salary

In 2025, the salary of 6,800 Valencian civil servants depends on an Access form. Only one person knows how it works

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According to has revealed According to the Audit of personnel expenses of the Generalitat Administration prepared by the Sindicatura de Comptes, the Valencian Community is experiencing a situation that is torn between the surreal and the negligence: two computer systems on which the payrolls of almost 6,800 civil servants and public employees depend cannot exchange data. The only way to achieve this is through an application made in Microsoft Access by a single person who would also be the only one who knows how to maintain and update it. SIGNO and GESPERJU2 do not speak to each other. He SIGN program (Integrated Payroll Management System and Others) is the internal computer system of the Generalitat Valenciana used for the management, calculation and payment of payrolls of civil servants and labor personnel of the Valencian Administration, including education, health and other services, allowing procedures such as direct debits and registrations or cancellations of employees. On the other hand, the GESPERJU2 program is a platform that manages the labor files of the personnel at the service of the Justice Administration of the Valencian Community, in processes such as the management of payrolls, permits and other administrative and human resources situations of its staff of judges, magistrates and Justice officials. What is expected is that the platform that manages payroll and the one that manages whether employees are on leaveon vacation or have requested a leave of absence were connected. To the surprise of the auditors of the Sindicatura de Comptes, these two platforms cannot exchange data. An “improvised” connection. As and stood out The Economistthat the officials of the Department of Justice of the Valencian Community receive their payroll on time and without errors depends only on a “patch” in the form of an application created with Microsoft Access. That’s not the auditors’ most surprising discovery, however. The person who created this application is the only one capable of updating the salary tables and other parameters necessary so that the officials’ payrolls are processed without problems. According to the Syndicate reportthis disconnection between platforms has left the Administration in a situation of “absolute dependence on a person”, in addition to “posing a high risk of continuity of operation if this person could not use this parallel application.” We imagine that at this moment, that person will be the best protected official in the Valencian Administration. Two platforms and end up doing it by hand. Another derivative is added to this unprecedented fact. The Access application has its limitations, so some payroll incidents must be done by hand by an official, so that they are reflected correctly. As the audit report noted, “the calculation of certain payroll incidents is carried out manually (arrears, three-year terms previously consolidated in General Administration positions, salary supplements for vertical replacements or guards), which increases the possibility of errors.” As described in the report, the integration problem would not be limited to Justice. Also mentioned is the risk that, due to a lack of communication between platforms, the same person who has had their position changed or promoted, could “collect two salaries simultaneously” (in the old position and in the new one) without being detected. TALIA: the great promise. TALIA is the new personnel management application that is proposed to replace the current ones and whose first phase has already would be tendered and awarded. The promise of TALIA is that personnel information and payrolls of Administration personnel will no longer live on separate and unconnected islands. However, its deployment is planned for years to come (if deadlines are met), and the precedent of delays and cost overruns in implementations like the one suffered with NEFIS in 2019. Until then, someone in the Valencian Administration will ensure that paid for the Office license. In Xataka | Companies bet everything on returning to the office. The public administration has an ace up its sleeve: teleworking Image | Unsplash (Rafael Oliveira)

with massive ‘spam’ and 2,000 euros in salary

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In the middle of 2025 the postal mail (Correos knows it well) is not usually news. However, in Belgium there are about 150,000 letterswith their corresponding envelopes, addresses and letterheads, which are giving a lot to talk. Logical if you take into account that the one who sends them is the Ministry of Defense and their recipients are thousands of 17-year-old Belgians whom the Government wants to encourage to join the army or, at least, to try a one-year voluntary ‘military’. In exchange he offers them a net salary of 2,000 euros per month. What has happened? That in Belgium, 17-year-olds have begun to receive a very special letter this week, an invitation from the Ministry of Defense in which they are encouraged to join the army and try a 12-month voluntary military service. It is not a surprise because the letter is the result of a public agreement adopted months agowhen the House of Representatives agreed to “raise awareness” among the country’s youth via postal mail, but still sent the envelopes has generated expectation. The person in charge of announcing it (via X) has been the Minister of Defense himself, Theo Franckenof New Flemish Alliancea nationalist and conservative formation. “Yesterday, 149,000 letters were sent. All 17-year-olds in the country are encouraged to join the armed forces in general and to go on voluntary military service for one year in particular. Let’s go!”, the leader tweeted on Saturday along with several photos in which the envelopes are seen stacked on tables, boxes and inside a bucket. Click on the image to go to the tweet. Are more details known? Yes. Some. For example, the recruits selected for this first voluntary ‘military’ will be eligible for a net salary of 2,000 euros monthly. It is also known that, although letters are being sent now, registration will not open until January 2026. Before then, the Ministry will hold online and in-person information sessions in the different provinces of the country. However, the new military will take a few more months to start. It won’t do it in principle until september. Another interesting fact is that 500 volunteer recruits will be accepted from the outset. between 18 and 25 yearsa figure that should be reached without problems if one takes into account that only a few months ago the Ministry of Defense acknowledged that it expects to receive some 3,500 applications for the first cam. Do you only want 500 recruits? Yes. And no. That will be the starting point, but the goal is to expand it little by little. After the first batch of 500 volunteers, the idea is that the number of places will be expanded to 1,000 in 2027 and continue to strengthen with a view to reach 7,000. Once the military begins, recruits will participate in a ten-week basic military training phase, which will be followed by another more specific stage. The purpose? That the new soldiers end up accessing the different branches of the army and are in charge of maintenance work. surveillance and support. What does Belgium want? Strengthen (and rejuvenate) your army. “It is about opening the mind to the military, about telling young people that defense is an option, even an opportunity. The objective is also to make young people aware that the world has changed and that there is a threat that weighs on our country. It is a social project,” explained Francken recently Le Soir. The truth is that to meet its objectives the Government needs to increase the pace of recruitment. As remember The Countryciting the Belgian press, today Defense enlists about 2,800 soldiers a year. The figure serves to maintain its volume of 24,600 troops (thousands of reservists are added to them), but it seems difficult to allow it to reach the tens of thousands of troops that it wants to add in the medium term. Belgian News Agency points out that in a decade officials intend to expand the Defense workforce to 34,500 soldiers12,800 reservists and 8,500 civilians. Does context matter? Yes. And quite a bit. Data from the Macrotrends platform show a considerable drop in the number of Belgian military personnel over the last 30 years, a decline especially acute in the early 1990s, just when Belgium decided to abolish compulsory military service. At that time the geopolitical scenario was marked by the end of the Cold War and the dissolution of the Soviet Union, today it is marked by the war in Ukraine, the break with Putin’s Russia, the threats of Donald Trump to leave NATO and an increase in military investment. In fact in spring The Belgian Government decided to increase its defense spending to reach NATO’s goal of dedicating 2% of GDP to the sector. Today the alliance is already looking beyond, to a mobilization of 5%. Is it a unique case? No. And perhaps that is the most revealing. That Belgium has decided to opt for a mandatory military service is part of a more global attempt to strengthen armies in the West. Not long ago there was another nation that moved in a similar direction: Germany. His Government has moved to recover military service, suspended in 2011, with a voluntary recruitment system. The possibility of a “recruitment lottery”. Neither Belgium nor Germany they are alone. In recent years, especially after the Russian annexation of Crimea, a good number of countries They have strengthened their recruitment systems or (at least) opened the debate on recovering their military: from Lithuania, Latvia and Romania to the Netherlands, Sweden, Norway or Denmark. Spain discard recover compulsory service (abolished in 2001), although there are other formats, such as military camps, which are arousing interest. Is there debate? Yes, the topic raises debate. And Belgium once again provides a good example. There the military has been received with criticismespecially from youth organizations that fear that “the promise of a high salary can exploit the precarious situation of young people and make militaristic discourse socially acceptable for a generation in … Read more

AI has been great for Satya Nadella. His salary this year exceeds 96.5 million dollars

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Microsoft CEO Satya Nadella’s salary has reached a new record in 2025: $96.5 million. According to collected Bloombergthe Microsoft executive received a 22% salary increase compared to 2024 that reflects the skyrocketing stocks from the $4 trillion tech giant. Underlying this salary increase lies a debate that has been on the table for some time: the accelerated increase in the wage gap among senior managers of a company and its employees. Work well done pays off. The last fiscal year has been historic for Microsoft and its CEO, Satya Nadella, who will receive the largest salary package since he took office in 2014. According to what Microsoft made public in a document filed with the US Securities and Exchange Commission (SEC), the total compensation awarded to Nadella amounts to $96.5 million. This remuneration represents an increase of 22% compared to the previous year, in which a salary of $79.1 million for the CEO. If Microsoft does well, so does its CEO. As stood out Fortunethis salary increase goes hand in hand with the good stock market performance that Microsoft has had in recent months, and the prominence of artificial intelligence in its products and services The company’s board of directors indicates that more than 95% of Nadella’s compensation is linked to the performance of his shares, highlighting financial results, the creation of value for shareholders and leadership in AI as key elements to grant that salary increase to the executive. It’s salary, but not everything is cash. The majority of the compensation Nadella will receive comes from stock awards worth more than $84 million. The bonus that the CEO will receive in cash for different incentives will amount to 9.5 million dollars. For his part, the manager’s base salary It remains at 2.5 million and will obtain $196,000 in other benefits, such as per diems or private jet services. This implies that about 90% of their remuneration is variable and dependent on stock market performance, which means that it is only a valuation that is made at the time it is assigned, but it is an asset that can increase or lose part of its value. depending on your management. This remuneration strategy linked to shares represents an important incentive for the CEO to continue meeting objectives. Salary escalation. Since Satya Nadella took over as CEO of Microsoft in 2014, his salary has continued to increase at the same rate as the company’s stock price. According to the published data by Business Insiderin 2015 Nadella’s total salary was $18 million. By 2022, his compensation had multiplied to $55 million, and increased by 63% in 2024 to $79.1 million. With the 96.5 million, the Steve Ballmer’s successor At the head of Microsoft he has broken his own record. Salary gap and layoffs. This year of prosperity for the CEO of Microsoft occurs in a context of complex internal adjustments in the company he leads, which has announced layoffs that will affect up to 15,000 employees. The difference between Nadella’s salary and that of an average Microsoft employee is significant: the CEO earns 480 times more than the average annual salary of his employees, which is around $200,972. This gap between managers and employees does not only occur at Microsoft, but is another example of an upward trend in large technology companies. According to a study that has analyzed the main companies of the S&P 500, in the last five years the salary of managers has been increased by 35%. A much higher percentage than the salary of its employees has increased. In Xataka | The highest paid Spanish manager in the world does not work in a large technology company: he sells “sugar water” Image | Microsoft

If the question is how much salary you would be willing to give up for keeping teleworking, Europeans are clear: zero

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Teleworking has been one of the Great changes in the organization of the labor market in Europe, although its objective has changed as normality was restored and companies returned to its offices. It was no longer an obligation imposed by COVID-19, but a benefit that It contributed time flexibility For conciliation and, above all, an effective weapon to attract and retain talent. In this context of “labor benefit”, the question of whether workers would be willing to sacrifice part of their salary to maintain the option of working from home has gained relevance between companies. The European Central Bank (ECB) has asked European employees to what percentage of salary would be willing to give up in exchange for maintaining teleworking. Their answers leave no doubt. Nor for all the money in the world. According to data extracted from the Consumer expectations survey (CES) From the European Central Bank, 70% of European workers are not willing to give up any part of their salary in exchange for Teleworking. On the other hand, 13% of the respondents would accept a reduction that would range between 1% and 5%, while only 8% would consent to a more significant salary reduction between 6% and 10%. This data is especially precious to companies since it allows quantifying the value that employees give to the possibility of teleworking, especially when this flexibility is offered as part of an emotional salary for the worker. Percentage of workers who would accept a salary cut and cutting percentage More and more teleworking … but hybrid. So much The data of Eurostat, like those of the Active Population Survey From the first quarter of 2025, they point out that teleworking levels They are maintainedboth European and nationally, well above the prepazed levels recorded in 2019. That means that there is more and more active population working from home. The greatest change that has occurred is that, while before 2019 the most common option was 100% remote work, now the most imposed modality is hybrid work in which work days and teleworking days are combined. That condition of hybrid day too Condition the salary percentage to which employees are willing to give up to keep teleworking. More teleworking, greater sacrifice. The data of the European Central Bank indicate that the most widespread option is to work two or three days a week from home and the rest from the office. For this formula, European workers would be willing to reduce their salary by an average of 2.6% to maintain that regime. The more teleworking days are offered, the greater the salary proportion than some would be willing to sacrifice. An employee who works his entire work week would accept a reduction of 4.6% of his salary, while those who only telework one day a week would barely contemplate 1.6% of cuts. The return to the office increases its pressure. In Europe, companies are not pressing their employees so much To return to your offices as the US companies are doing. This lower pressure is also reflected in the salary cuts that employees are willing to accept. In it Teleworking Study Study That researchers from Stanford and Chicago University have been doing for more than five years, it is noted that the average salary reduction accepted by remote work in the US is around 7%. This difference suggests that in Europe teleworking is no longer considered An exceptional privilegebut part of the basic working conditions in numerous sectors. The problem of eliminating teleworking. Given these data, some companies could be tempted to eliminate teleworking, or take advantage of the attachment of employees for this day model to reduce salaries. However, that plan that seems attractive in the short term, becomes a bad idea in the medium and long term. Telework has become a tool of the Human Resources Department for attract and retain a qualified personnel increasingly scarce. Just observe the waves of resignations and internal conflicts that have generated return policies to the office of Amazon Or, at a closer level, the Holaluz energy. However, offering some teleworking modality makes vacancies take less to cover themselves Because there are more candidates calling companies that maintain these models, and employees who already work on them have better levels of satisfaction. In Xataka | Australia reveals something that had not been taken into account: teleworking is only productive if you wish, not if they impose it Image | Unspash (Coworking macherzentrum toggenburg)

His motivations have gone far beyond salary

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The gene generation It is revolutionizing The current work dynamics at a rate that exceeds any other generation. His arrival at the labor market has not been easy: his first jobs were marked by pandemic and the isolation of remote work, and his future depends on a technology that, for the moment, You are subtracting opportunities of employment. According to collected data By Randstad 54% of the respondents of this age range affirm that the labor market constantly traces In search of a new opportunity Professional and 33% plan to leave their current job in less than a year. In large part, that change is not motivated by the promise of better salaries or disloyalty: they do so for continuing to improve their skills and become better professionals. A lifetime job. Until the middle of the last century, it was very common for a person to start in a job when he was young and stayed in the same company throughout your life until retirement. At present that scenario is Very unlikely And, the most common is to change jobs from time to time. He Randstad report It indicates that the young people of the Z generate only remain an average of 1.1 years in their jobs, compared to the 1.8 years of the millennials, the 2.8 years of generation X and the 2.9 years on average of the boomers. According The published by The Wall Street Journalthe change of work no longer guarantees salary improvements as it did a few years ago, and the difference in increasing salary between who remain In their positions and those who change their jobs. “As a result, permanence in the position is being reduced: today’s young workers change work faster than any previous generation,” explain the authors of the report. Motivation: Advance and learn. Far from the extended image of disloyalty, the data collected by Randstad shows that the motivations that labor rotation It is not the lack of commitment, but the improvement of their skills and the desire to progress in your professional career. 68% declare that they maintain their commitment to their current jobs, but their values ​​are not aligned with those of the companies that hire them or do not contribute to Your professional growth. Only 56% of young people surveyed say that their current job It fits your needscompared to 63% of Baby Boomers. In addition, 40% of generation Z claim to always take into account its long -term professional objectives when changing jobs, which represents the highest percentage among all generations that currently They live in the labor market. A labor market that excludes them. To the usual uncertainty that surrounds all professional career, generation Z must add the pressure who is exercising AI over its jobs, forcing them to learn In forced marches not to be excluded from a labor market in which they still do not have their hole. That is making many of these young people change the sector guiding their professional careers towards jobs that they do not have such a direct impact of AI, as In the health sector and even in the so -called professions blue collar. “Economic volatility, the decrease in initial level opportunities and the impact of AI on skills profiles have not decreased the appetite of generation Z for advancing in their work,” explain the authors of the Randstad study. The key to retaining them: motivation and training. In the opinion of Reyes SuárezHR Team Leader in Randstad Professionals, “the Gen Z live in a constant immediacy and are much more daring. It is like the search for dopamine when using social networks and that derives in an unpaid ambition. In that sense, they are much more impatient than previous generations, which, on the other hand, were too cautious.” Suarez ensures that the formula to retain them is “to face that boldness by raising very well parameterized career plans and that they are clearly communicated.” According to report data ‘Workmonitor 2024‘Prepared by Randstad, 30% of young people claimed to have left their work for the lack of opportunities in professional progression and two out of five trusts that their employer will invest in their continuous learning, especially in AI and technology. In Xataka | “They are much more daring.” Image | Pexels (Ivan Samkov)

If the question is what salary the richest man in the world could have, Tesla has given an answer: 1 billion dollars

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After the judicial battle that ended with the salary bonus block of 50,000 million that Tesla had to pay Elon Musk, the electric car manufacturer has launched an order to its shareholders with a New salary proposal For its CEO: a bill bonus (European billion) if you get the company out of the crisis in which it is mired. The potential value of the salary package that Tesla has presented Before the Bag and Securities Commission, it could raise the fortune of Musk, which is currently estimated at about 435.4 billion dollars, until it became The first billionaire in history If you manage to meet all the required conditions. The salary package conditions. He New salary plan That Tesla has proposed to Elon Musk does not consist of a traditional salary or cash bonuses: the entire figure depends on the flexible delivery of actions throughout the next decade, provided that it meets certain very demanding milestones, such as reaching Total sales of 20 million additional cars. All in the context of a company plunged into A sales crisis global. The shares will be delivered by sections, instead of the end of the period as it happened with its 2018 bonus, and only if Tesla manages to multiply its stock market value until it reaches at least one capitalization of 8.5 billion dollars, starting from the billion that is currently worth in the stock market. To put this figure in context, Nvidia is technological more powerful of the momentand its capitalization is 4.05 billion dollars. It’s not just money: it’s also power in Tesla. In addition, the plan could meet the historical demand of its CEO to have More power within the company. Currently, Musk control around 12% of the actions of Tesla. However, with the new salary bonus its participation in Tesla would increase to 29%. Increase your participation to that percentage would allow Musk increase your influence direct about the company. In this way, it would have enough weight to block important decisions that would not have their approval and further reinforce their position as an essential leader. In one recent interview For the CNBC, Robyn Denholm, president of the Tesla Board of Directors, made it clear to investors to “retain and encourage Elon is essential for Tesla to become the most valuable company in history.” Without a doubt, a salary package of such a draft should be enough to motivate the richest man in the world. Termination clause and a commitment to the future. Such and as they break down in Bloomberganother of the conditions of the new salary package announced by Tesla, it is established that MUSK must remain as CEO of Tesla During, at least, the next ten years to be able to opt for the entire compensation, with a minimum of seven and a half years to unlock the first section of the remuneration. “If it yields, if it reaches the ambitious objectives of the plan, it will receive a participation: 1% for each half billion dollars of stock market capitalization, plus the operational milestones it must achieve to achieve it,” Denholm explained. On the other hand, among the operational challenges that the commercial deployment of one million is found during that time of autonomous robotaxis and of the Optimus robots with integrated Grok, multiplying by 24 the current benefits of the company. Investors will have to vote. After registering the proposal to the regulatory body of the stock market, the next step in its process is to submit the salary bonus to the vote of investors. Something that is still more than A mere formal procedure since the previous 2018 salary package was also voted on a shareholders’ meeting, and finally It was canceled by a court of Delaware for the complaint of one of the shareholders. In Xataka | The shocking thing is not that Elon Musk has lost 80,000 million dollars in 2025: others have earned 102.00 million Image | Tesla, dvids (Trevor Cokley)

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

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

A Google engineer moved to a truck parked on the company’s campus. The rent was saved and 90% of its salary

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The price of housing, whether rent or purchase through a mortgage, represents the main disbursement For anyone. However, it is an expense that we assume because it is not to anyone anyone sleeping outdoors. However, not everyone faces the issue of housing in the same way. Better a van. Business Insider History collected last year From Brandon, a 23 -year -old software engineer, who moved to San Francisco in 2015 to do summer practices at a Google branch. However, he met A Rent market for clouds. Instead of renting an apartment, Brandon opted for an unusual solution: living in a truck to save and pay their student loans Before buying a house. 2,000 dollars for sharing room. When Brandon moved to San Francisco, he agreed to one of the corporate flats that Google has in the city. There I had to share a two -bedroom floor with four people, for which I paid about $ 65 per night. That was about 2,000 dollars a month. “I realized that I was paying an exorbitant amount of money for the apartment in which I was staying, and I was almost never at home,” Brandon declared Business Insider. At that time, the young man began to gestate how his home would be for the future. Housing plan on wheels. The following year, Brandon He returned to work in Google Full time, but the young man was not willing to burn his savings. So He drew a planfacing the following year. Before starting his new adventure in San Francisco, Brandon bought a 2006 Ford truck with more than 252,000 for $ 10,000, using the advance they had given in Google for the signing of their contract. That would be his new home and had parked him in the parking lot of the office, so the young engineer says he never is late for work. With everything you need to live, but cheaper. His only fixed expenses were $ 121 per month for truck insurance, since he has no electricity costs and Google pays his mobile telephone line. The truck box provided a space of 12 square meters, more than enough space To sleep and save your personal belongings. The young man says that he only needs a battery lamp to illuminate the interior of the truck, and a portable battery of 15,000 mAh in case the mobile drums or headphones are spent, and that recharges at work. The interior of the truck was furnished in a simple way, with a bed, a dresser and a coat rack to hang clothes. Actually, that truck already offered him more space than he had on Google’s floor paying $ 2,000 per month. Live in Google. Brandon has created a blogin which he tells how his day to day living in a truck. The engineer tells that, as in his first year of practices, he spends all day In Google facilities. The young engineer says he makes all meals in the canteen for Google campus employees, where he also has showers in the campus gym. That allows you to minimize your daily expenses. Thanks to this strategy, Brandon can save approximately 90% of your net salary, allocating these funds to the payment of their student loans and investments. As the vast majority of US students, Brandon has to pay a student debt of $ 22,434, of which a good part has already covered. As a conservative estimate (and taking into account the bonuses), I hope to finish paying it in the next six months, saving thousands of dollars compared to the standard amortization plans of 10 and even 20 years, “Brandon declared the North American environment. Another way of living San Francisco. Brandon says that living parked just a few minutes from your office has many advantages, and allows many of San Francisco’s bad things to be skipped. One of them is the rush hour In the morning, turning his daily journey to work on a simple walk. Not having to drag the economic burden of a monthly rent has allowed him to go to dinner at different restaurants and enjoy the city atmosphere much more. It is not the first time that happens, and Google’s security knows. As Brando himself account on your personal blogIt is not the first time that a Google employee chooses to live in his parking lot. Brandon did not have to see them with Google security staff until the third month of “residence” in its parking lot when, in the middle of the night, it was approached by Google security personnel. However, the situation was resolved without problems after showing its corporate accreditation and confirming that there was an error in the vehicle registration. Clarified the misunderstanding, the safety of the Google campus apologized for waking him and never bother him again. At least, Google will not have to demand Brandon go to the office against your will. It is as at home. In Xataka | A 17 -year -old is the digital nomad par excellence: he lives in trains (and does not get expensive) In Xataka | Help the waiter collect the table seems like a kind gesture: psychologists see something much deeper *An earlier version of this article was published in August 2024

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)

A list of the best paid CEOs leaves us a figure of how the salary of managers has risen since 1978: 1,085%

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The Wall Street Journal publishedThe list of the best paid CEOs of 2024. The list itself already presented some curiosities. For example, the fact that, surprisingly, CEO of great technology that accumulate stock capitations Superior to the GDP of some countries, they are not found in the top positions of this list. However, its publication has put the table on the table Huge salary difference which exists between the figure of the company’s executive director and the average salary of its employees. A study of Economic Policy Institute He has investigated The evolution of this difference and has discovered that, since 1978, CEO wages have increased 1,085%. He Salary of its employeeson the other hand, it has only done so by a fraction of that percentage. The CEO who won the most in 2024. According to the list published by The Wall Street Journal Based on public remuneration data of the companies of the S&P 500, the best paid executive in 2024 was Rick Smith, CEO of Axon Enterprise that bases their business on the manufacture of electricity weapons of defense or taser. Smith received no less than 164.53 million dollars in 2023. Just behind, we find some old acquaintances of this type of listings. Lawrence Cup, as CEO of General Electric pocketed 88.95 million, or Stephen Schwarzman, CEO of Blackstone that received a bonus of 84 million dollars. To find What some of the technological CEOs chargedwe must go down to the fourth place that Tim Cook occupies after receiving a salary bonus of 74.61 million dollars. Rico worker, poor worker. Beyond the salary that each company wants assign its managers For the achievements, there is the background of the salary gap between the managers of those companies and their employees. In this case we are not talking about a senior manager should charge the same as its employees, but, proportionally, the remuneration of managers have increased to a greater extent among members of the board of directors than among their workers. In your report, The researchersof the Economic Policy Institute They point out that between 1978 and 2023, the executive directors of the main companies of the S&P500 have increased their remuneration by 1089%, while the average salary of their employees has done so in 24%. Exponential growth from 90s. The data reflects that the increase in these remuneration to managers has not been linear and progressive, but shot between 90 and 2000, remaining at those levels since then. Putting the focus between the salary of the CEO and the salary average of its employees, between 1964 and 1978 an executive director charged between 15.4 and 23 times the salary of its employees. On the other hand, between 1978 and 1990 that figure amounted up to 44.9 times and, from 1995, that figure is triggered until reaching levels of 398 times the salary of its employees reached in 2000. Since then, the successive economic and financial crises have made me make that That figure oscillates between 330.2 times and 190.6 times higher than the average salary of its employees. The elite inside the elite. This increase has not only occurred among the general labor mass of the workforce, but the CEOs have become a kind of elite among the elite. The study analyzes the evolution of CEO remuneration With respect to salaries of 0.1% that charges the most in companies, and here they have also marked differences following the same pattern as with the rest of the workforce. Between 1964 and 1990, the CEO charged between 2.6 and 3.1 times more than 0.1% of better paid employees of its workforce. However, from the 90s that difference is triggered until reaching 9.2 times in the 2000s, and reaching 9.4 times the salary of the best paid employees registered in 2021. What counts is your influence. The authors of the study suggest that the astronomical salary increase of the CEO is not due to their worth making business decisions, but responds to a consideration for the weight of the manager on the Board of Directors. How much greater is its influence And power at that board is its salary. “There should be meetings of the Board of Directors where people ask: ‘Can we afford to pay less to our executive director?’ assuredto The Washington PostDean Baker, co -founder of the Institute in charge of the report. An example: Elon Musk in Tesla and his enormous capacity to influence a board of directors formed by personal friends, former collaborators and even his brother Kimbal. Thanks to this ability to influence the Board of Directors, the CEO can negotiate more generous remuneration than when they submit to the scrutiny of people without direct linking. According to the authors of the study, this capacity for influence may have made the CEO establish salary increases for faster managers, “concentrating income in the highest and leaving less profits for common workers.” A salary detached from the results. At this point, it is easy to think that this increase is due to the fact that the CEO of those companies They have been geniuses that have taken companies to their best historical dimensions and that is why they are rewarded. However, the data They tell us something else And the researchers confirm “the salary increase of executive directors does not reflect an increase in the value of skills or in the contributions to the productivity of companies,” says the EPI report. In 2024, for example, the best paid manager was Hock Tan, CEO of Broadcom, with 161.74 million dollars. The Board of Directors justified its salary bonus because the company had managed to double its stock market value. However, Badrinarayanan Kothandaraman, executive director of Enfase Energy, received compensation of $ 19.52 million while his company left 50.1% of its value. Bag balls. To try to correct that dynamic, from the end of the 90s and 2000, many companies assigned company shares As part of the salary of its managers. The study data reveal that, in … Read more

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