salary Archives - Page 2 of 3

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

September 5, 2025 by usatoday24

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

August 23, 2025 by usatoday24

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

July 2, 2025 by usatoday24

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%

June 25, 2025 by usatoday24

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

In return, the salary rises up to 42,000 euros a year

June 19, 2025 by usatoday24

Last May, Denmark agreed extend retirement age ordinary up to a minimum of 70 years due to the increase in the life expectancy of the population. At the same time, the politicians who approved that measure enjoyed a life pension for the simple fact of having occupied a seat in folketing (Danish Parliament) for at least one year. The difference in criteria was so overwhelming, that Danish politicians have had no more alternative to cut their own privileges and eliminate that regulation. Golden Retirement for politicians. To date, the Danish legislation established that, with a single year of public work as a parliamentarian, the politician acquired the right to collect a life pension of some 35,000 monthly crowns. That is equivalent to about 4,692 euros per month until the end of their days. Unlike the rest of the population that before the reform could be withdrawn at age 67, the Danish parliamentarians were allowed retire at 60 years. Taking into account that According to dataFrom the OECD, the life expectancy of Denmark is 82 years on average, leads Danish politicians to charge a generous pension for about 22 years. Everything, for a single year of public service. Reforms for the one who comes behind. After the reform applied in the law that regulates the Viability of the pension systemeight parliamentary groups have agreed to sign a great pact with which these life pensions are revoked with 81 votes in favor and 21 against. The measure carried above the table Since 2016. However, politicians have decided that the measure will apply for the first time to the politicians who are chosen from the next elections, so future parliamentarians will adopt the “Almindelig Arbejdsmarkedspension” (normal labor market pension). Those who have already acquired that right providing their service in this legislature maintain their life pension, so the absolute purpose of the measure will not be achieved until 2090. “Our agreement makes the whole system much more understandable to citizens and, therefore, also guarantees greater acceptance,” He affirmed the leader of the parliamentary group Leif Lahn. More cuts … In addition to the cuts planned in the life retirement of the parliamentarians, the agreement also contemplates reduce the “compensation for dismissal“That those politicians who are not re -elected receive. Currently, deputies receive their full salary for two years after the end of their parliamentary work, while ministers and senior government charges receive three years of salary at the end of their legislature. With the new measure, this compensation is trimmed at one year of salary for all. According to They published Danish media, it is estimated that, with this agreement, the Danish coffers will save 20% in the expenses allocated to the members of folketing and the government team. Which is about 4.02 million euros. … and more increases. The change puts an end to the “golden” pension system and the Danish parliamentarians will be governed by the same labor regulations as the rest of the country’s workers, and will contribute 18.07% of their salary to the state pension fund, and will receive that same percentage of their salary for pension. However, such and As they point out from Dr. The cut in parliamentary pensions brings a large asterisk: politicians will receive a salary increase in return. Thus, future deputies will receive 948,000 crowns per year (about 127,090 euros) to 1,080,000 crowns (about 144,780 euros to change). A general increase of almost 18,000 a year. Salary increase for the Government. The salary increase will also affect the highest levels of the government. For the ministers, the rise will go from the 1,702,000 crowns per year (228,150 euros per year) currently charged by the Prime Minister, to 2,016,000 crowns (270,241 euros) that will charge in the following legislature. That is, an annual increase of 42,000 euros. For the positions of greater responsibility in the government, the salary will go from 1,920,000 crowns (257,386 euros) to 2,481,000 crowns (332,591 euros per year). In Xataka | If your dream is to retire at age 52 with 100% of the pension, Spain offers you a road: a high -risk job In Xataka | There is a man who has been working for the same company for 86 years. And you have no plans to retire Image | Unspash (Hannah Thiel), Flickr (News Oresund)

The most frequent gross salary in 2023 did not exceed 16,000 euros a year

May 30, 2025 by usatoday24

Salaries have been in the center of the political news before a consumer market With upward prices and a Mermous purchasing power for inflation in recent years. The National Statistics Institute (INE) has published the consolidated data of the ‘Salary Structure Survey’of 2023 and leaves a worrying fact: the most frequent gross salary in Spain does not exceed 16,000 euros a year. Downward wages. According to the data obtained by the INE on a base of 220,000 workers surveyed, the most frequent salary in Spain In 2023 it was 15,574.9 euros gross per year, a figure that received 4.6% of the total employees. This data is especially striking because it is a considerable decrease compared to 2021, but an increase with respect to 2022 that was 14,586.44 euros. Between 2018 and 2020, the INE data placed the most frequent salary at 18,468.9 euros per year, which shows a clear setback in the most common retribution. The second most frequent remuneration is already at 19,500.29 euros gross per year, salary that recognizes 4% of workers. In addition, the statistic indicates that one in four employees (25.6%) charged between 14,000 and 20,000 euros per year in 2023. In contrast, only 10% of employees earned more than 49,836 euros gross that year, while three out of four had a gross salary of less than 34,992 euros per year. The INE emphasizes that “many more workers appear in low values than in the highest salaries.” The SMI effect. The main reason that explains the downward difference in the most frequent salary from 2021 is the Progressive Increase of SMI. This increase has caused salaries to be drastically reduced by the SMI, which In 2023 he set in 15,120 euros per year, which meant an 8% increase compared to 2022. This climb has made many workers who previously charged that amount They have seen their salary increased Until that level, making salaries in the strip of less than 16,000 euros more frequent. The average salary improves a bit. The concentration in low salaries in the strip between 14,000 and 16,000 euros has also promoted the average annual salary per worker. In 2023 it increased by 4.1% compared to the previous year, standing at 28,049.9 euros. This increase is the tenth consecutive year of growth, although the average salary is still well above the most frequent salary and medium salary (which divides the number of workers into two equal parts) that reached 23,349 euros per year. Gender differences. The salary difference by gender remains evident in the labor market of Spain. The average annual gross salary of men was 30,372.49 euros, while that of women stood at 25,591.31 euros per year. Although the salary of women grew 5.1% compared to 3.4% of men, women continue to charge only 84.3% of the average male salary. However, this difference is not attributable to discrimination because of gender since “it is reduced if similar jobs are considered.” Actually, the difference is derived from the greatest incidence of Part -time work among women (21.1%) against men (6.6%), resulting in a lower annual salary. The salary goes by sectors. The data of 2023 have revealed that the sector with the greatest annual remuneration was that of supply of electricity, gas, steam and air conditioning, with an average salary of 54,447.9 euros. This leaves this labor sector between The best paid with almost double the national average. They are followed by financial and insurance activities, with 48,922.8 euros per year. At the opposite end, hospitality workers, who received 16,985.78 euros and those of other services with 19,751.59 euros, figures well below the averagealthough both sectors experienced increases compared to 2022. Rich community, poor community. In the breakdown for autonomous communities, the Basque Country leads the ranking with an average salary of 33,504.9 euros, followed by Madrid (32,219.6 euros) and Navarra (31,199.6 euros). This average denotes a labor market with a predominance of employment in banking, industrial, technological and added value services, which offers higher salaries and, therefore, raises the salary average of these communities. On the opposite side, Extremadura (23,684.2 euros), the Canary Islands (24,033.5 euros) and Castilla-La Mancha (24,885.6 euros) registered the lowest wages, regions in which the low wages of the hospitality and agricultural sector have reduced the average salary. However, all regions increased their average salaries in 2023, highlighting Extremadura (8%), Navarra (6.9%) and Murcia (6.2%). In Xataka | The average salary in Spain has grown up to 1,987 euros. Inflation leaves us with 578 euros more a year in the pocket Image | Unspash (Tecnic Biopross Solutions)

A few months ago Ryanair raised her salary to her employees in Spain. Now he is claiming that they return it

May 19, 2025 by usatoday24

Collective bargaining is a delicate issue in which it is not always easy to satisfy all the parties involved and stay within the legislation. The last example is the negotiation of the I Collective Agreement for Ryanair cabin crew, which brought salary increases Immediate to these workers, but that resulted in their cancellation by the National Court. According to The published by El Confidencial, Now Ryanair asks his workers to return those increases. However, such and as they denounce From the air-sectors union, the airline has imposed a condition for workers not to have to return these salary ups: join CCOO. The beginning of the mess: a unilateral collective agreement. In October 2022, the Irish airline and the CCOO union signed the I Collective Agreement for cabin crew. As collected The economistThe agreement contemplated regular annual salary increases for three years until April 2025 for these employees, as well as a change in the fixed and variable remuneration structure. The problem is that, according to the Air-Sector-Sector union, which represents 22.9% of the Ryanair template, the agreement was prepared at a negotiating table that left out the representatives of much of the staff. That caused the union to present an appeal for nullity that the National Court has confirmed canceling The validity of the agreement signed. Ryanair applied an unsigned agreement. The regulations establish that all collective agreements They must register in the General Directorate of Labor before starting to be applied. Since the use union presented an appeal for nullity before justice, the General Directorate of Labor did not process the agreement until justice was pronounced in this regard. However, and despite not having fulfilled that regulatory process, Ryanair applied the salary increases agreed in the agreement that signed unilaterally with CCOO from October 2024. Now, given the recognition of nullity of the National Court, Ryanair claims to his cabin crew members of the return of between 1,000 and 4,000 euros that, according to the case, according to the case, according to the case, according to the case, according to the case, according to the case of salary increase. According to the representatives of air-sectors “the agreement” The agreement was signed without prior consultation to the workfor Ryanair’s claim. According to sources mentioned by The confidentialand confirmed For the air user, the airline is sending letters to its cabin crew claiming the immediate return of the salary increase that was paid between October 2024 and April 2025. In its letter, the company offers to recognize the debt and claims to be “willing to offer you a payment plan in 12 monthly installments, with deductions that will begin on the payroll of June”. The amount varies according to each case, but moves between 1,000 euros and more than 4,000 euros per employee, for undue salary increases. If you join CCOO there is no debt. Another alternative proposed by the Irish company to solve the problem is to join the CCOO union, automatically cond by this salary “debt”. “To minimize the impact of the annulment of the collective agreement by use, this agreement is applicable to CCOO affiliates,” they point out from use. In a statement signed by Lisa McCormack, Ryanair Human Resources Director, to which It has had access The confidentialthe person in charge indicated that: “If any worker is not affiliated with CCOO since the previous limited agreement ended and the collective agreement was annulled, but wishes to take advantage of this limited field agreement, you must directly contact CCOO. We have agreed with CCOO that those who are afraid can now maintain their current working conditions (…) This limited range agreement is the only feasible way to protect your salary.” The company has chosen its union. In its statement, air-user, it qualifies as a “harassment and demolition to which Ryanair is subjecting to the cabin crew non-affiliates to CCOO to affil Organic Law on Freedom“ Raquel Bautista, head of Use-Ryanair, pointed out that the condition of “forgiving” the alleged debt to CCOO affiliates is “a master play they want to use to erase Ryanair’s union map after years of sentences won, and only stay with their trust union.” Neither CCOO nor Ryanair have responded to Xataka’s information requests on this subject, but we will update this article if they do. In Xataka | The great secret of Ryanair’s success is that he does not earn money to fly: he does so squeezing you in everything else Image | Ryanair

Some employees would renounce 21% of their salary

April 30, 2025 by usatoday24

One of the main Gene generation priorities When facing its entry into the labor market is the mental health and the balance between its Working life and staff. However, more and more people from different generations consider that their mental health and their quality of life at work They are worth much more than a simple figure in the payroll. The work environment has changed and, with it, the priorities of the employees: a good salary is no longer enough if the price to pay is a level of stress that affects daily life. A study of the Iseak Research Center in collaboration with the Basque Government, has revealed that the constant stress at work It is a reality for more than half of the employees in Spain. That has led many to consider what percentage of their salary would be willing to sacrifice in exchange for a healthier and less demanding work environment. Intrinsic attributes: the new value of work The Iseak report, based on more than 5,000 surveys, differentiates labor incentives in two segments: Instrumental attributesthat improve the life of employees outside their working hours (salary, stability, occupational risks, conciliation, growth opportunities, etc.). Intrinsic attributesthat enrich the work experience during the work day (voice in decisions, enjoy work, self -organization capacity, sense of purpose, etc.) Therefore, intrinsic attributes refer to non -material conditions, such as having a healthy work environment, the absence of stress or fair treatment and has become a decisive factor for the satisfaction and labor commitment of employees. Intrinsic and instrumental attributes. Source: Iseak 56% of Spanish workers claim to be constant In his position, 47% do not believe that their work will be rewarded if they carry it out excellently and only 38% see real promotion possibilities. Despite these difficulties, the report specifies that “60% of employees believe that their work is interesting, 75% enjoy what they do, and 82% feel that their job gives them a sense of job well done.” By age range, the report highlights that employees aged 18 to 30 have jobs with lower remuneration and stability (instrumental attributes), but in return “enjoy greater personal growth opportunities and stand out in sense of purposeenjoy, and quality of labor relations “. That is, they enjoy better intrinsic attributes, which contribute to improve their experience in the development of their workday. The price of stress The figures provided by the Iseak report are overwhelming: workers would be willing to give up 31% of your salary in exchange for receiving fair treatment from his employer and would sacrifice 21% of his salary to avoid stress, and 17% not to perform painful tasks. In addition, they would reduce 13% of their salary for reducing the journey to work from 40 minutes to 20 and 10% by teleworking. Gender and educational level differences are also notable. Women are more willing than men to sacrifice salary for intrinsic attributes. People with higher studies Teleworking morethe least physical effort and collaborative environments, although they are less prone to give up a percentage of your salary in exchange for these improvements. The study reaches these conclusions after showing two employment offers to the respondents in which salary parameters and intrinsic attributes were modified, revealing that participants preferred offers with lower salaries, but better working conditions for their day to day. He work stress and mental health problems work related to work have doubled in the last three years in Spain. According to the last Mental Health Report of infojobs based on data from the Ministry of Health, 28% of mental health problems In the employed population it is directly related to the work, compared to 13% registered in 2021. In addition, 42% of workers have experienced symptoms related to mental health in the last year compared to 27% registered in 2021. 64% of these cases are considered medium or high gravity. Report data reveal that the impact of Stress and mental health In the active population it is not homogeneous and especially affects women already employed between 25 and 44 years. Younger generations, such as millennials and generation Z, declare having suffered episodes of work stress in greater proportion, with 72% and 62% respectively, compared to 39% of Baby Boomers. Practically half of those affected have resorted to professional help to Manage these problems. The direct relationship between stress and absenteeism Iseak establishes in its report a clear relationship between the quality of the work environment, the absence of stress and absenteeism. According to their authors, healthy environments and with an adequate work rate record a significant reduction in the days of labor absence, while factors such as salary or job stability are not so decisive in this aspect. Labor absenteeism, in fact, It has increased significantly In recent years, in part due to the increase in casualties due to anxiety and depression, which in Spain have grown more than 80% from the pandemic. The study highlights that the improvement of intrinsic attributes not only increases satisfaction and employee commitment, but also reduces job resistance and the phenomenon of “Silent resignation“, where workers only meet the minimum required. In Xataka | Lack of motivation is a problem for productivity. The trick to avoid it is simple according to science: start In Xataka | If you have wondered how much free time you need to be happy, science has an answer Image | Unspash (SEO Galaxy, JESHOTS.com)

If the question is if the cars were “cheaper” regarding your salary in 1975 than now, we have made accounts

April 26, 2025 by usatoday24

It is no secret. Cars have risen in the last years. Cars, in fact, have risen a lot of price in recent years. It is an issue that we analyze in Xataka Two years ago and although the semiconductor crisis passed, the cost of getting a car has not lowered much. The problem even hit second -hand cars that too They shot their prices. It is a problem that was generalized internationally since the lack of components led companies such as Ford to have tens of thousands of vehicles due to the lack of some small component. Today the situation has been normalized. No longer is needed wait for more than a year To receive a car or there are people paying overpreds for Skip the waiting list of a Tesla. In fact, to the company It is costing to place according to what cars. But there is something that has not changed so much. The price of cars is still high. Very high. How high? Let’s compare it with a few years ago. A salary year Do we take a look at what the situation was half a century ago? Our partners L’Automobile They have echoed a study in which it was claimed that buying a Citroën 2CV in 1975 was much more complicated than getting a Citroën C3 in 2025. The French media, however, stated that the study presented them with any doubt because it was not taken into account, for example, the average cost of the house, one of the problems that, as in Spainhit France. Are we in Spain in the same situation? In our case, we are going to take official minimum salary data and vehicle prices as a departure. Thus, consulting the data reflected by the BOE of 1975, the minimum wage was at 8,400 pesetas. Monthly that, after the year, added 117,600 pesetas at the end of the year with 14 payments. That year, according to data collected in Bull skinspecialized in the Spanish classics, a Citroën 2CV-6 cost 123,088 pesetas. In January 1974, in Highway They explained The idiosyncrasy of this version in the following terms: “Without entering the discussion about whether the 2 hp must be considered as a car or simply as a distant cousin, the truth is that we find an inescapable reality: it is the cheapest vehicle on the market, and according to legend, also the cheapest consumption,” With the data in his hand, a Spaniard who charged the minimum wage needed to work 14.65 payments to pay the car. That is, just over the salary won in a whole year to acquire “the cheapest vehicle on the market.” Today, Citroën’s cheapest car is C3. Its price is 15,740 euros, According to the vehicle configurator. In 2025, the minimum interprofessional salary is 16,576 euros with the last climb of the SMI. Taking this into account, to pay a Citroën C3, a worker needs 13.29 payments. That is to say, Less days worked than 50 years ago For a vehicle of similar characteristics. And if we go to the cheapest car on the market, as collected in the search engine of Km77which have a huge database with the current prices of market cars, the most basic dacia A price of 13,940 euros It is the cheapest car on the market. In this case, a worker needs to dedicate 11.77 payments. That is, almost twelve payments, less than a year. They are data that compare prices “to the gross” since the cost of the purchase or housing car is not taken into account. Yes we know that in 1975, The best -selling car in Spain was the Seat 127. A car that at that time cost 166,290 pesetas. Or, what is the same, 19.79 payments of a Spaniard with minimum wage. The data is not less since it means that the Spanish buyer acquired A car 135% more expensive than the cheapest model on the market. In 2024, however, The most purchased car was … Dacia Sandero with 32,994 units. A car that put more than 10,000 units to Toyota Corolla, second classified. This gives us an idea of the type of car to which a Spanish buyer aspires in 2025. To all of the above we must add, as we said, factors such as the price of housing. In this case, we have not found studies that aim at the cost of acquiring it in 1975 but in Xataka Yes we have studied evolution and the cost of the same over the years. For sample, housing prices are already still expensive as in the bubble years. Even if it is a fact deformed by inflation, The study which we echoed does show that an apartment is now 3.5 times more expensive than in 1980, when the study began. Another sample, in Bankinter They point out that a family needed the total income of 2.9 years to pay an apartment in 1987, while in 2023 this figure was between 7.3 and 7.5 years. Data that explain why if a car demands more or less the same amount of effort, now the most purchased car in Spain is a cheaper than 50 years ago. Photo | Citroën and Dacia In Xataka | Spain continues to prefer the cheap car, not the electric: the registration data leave a bittersweet taste for the industry

A salary of $ 5,400 a month for abandoning the university and getting to work

April 19, 2025 by usatoday24

In recent years, the idea that obtaining a university degree was synonymous with Professional success. However, Bill Gates, Mark Zuckerberg, Richard Branson, Steve Jobs, Larry Ellison, Jack Doresey or Amancio Ortega did not complete their university studies and that has not prevented them from becoming some of the world’s greatest fortunes. Peter Thielco -founder of PayPal and Palantir has promoted a controversial “Antibeca” for students in their company’s practices. Instead of encouraging Approve everything and be the best of the promotion as they do the usual scholarships, their objective is for students to stop studying and devote themselves full time to work in their company. $ 5,400 for not studying. Peter Thiel’s data analysis company has presented an initiative for its fellows that defies conventional standards. Instead of encouraging the academic training of their beneficiaries, Palantir meritocracy scholarshipoffers them a salary 5,400 dollars a month for a period of four -month practices for those students who have finished high school and have not enrolled in the university. This initiative starts from the position maintained by the company’s directive, with Peter Thiel to the front, on the value provided by university education. “Everything you learned at school and at the University about how the world works is intellectually incorrect,” said Alex Karp, co -founder and executive director of Palantir In an interview For CNBC. Protest and capture talent in a movement. Beyond being a strategy to capture technological talent before it is put in the radar of the Universities recruitersPeter Thiel scholarship is only one more step in the crusade than the founding millionaire maintains against the US education system. The Palantir meritocracy scholarship is nothing more than the extension of the Thiel scholarship that, as collected Techcrunchthe millionaire has been granting young talents that they want to undertake, under the condition of abandoning their university training. In return, they get $ 100,000 financing to start your company. “The opaque standards of admission in many American universities have displaced meritocracy and excellence. As a result, qualified students are denied an education based on subjective and superficial criteria. Without meritocracy, campus have become culture broth for extremism and chaos,” says the call. In addition, he points out that at the end of the scholarship, candidates will have access to full -time hiring interviews to work in Palantir. “Forget about debts. Forget about indoctrination. Get the title of Palantir “, reads in the Pliego of conditions of the scholarship. Risks to the future professional. Although abandoning the university may seem attractive thanks to the competitive salary and the work experience offered by Palantir, this decision is not exempt from risks, As he remembered Entrepreneur and academic Vivek Wadhwa in Forbes. According to data From the US Labor Statistics Office of 2024, who have a university degree they earn up to 86% more a year than those who only have secondary studies. In addition to the financial impact, leave the university It implies losing opportunities valuable to establish professional and social networks. Connections with colleagues and teachers are usually fundamental to access future jobs or references. To cite an example, Bill Gates and Steve Ballmer They were university colleagues. Although Gates left Harvard months later, his stay served to generate those contacts. University and work reality. Peter Thiel is not the only one who doubts the usefulness of the educational programs of the universities. According toReport data Knowledge and Development Foundation of 2024, 35.8% of university graduates occupy low qualification work, due to disconnection between Competencies acquired at the University and the labor market demands. For its part, areas with high professional demand by companies, such as software engineering and IA engineersthey register A high number of vacancies Because universities are not offering adequate training to cover those vacancies, and it is the companies themselves who assume the internal training of their employees. Less titles, more skills. The study ‘DISMISSED by Degrees’ Prepared by Accenture, Grads of Life and Harvard Business School, he points out that many companies require university degrees for positions where the necessary skills could be acquired through work experience or technical training. This “practical” approach to skills is closer to Model adopted by the FPthan to the traditional university. Hence his success. To deal with this hiring bias, companies such as IBM or Amazon have adopted approaches to Skills -based hiringthat Specific skills value more than traditional university titles. An approach to which It is very supportive Mark Zuckerberg. In Xataka | Some millionaires did not like the ideology of universities, so their own university has been created: an anti-woke “ Image | Flickr (Gage Skidmore, Cory Doctorow)

Log In

Sign In

Forgot password?

Your password reset link appears to be invalid or expired.

Log in

Privacy Policy

Add to Collection

No Collections