthropic, OpenAI, Xataka

A company identified an employee on its payroll as “buzzed.” Justice has added some zeros to the joke

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A payroll can be much more than a payment document: in this case, it became judicial evidence and object of compensation for damage to honor. A company in the Basque Country included the word “Zumbada” to identify the employee as a beneficiary on two successive payrolls. It so happened that the employee’s ex-husband was also the co-owner of the company. A ruling from the Superior Court of Justice of the Basque Country has condemned the company to pay 10,000 euros in damages to the employee’s honor. A list for “Zumbada”. According to is detailed in the sentence issued by the Social Chamber of the Superior Court of Justice of the Basque Country, the worker carried out administrative tasks in the company of her ex-husband, of whom he was in the middle of the judicial process of divorce and custody of their common son with a disability. In this context, the employee received two payrolls in which the word “Zumbada” appeared in the section intended to indicate the name of the beneficiary of the payroll. As it could not be otherwise, the employee filed a lawsuit against the company. As the employee herself stated in an intervention in the program “And now Sonsoles” hosted by Sonsoles Ónega on July 27, “There was a first trial for the crime of minor insults in which it was the other partner, Iñaki, who took responsibility for having made that transfer.” However, the employee resorted to court again when she understood that it was the company that had to respond for her work mistreatment, arguing that she suffered a workplace harassment for the humiliating work shown towards her on her payroll. It’s not harassment. In July, the Social Court handed down a ruling arguing that, however reprehensible, the company’s conduct did not constitute workplace harassmentconsidering it a sporadic act. The labor lawyer Juanma Lorente agreed with the court’s ruling and analyzed the case in a published video on his Instagram profile. “We are not talking about workplace harassment, but rather a breach by the company, and you can file a complaint against it. But it is not workplace harassment. They have to be repeated over time for approximately six months,” said the lawyer, indicating that the employee’s legal advice had not been correct. The TSJPV did not let it pass. Although in the first instance the Social Court dismissed the claim. The ruling was taken to the Superior Court of Justice of the Basque Country, where on October 25 it revoked the first ruling, recognizing that the company had violated the employee’s right to honor by using the term “Zumbada” on its payroll. The ruling emphasizes that “the inclusion of derogatory terms in a list generates a detriment to the dignity of the worker and constitutes an act contrary to the fundamental principles of respect and honorability”, indicating that the offense occurred in a public context given that the document had to be processed by the employees of the financial institution, bypassing the area of ​​privacy. For this reason, the Court has sentenced the two partners of the company (one of them her ex-husband) to pay compensation of 10,000 euros for damage to the employee’s honor. History repeats itself. Unfortunately, this is not the first time that payroll processing has been used as a channel to inflict humiliating treatment on employees. In 2024, a baker included the concept “Nómina Abril Maricón” on the payroll of one of its employees, which led to a conviction and the seizure of his assets to face a compensatory compensation. In Xataka | An employee put the handbrake on the company van when he was the passenger. He was fired, but from his company Image | Wikimedia Commons (Zarateman), Unsplash (Resume Genius)

the first SpaceX employee

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The race to explode all the resources that the Moon offers You’re going to need new spaceships. If Starship manages to become a fully reusable rocket capable of landing and taking off from lunar soil, we will have a winning horse. Meanwhile, Elon Musk is finding competition where he least expects it. From Jeff Bezos to Tom Mueller. Starship delays are causing talk. If rumors emerged last week that NASA could turn to the Blue Moon Mark 1 lunar module of Blue Origin to take astronauts to the Moon in the event that SpaceX did not arrive in time to beat China, this week a very particular company has joined the race for the moon. In this case, Impulse Space wants to solve the challenges facing the commercial race to the Moon with an unmanned spacecraft capable of delivering up to three tons of cargo. And who is behind Impulse? None other than Tom Mueller, SpaceX’s first employee and the genius who designed the Falcon 9 rocket engines. Agility and pragmatism against Starship. Impulse Space, founded by Tom Mueller not as a new rocket launcher but to solve the challenges of orbital mobility once in space, has set its sights on the Moon. The company revealed its plans to develop a lunar landing module which would enter service in 2028. Mueller places his idea in a “critical gap” in the market: a medium-sized cargo ship. Impulse’s proposal is quite pragmatic. Instead of developing a completely new system from scratch, it will combine the Helios booster, already in development by the company itself for upper rocket stages, with a lander of its own manufacture. Helios would act as a cruise stage, transporting the craft to lunar orbit in a week. One of the keys to its design is that it does not require a complex series of refueling in orbit, like Starship and other systems based on cryogenic fuel. The Impulse module’s engine will use a combination of nitrous oxide and ethane bipropellant, which has already been successfully tested on its Mira orbital vehicle. This choice, according to the company, is safer and less toxic than traditional hypergolic propellants, and in turn avoids the evaporation problems of cryogenic fuels. A competitor who knows the house inside. What makes this ad fascinating is the pedigree of its founder. Tom Mueller was a fundamental player at SpaceX: he led the development of the Falcon 9 engines and now applies that experience to his own company. Including the speed that characterizes SpaceX. Impulse Space boasts of having carried its Mira spacecraft from the design table to operating in orbit in less than 15 months. But Impulse’s lander won’t just compete with Starship. It is located in a very interesting competitive niche. While Firefly’s Blue Ghost aims for lighter loads and future systems contracted by NASA, such as Starship itself or Blue Origin’s Blue Moon Mark 2 focus on enormous loads (30 and 100 tons), the Impulse proposal competes directly with the Blue Moon Mark 1, which also has a capacity of three tons, and which NASA could use to transport astronauts in a mission with several moon landings. But the big advantage of the Impulse design is that it is compatible with a wide range of launch rockets (Falcon 9, Vulcan, Ariane 6, etc.). Its system does not depend on a single supplier, which gives it considerable strategic flexibility. He who laughs last… At SpaceX they don’t consider anything lost (and no one should consider SpaceX a loser in any case, looking at its history). In fact, Musk’s company has just put dates and figures on its lunar ambitions. According to an update on their websiteSpaceX plans to begin its cargo missions to the surface of the Moon in 2028, the same year as Impulse, but with a price that breaks all schemes: 100 million dollars per metric ton, or what is the same, 100,000 dollars per kilogram. To put this in perspective, Astrobotic, another competitor in the sector, sells its flights to the Moon at a price of 1.2 million dollars per kilogram. The difference is abysmal and demonstrates SpaceX’s aggressive pricing strategy, which is only possible with the total reuse of its Starship system. We are, therefore, faced with two opposing philosophies. A bet on the safe side and a bet on breaking the market. Led by two people who worked together for years. Image | Impulse Space In Xataka | The United States has a plan B to win the lunar race against China: change Elon Musk’s ship for Jeff Bezos’s

The tip makes the employee poorer and customers end up paying their salary

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In Spain there are A debate above the table. In the country he had always looked at the “optional tip” of 10% as an exotic custom of the United States, but lately something seems be changing In the hospitality. On the contrary, in the United States someone has opened the melon of one of the great traditions of the sector. And anyone has said it. McDonald’s has put in question The American tips and system. Context. It We count A few weeks ago. In the United States, tips are not mandatory by law, but it is customary, we would almost say that “obligation”, leaving a tip between 15 and 20%. The logic behind the behavior has to do with the fact that the US minimum federal minimum wage for workers with tips is 2.13 dollars per houran amount that has not changed since 1991. Somehow, that very small amount that the waiter receives on duty has turned the “American” tip into a kind of help to the worker who has no other way to increase his income. In practice, more forced than the theory, when eating in the United States in groups of between a minimum of four and six people, most establishments impose a 18% tip (free) without giving option not to pay it. By the way, although the practice is so settled there, it has European origin. It is estimated that in England in the 16th century. McDonald’s opens the melon. And this is where the almighty company appears. The CEO of McDonald’s, Chris Kempczinski, has criticized A television interview The restaurant model that rely on tips to cover the salary of their workers, qualifying it as a system that “transfers the responsibility of payment of the workforce to the client.” According to explainedwhile McDonald’s does not allow tips and directly pays the salaries of its employees, other premises can pay only 2.13 dollars the time under federal law as long as the final income, adding tips, reaches the federal minimum wage of $ 7.25. With the recent approval of “Big Beautiful Bill” promoted by Trump, which exempts tips from taxes, that scheme It reinforces and generates (In Kempczinski’s opinion) a “inequality of conditions” in front of fast food chains that do not benefit from such practices. The background of the phenomenon. The system of “Tipped Wages” It has been extending beyond traditional restoration towards multiple sectors of precarious work and platform economy. They remembered In Insider That appos of apps such as Uber Eats or Dordash depend on tips to complement income, and the pressure on customers has intensified with notifications that suggest that the speed of the service can depend on the initial generosity of the order. Practices like The “Tip Baiting”in which a consumer promises a high tip to encourage rapid delivery and then withdraws, have generated conflicts and distrust. At the same time, recent surveys reveal A growing social fatigue towards the proliferation of tip requests in all types of establishments, which reopens the debate on whether this form of compensation remains sustainable and fair. The giant proposal. Kempczinski, on behalf of the multinational, suggested that the solution passes through force everyone restaurants to pay the same base minimum salary, regardless of the tips received. States such as California, Alaska or Minnesota already demand it, eliminating the figure of the “subminate by tips” and guaranteeing more stable direct salaries. According to the manager, extend this federal model It would reduce poverty and labor rotation without implying loss of jobs, while leveling competition between fast food chains and traditional restaurants. In his vision, the current disparity favors those who rely on a Externalized Compensation System In customers, while companies such as McDonald’s directly assume staff costs. The vision of a “double cheeking.” There is much more, since Kempczinski described The current American situation as a “two -level economy”, marked by the gap between high -income consumers, who continue to spend on premium products and home deliveries, and those of average and low income, which reduce their visits to restaurants, jump meals and choose to cook at home. From the inflationary wave of 2022, the chain has faced an increasing discomfort For the increase in their menus, which led to the combos exceeding ten dollars since whole strips of customers see fast food as an occasional luxury rather than as a daily option. Price readjustment as a strategy. To stop the traffic drop between these segments, McDonald’s He relaunched a package Five dollars and reinforced promotions in their main markets, relying on advertising campaigns focused on value. The strategy aims to maintain the brand as a reference for accessibility in an environment in which the smallest competition lacks the scale to absorb the costs of the reduction. However, franchisees (responsible for most premises in the United States) They show concern For the impact on margins in a context of wages, rentals and upward inputs, although Kempczinski assured that the consensus in favor of these measures was “almost unanimous.” A conflict between models. If you also want, the debate also contains a deep cultural shock: in the United States, tips have historically worked as salary complementbut the rise of digital platforms and inflationary pressure have intensified wear of this model. While the restoration industry defends its flexibility and ability to attract customers with lower apparent prices, critics They point That it is a undercover subsidy form in which consumers, and not employers, finance a good part of wages. The McDonald’s intervention It reflects how great global corporations see in this imbalance not only an ethical and social problem, but also a competitive disadvantage, reviving a debate that touches the essence of US labor policy and its relationship with salary justice. Image | Crusier, Tomwsulcer, Ramon Fvelasquez In Xataka | Spain had always looked at the “optional tip” of 10% as an exotic custom of the US. Until now In Xataka | The Trojan horse that the US “expats” are introducing in Spain: the culture of the … Read more

A Barcelona company wanted to try the four -day week. He ended up firebaging an employee for having two jobs

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Sometimes life shows us paradoxical situations in which a manager who seeks the well -being of his employees with the four -day work weekends by saying goodbye to them for Compagate two simultaneous jobs. To give a more twist to this story than has published GenbetaIt is worth mentioning that the company’s CEO lavished on its social networks the advantages of having a “Side Hustle” or secondary employment. Preparing for four days. Patrick Syng is co -founder and commercial director of Metrickal, a remote hiring company based in Barcelona. The entrepreneur wanted to prove to implement the four -day week for your employeesso I needed to know What their employees used time of her day to optimize her. Something essential to make the leap to this type of day, which It does not mean doing the five -day job in fourbut optimize the day to take less to complete the tasks. The first step to do it was to ask all employees to install in their work teams the Desktime softwarea time monitoring program that monitors what programs he uses and for how long each employee. In this way, it could raise changes and Optimize processes To implement the four -day week. Low performance and tasks that do not correspond to it. When analyzing Desktime’s data, the businessman discovered that, an employee with whom he had already had several meetings for low performance, he was performing tasks with applications that did not correspond to his position in Metrickal. The employee, which I worked 100% remotelyit had not delivered the tasks in the deadlines and several clients had complained about their work. “While showing some signs of improvement, its general performance did not change much. This meant an important burden for the rest of the team, which had to cover its shifts and deal with the breeding deadlines,” assured Patrick Synge a Business Insider. “I had the feeling that I was doing something apart, but since there was no evidence, I didn’t want to draw precipitates.” The employee forgot the software. In the analysis of data collected by monitoring softwarethe manager discovered that the employee spent more than half of his day working for an American company, whose trail had remained in the software reports. “It seems that he forgot the tracking software, since once it is downloaded, it does not require any manual ignition and off. Probably, I would have fired it anyway, but the tracked data were the blunt test that was missing.” However, what truly irritated Synge was the lack of respect of the employee towards his companions who had to, for its little performancethey had to adopt part of their tasks. “It was not fair or respectful of the team, and that is something that I cannot tolerate, its actions were simply selfish,” said the manager. Two jobs, but which one is the main one? It’s not nor the first casenor is it probably the last one, of employees who They combine two or more jobs at the same time in your remote workday. The problem is that employee performance had fallen And he was not fulfilling his first job. “As an entrepreneur, I have to think about my business and my customers. I can’t afford to lose customers because someone wants to earn extra money,” said the manager. In fact, there is the circumstance that Patrick Syng is A firm defender of what is called “Side Hustle” or secondary works, offering them as an option to capture external vendors for their products. A whole paradox in which Patrick assumed that it was the main job of that employee, but never considered that, perhaps, it was secondary employment. Spain more and more multi -team. While it is true that in Spain this phenomenon of simultaneous jobs is not as widespread as in other countries, a Study conducted by Infojobs It indicates that 15% of employees in Spain have at least two jobs (who do not have to be simultaneous, but combined). 40% of these multi -employed employees do so To complement the low wages In departures or for hours, while 32% do so for providing additional income to their main salary. In Xataka | Not everything is 38.5 hours a week: the formulas for a waiter or temporary to benefit from the reduction of day Image | Unspash (Faizur Rehman), Pexels (Alexey Komissarov) *An earlier version of this article was published in July 2024

Sending an email to a low employee has cost 1,500 euros to a company: it doesn’t matter if you respond or not

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The Superior Court of Xustiza de Galicia (TSXG) has marked a before and after in the protection of the right to digital disconnection of workers in Spain. For the first time, a company has been convicted of sending electronic jobs to an employee who was on a medical leave. The sentence is considered a pioneer because, although other countries Like France and BelgiumThey have already legislated on digital disconnectionGalician justice has taken another step by sanctioning not only the obligation not to respond, but also the duty of the company of Do not send communications Out of working hours. What happened? According to details the sentencethe affected worker was in a situation of temporary disability due to an “anxiety disorder”, apparently “motivated by the emotional wear that implies the current situation of excess work, realization of overtime continuously and labor responsibility, which has led to the appearance of relational insecurity with respect to their environment.” In that context of medical disabilitythe employee continued to receive electronic emails related to her work during the entire low period. The company recognized the facts, but argued that the emails to the complainant were part of a thread created above and whose content was aimed at other people of the team. In addition, he claimed that they were not asked for “an immediate response.” In Xataka 40,000 euros for a croquette: Mercadona dismissed an employee for eating a croquette and must now compensate him The TSXG got serious with disconnection. In its resolution, the Superior Court dismissed the company’s arguments and was overwhelming in its ruling. The magistrates considered that the company not only breached their duty to refrain from communicating with the worker during his temporary disability, but also attempted against his moral integrity. According to the sentence, the Right to digital disconnection “It demands that communications from the company are not received outside the work time”, and warns that “that right is not fulfilled due to the fact that the working person does not have the duty to respond to the communications received outside the work time more or less immediately.” That is, and here the Importance of this resolutionthat the right to digital disconnection does not only refer to the interpretation of the urgency of the communications received, but “carries with it an obligation by the employer, and of dependent or linked persons, of abstention in the communications of labor order or linked to the provision of services outside the working time.” In Xataka Some employees sued their company for cutting the salary. The supreme has responded that being unpunctual is not a job Vulnerability situation. The TSXG highlights the special importance of the right to digital disconnection when the worker is in a situation of temporary disability by A psychic ailment. In the sentence, the Galician Court emphasizes that emails in these circumstances “uneasy the receiver, and also reifted it and undermined their dignity” and places the worker in a state of permanent availability incompatible with her right to recover without pressures. The right to digital disconnection in Spanish law. The right to digital disconnection is included in article 88 of the Organic Law 3/2018 and reinforced with the arrival of the call Distance Labor Law of 2021. According to the regulations, “all workers and public employees will have the right to digital disconnection in order to guarantee, outside the legal or conventionally established work time, respect for their rest time, permits and vacations, as well as their personal and family intimacy.” This right allows workers not to answer mails, calls, video calls or any other digital communication out of work hours. The law does not differentiate between the size of the workforce or the public or private nature of the company, so the protection is universal for all employees in Spain. With the TSXG ruling, the prohibition is not limited to the fact of “not answering” but its interpretation is expanded to “not receive.” {“Videid”: “X919SE0”, “Autoplay”: False, “Title”: “The AI ​​and the future of our work Silvia Rivela | 100 years, 100 visions Ep.3”, “Tag”: “”, “Duration”: “2630”} Symbolic condemnation, but pioneer. The process reached the TSXG as a result of a previous sentence in which, in addition to the violation of the right to digital disconnection of workers, compensation for violations of the right to honor and physical integrity were requested. In this case, the new resolution revokes these last two concepts because it has not been damaged physically or its honorability has been affected. However, it imposes compensation of 1,500 euros “for damages” for violating the right to digital disconnection because the company “was not guaranteed” of this right and points out that “pretending that it is available at any time of its life, including temporary disability, prevents the free development of personality and hinders the exercise of the field of intimacy of personal life of personal life.” In Xataka | 55,245 euros for eating a sandwich and a beer: Mercadona must compensate an employee for unfair dismissal Image | Unspash (Brian J. Tromp), Wikimedia Commons (Caronio) (Function () {Window._js_modules = Window._js_modules || {}; var headelement = document.getelegsbytagname (‘head’) (0); if (_js_modules.instagram) {var instagramscript = Document.Createlement (‘script’); }}) (); – The news Sending an email to a low employee has cost 1,500 euros to a company: it doesn’t matter if you respond or not It was originally posted in Xataka by Rubén Andrés .

A sentence forces the Principality of Asturias to pay the glasses to a public employee. It is only the first of many

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The Occupational Risk Prevention Regulations establishes a series of mandatory measures and recommendations to maintain the Safety of work environmentsand forcing companies to adopt measures of protection for your employees. Adequate clothing, helmets, gloves, protective footwear, etc. However, what happens when what causes physical damage is the continued use of screens in the workplace? That is the situation that a public employee In 2021. The Social 1 Court of Mieres, in Asturias, has responded to the lawsuit forcing the Asturian administration to take care of the Cost of graduated glassesopening the door to future demands of other employees in the same situation. What happened? As extracted from the sentence to which Xataka has had access, the affected person is a work worker of the Principality who performed maintenance assistant at the Sports Center of El Cristo in Oviedo. In 2021, the center digitized the access control system, so the employee increased the use of screens in his job. As a result of the use of screens, the employee began to present visual discomfort that before the change did not suffer affecting his visual acuity in the use of the screens. In 2024, the employee asked the Principality of Asturias for an ophthalmological review and the provision of new glasses adequate if the recognition recommended it. The autonomous administration ignored both “leaving it without answer,” says the sentence. In January 2025, on behalf of the employee, the legal service of the USIPA-SAIF union He filed a lawsuit against the Principality claiming the application of European directives and The sentences of the Court of Justice of the European Union. The protagonist: Directive 90/270. In his sentence, the Mieres Court forces the Principality of Asturias to provide or cover the cost of glasses to a public employee to need them to work with screens, in compliance with article 9 sections 1, 2 and 3 of the European Directive 90/270on minimal safety and health provisions for work. This European directive complements community regulations through a series of minimum provisions common to all EU countries. In the aforementioned article 9, the eye protection measures and the view of the workers are established. Specifically, “if you experience visual difficulties that may be due to work with the screen.” Under this article the right to ophthalmological reviews is collected, and forces employers to provide employees with “special corrective apparatus appropriate to the work in question”. A pioneer sentence. The sentence recognizes the employee the relevance of the application of that 90/270 directive and the European jurisprudence with a Judgment issued in Italy where this right is also recognized that employers must provide special corrective devices (such as glasses) if medical recognitions justify them. The sentence distinguishes between “normal corrective devices” (general use, out of work) and “special corrective devices” (specifically necessary For tasks with screens), putting the focus in the latter, since the employee only reported “visual acuity disorders that had been diagnosed, however, it is incumbent at the aforementioned jurisdictional body to verify whether the graduated glasses in question effectively serve to correct view disorders related to their work and not general view problems.” Thus, the sentence fails in favor of the employee forcing the administration of the Principality of Asturias “to be carried out an ophthalmological medical examination, (…) as well as that they are given with graduated glasses if they were prescribed by said option as necessary to perform their daily work in front of the computer screen or reimburse them The expenses of its acquisition“, is specified in the sentence. Why is the sentence important? The application of these regulations by the Mieres Social Court feels a precedent in the prevention of occupational hazards, normalizing the ocular protection of those employees who are exposed to long days in front of screens without the equivalent of protection to a helmet in the case of workers or gloves for a carpenter. Maria Guadalupe Lorenzo, lawyer of the Legal Service of the Usipa-Saif Union of Asturias that has led this case, says that “from our union we are already formulating claims of the future extensions of effects to this sentence for the labor personnel who are in a similar situation, as well as claims for the official personnel and other affiliated workers. There will be multiple claims and surely more sentences in this regard.” The sentence is firm because the Principality has not appealed, so its application is immediate. In Xataka | Going to the bathroom is not work: a Swiss court allows a company to force its employees to sign when they go to the bathroom Image | Unspash (Nonsap Visuals)

A former SK Hynix employee is suspected to deliver stolen technology to Huawei

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Although not monopolized attention to the same extent that TSMC, Intel or Samsung, the South Korean company SK Hynix is ​​done is One of the main designers and manufacturers of semiconductors of the planet. His specialty is The tuning of memory chipsand it is doing so well that LEADS THE HBM Chips Market so much (High Bandwidth Memory) like that of the DRAM memories. In fact, SK Hynix controls no less than 70% of the integrated HBM memory circuits market, so His leadership in this sector is overwhelming. In addition, it is the NVIDIA supplier if we stick to its GPU to artificial intelligence (AI) Thanks to the high competitiveness of your HBM chips. Samsung has an approximate share of 28%, and Micron touchs 18%. However, the success of SK Hynix is ​​based, as we can intuit, about its capacity for innovation. At the current situation, industrial espionage is the order of the day The Prosecutor of the Central District of Seoul (South Korea) has accused a former SK Hynix employee of illegally transferring technology to the Chinese company Huawei. This person’s identity has not yet transcended, but according to Digitimes Asia He is a name Kim, is South Korean and worked in the subsidiary in China of Sk Hynix until in 2022 he left this South Korean company to join Hysylicon, the Huawei subsidiary specialized in the design of semiconductors. Kim is South Korean and worked at SK Hynix until in 2022 this company left to join Hysilicon Presumably the Prosecutor’s Office is acting at the instances of SK Hynix. And it seems that this last company has discovered that during the negotiation of its hiring Kim gave Hysilicon Secret Information About advanced packaging technology used in the production of 3D NAND and HBM memories, as well as about multiple assembly Chiplets and of the CMOS image sensors. These technologies are protected by the property rights of SK Hynix, and in them largely resides the competitiveness of this company. According to the Kim prosecution he printed and took more than 11,000 photographs of internal SK Hynix files with the purpose of abandoning this last company and using this confidential material to get work in the competition in very advantageous conditions. In fact, according to the researchers of the Kim accusation he presented the material that extracted from SK Hynix at least two Chinese companies. One of them Hysilicon, He finally hired him. An important note: neither this last company nor its matrix, Huawei, asked him to give them commercial secrets, but, according to the Prosecutor’s Office, they accepted them as part of the hiring process. More information | Digitimes Asia In Xataka | China’s future in the chips industry is in the hands of a single company almost unknown: Sicarrier

Starbase has acquired municipality status with a Spacex employee as mayor

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The residents of the small community that surrounds the Spacex headquarters in Boca Chica, southeast of Texas, have overwhelmingly voted in favor of constituting the city of Starbase. A step that gives Elon Musk’s company an unprecedented level of autonomy to develop the huge Starship rocket. Only six votes against. As We count in DecemberSpacex had initiated legal procedures to turn its growing Texan complex into an independent municipality. The movement followed Musk’s decision to transfer the official Head of California to Texas, in search of a more favorable regulatory and fiscal environment, and With explicit support From the state governor, Greg Abbott. Now, that plan has materialized. The vote took place on Saturday and resulted in 212 votes in favor and only six againstaccording to the Cameron County Elections Department. It is not a surprise, taking into account that the vast majority of the approximately 283 eligible voters within the territory of 3.9 square kilometers are employees of Spacex or their relatives. Who is the new mayor. The city of Starbase will be governed by a municipal commission of three members, composed, as expected, by three people linked to Spacex who presented themselves to the position without opposition. The mayor is Bobby Peden, current vice president of tests and releases in Texas de Spacex. Jenna Petrzelka, former Starbase Engineering Operations Manager, and Jordan Buss, current Senior Director of Environmental Health and Safety of Spacex, will be the other two councilors. Why does Spacex need your own city? The key is the control and agility that it gains with change. According to A letter to the authorities Signed at the end of 2024 by Kathryn Lueders (General Director of Starbase and former director of NASA manned flights), Starbase acquires greater autonomy to expedite the development of Starship and the colonization of Mars. With the city status, the Municipal Commission (Spacex controlled) has authority over zoning, construction projects and other aspects of local life. Although it is not a blank check to ignore state or federal regulations, it gives them considerable power to mark their own rhythm. Spacex was already de facto managing some infrastructure, such as the road (whose traffic frequently interrupts for evidence and rocket transfers). And already provided medical attention or education (the Astra Nova School of Elon Musk) to the families of employees. Starbase has a housing problem. Constituting the city of Starbase, Spacex has eliminated many bureaucratic friction to build the necessary infrastructure to attract and retain talent in its new headquarters. A critical point is housing. The company had no power to build enough houses for the hundreds of workers who would like to live near Starbase. Currently, some 260 employees live there with their families, almost 500 people. Other 3,100 move from Brownsville and nearby areas. In fact, a recent attempt to build more attached houses was rejected by the county. A controversial control over the beach. The creation of this “business city” is not exempt from criticism. Ecological groups and local residents have been expressing their concern for the growing control of Elon Musk about the area, especially with regard to access to the popular Beach of Boca Chica and the adjacent state park. For now, the closure of the road and the beach for the spacex launches and tests required the county authorization. However, there are legislative initiatives in Texas, promoted in parallel to the creation of the city, to transfer that closing authority directly to the Mayor and the City of Starbase. Spacex argues that this would speed up the releases now that they are looking for federal permission to increase the frequency of 5 to 25 per year. Following the steps of Toyota or Huawei. The creation of Starbase as a city follows a pattern that we already saw with Toyota City in Japan or the huge residential campus and R&D of Huawei in China. Also in urban projects such as the neighborhood Sidewalk Torontopromoted by Google in Canada. For Spacex, having its own city is another step to strengthen its mastery of space releases with Starship, whose ultimate goal is to take humans to Mars. Now, officially starbly on the map, Elon Musk has a little more control over his Texan fief to try to convert that vision into reality, although the controversy and scrutiny, without a doubt, will remain there. Image | Spacex In Xataka | Leaving California is just the first step: Spacex has started the procedures to create an independent city in Texas

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