Ah yes, because CEOs often face consequences for their poor decisions. They definitely don't get golden parachutes and move on to a new company when they run a company into the ground.
1. While it is technically true a company could sue a worker for quitting, the amount of damages they'd have to show is far beyond anything they'd be able to do outside of an upper management position. As far as I know, you could not sue someone for doing a half assed job.
2. I'm not even sure how you are using the word "illegal" here. AFAIK there is no provisions in criminal law for punishing people who break employment contracts. What I assume you are talking about is that a contract worker is bound by the terms of their contract as far as notice to quit goes, but there are a couple of limits to this.
- This only applies in the first year of the contract. After the contract has been renewed once, standard Japanese labor law applies, which is two weeks of notice.
- Similar to the above statement about suing someone for quitting, Japanese law only allows for suits to be for actual damages, so the company would have to prove significant damages to make the suit worth it. Contract workers are generally not high value employees so it would be unusual for one to be worth suing over.
A judge would automatically throw out the case if this was the argument for suing an employee. The reasoning being, if you continued to pay the employee during the term of their employment, and you knew that the employee was not performing based on some KPI or some yard stick, you would issue warning to the employee to improve their performance, or you would fire the employee on the spot. Continuing keep an underperforming employee is giving tactic consent that their work is reasonably acceptable because if it wasn't, you would start disciplinary action or cease their employment.
Threating a employee with coercive threats (such as threats of legal action) is going to land the business into hot water in any modern society.
> The reasoning being, if you continued to pay the employee during the term of their employment, and you knew that the employee was not performing based on some KPI or some yard stick, you would issue warning to the employee to improve their performance, or you would fire the employee on the spot. Continuing keep an underperforming employee is giving tactic consent that their work is reasonably acceptable because if it wasn't, you would start disciplinary action or cease their employment.
We're talking about an employee on a fixed term contract, so there's not really any scope for disciplinary action of the "performance improvement plan" type. And the argument would be that they were hired because of a time-sensitive job (hence the need for this kind of irregular employee) and so just not paying them for work doesn't make the company whole, they needed someone to do that work at that specific point in time and if not then they have damages that are much larger than the salary they would've paid.
Of course by the time you get to court you can poke several holes in this argument. But under Japanese law it's a valid argument on its face, so it's something the employer can use to threaten.
Each party has their own valid argument that is why they're seeking the court to make a ruling. How-ever coercive threats of legal action is also in of itself constitute a encroachment of someone free will and statutory right which everything being equal could be ground for further legal recourse by the other party. You could also go into nit picking details around consent and duress during employment, which can get complicated really quickly.
> Each party has their own valid argument that is why they're seeking the court to make a ruling.
In many countries that kind of lawsuit would be trivially dismissed, because an employee not working does not give an employer a cause of action. In Japan a company can at least in theory be owed damages if an employee on a fixed-term employment contract of less than a year fails to work, so a case like that would go to trial on the merits (even if everyone knows it's very difficult for the company to actually meet the bar for showing damages) and be significantly more costly to defend, and that fact creates a chilling effect.
> How-ever coercive threats of legal action is also in of itself constitute a encroachment of someone free will and statutory right which everything being equal could be ground for further legal recourse by the other party.
Contracts might require it, but the law says 2 weeks (on a regular full time contract or a limited contract after the first year) and contracts can't supersede the law.
It puts the employee in the strongest position, but doesn't completely voids a contract. For instance the employer can still fight it by justifying a necessity for them to have a longer period, or convincing a court the contract had enough provisions to make it a reasonable clause.
It would be a huge PITA on both sides though, I don't see many companies wanting that much trouble just for a single employee trying to leave the boat.
> I have an llm inference rig that I enjoy on the weekends and the problem for the first time in my life it that I have supernormal stimulus which doesn't seem to reduce in potency the more I use it.
I read it as they have a powerful enough machine to generate weekend material that doesn’t seem to degrade in user experience or satisfaction (i.e get boring over time) which you may experience when enjoying ‘normal’ weekend activities.
I'm trying to figure out where you are getting this "go above the CTO's head to the CEO" situation from the message you are replying to?
I am not the person you are replying to, but I've definitely made a stink my boss about my people being overworked. If the person from the original article went to the CTO and said "look, my people need a week off, but we will still have the software delivered on schedule", that would have been the right solution, not lying to your boss.
A: Because throwing the CTO under the bus is always career enhancing ...
B: That isn't throwing anyone under the bus. I've literally had that conversation.
This led me to believe B had a literal conversation where a literal CTO was not-literally thrown "under the bus", meaning "authority figure was told the CTO was to blame for $X". Authority figure for a CTO is generally CEO.
> This led me to believe B had a literal conversation where a literal CTO was not-literally thrown "under the bus", meaning "authority figure was told the CTO was to blame for $X". Authority figure for a CTO is generally CEO.
Yeah, that whole scenario was made-up by you or speedbird2, or both in unison. You read words that weren't there. Here's what the thread really said:
ronxio: Raise a huge stink.
speedbird2: Throwing the CTO under the bus!
ronxio again: That isn't throwing anyone under the bus. I've literally had that conversation.
ronxio never said the huge stink was raised with anyone else than the CTO. speedbird2 doesn't get to define the terms of ronxio's anecdote; that's not how it works.
