employees

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

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)

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