employees

Cruise employees with days of 11 hours a day and 7 days a week

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In the brightest covers of the luxury cruises They pass Dream holidaysinfinite pools, spectacular buffes and night shows. But under all that fun, in the lower covers, the true human machinery that operates these is hidden colossi of tourism: A population of employees who work 12 hours. The cruise industry continues to grow: 34.64 million passengers will embark in 2025, according to The latest reports of the Cruise Lines International Association (CLIA), which has generated a record demand for personnel. Getting one of these jobs requires, in many cases, to master English, Obtain regulatory certifications and accept contracts for months, with minimal breaks and far from the home. Mass recruitment allows more and more workers in countries with emerging economies and low salaries to be part of the crew, such and As publishes I monde. Life and work on the lower covers. Under the luxuries of the main roofs, a diverse community of employees from India, the Philippines or Peru, Honduras or Colombia is crowded. There, the cabins cease to be private and the carpet is replaced by the cold metal. Most share a room with other companions, in two bunk beds and with hardly any places for personal rest, as confirmed The Alba Sud report ‘work on cruises. Of the extension to the intensification of the working days’. This 2021 report confirms that hierarchically lower positions support an average of 11.3 hours of daily work and 6.97 days per week, accumulating around 80 hours per week. Working conditions prevent having 24 -hour consecutive days and, when the cruise is on the high seas, the crew “does not enjoy any full day of rest. At most, a few hours of holidays,” says its authors. The law of the sea and precarious contracts. Most cruises navigate under convenience flags (such as Panama, Bahamas, Bermudas), with which not only many taxes dodge: they also allow to avoid strict labor regulations. Workers on board lack union representation and there is hardly any margin to negotiate rights or schedules. Social protection is limited to the essential: basic medical care and minimum rest, stipulated by the Convention on Maritime Work. The interpretation of these regulations is very lax and there is no benefit for maternity or guaranteed compensation in case of accident, nor is the right to strike of employees ensures. According to what was published by I mondewages vary according to the position, but the most common ranges for unqualified employees of cleaning, kitchen or maintenance range between $ 900 and $ 1,100 per month. Contracts usually extend between 4 and 9 months, after which employees return to their country for a period of two to three months until they summon them again for a new season. These periods are considered on vacation, but are not paid. Precarious, but save. Despite the hardness of conditions, work on a cruise It is still an aspiration For many employees from Southeast Asia and Latin America. “Working on a ship is a dream for me. So I think I will continue to do it while I can, because after 40, it is difficult to find work in the Philippines,” he said I mondeVanessa, a 45 -year -old Philippine who cleans cabins in one of those cruises. Working on a cruise maintains its appeal for those who seek to save for a specific goal, such as buying a house or setting up a business when you return home. “I can pay the education of my children,” added Glitz, lifeguard and single mother who has left her two children with her parents in the Philippines. Not having maintenance or accommodation expenses on board, they can send virtually all the full salary to their families and plan a more stable future than their country of origin allows. A job with a lot of rotation. According to the Alba Sud study, 81% of the employees surveyed received a Increase in workload After the stop of the pandemic, and 56% say that their day lengthening in recent years. Precarious salaries linked to the long days and the time they spend away from their families, make work on a cruise an activity with high labor rotation. Companies have recognized that it is difficult retain employees Throughout the season. “The challenge for companies is to hire people who are not going to stay in a port port. It often happens, so the company reassures when an employee has a family to send money,” he tells the French newspaper, Cédric Rivoire-Perrochat, co-founder of the Compagnie Française de Croisières Compagnie Naviera. In Xataka | A millionaire has lived as a cruise cruise for 25 years: its biggest problem has not been money, but balance Image | MSC CruisesUnspash (Nestor Pool)

McDonald’s used a chatbot with AI to recruit new employees. Someone seemed to ‘123456’ was a safe password

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No one argues that AI The labor market will changeto begin with, it is already very present in the Recruitment processes of personnel McDonald’s franchisees in the US use a chatbot of recruitment based on AI which collects and manages the data of the millions of new candidates who want to work in one of the restaurants in the hamburger chain. However, such and as they publish in Wiredwho configured it forgot something as basic as changing the original password of the administrator of the entire platform. The selection chatbot. McDonald’s uses a platform called Mchire, developed by Paradox.AI, to manage the Personnel selection process through a chatbot known as Olivia. When a candidate shows interest in a job offer, the chatbot comes into play and requests candidates for personal data, shift preferences and directs them to perform a personality test to process their candidacy. The use of artificial intelligence intended Without human intervention. However, such and as they counted Ian Carroll and Sam Curry, the researchers who unintentionally discovered the ruling, were two things that caught their attention. The first one was a Reddit thread in which it was ensured that the McDonald’s hiring AI was giving Some funny failures Going crazy to the candidates who tried to leave their job application. The second thing that led them to investigate a little more about the McDonald’s hiring chatbot was that it seemed very strange that The replacement the curriculums For a personality test. “It seemed quite dystopic compared to a normal hiring process, right? And that was what encouraged me to investigate it more thoroughly,” Carroll said. The security failure: “123456”. Researchers Ian Carroll and Sam Curry have Much experience in cybersecurityso no one is surprising that they have managed to violate the security of a platform. However, as they report in their blog, they did not need any of their great technical knowledge to take control of the platform as administrators. They simply accessed the Mchire portal, which is the platform after the chatbot of employee hiring for the McDonald’s franchises, and used the password “123456” in the access and access password fields. “That allowed us, any other person, access to any entrance tray and recover the personal data of more than 64 million applicants,” said cybersecurity experts. This access not only allowed to see the data of the candidates, but also intervene in the conversations and ongoing selection processes. “It turned out that we had become administrators of a test restaurant within the Mchire system. We could see that all restaurant employees were simply employees of Paradox.AI, the company behind Mchire.” The data were not exposed. After confirming that it was really a real security vulnerability, the researchers immediately contacted Paradox.AI, which, which He published a statement explaining that “only a small part of the records accessed by the researchers contained personal information” and that “the account ‘123456’ that exposed this data had not been accessed by anyone but the researchers.” In addition, he explained that the compromised credential was a trial account that “had not been used since 2019 and, frankly, should have been deactivated“ McDonald’s responsible for his supplier ensuring that “we are disappointed by this unacceptable vulnerability of an external supplier, Paradox.AI. As soon as we knew the problem, we ordered Paradox. Paradox. The without surveillance. The work context makes the data presented especially Attractive for cybercriminalswhich shows the importance of providing additional security layers to Chatbots based on AI They manage such sensitive data. “If someone had exploited this, Phishing’s risk would have been really huge. It is not just identifiable personal information and curriculum. It is that information from people looking for work in McDonald’s, people who are waiting with anxious Electronic response emails“The researchers said. In Xatakto | Builder.AI promised to revolutionize the programming with its AI. There were actually 700 Indians behind it, picing code Image | Wikimedia Commons (Dirk Tussing)

Some researchers created a company where all employees were AI agents. They did not make a quarter of the work

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With a generative AI that already shows Signs of decelerationthe next great jump already glimpses on the horizon: the AI agents. Unlike chatbots, an AI agent can be given a complex task and will act independently, making decisions on the march to achieve their goal. Everything pointed to the fact that 2025 was going to be the year of the agents ia And, to verify it, some researchers did A curious experiment: They put several of these agents to work in a fictitious company. It didn’t go very well. A fictitious company. The study was conducted by Benegie Mellon University researchers and sought to measure the effectiveness of the AI ​​agents. In it, they created an environment that pretended to be a small company dedicated to the development of software to which theagentcompany baptized. The company had 18 employees and an objective plan for the sprint quarterly. In addition, they had enough internal documentation such as an employee manual, human resources policies or good practices guide. Employees communicated through a Slack type chat program for communication between them. He Staff. The AI ​​agents who put to work in Theagentcompany included Google, OpenAi, Meta and Anthropic models. They were assigned roles such as Financial Analyst, Project Manager or Software Engineering. A technology director and a human resources manager were also created to which each agent could contact if they need it. Among the tasks they had to do was write code, search the Internet, open programs or organize data on spreadsheets. Quite typical in a company of these characteristics. The problems. The agents began to work and at first everything was going well, but it soon appeared problems and misunderstandings. One of the agents had to access information, but a popup appeared on the screen and could not see it. Although I could close it by clicking the X of the upper right corner, he asked for help to human resources, which told him that the computer department would soon contact him to solve it. He never contacted and the task was not completed. The agents also developed a curious behavior when they were not clear what were the steps to follow. Sometimes they cheated and created shortcuts to skip the difficult part of a task. For example, an agent did not find the person who had to ask a question. What he did was change the name to another user for that of the user he had to ask. The results. The employee medal of the month was taken by Anthropic and his Claude 3.5 Sonnet model. But, although he was the best, he only managed to complete 24% of the tasks assigned to him. Germini 2.0 Flash and Chatgpt only completed 10% of the tasks and the worst employee was Nova Pro 1 of Amazon with 1.7% of completed tasks. The most common failures were caused due to lack of social skills and not being well looking for the Internet. The threat of AI agents. According to the last World Economic Forum Reportthe AI ​​will destroy more than 90 million jobs in the next five years (although it is also expected to be created almost twice new positions) and AI agents have a threat to many jobs. However, experiments like this show that technology is not yet ready to replace 100% of a human employee. Currently, AI agents They make many mistakes And, like Tesla’s Autopilot, for now it is better Do not remove your hands from the steering wheel. Image | Gemini In Xataka | The workers have stopped fear of AI as a machine to destroy jobs: software engineers do not think the same

Some employees sued their company for cutting the salary. The supreme has responded that being unpunctual is not a job

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The working day is much more than a simple time convention. From the labor reform of 2021, in which the SCHEDULE HOURS REGISTRATION As a method to measure Time really workedhas become a factor that conditions the salary that the employee must receive. Both when working More hours of the agreedlike when it doesn’t meet them. That is precisely what the Supreme Court had to remind them of the collective claim of a group of workers filed against their employer. If you do not meet your schedule and you are late, You will charge less. What happened? As you can read in The Supreme Court Judgmenta group of workers, represented by their union links, said that, due to the distance between the system of day registration And the employee’s job, every day they were counted between one and three minutes of delay, which was added monthly. The employees complained that, when doing the payrolls, the company discounted that time not worked on their salary, so they received less than agreed. What do employees claim? Workers recognize that Importuality It is a reason for sanction contemplated in the collective agreement of the company, but does not apply to salary reduction for that reason. Instead, it should be done through other types of warnings or compensation since the agreement is governed by a certain amount of annual hours, not for daily days. In this way, the company could ask employees to compensate for that time at any other time of the year, avoiding salary cut. Employees consider that, delays the delays of their salary, they would be imposing a double sanction and incurring a type of sanction called “Fine of having“, in which salary amounts are subtracted or sanctions on vacations or holidays are applied. A practice prohibited by article 58.3 of the Workers Statute. What does the Supreme Court say? The sentence of the High Court bases its argument to give the reason to the company in article 26.1 of the Statute of the Workers in which it is specified: “The totality of the economic perceptions of the workers, in money or in kind, for the professional benefit of the labor services in an alienation, and the effective work, whatever the form of remuneration, or the computable rest periods as a computable rest periods,” will be considered salary. The supreme considers that salary Back the work Cash or the computable rest time as work, while in article 30 of the Workers’ Statute it is established that “the worker will keep the right to his salary if he does not provide services for cause to the employer and not the worker.” Therefore, “during the time when the worker does not provide labor services, having an obligation to do so, without any justification, the sinalagmatic character of the employment contract assumes that salary is not accrued, without this implying a fine of having.” That is, since the unpunctuality was not produced for any reason attributable to the company, and the time of delay is not considered effective working timethe company is in its right not to pay it, without being considered as a sanction. Not that they don’t pay you, they can fire you. The Supreme Court specifies that the “fine of having” applies when it occurs in a salary cut or benefits to which the worker is entitled. However, in this case, “the worker has no right to receive said salary because he has not provided services for causes only to him,” the sentence abounds. In other words: the company does not have to pay for a job that the employee has not done and, therefore, cannot apply any penalty about something that does not correspond to it. In addition, the Supreme Court rules out the assumption of the double sanction since it has been shown that it is something that employees have no right because they have not provided the service that justifies it, although it indicates that “a contractual breach that, if reiterated, justifies the exercise of disciplinary power by the employer.” That is, that the company is not obliged to pay for the time that has not been worked, but can impose disciplinary measures on employees (and even cause with dismissal) by repeated breach of your contract without just cause. In Xataka | It seemed obvious, but the Supreme has had to remember: Ryanair cannot choose union, employees choose Image | Flickr (Kris Arnold), Unspash (MUSEMIND UX AGENCY)

Robots will overcome their human employees in number

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In some of Amazon’s most advanced logistics centers, robots are no longer an aid: they are a majority. They move tirelessly, raise shelves, scan packages and feed a huge distribution network. Automation is ceasing to be a promise to become a reality that can mark the rhythm of the entire sector. Amazon has already deployed more than one million robots in its logistics centers. Company itself sayswhich has been automating many tasks before people. That figure is not only the highest recorded so far, it also reflects to what extent automation has ceased to be marginal to become a key piece of the system. According to data collected by Red Stag FulfillmentAmazon had some 2025 with some 1.56 million employees globally. Of that total, approximately 1.1 million worked in the United States. If we compare both figures, the number of robots begins to approach that of human workers. It all started more than a decade ago In 2012, Amazon paid 775 million dollars By Kiva Systems, a company that was then dedicated to manufacturing mobile robots to move shelves in stores. It was an unexpected operation, but full of intention: it was not just a technological acquisition, it was a declaration of principles. Amazon not only bought technology, bought control of its future automation. Since then, the strategy was clear. Amazon began to integrate Kiva technology into its logistics centers. What was once a specialized startup in material management became the heart of a Silent transformation that has redefined how millions of orders are processed per day. At first, Kiva robots They were limited to transportr shelves with products without packing. It was a very concrete solution, designed to eliminate physically demanding and repetitive tasks. But over the years, the role of robotics was expanding. Today, robots not only move things: package, classify, raise weights, organize loads and optimize routes inside the warehouse without rest. In some centers, more than 70 robotic arms classify millions of items, fill paper bags, close cast cars and They collaborate directly to human staff. “Kiva’s purchase marked the beginning of our robotic trip,” Amazon explained. “But it was just the beginning.” And what came later shows it. Amazon has not only multiplied the number of robots in their stores. It has also diversified its catalog to form an ecosystem of specialized machines, each with very specific functions and a degree of autonomy that continues to grow. One of the most advanced systems is Sequoiaa platform that uses artificial intelligence for Manage inventory much faster. They ensure that it allows identifying and storing products 75% faster than traditional systems. It does so by displacing the items directly to storage areas or to operators located in positions designed to avoid injuries, always at the right height: between the chest and the thighs. Other mobile units work next to him Like Hercules and Titan. Both are responsible for moving complete shelves – the famous pods – to work stations. Titan, more robust, is prepared to transport more bulky and heavy objects, such as small appliances or product pallets. Both models navigate autonomously by marked soils with codes, avoid obstacles and adjust their movement in real time. In more specific tasks it appears Vulcanthe first Amazon robot With “sense of touch”. It is able to detect how much force applies to grab an object and when it has made contact, which allows you to manipulate fragile or poorly placed items without damaging them. It works especially at the highest and lowest levels of the shelves. The chain continues with Sparrowa robotic arm that identifies products, grabs them and places them in the right container thanks to computer vision and automatic learning. Then involvement systems of the packaging intervene, which provide custom paper bags for each order using sensors and thermal sealed. Robin and Cardinal are robotic arms that collect packages, detect damage and place them in cars, even when weigh up to 23 kilos. Then Proteus comes into play, the first Amazon autonomous robot, which circulates freely through the warehouse and carries those cars to the exit zone without human help. In all this deployment, there is a category of machines that continues to generate special interest: humanoid robots. What role do they have? Are they starting to integrate into logistics centers? The answer, for now, is nuanced. Amazon has begun to try them, but their presence is limited and their very specific functions. In 2023, The company announced the start of tests With Digit, a bipedo robot developed by Agility Roboticsa company in which Amazon invested through its Industrial Innovation Fund. Digit measures 1.75 meters, can transport loads of up to 16 kilos. His first task has been to help in the recycling of totes, the empty boxes that are constantly transported once their content is processed. Images | Amazon (1, 2, 3, 4, 5) In Xataka | AI as chatgpt is possible thanks to the indiscriminate use of online content. Cloudflare just said that it is over

An AI startup with six months of life and six employees has sold for 80 million dollars. Vibe-Coding, of course

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Maor Shlomo is 31 years old, is Israeli and six months ago created a small platform of Vibe Coding. He did it almost like a secondary project, but the growth of the project has been vertiginous. So much that after that time the company has just sold for 80 million dollars. We are facing a sign of the times that come to us. AI as a unicorn promoter. There are more “unicorns” than ever. None has become a true giant, but reaching an assessment of 1,000 million dollars has become something relatively normal. Achieving something like that seems very complicated, but there is already talk of how the irruption of AI will make many entrepreneurs convert their startups into unicorns. Uniquersonal unicorns. The difference With the current unicorns It is that these future business successes may be created and managed by a single person. It is at least what it promises according to some AI, which will multiply productivity and avoid having to depend on other people to generate spectacular value. It is already spoken of “Only Unicorns” either “One-Person Unicorns“And the impact that AI agents can have in this type of startups. An example that brings us closer to that future. Shlomo created his little startup, called Base44just six months ago, but at that time the growth of it was such that it ended up hiring six employees According to Ctech. This week he announced that he had sold his company to Wix – a Platform to create blogs and websites – for 80 million dollars. 25 of them which will go to Shlomo and their team as “bonus” to retain them and continue working in Wix – also Israeli – although there are no data for how long they will have to stay in the company to collect said bonus. Vibe Coding. The platform created by Shlomo Perimte users create applications or games without having programming experience. It is an example of That fever for Vibe Coding that we are seeing in the world of programming. In just a few months Base44 managed to attract 100,000 users, in addition to signing various agreements with several Israeli companies known as Etoro or Similarweb. A singular entrepreneur. Shlomo had already co -founded Explorium, a predictive analysis company of Big Data, at age 24. He also made her In a successbut he had to comply with Israeli military service. After completing the service at the end of 2024, he preferred not to return to Explorium and work on another project. He counting The origin and its progress when creating base44 through Your X account. In less than 60 days I already had 100,000 users and two weeks ago indicated that he had generated a benefit of $ 189,000. Far from being a unicorn. Shlomo’s success is remarkable, but of course it is far from being considered a unicorn and much less One of those “only unicorns” “It has several employees in your team,” that is spoken so much and that the theoretically promotes. And yet, it is a good example that artificial intelligence raises the future. The AI ​​agents are in diapers, but the promise is that they will automate a lot of processes for those who use them. That could impact significantly on the template that these future startups will need, but for now everything is, we insist, a promise. One that Shlomo has become a reality. Image | Christina In Xataka | India has its own ‘Silicon Valley’ in Bangladés. The problem is that it is a ghost city

The unions are chosen by employees

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After a judicial journey through the National Hearing in which the collective agreement was annulled that Ryanair and CCOO had signed to apply a salary ascent to the cabin crew, the airline sent its employees an unpublished requirement: since the collective agreement had been canceled, they should return to the company the salary rise that had been paid. However, the petition had a striking exception. Employees affiliated with CCOO (or affiliate) would not have to return anything. Now, the Supreme Court has annulled the clause that discriminated against the airline employees allowing some to benefit from salary and other increases not based on Your union affiliation. The origin of the problem. In 2022, Ryanair and CCOO They signed The I Collective Agreement for Cabin Crews that included a salary increase over the next three years (until April 2025). The union use, with a 22.9% representation of the workforce, took that agreement to the National Court for considering that his negotiating table had left out a quarter of the template. The National Court issued a sentence in its favor and the agreement It was canceled. As a consequence, Ryanair demanded that his employees return the salary increases included in that agreement that had been annulled, with amounts that in some cases exceeded 4,000 euros, such and as he collected The confidential. The airline argued that, in compliance with a clause signed with CCOO in that agreement, if the employees were affiliated or joined CCOO, they would not have to return the Salary increase. The new Supreme Judgment. The UGT, ATR and Sitcpla unions, on behalf of the Ryanair staff, filed an appeal before the Supreme Court that now corrects the decision of the National Court. In its sentence, the clause agreed between the airline and CCOO in which it was specified: “(…) will apply to all cabin crew employed by Ryanair and affiliated with CCOO (including CCOO affiliates during the duration of the agreement), being the agreement applicable since the month that are pleased to the union.” The Supreme Judgment of which the union has echoed In a statementrecognizes that the clause introduces a grievance of union discrimination, indicating that Ryanair “cannot establish as a mandatory requirement to benefit from the agreement an discriminatory condition, such as affiliation to a specific union.” In addition, it considers that “such a clause violates the negative dimension of freedom of association by inducing or pressing workers not affiliated to join so as not to be excluded from certain labor advantages.” Ryanair cannot choose union. The judgment issued by the Supreme Court comes to rectify the first pronouncement made by the National Court, which attributed this clause to “a decision of union policy, which may or may not be shared, but which enters within the powers of the union, of its way of conceiving the union action.” From use celebrate The Supreme Decision, ensuring that “the freedom of association has triumphed, when recognizing, already in a final judgment and without the possibility of more resources, the right of working persons to be able to adhere to an extra -state agreement signed with a union, without having to join this. This avoids the temptation of companies to ‘kidnap’ workers through affiliation to a employer of employer choice to built collective bargaining. To critical unions, “reads his statement. Ryanair satisfied, but condemned. Likewise, in the new judgment, the High Court condemns Ryanair to the payment of 7,501 euros for damages to the use and UGT unions for moral damages derived from such violation of freedom of association. For its part, the Michael O’Leary airline ensures in a statement sent to the press that “the Spanish Supreme Court has failed in favor of Ryanair in relation to the limited scope agreements negotiated with CCOO for the period 2022-2024. The Supreme Court has dismissed the allegations of use that the agreement should be annulled and confirms that the salary improvements and conditions applied to the salary of cabin based in Spain for the period 2022-2024 are valid. In addition, the company adds that “we are pleased that this sentence has given guarantees to our cabin crew based on Spain that its salary improvements and conditions will be maintained and will not be reduced by the continuous attempts to use the agreements that improve the working conditions of the cabin crew.” Ambiguous response. Ryanair’s official response does not make clear the impact of the new sentence on the salary increase of his cabin staff. At the time of publishing this article, the airline has not answered our questions about whether the company will stop claiming employees not affiliated with CCOO the salary increase already paid or, on the contrary, it will be claimed to claim all its employees, regardless of the union to which they are affiliated. We will update that information if the company gives us an answer. In Xataka | Ryanair charges extras almost even for breathing. Now he will also charge a supplement to whom he misses during the flight Image | Flickr (Sandor Somkuti)

AI is changing to the way we buy. Andy Jassy has warned its employees that this will affect its jobs

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In your report ‘Future of Jobs Report 2025’the World Economic Forum advanced that by 2030 92 million jobs were going to move due to the effect of AI on the labor market. That means that some of the current jobs They will cease to existwhile new new jobs will be generated in place. Andy Jassy, ​​Amazon CEO, headed In a statement sent to its employees in those same terms, announcing that the Amazon template will suffer a displacement in its labor mass caused by the Automation of AI. Amazon will not be the same. In his statement, Jassy says that, In a few yearsthe Amazon structure will not be the same today. It cannot be if they want to remain a competitive company. “As we implement more generative and agents, it should change the way our work is done. We will need fewer people doing some of the work that is done today, and more people doing other types of work,” he wrote. In other words, Jassy confirms the theory that at the beginning of the year already raised the World Economic Forum: that the impact of AI would not mean the net destruction of employment in its workforce, but would force Amazon to restructure their departments to reduce employees in some and hire more employees in others. The elephant in the room. The Employment displacement theory In Amazon, however, he raises some doubts for which not even the Amazon CEO has an answer: at what rhythm will that change occur? Is Amazon capable of maintaining the balance of your template? “It is difficult to know exactly how this will be translated over time, but in the coming years we hope that this will reduce our total template as efficiency increases thanks to the extensive use of AI throughout the company,” Jassy wrote in his statement. According to StatistaAmazon currently employs 1.56 million people worldwide, making it the second largest private employer in the United States after Walmart. The change in their stores. Amazon is not the first time he faces a dilemma like the one posed by its executive director. The e-commerce giant already faced him when he began the automation of his logistics centers. On that occasion, a whole Robot Army replaced the employees who were responsible for searching of products. However, as they were implemented Those automated systemsSLA company created new positions of preparation, sending orders, maintenance and engineering. According to data from Amazon,This automation needed 30% more used for its logistics centers. The problem in that case It was the same which is currently raised: many jobs were eliminated with the arrival of robots, but the Creation of new positions It was gradual, leaving a temporary job deficit. Change is not among the same. Another of the problems posed by Amazon’s forecast and that makes a big difference between what happened in logistics centers and the arrival of AI, is that the new positions that, according to Andy Jassy, ​​will be generated, are not equivalent to those who will cease to exist. A warehouse employee It cannot develop a new AI function for the Amazon store. In that sense, CEO’s words to their employees mark A solution for your employees: “Be curious about AI, Edúquense, attend workshops and take training, use and experiment with AI whenever they can.” In addition, the statement insisted “the most transformative technology from the Internet is already here. Those who hug this change are familiar with AI, help us to build and improve our internal levels and contribute value to customers, will be well positioned to have a great impact and help us reinvent the company.” That is, paraphrasing a phrase that has run like gunpowder on the Internet in recent years, “AI will not take your job, it will be taken away from someone who knows how to use it.” If the client changes, you have to adapt. According to the document signed by Jassy, ​​the AI ​​”will change the way we all work and live”, so companies must change their structure to adapt to those changes. The manager referred to the change in habits in the form of search and buy products that users are already starting to use. Tools based on Amazon’s own as Alexa+, but must also respond to the changes that other companies are promoting like Google Lens and the Circle to Search functionor through searches engines based on AI as the overview that Google has integrated into its browser. If the user changes his way of searching for products, Amazon must adapt to it and, according to Jassy, ​​that will generate internal changes. “It will change the way we all work and live. In all companies and in all imaginable fields,” said the manager. Amazon scissors. Regardless of the announcement of great changes in the Amazon squad for the coming years, the company was already coming from a restructuring trajectory of its workforce that, such and as they detail In Laysoff.fyi, it began in 2022 and has already resulted in 27,940 employees without employment. The announcement of its CEO is nothing more than the confirmation that this restructuring process will be chronified and Amazon will continue to adapt its template to the needs and advantages presented by AI. In Xataka | Of engineers to keyboard operators: AI is converting software programming into a mounting chain Image | Amazon

Google has opened the door to its employees so that whoever is not motivated to go voluntarily: Zuckerberg rubs his hands

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Google used to be the place where all software engineers They dreamed of working. However, in recent years that dream It has vanished. The company, known for its conciliatory culture, now surprises with a strategy that invites some workers to leave the company voluntarily To save costs in dismissal, according to an internal email published by The Verge. New voluntary output strategy. As you can read in the memorandum to which you have had access The VergeGoogle is offering a voluntary exit to the employees of its “Knowledge and Information” department (K & I, for its acronym in English), the area that includes those responsible for the search tool, engineering, marketing, research and communications. This document signed by Nick Fox, current responsible of the department, raises the possibility that, those who want to leave the company voluntarilythey can do it with economic incentives, in what is known as the “Voluntary Exit Program” (VEP), a pilot program of voluntary exits that Google put to the test in some departments after the dismissal of 12,000 employees in 2023. In Xataka Of engineers to keyboard operators: AI is converting software programming into a mounting chain Google is only for motivated. In Your statement, Nick Fox, it has been very clear: “If you are excited about your work, full of energy because of the opportunity that you present to you and you yield well, I really hope (really!) That you do not accept this. We have ambitious plans and much to do.” At the same time, Google offers “an exit path with support for those who do not feel aligned with our strategy, do not feel vitalized for their work, or are having difficulty fulfilling the expectations of their role within the company.” Said otherwise, The door has taught them. Welcome to the offices. Since 2022, Google has carried out different rounds of layoffs massive, and has progressively hardening the flexibility to telework through pressures in employee assessments. The filtered document does not let the occasion escape and also remember that employees living less than 80 kilometers from a work center must go to the office three days a week to the office, and encouraging to move closer to them to Those who live further. {“Videid”: “X919SE0”, “Autoplay”: False, “Title”: “The AI ​​and the future of our work Silvia Rivela | 100 years, 100 visions Ep.3”, “Tag”: “”, “Duration”: “2630”} Template reaction. The reaction of the workforce to the new “non-descent” policy It has not been waiting. When associated with a hardening of teleworking policy for that department, many see in it an undercover dismissal that seeks to save dismissal costs. The discomfort has been fed because, while the dismissals and founders were happening demanded 12 -hour daysPichai sundar The salary climbed And the company announced Milmillonarios benefits. Risk leakage risk. Google is running a very high risk that, when opening the door to their employees, the best qualified decide to take the floor and lose their best talent in this operation of Costs. The announcement, in addition, occurs in a delicate moment. Companies as a goal are willing to Offer millionaire figures To capture that talent, especially in areas such as artificial intelligence, so this movement could have unexpected consequences for the competitiveness of the company. In Xataka | A figure shows that the problem is not to find qualified talent, but knowing how to retain it: 24.1% labor rotation Image | Unspash (Adarsh ​​Chauhan) (Function () {Window._js_modules = Window._js_modules || {}; var headelement = document.getelegsbytagname (‘head’) (0); if (_js_modules.instagram) {var instagramscript = Document.Createlement (‘script’); }}) (); – The news Google has opened the door to its employees so that whoever is not motivated to go voluntarily: Zuckerberg rubs his hands It was originally posted in Xataka by Rubén Andrés .

We have been binding to the suitcases to identify them at the airport for years. Your employees warn that it is a bad idea

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I do it. And you may too. Arrives with the billing zone of any airport in the world to verify that we are many, manywho tied tapes, scarves or cords to our bags to differentiate them. A striking colorful color. An old bracelet. A loop with a name. It doesn’t matter. The idea is that we can clearly identify our suitcase of those of the rest of the passengers. Mark it in an unmistakable way (or so we believe) so that according to Asome by the conveyor belt we know that it is ours. It turns out that it is not as a good idea as it seems. Well on paper … But not so much in practice. Although we are many who add tapes to our Trolleys Billed to identify them at a glance, that trick has its weak points. And the most curious thing is that it is the airport employees themselves who They are warning it. Hanging a tape or handkerchief of the ASA may help you locate your suitcase and expedite billing, but workers in charge of managing luggage can be a real complication. One that ends up lengthening the security controls of your suitcase … and affecting your Planning travel. “It can cause problems”. The warning was released recently John, in charge of luggage at Dublin airport, a huge infrastructure for which only last year they paraded near 32 million passengers. With their respective suitcases, of course. In statements To the Irish magazine RSVP Magazinethe airfield employee warns that, at least in certain cases, the signals we use to differentiate our invoiced luggage complicate the controls. To the manual. “The tapes that people bind to their bags to help identify them can cause problems when scanning them in the luggage room,” Clarifies the employee Dublin, and warns: “If the suitcase is not able to scan automatically, it can end in manual processing, which could mean that it does not reach the flight.” Result? A trick that seeks to speed up the trip and avoid losses at the airport would end up becoming the opposite: a big problem. Adds and continues of advice. It is not the only advice left by the employee of the Dublin terminal. So that the passage through the airfields is the most comfortable, fast and quiet as possible RVSP Magazine leaves three other ideas almost as easy to apply as unleashed the ties that we have been able to hang from our Trolleys. The first is in fact very simple: also remove the stickers of old flights. “They can cause confusion with the scanning process,” says John. The second is to place the wheels of the suitcase up to prevent damage while driving it. And the third, somewhat more picturesque but equally crucial: avoid the mazapanes in the travel bags, no matter how fond of these sweets based on almond. The reason? “It has the same density as some explosives, so they will remove the suitcase and call it from the plane.” Travel with luggage … and tricks. John’s is not the first advice on airports and luggage. He is not even the first to expedite the tedious process of waiting for our suitcase to appear for the conveyor belt. The newspaper a year ago The Sun published Two others to get your suitcases and other packages to appear in the luggage collection room: The first It is to place a sticker that identifies them as “fragile”, which will help them to be of the first to be discharged; The second is to make the Chek in and bill Later as possible. The latter, of course, is not suitable for cardiac … and can lead to more than one scare if the traveler does not calculate the times well. Images | Gary Bembridge (Flickr) and Friend Jad (Flickr) In Xataka | The airlines continue to charge for the hand suitcase despite the historical fine and they already warn: they will raise prices *An earlier version of this article was published in June 2024

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