employees

It is if bosses really make the schedules that claim their employees

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The debate on working hours in Spain is again in the center of attention after the statements of Antonio Garamendi, president of the CEOE, in the Forbes Spain Economic Summitwho defended the culture of effort in response to proposals to reduce working hours. “Do you think Carlitos (Alcaraz) works 37 and a half hours a week? No. Is the culture of effort, to know what you lose and what do you want.” The response of the representative of the main employer in Spain maintains the line of opposition to the proposal of Reduction of workday that Congress knocked down a few weeks ago. However, what caught the attention was Garamendi’s negative to openly declare if he worked more than 40 hours a week that the law marks. Reactions to Garamendi’s statements. The comparison that Garamendi between Carlos Alcaraz, a professional tennis player, and the vast majority of the active population has unleashed reactions from both the Ministry of Labor and the unions. The second vice president and Minister of Labor, Yolanda Díaz, He has pointed out That Garamendi “with rampant machismo does not know what it is to work 40 hours a week”, ensuring that it will not “allow those who charge for 25 times the minimum wage give us lessons of the reduction of working hours.” For his part, Pepe Álvarez, general secretary of UGT, has described Garamendi’s statements of “unfair, provocative, populist and surrealist”, and added that “never in our country the young people have worked so hard to reach the end of the month.” Beyond the working day. Leaving aside the allegation for the culture of the effort of the majority employer representative in Spain about the culture of employees’ effortthe data From the Active Population Survey (EPA) show that employees in Spain, in addition to their ordinary working days, made a total of 7,009,800 overtime, which is an increase with respect to 6,935,300 of the same period of 2024. Of those hours, 2,821,300 of hours a week were unpaid overtime. That is, the employees worked hours beyond your daybut their company did not pay them. According to a prepared report By CCOO in September 2024, with this surplus of extra hours they could have created up to 62,880 full -time jobs. Last year, about 419,000 employees dedicated an average of 6.3 hours a week to work without remuneration. How long do bosses work? While the figures of the working day for employees are collected in Dozens of annual statisticsthere is no formal record of the hours dedicated by the bosses and owners. It is common that, when asked, they respond that their day is 24 hours and that they work “from sun to sun”. However, independent studies indicate that effective work hours can be significantly lower than those received or declared by the leaders. According to an investigation of the London School of Economicsthe ceos who claim to work more than 55 hours per week, actually only dedicated about 35 hours to real professional taskswhile the rest of his time was distributed among personal activities, leisure, gym and institutional events. What is working? The definition of what is work and what is not, It is perfectly defined in the different laws that regulate the working day and the duties of the workers. When any discrepancy arises, justice does not hesitate to draw that limit in detail between it What is working time and what does not. However, these limits do not seem to apply with the same precision to entrepreneurs and entrepreneurs who direct their companies who, without hesitation of their zeal and sacrifice, are not governed by the same time controls and rules that its employees. This lack of control makes subjective valuations over time and effort that, objectively, could be considered effective work time. The Turbojornadas of Elon Musk and 996. In Silicon Valley, the CEO’s tendency to present themselves as supermpleados capable of making 120 hours a week without flavor has its maximum representative in Elon Musk. Recently, other businessmen from Silicon Valley, Like Lucy Guohave begun to advocate for days of 80 to 100 hours a week under the called “996“(From nine in the morning to nine at night, six days per week) as a paradigm of the culture of effort. However, again, which is never specified How many of those hours are dedicated to productive tasks directly related to their work at the head of their companies. We have an example in Elon Musk himself, which after demanding more than 80 hours signals (and free) to his employees in Doge, he had to see how Tesla investors asked him, at least, Spend 40 hours a week to exercise from CEO from Tesla to get it out of the crisis. The work perception bias. According to An analysis made by him Bureau of Labor Statistics From the US, overestimation can reach up to 10% in the self -perception of time dedicated to labor tasks. This distortion affects both employees and managers, who, moved by the desire to impress or strengthen the culture of effort, may consider that they work much more than they really do. In the Spanish context, this bias can aggravate the narrative raised by Garamendi and the Marathyan Day defendersbut concrete data from official sources and international studies indicate that the perception and reality of effective work hours They can be separated for several percentage points. The problem is that, as there is no Official registration of hours worked For bosses and owners, the doubt of whether their days really meets the standards they publicly defend for their templates. In Xataka | NOr you need more hours in the day. All that is needed is to understand how the brain works to work better with less Image | DVIDSFlickr (Emiliano García-Page)

An internal “blablacar” to lower the fumes of its employees

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Telefónica has put on the table a simple idea that has little to do with her Core Business, but much with the mental and economic well -being of its employees: An internal “blablacar” service so that their employees can share a car to go to the offices of Madrid, Barcelona and Bilbao. In this way, those who drive can receive a small amount of money that would cover the fuel and maintenance expenses of the vehicle, although the true key of the measure is to better take advantage of displacements by reducing the traffic on accesses to work centers at rush hour. A “carpooling” only for telephone The measure proposed by Telefónica and Ratified by CCOO It can be underway from October 1, and seeks that the private cars of their employees will go more full with colleagues who share the same route. In this sense, Telefónica has not invented anything againor since it is the same concept after companies of Carpooling as Blablacar. The novelty is that Telefónica uses that same approach internally, encouraging its employees to share a car in exchange for a small financial compensation of 15 cents per kilometer. The proposal is articulated through an exclusive app for company workers. From it, you can contact other employees with whom a daily route is shared using a system very similar to Blablacar. An employee with a private car publishes the journey of the day and the stops planned in the application. The rest of the employees can request a place on that route and adjust schedules to go together. On the other hand, trying to make your employees leave the car at home to go to your work centers is not something exclusive to Telefónica. For decades, many companies from all over the country offer Autocar Sunset Services which connects a meeting point established with the company’s facilities. In this case, the objective is double: cover the Public transport deficiencies efficient for your employees to reach your job and reduce the influx of private cars to their facilities. Less cars, less pollution According to CCOO statementThe application allows to generate energy savings certificates by the Ministry of Ecological Transition, which is aligned with the Telefónica strategy to reduce the ecological footprint and improve the quality of life of those who work at its headquarters. According to A study from the University of Zaragoza, the Carpooling manages to clearly reduce the amount of cars that circulate and, with it, contributes to lower emissions pollutants and the co₂ that generates each journey. In International publications On the subject, it is highlighted that sharing a car is a real tool for mitigate pollution in Spanish citiesespecially when the participation of many people adds. Studies on sustained mobility They emphasize that this initiative can support the national emission reduction objectives: the more employees opt for shared car, the easier it is to notice the impact on air and quality of life around large offices. Less stress with company According to A study carried out by the Kennessaw University (USA), sharing a car with other people is associated with the Stress reduction In labor displacements. One of the main causes of Stress during displacement It is the feeling of lack of control against traffic and lost time, but the use of shared car contributes to relieve that pressure and allows you to better take the trip time, promoting a most relaxed and less distressing experience. This has an improvement in general well -being during the working day. Telefónica’s shared car application not only seeks to improve the displacements of multinational employees, but also seeks to strengthen the sense of community in the company. Shared routes make employees of different teams known and support, generating ties beyond work. In Xataka | The shared car can also be a danger, according to the DGT: its advice for the nows Image | Telefónica, Unspash (Nelson Ndongala)

Novo Nordisk has found the formula to recover the profitability of Ozempic: fire 9,000 employees

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The Pharmaceutical Novo Nordisk, manufacturer of Ozempic and Wegovy, is living one of the biggest turbulence in its history recent. After losing the favor of investors and a good part of its stock market value in the last year, the company has announced a drastic reduction of workforce that affects 9,000 employees around the world: 11.5% of the total staff. 9,000 layoffs, most in Denmark. Novo Nordisk has confirmed Through a statement the cut of 9,000 jobs in the coming years, a figure that represents 11.5% of its template globally, composed of 78,400 employees. Denmark, a country of origin of the pharmaceutical, will be the country that will receive the greatest impact of that measure, accumulating about 5,000 of the planned dismissals. The firm has not yet specified how layoffs will be distributed in the rest of international venues, since the decision is subject to “to the relevant consultations in accordance with local labor legislation.” The multinational has remarked that “this is a global transformation, and each country, headquarters or region will be affected differently,” underlining the international dimension of its labor adjustment process. Multimillionaire savings and business reorganization. With this cut, the pharmaceutical enhance business lines centered on the Research for new treatments For diabetes and obesity, putting greater emphasis on commercial initiatives. It should be remembered that, in origin, both Ozempic and Wegovy were born as a new treatment to enhance insulin generation, but its satiating effects turned out to be much more profitable. Among the objectives mentioned in the official statement include organizational simplification, the increase in speed in decision making and the reallocation of resources towards the strategic fields of the company. According to the statement, Nordisk “must evolve in a market that has become more competitive and consumer oriented”, which implies “a change of mentality and approach that allows us to be faster and faster.” According to published by Reutersthe company would have asked its employees to return to its full -time offices within that same restructuring and optimization plan for its operations. Bursatile bleeding as a trigger. The collapse of the stock market suffered by Novo Nordisk during the last year is the main trigger for the adjustment measure. As published the BBCthe price of your shares was reduced by 60% Since June 2024, losing 430,000 million in stock market capitalization. The situation was especially aggravated on July 30, with a decrease in 23% in a single day After the downward review Growth forecasts and the announcement of the relay in the executive direction. The official presentation of Mike Doustdar as the new CEO of the company has marked the beginning of this stage of changes, which aims to recover the confidence of investors and redefine the corporate culture of the company. Its first measure has had a positive impact on the markets, and after the announcement of the template cuts the value of its shares has increased by 3%. In Xataka | If you want a “miracle” medication to lose weight, you no longer resort to Ozempic: the competition is starting to overcome it Image | Flickr (News Oresund, Chemist4u)

that companies pay fortunes to their employees for having children

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South Korea has been plunged into one of the worse demographic crises of the world, with a fertility rate that reached a historical minimum of 0.72 children per woman In 2023, one of the lowest in the world. This figure is far from the population replacement level, located in 2.1 children per womanand evidences a rapid population aging which complicates the country’s economic and social sustainability. This demographic emergency It has been defined by President Yoon Suk Yeol as a “national emergency” in the face of the risk of decreasing productivity and deteriorating the fiscal health of the State. According The published by Bloombergin the face of such demographic and economic challenge, the companies of the country have brought their shoulders offering generous “baby checks” to those employees who decide to have children. Decades fighting low birth. The South Korean government has been implementing decades The most varied policies to encourage birth, destined to Relieve the economic burden of families. These include direct children’s subsidies, housing aids, paid paternity permitsfacilities for access to child care and early education. However, despite these measures and mass investment in public initiatives, the birth rate in Korea has only achieved A very modest reboundwhich has led to the authorities to consider additional reforms and to promote the private sector participation In approaching the problem. Aminar to have children from your pocket. Given the growing concern about the impact that the population decrease will have on available labor, important South Korean business conglomerates decided to act on their own. According to published Bloombergcompanies such as Booyoung offer economic bonds of up to $ 72,000 (100 million wones) for each child born, and some even apply a custom retroactive effect to facilitate parenting. It is not the only one, The local press He ensures that other companies have also implemented bonus plans and additional benefits for those employees who expand their family. “I was spent. So, after Hong and his wife, who also works in Booyoung, processing the news, did what many would do if they were offered a fortune to expand the family: they had another son to get the bonus for their birth. This is the economy of Korea. The economic incentives that Korean companies are offering do not start from an altruistic or patriotic commitment. But companies have become aware of the serious demographic crisis and, Therefore workwhich must face in the coming years. South Korea looks in the mirror of other countries with serious demographic problems such as Japan and the image is that of a aged labor market in which labor shortage It has been generalized. It is estimated that by 2050, the population of 65 years or more will amount to 40%, potentially the largest proportion of any country in the world. On the other hand, the companies that offer these incentives have become those preferred by professionals who want to form a family, so they ensure the attraction and retention of better qualified professionals, who are going to prefer a company that offers Family conciliation benefits. An encouraging rebound in birth. Such and as he collected Reutersthe set of Stimulus measures implemented by the Government with the Private sector support begins to show its first effects with A slight increase In the birth rate. After almost a decade of constant falls, the fertility rate in South Korea rose to 0.75 children per woman in 2024, marking A change of trend descendant and marks a first significant advance in many years to reverse the historical. However, they warn that cultural and social transformation necessary to sustain more significant increases will take time. In Xataka | Japan believed to have touched back on his birth crisis. Now another question is asked: if there is really a background Image | Unspash (Laura Lee Moreau)

Zuckerberg already has his superintelligence team. It also has many employees angered by the abysmal salaries difference

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Imagine that you have been working in a company for many years and hire a new team, which is dedicated to the same as you, but charges much more. I wouldn’t make any grace. This is what is happening in goal after the arrival of the new superintelligence team and its millionaire salaries. Zuckerberg has spent summer hiring the best talents of AI And now that he has them, he faces a problem: get everyone to be happy. Page more. As reported in the Wall Street Journalone of the consequences after the formation of the superintelligence team has been that the most veteran employees have begun to compete for new positions and salary increases. An employee who achieved a millionaire bonus left anyway because he thought the new ones continued to win more than him. Privileges. The new team, to which TBD Lab have baptized, works at the finish line in Menlo Park, in a restricted access zone very close to the office of Zuckerberg himself and their names do not even appear in the organization chart of the company. The secretism surrounding the project and these security measures are creating the perception that there is a distinction between employees. Counteroffertes. Some unhappy employees went to the competition in search of new opportunities and got a counterofferte by the goal to stay. According to the Wall Street Journal, some got important increases and even moved to the TBD Lab team. Meta has denied it, ensuring that they already planned to move those employees. Resignations. We recently talked about The first side effects of these millionaire hiring. They counted In Wired that at least three of the new signings had resigned just a few weeks after starting in their new positions. Ruben Mayer, who came from Scale AI left the company for personal reasons. Avi Verma and Ethan Knight went to Openai, and Rishabh Agarwal He did not make clear what his destiny would be. There are more. Chaya Nayak, product director of the generative and goal employee for more than eight years, has also gone to OpenAi. Volatility. The case of Shengjia Zhao illustrates very well the volatility of the IA labor market. He reached the finish line as part of the Superintelligence Team and, according to Wireda week he decided to return to OpenAI. Meta got his salary tripling, in addition to offering him the position of chief scientist. Again, goal denies it and In the announcement They affirmed that Zhao had been the chief scientist since the first day, but they had not made it official until then. Image | Wikipedia In Xataka | The new AI star is Alexandr Wang: Zuckerberg has given the keys of the future to a child prodigy of 97

“I reduced 9,000 employees to about 5,000 because I need less”

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In recent months, Salesforce has joined the increasingly large group of companies that are applying a restructuring of its template aimed at taking advantage of the AI ​​opportunities. In An interview In the podcast “The Logan Bartlett Show“Marc Benioff, CEO of Salesforce said that, thanks to the AI, “I managed to rebalance the number of support personnel. I reduced it from 9,000 employees to about 5,000 because I need less.” 4,000 less support employees. According to Benioff, the use of AI agents in the support department has promoted productivity and allowed the company to work more efficiently in customer and sales management. “If we were having this conversation a year ago and you called Salesforce, there would be 9,000 people with whom I would be interacting worldwide in our cloud of services,” said the director and co -founder of Salesforce. According to Benioff during his interview, the agents of AI divide the most complex tasks of attention and support in smaller and smaller ones to solve, so that these agents can carry them out Without human intervention transforming the company’s operations. The human touch. However, despite the considerable reduction of your care and support staff, the Salesforce co -founder recognizes that AI is not the solution For all problems. “These great language models can do many things, but they can’t do everything,” Benioff confirmed. For this reason, Salesforce keeps a wide team of employees in that department that attends to the most complex issues, and frees them to serve many clients who, without the help of AI, were left without attending. Benioff assured that approximately 50% of the calls received by the AI ​​agents, while the remaining 50% were Served by Salesforce employees because the AI ​​agent himself considered that human intervention was necessary. “It is not different from when you are in your Tesla in autonomous driving and suddenly says: ‘I don’t know what is happening, you take control.’ It’s practically the same,” Benioff said during his interview. New resource distribution in Salesforce. Benioff slides that the company’s restructuring has been raised as a change of weights in the organization, in which AI has resolved the great demand of personnel In the support departmentand now part of that effort can be dedicated to reinforcing the R&D and sales departments to boost the growth of the company. “There were more than 100 million potential customers to whom we have not responded in Salesforce in the last 26 years because we did not have enough staff. We simply could not return the call. But now we have a sales team that responds to each person who contacts us,” Don’t call it relocation, call it dismissal. Although in global terms, the template can be maintained at 76,453 employees that he reported In January 2025. The truth is that not all employees who previously occupied support and customer service positions have been relocated to sales and R&D departments. Therefore, although it is possible that this cut of 4,000 employees does not derive in 4,000 layoffs, it has implied a significant template cut. According The published by Bloombergin the first months of 2025 the company said goodbye to 1,000 employees in the framework of this internal restructuring, and would be replaced by an AI, as it now confirms its CEO. However, in October 2024, the same mediumpublished that Salesforce was going to hire 1,000 employees to reinforce company sales. Something that fits with the statements of his CEO in the interview with Logan Bartlett. This displacement of jobs by AI responds to the predictions that the ‘Report on the future of employment 2025‘of the World Economic Fund, which assured that AI was going to produce A displacement of employment. The report assured that, en that displacement92 million current jobs were going to be destroyed, and 170 million new jobs were going to be created, leaving a positive balance of 78 million jobs. In Xataka | We believed that AI was going to take our jobs. At the moment it has begun to whisper your boss who should say goodbye Image | Flickr (Cellanr). Wikimedia Commons (MEDULLAOBLONDATA PROJECT)

Hundreds of Microsoft employees have shared their salaries and we already know how it is paid in AI or azure

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It is one of the most anticipated times of the year for Microsoft employees: where they are received Double increases and payments. And as it is almost a tradition in great technological ones, transparency (sought or not) emerges. Hundreds of employees of the Redmond company They are sharing their compensation data on a spreadsheet Collaborative that already has more than 850 entries and has been analyzed by Business Insider. An anonymous and voluntary document. This initiative has emerged from the employees themselves so that everyone knows the salary reality of their company. And also to see The big salaries in Silicon Valley. This is filled without anyone knowing what an employee charges from the company. And what is included in the spreadsheet offers a fascinating look at Microsoft’s salary structure, detailing the base salary, bonuses and actions of shares. And he does it at a crucial moment for the company. The war for talent in the era of AI. These data are not used in a vacuum. Microsoft is in the middle of An aggressive campaign to attract and retain the best talent in artificial intelligencean effort that has promoted its income to record figures. The company does not hesitate to get the checkbook, reaching try to sign rivals talent as a goal With millionaire offers. Although, on the other hand, beat record in layoffs while getting large amounts of benefits. Something a bit incongruous. In fact, Microsoft has applied new salary guidelines this year with specific exceptions to be able to compete more aggressively in the AI ​​market. This occurs in a paradoxical context: despite having fired thousands of workers, the company insists that its global workforce will remain stable, indicating that the hiring plans in strategic areas remain at full speed. The key salaries exposed. Although compensation in the technological sector depends largely on the actions, the base salary is a key indicator to compare the strategic importance of the different teams within a company. Based on the analysis of almost 300 software engineers in the United States, within the spreadsheet these are the average base salaries in one of Microsoft’s most important divisions: Cloud + AI: 204,135 dollars Commerce + Ecosystems: 191,597 dollars Security: 189,285 dollars Azure: 176,035 dollars Experiences and Devices (includes Windows and Surface): 175,123 dollars Microsoft AI: 170,456 dollars Xbox: 168,831 dollars Koreai: 167,759 dollars Record extract made by Microsoft employees with their salaries. A fascinating look, but with nuances. Now, you have to take this data cautiously, since they are not official or exhaustive at all, since it represents a very small sample Of the total of 219,000 employees that Microsoft has right now. In addition, it is completely voluntary and anonymous information, so it could be adulterated. On the other hand, it is likely that employees with the highest wages or higher positions are less likely to participate in this type of collaborative documents, so the figures could be lower than the real average of the entire company. An interesting fact that underlines the source consulted is that all these salary ranges self -declared by current employees tend to be lower than those that appear in the official guides of Microsoft itself for new hiring. This could confirm that bias or simply reflect the aggressive policy of the company to attract new talent with very competitive initial offers. Great salaries in the technological environment. It is known that if you are a good programmer or technological expert the salary will not be bad. In the case of Spain it is known that Salaries can reach 170,000 eurosbut outside our borders, the engineers specialized in AI They are becoming the best paid in history. Therefore, there are already many future options for those who want to enter this world, being interface designers who will surely be better paid. But above all the departure to Europe is almost mandatory to have a good salary. Images | Boliviainteligent In Xataka | Microsoft has secured its future with a very simple AI strategy: copy what Amazon did with the web

This CEO is delighted to fire employees and replace them with AI

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The AI comes For our jobswe listen to it constantly and there are already a few companies that have opted for replace your human employees with IAS. Judging by their statements to Gizmodoit is what Elijah Clark likes to do the most, CEO of a company that is dedicated to advising high positions to precisely automate its companies implementing AI. Without tapujos. In 2024 the CEO of Duolingo was proud to announce that They were going to fire 10% of their translators to put an AI And then he said feeling surprised by the amount of criticisms received. Clark takes it further and does not cut when talking about saying goodbye to replace them with an AI. In fact, he is delighted with the idea. “As CEO, I can say that I am very excited with this. I have fired employees for AI,” he says. Elijah Clark fired 27 of the 30 employees in sales team that directed and presumes that “now they get in less than an hour what they did in a week.” Who is this man. Navigating Your LinkedIn We see that it is dedicated to advising other companies in process automation. “Focus on your passion, automates the rest,” is the slogan that stands out in Your website. We can also read messages that say that “human errors cost companies up to 30% of their annual income” or “do not waste 20 hours a week in tasks that a machine can complete in minutes.” Thus, this aggressive rhetoric and his love for saying goodbye to people in the AI are understood a little better: he lives on it and it seems that it is doing well. “The CEOs hire me to find out how to use AI to cut jobs. Not in ten years. Right now.” Rage Bait. He ‘Rage Baiting‘(Ira bait) is a technique that is used a lot in social networks and consists of generating a strong, anger or anger emotional reaction, to generate many interactions. It is like the classic saying “to talk about you, even if it is bad.” Recently we are seeing how that bait is used in a subject that worries many as it is The impact of AI on the labor market. Recently a startup of AI agents hung posters for San Francisco They prayed “stop hiring humans.” People get angry, normal. This is what Clark is doing: to use a incendiary speech to generate noise and thus sell its services. It is not so disenchanted. The great magnates of the AI Like Sam Altman either Dario Amodei They do not stop warning that many jobs will disappear, but what do CEO say? In a Recent Wall Street Journal reportCEO of companies such as Ford, JPMorgan Chase, Amazon aligned with what already seems like a reality: AI is going to take many jobs ahead. According to the last World Economic Forum Reportby 2030, 92 million jobs will be destroyed, many of them by AI automation. Not everything is bad. There is another face of the currency and it is also an engine of job creation. The World Economic Forum talks about The creation of 170 million new jobs In the same period we commented on. Salesforce’s case It is a good example. The company announced that it was going to hire 2,000 new employees to boost their AI products. The AI still needs accompaniment. The integration of agents in companies is being quite chaotic, so much that there are already demand for experts to fix the pifias that are leaving the AI. Some companies that rushed to replace their employees with AI They have started backing Oa pause your plans. Although the agents AI They are already a realitythey are demonstrating that They are not so capable as we thought and They make many mistakesat least for now. Image | Marc Mueller, Pexels In Xataka | There are those who believe that the best AIs become more silly over time. It is no madness

This company was 158 years old and 700 employees. A weak password and click were enough to take it to bankruptcy

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Imagine that you are working in a logistics company, of those that are responsible for managing the entire process so that a product arrives from one point to another, such as those that Amazon’s orders bring to us when we make a purchase, and that from one moment to another all the necessary systems to make the business stop working Due to a cyber attack. What would happen? If the systems do not return to normal, it would probably be a matter of time for the company to pay the consequences. Of course, such a scenario should be avoided with cybersecurity measures, protocols, backups and others. But, let’s be sincere, not everyone is prepared as they should face security threats, even when they have the ability to severely damage or destroy your business. This is what has apparently happened to a British business group called KNPwhich operated 500 trucks under several companies, including a call Knights of Old. When cybersecurity fails, the business can sink The KNP CEO, Paul Abbott, He said in an interview with the BBC That it is believed that a group of cybercriminals managed to infiltrate the systems by guessing the password of one of its employees. What the group of malicious actors did, apparently called Akira, was Straw the data With a ransomware. “If you are reading this, it means that your company’s internal infrastructure is totally or partially dead …”, he said part of the rescue note that, curiously, did not include a specific rescue figure. While the latter may seem unusual, it is also somewhat understandable. Some groups of cybercriminals They have even their own support mechanismswhere they can talk and negotiate with their victims. Recall that the final objective is usually to earn money, so we would rarely see a rescue figure high enough so that the attacked does not meet, but strong enough for the movement to mean some gain. It did not transcend how much money the cybercriminals requested, but it is known that, according to the company, They did not have the money To make the rescue payment. The aforementioned British media collects the analysis of specialists that points to 5 million pounds (about 5.7 million euros). The amount of money, they point out, was unassumable for the company. It is not clear if from the firm they continued to negotiate with the group, but explain that by the end of 2023 the data “were lost” and the company soon declared themselves in bankruptcy. Most employees were dismissed (about 730) and only 170, from one of the companies, called Nelson Distribution, based in Derby, retained their job, but this company was sold. This was the sad outcome for a firm with more than 150 years old. It is likely that after reading this, many questions will come to mind, for example, about the preventive and mitigation measures of which we talked to the beginning. According to those responsible, KNP complied with industry standards and had insurance against cyber attacks. Apparently none of this was enough. Nor do we know if the company already dragged some kind of previous problem and the cyber attack what it did was complicate everything. It is not a unique case. QUALYSEC warns that 60% of small businesses that suffer a cyber attack end up closing in the following six months for not having sufficient resources to recover. A report from Verizon in 2020 already underlined That same figure, highlighting the financial damage, the loss of reputation, the distrust of the clients and the operating chaos that leaves an attack. Images | Man Truck & Bus UK | Freepik In Xataka | Spain gave Huawei the storage of judicial telephone listeners. Now the United States and the EU have questions

What Spacex has achieved with Starship is incredible. The only problem is that he has done it at the expense of the health of his employees

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Spacex has no paragon. The speed at which it assembles its rockets, the tests and itera in its design is far from the competition. But it comes with a hidden cost: a rate of injuries that multiplies by four of its rivals and reminds the security figures of 30 years ago. Context. Starbase is the Starship operations basethe place where the Aerospace Company of Elon Musk manufactures and proves the gigantic Rocket Starship with the ambition to launch thousands of ships to Mars in the coming decades. Although the program has achieved unthinkable technological feats, its frantic rhythm and its vertiginous deadlines are having a high human cost, especially if the risks assumed by Spacex are compared with the usual caution of the space industry. Six times more work accidents. Official data analyzed by Techcrunch They reveal that Starbase suffers six times more occupational accidents than the industry average, which makes it the rocket factory with the highest risk of injury in the United States. The Spacex headquarters registered a rate of injuries that multiplies by four of its rivals and resembles the figures of 30 years ago, when the security protocols were more lax. The figures are public. They leave The database of the United States Occupational Health and Safety Administration (OSHA) and use a standardized metric: the total rate of registrable incidents (TRIR), which calculates the number of injuries in one year per 100 full -time workers. Are public data that Spacex is obliged to report. And they are overwhelming. Starbase’s trir in 2023 was 5.9. That is, for every 100 employees, there were almost six recordable injuries. In comparison, the average of the space vehicle manufacturing sector was 0.7. And the average of the entire space sector was 1.6. A 30 -year setback. Although Starbase’s trir improved 4.27 in 2024, it is still a fact comparable to that of the sector 30 years ago. In 1994, the average trir was 4.2. In Starbase, with 2,690 employees in 2024, more than four injuries per 100 employees was 3,558 days of work with restrictions and 656 days of low labor. Anomalous even within Spacex. Starbase is not only a black point compared to the rest of the industry, but also within Spacex itself. None of the company’s facilities approaches the figures in southeastern Texas, with the exception of risky rocket recovery operations on the high seas (with a 7.6 trir). While Starbase registered 4.27 in 2024, the Falcon rocket factory in Hawthorne (California) recorded 1.43. A figure closer to that of competitors such as Blue Origin (a 1.09 in its Florida factory) or United Launch Alliance (1.12 in his Alabama factory). On the other hand, Starlink Terminal Factory in Bastrop registered 3.49, the Redmond satellit factory registered 2.89, the McGregor engines factory recorded a 2.48. Move fast and break things. Elon Musk’s philosophy works when applied to rockets, but squeaks when applied to the safety of his workers. What does Musk say? That the traditional media lie. Or at least that said when Reuters published that Spacex had not declared injuries that included amputations, crushed members and a death For a burst of wind that launched a worker from a truck. What does NASA say? NASA contracts with Spacex They include specific clauses that would allow the agency to intervene in case of a “serious security violation”, as a “repeated” sanction by the OSHA. The high trir rate, alone, is not enough to activate these clauses. Image | Spacex In Xataka | Starbase residents voted to be the city of Spacex. Now a letter has reached the right to their property

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