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The first day at a new job is always weird. You have no idea what you're supposed to be doing, who to talk to, or how to even really be. The theory is that over time you get the hang of it — but lots of workers make it months into their jobs and feel like they're still kind of winging it. It's not that they don't want to learn; it's that nobody's teaching them. In many pockets of corporate America, on-the-job training mostly amounts to "figure it out." Workers are struggling to get a handle on their jobs, and this failure falls on everyone — companies, managers, human-resources departments, and, in some cases, the workers themselves.You don't need to look far to find evidence that people don't feel ready when it comes to work. Some <a target="_blank" href="https://www.businessinsider.com/gen-z-workers-are-lazy-lack-soft-skills-managers-say-2023-8">bosses complain</a> that Gen Z workers don't know what they're doing and are lazy. <a target="_blank" href="https://www.businessinsider.com/gen-z-lazy-hiring-jobs-careers-hr-training-pandemic-2024-8">HR professionals and Gen Z workers</a> argue that young people want to be successful in the workforce, but they simply aren't given the tools to do it. In a survey from the <a target="_blank" href="https://blog.adobe.com/en/publish/2023/09/27/adobe-future-workforce-study-what-us-employers-need-know-about-gen-z-workplace#:~:text=Gen%20Z%20is%20hungry%20for%20mentorship%20and%20development&amp;text=Gen%20Z%20is%20eager%20for,percent)%20reported%20having%20a%20mentor.">software company Adobe</a>, 83% of Gen Z respondents said having a mentor at work was crucial to their career, but only half said they had a mentor. It's not just young workers who are facing a training problem; it's everybody. For <a target="_blank" href="https://www.gallup.com/394373/indicator-employee-engagement.aspx">Gallup's employee-engagement indicator</a>, which analyzes employee perspectives using random samples of working adults, less than half of US employees said they knew what's expected of them at work. This is a costly problem, too: <a target="_blank" href="https://www.gallup.com/workplace/393497/world-trillion-workplace-problem.aspx">Gallup</a> found employees who weren't engaged cost $8.8 trillion in lost productivity worldwide.Just figuring out the day-to-day basics of the job is a challenge. The pandemic-driven upheaval of the past several years led to <a target="_blank" href="https://www.businessinsider.com/great-resignation-still-going-layoffs-low-job-openings-quits-high-2022-11">high amounts of</a> job-hopping, organizational brain drain, and a <a target="_blank" href="https://www.businessinsider.com/loyalty-employee-employer-job-security-broken-work-companies-bosses-2024-1">decline in loyalty</a> among employers and employees. The chaos has left employers, managers, and employees wondering just how much time and money it's worth investing in training in the first place. The rise of remote and hybrid work has complicated the situation even more. It's tough to learn by osmosis over Slack, and <a target="_blank" href="https://www.businessinsider.com/hr-software-tech-companies-employees-productivity-workday-oracle-adp-2024-8">the deluge of HR apps and training modules</a> isn't filling in the gaps."Most companies want employees to 'hit the ground running' and use apps, AI, and training videos to avoid disrupting another employee's flow or for the lack of staff to train someone new or help someone learn a new skill," Ana Goehner, a career strategist and HR professional, said.That may work in some instances, but in others, instead of hitting the ground running, workers find themselves perpetually zig-zagging, unable to break into a full sprint.That people feel like they're not equipped to do their jobs isn't a new phenomenon. There's been a long-standing decay of investment in learning and training by employers as part of an effort to create leaner organizations, said Kenneth Matos, the director of market insights at HiBob, an HR-tech company. If you're cutting costs, training is an easy place to do it. That's especially true when many employers use the internet to access a wider talent pool than in the past, which means they can just look for a candidate who already knows everything instead of having to teach someone. And, of course, plenty of companies have been axing middle managers, the people who would have previously been in charge of training up younger or newer employees."You cut away the people who are the link between big strategic ideas and day-to-day tactical activities," Matos said. "And so you end up with a scenario of a big strategic speaker talking to a much more junior doer, and they're like, 'I don't know how this translates into my job.'" Making matters worse, in many workplaces, training and mentoring are treated as an extra, rather than an integral part of the job, if they're noticed at all. In your performance review, "I spent 10 minutes explaining something to the new guy he was too afraid to ask his boss about" doesn't rate very highly. As workers and managers are increasingly overextended, these types of unmeasured, softer activities can fall by the wayside. This creates a conflicting web of incentives. It may be better, organizationally, for a manager or experienced employee to spend time teaching everyone on their team to complete a complex task so that a team's performance is better overall, but if they have an individual quota to meet, they may opt to focus on doing the task themselves, even though it's not what's best for the business."You end up with this really weird tension around organizational citizenship behaviors like mentoring and developing employees," Matos said. "Do you give a manager a lower quota because they are also magnifying everybody else's, or are you assuming they're going to do more than everybody else, are more talented, and also do the mentoring?"The people in the middle — who find themselves in between the big bosses and the little guys — are going to focus more on managing up than managing down. It's hard to tell the CEO that you can't come to that third unnecessary meeting of the day because your time would be better spent training that new hire on logging sales calls."Managers feel so caught up, and oftentimes they feel pressure of, 'OK, well if I'm going to disappoint someone, then it's going to be someone junior to me and not someone senior to me,'" said Ashley Herd, the founder of Manager Method, a training platform for managers.Many managers really are over it. <a target="_blank" href="https://www.gallup.com/workplace/510326/manager-squeeze-new-workplace-testing-team-leaders.aspx">Gallup found</a> that in 2023, managers were likelier than nonmanagers to say they're disengaged at work, burned out, and on the lookout for a new job. Their workers have been given more responsibilities, their teams have been restructured, and they're expected to accomplish everything with fewer resources, as in, money. And less than half of managers said they're sure they already had the skills needed to be great at their jobs, meaning managers weren't getting taught to be managers.At the r/managers forum on Reddit, the what-am-I-doing sentiment is evident. "Is it normal to get zero training as a new manager?" one Redditor <a target="_blank" href="https://www.reddit.com/r/managers/comments/1d6soeu/no_training_in_a_figure_it_out_situation/">asked</a>. "I have reviewed the team's work over the past couple of years, asked them questions to clarify a few things, and asked my boss questions to clarify a few things and have basically picked up most of it. Thought it was kind weird I got zero training, though."Technology is supposed to make training better, in theory. Why have an HR person go over the same PowerPoint on vacation policy for every new hire when a quick video or document stored away somewhere can do it just fine? That may work for simple processes like requesting time off or finding subscription logins, but it can become a problem when companies try to throw technology at their more-in-depth training problems. Nobody knows what they're doing here? Why not get an app to fix that? One of the biggest issues with using tech to solve what's ultimately a human problem is that it's hard to know if anyone is even going to use it. Take mentorship: Having one-on-one coaching from someone with more experience can help workers gain skills and knowledge that can't be found in a training video. It can also make workers likelier to stick around longer, help them feel more connected, and boost the sharing of institutional knowledge. Fostering these kinds of relationships is important, hence why the <a target="_blank" href="https://www.mentorcliq.com/blog/mentoring-impact-report">vast majority of Fortune 500 companies say</a> they have mentoring programs, many of which are facilitated by apps and software. How many people are actually using those programs, however, is unclear. Christy Pettit, the CEO of Pollinate Networks, which creates mentoring software, told me she recently spoke with a large multinational that told her despite having 2,000 licenses for the mentoring program, which was mainly an app, fewer than 200 people were using it and participation was declining every quarter."Most companies say they have a mentoring program, but few have one that works," she said. "It feels a little bit like when you buy a gym membership, and it makes you feel like you're doing something, but you may or may not be going to the gym."In some cases, tech-based training materials are disconnected from the realities of the work. All the training videos are done in an "official" corporate speak it turns out nobody actually uses, Matos, from HiBob, said. Or managers aren't well versed in what their charges are being taught and end up wanting the task done differently.Even when companies invest in training, it can often be directed toward the wrong people. Herd said that businesses often make the mistake of spending a ton of money on fancy retreats and training courses for their most senior leaders without making much, if any, investment in the bottom rungs."You could spend a fraction of that and give good training to all of your employees, and you're probably going to get more ROI if that's what you're focused on," she said.Stephanie Wolf, a vice president at RebuttalPR, a legal-communications firm, said the company learned the hard way about the costs of not investing enough time and energy in training people. As the firm grew, managers wouldn't realize people didn't know how to do timely tasks until they became urgent, or they'd discover employees were doing things in a way that wasn't consistent with the documentation and processes in place. That meant they had to rely more on senior staff to do the work and that projects took longer because training was happening alongside execution. "We've seen how our whole team can suffer when we don't train folks thoroughly enough," she said. To ensure accountability, she's now the point person on training, because the company found that when training was everyone's job, it was no one's. The firm has taken steps to get all the necessary information in one place and to slow the onboarding process down — instead of expecting people to take a week to get up to speed, it now gives them about a month.Wolf acknowledged it's "super easy for training to fall by the wayside when your client work gets busy," which means not allowing that to happen is a conscious effort. "Investing time now is going to save us all time in the long run," she said.It's easy to blame hybrid and remote work for some of these issues, to argue that if people were just gathered in an office together, that would fix things. But many HR professionals and career coaches say that's not necessarily the case. Yes, human interaction is helpful, but it doesn't solve problems like misaligned incentives, increasingly stretched managers, and a lack of a real, holistic plan for getting people up to speed. A remote-work training plan probably has to look different from an in-person one, but it's not impossible to craft. "In a remote environment, you, as the leader, need to model and also hold the individual accountable for taking initiative, saying, 'Hey, if you need something, I need you to tell me because I can't see you,'" Phoebe Gavin, a career and leadership coach, said.Gavin emphasized that it's not just on companies and managers to make sure employees are learning and getting onboarded but also on individual workers. Essentially, if you see something — or don't know something — say something. Ask questions, or take the initiative to figure things out on your own. I told her about an experience I'd had at a job where on my first day, one of four "important" passwords I'd received was for software the company didn't use anymore. I expressed disappointment that the HR department hadn't caught the error, which it took me a long time to figure out even was an error. She pointed out that I should have then gone to HR to alert them to the error so the next new person didn't have the same experience. I did not."That's a tiny place where you could have a positive impact," Gavin said. It wasn't necessarily my fault, she said: "Just that was an opportunity that you didn't take, and those sorts of things happen all the time."But not everyone gets the chance to sound the alarm on their employer's faulty training system before it's too late. That's what happened to Michelle, which is a pseudonym I'm using to protect her privacy. Before starting a job at a science-focused communications firm earlier this year, she was assured that she would get all the training she needed to overcome the fact that she didn't come from a scientific background. When she started, she was surprised by the deluge of training modules and videos that were added to her plate on top of the tasks of the job itself. There were supposed to be meetings with other, more seasoned coworkers after those video training sessions, but eventually, almost everyone stopped showing up. She was fired in a matter of weeks after being told she wasn't picking things up fast enough. She said she received little feedback and hadn't been given warning that things were going wrong."I felt blindsided by the termination just because I didn't think I was given enough time to do all of this," she said. "I was led to believe they would kind of hold my hand a little bit at the beginning, and a month in, to me, is very much still the beginning."You know how there are certain tasks in life that feel designed to be so complex that you'll give up? Like filing an insurance claim or <a target="_blank" href="https://www.businessinsider.com/cancel-subscriptions-congress-ftc-dark-practices-autorenewal-2023-2">quitting the gym</a>. Work should not be like that, but for many people, it is.Employees have complained about just being thrown into the fire forever. Many employers subscribe to the idea that you just toss people into the water and see who can swim. Trial by error is part of learning at work — one of the best ways to learn how to do something is to just try doing it. But it shouldn't be the entire approach. You know how you learn at school? The teacher explains something, you do your homework, it gets graded, you take a test, and you move on once you more or less figure it out. Imagine if teachers just piled 15 algebra tests on high-school students and everyone hoped for the best.There are aspects of the current workplace environment that make training more complicated to tackle. Remote work is different — you can't just lean over and ask the person next to you how this one software works again when you're typing on your laptop alone from your couch. Workers and employers don't feel as tied to one another, so there may be a decline in investment from both sides in the idea of getting supergood at the task at hand. The <a target="_blank" href="https://www.businessinsider.com/remote-workers-middle-managers-most-affected-by-layoffs-experts-2024-2">middle-management class</a> is increasingly stretched thin and hollowed out.Above all, it's really easy to load up on a bunch of tech-based solutions without identifying whether they actually solve anything. Relying on tech is appealing financially because buying a software license is a heck of a lot cheaper than paying a real live person. Many of the HR experts I talked to for this story suggested the training gap was a problem artificial intelligence might fix, a <a target="_blank" href="https://www.businessinsider.com/generative-ai-exaggeration-openai-nvidia-microsoft-chatgpt-jobs-investors-markets-2024-3">common refrain for intractable problems</a>, no matter the industry. Maybe that's true — if your manager won't have a one-on-one with you, having a chatbot to ask questions to isn't the worst thing in the world (assuming said chatbot knows stuff and doesn't make things up). But AI isn't going to be a panacea here. When you need to speak to a real person, no Coursera video or HR app or robot can do the trick. People make human mistakes, and sometimes humans need to address them.Wolf's firm is fully remote, but managers have noticed that Gen Z hires, in particular, tend to inquire about an in-person component for training. So they've adjusted. For a couple of incoming hires, they've rented a coworking space and enlisted some other employees to work alongside them for a couple of days to help them learn the ropes.<a target="_blank" href="https://www.businessinsider.com/author/emily-stewart">Emily Stewart</a> is a senior correspondent at Business Insider, writing about business and the economy.

On-the-job training is broken. Companies are paying a steep price.

A couple of days back, EY employee Anna Sebastian Perayil’s death had left the entire nation shocked. The 26-year-old’s mother had blamed <keyword id="21541838" type="General" weightage="20" keywordseo="work-stress" source="keywords">work stress</keyword> for her death. The incident reignited debates about the importance of <keyword id="19901232" type="General" weightage="20" keywordseo="work-life-balance" source="keywords">work-life balance</keyword> and people took to social media to react to the incident. Now, yet another tragic incident has unfolded in Jhansi. <h2>42-year-old <keyword id="19955371" type="General" weightage="100" keywordseo="Bajaj-Finance" source="keywords" meta.keywordsubtype="org" meta.entityname="Bajaj Finance" meta.hostid="261" meta.entityid="Bajaj Finance">Bajaj Finance</keyword> employee dies by suicide </h2> A 42-year-old area manager, employed by Bajaj Finance, was found dead in his home on Sunday morning. According to a PTI report, the employee, named <keyword id="23381707" type="General" weightage="20" keywordseo="Tarun-Saxena" source="keywords">Tarun Saxena</keyword>, ended his life by hanging, leaving behind a suicide note in which he alleged severe work pressure and <keyword id="20186119" type="General" weightage="20" keywordseo="mental-harassment" source="keywords">mental harassment</keyword> by his superiors. Tarun Saxena’s body was discovered by his housekeeper, who immediately alerted his family. The local police, as per a ET report, confirmed the recovery of a suicide note, which contains accusations against his senior colleagues. <h2>What was in the suicide note? </h2> In the letter, Saxena revealed he was facing immense pressure to meet recovery targets, stating that his seniors had threatened him with salary deductions and the possibility of losing his job if he failed to achieve the required quotas. According to Saxena’s note, the pressure to meet unrealistic targets had left him mentally and physically drained. “I have not slept for 45 days. I have hardly eaten. I am under a lot of stress. Senior managers are pressuring me to meet targets at any cost or quit,” Saxena wrote in his final letter. He also mentioned that employees were forced to cover missed loan payments from their own pockets, adding to the financial burden. I am very tense about the future. I have lost my ability to think. I am going”, the suicide note added as per NDTV. Saxena reportedly also named his superiors in the note and urged his family to file a police complaint against them, holding them responsible for his death. His family, still grappling with the loss, has yet to lodge an official complaint with the authorities. However, the local police have assured that an investigation will be conducted if a formal complaint is registered. Superintendent of Police Gyanendra Kumar Singh confirmed that a post-mortem has been ordered, and the police are prepared to take action pending further developments. Tarun Saxena’s death sheds light on the growing issue of <keyword id="22447710" type="General" weightage="20" keywordseo="workplace-stress" source="keywords">workplace stress</keyword> and its tragic consequences. Bajaj Finance, at the centre of the allegations, is yet to issue a formal statement regarding the incident. <h2>“He was mentally tortured,” says cousin</h2> The 42-year-old’s cousin, <keyword id="20130532" type="General" weightage="20" keywordseo="gaurav" source="keywords">Gaurav</keyword> Saxena, corroborated his late brother’s claims. He said that a virtual conference that was held on Sunday morning, involving senior managers, further pushed his cousin to the breaking point. Gaurav also alleged that during the call, abusive language was used, and his cousin was humiliated over his inability to meet the stringent recovery demands. "In the morning, he was mentally tortured by his regional manager Prabhakar Mishra and national manager Vaibhav Saxena. Abuses were also hurled at him during a conference, which was held virtually. He was quite frustrated since that (Saturday) night, following which he took the extreme step (on Sunday),” Gaurav said as per a report in PTI. He added, ”He was told that in case of non-fulfilment of the target, he would have to pay from his own pocket. He was assigned areas like Moth and Talbehat for collection, which are rural areas.” (With PTI inputs)

‘Being pressurised to meet targets at any cost, I am leaving’: Bajaj Finance employee dies by suicide, leaves note blaming work stress

<ul class="summary-list"><li>The District of Columbia ranks best for workers, per Oxfam's new report.</li><li>California, Oregon, and New York also have high wages and strong worker protections.</li></ul>If you want high wages — and a strong union — you might want to head to the nation's capital.The District of Columbia ranks higher than any state on a new index from Oxfam measuring which US states are best for workers. You can chalk that up to the district's high minimum wage and robust unemployment benefits, two of the key policies that help dictate one of the dimensions Oxfam uses in its ratings.Other top states include California, Oregon, and New York — all of which are ranked highly for enshrining the right for workers to organize in law. At the bottom of the list sit Alabama, Georgia, Mississippi, and North Carolina; per Oxfam, those states have consistently ranked lowest in the organization's annual index for the last several years.This comes as the South — and the Sunbelt more broadly — has become <a target="_blank" href="https://www.businessinsider.com/job-growth-housing-costs-coastal-cities-sunbelt-charleston-south-carolina-2024-5">a new economic center</a>. As the cost of living, including housing, has <a target="_blank" href="https://www.businessinsider.com/half-of-nyc-residents-cant-afford-housing-food-healthcare-report-2023-4">grown exponentially</a> in many of the country's traditional economic powerhouse cities, many workers have moved South. Sunbelt metros like Gainesville, Georgia, and Hilton Head Island in South Carolina, are leading the country in job creation, according to <a target="_blank" href="https://eig.org/high-wage-metro-areas-are-experiencing-sluggish-growth/">a recent analysis from the Economic Innovation Group</a>.But while many remote workers have taken advantage of a lower cost of living in the South, workers in more blue-collar occupations may not benefit as much."If COVID taught us anything, it's that remote work is a privilege only certain workers are able to enjoy. Our index focuses on policies that would most benefit low-wage workers, many of whom do not receive employer benefits such as paid sick or family leave – much less the ability to work remotely," Dr. Kaitlyn Henderson, report author and senior researcher at Oxfam America, told Business Insider.The Oxfam report looks at three dimensions of what makes a state worker-friendly: Wages, worker protections, and the right to organize. Wages are weighted the most out of those three categories; key policies tracked in that dimension include the ratio of the state minimum wage to the wage needed to sustain a household of four, that same ratio for unemployment payments, and whether the state lets its localities have control over raising their minimum wages.Worker protection makes up 35% of the score; key policies factored into the ranking include equal pay mandates targeting the gender pay gap, paid sick and family leave, child labor protections, limiting quotas for warehouse workers, and heat safety standards.And, finally, the right to organize makes up 25% of the total composite score. The key policies Oxfam tracks there include whether states have right-to-work laws, which allow workers to opt out of joining unions but still benefit from their contracts, whether teachers are able to organize, and whether the state has laws that protect workers from employer retaliation.The right to organize has been particularly controversial in the South in recent years. The Republican governors of Alabama, Georgia, and Tennessee have all passed laws <a target="_blank" href="https://alabamareflector.com/2024/04/24/alabama-house-oks-sanctions-for-companies-that-voluntarily-recognize-unions/">stripping away state incentives</a> for companies that voluntarily recognize labor unions.The GOP governors of South Carolina, Texas, and Mississippi joined the aforementioned states in <a target="_blank" href="https://governor.alabama.gov/newsroom/2024/04/governor-ivey-other-southern-governors-issue-joint-statement-in-opposition-to-united-auto-workers-uaws-unionization-campaign/">issuing a statement</a> deriding the United Auto Workers campaign to organize workers at car manufacturing plants across the South.Oxfam gave Texas, South Carolina, and Georgia a score of zero out of one hundred on rights to organize, while Tennessee, Mississippi, and Alabama earned a score of 10.

Washington, DC, is the best place in the US for pay and good jobs. See the other top states.

<ul class="summary-list"><li>Jean Kang transitioned from Big Tech to solopreneurship after roles at Meta, Pinterest, and LinkedIn.</li><li>She grew her income from $35,000 to over $300,000 through strategic job changes and negotiations.</li></ul>This as-told-to essay is based on a conversation with Jean Kang, a 31-year-old former senior program manager from San Francisco who's held roles at Meta, Pinterest, Intuit, and LinkedIn. It's been edited for length and clarity.I recently left a role in <a target="_blank" href="https://www.businessinsider.com/dating-silicon-valley-big-tech-hard-want-marriage-kids-2024-7">Big Tech</a> as a senior program manager at Figma, and I've previously worked at <a target="_blank" class="" href="https://www.businessinsider.com/quit-job-meta-how-got-hired-why-left-2024-7">Meta</a>, Pinterest, Intuit, and LinkedIn. I'm now a solopreneur coach and content creator.During my corporate career, my income increased five times from a $35,000 salary to over $300,000 in total compensation, and I'm only in my early 30s.I got my first role as a sales development rep for <a target="_blank" class="" href="https://www.businessinsider.com/intuit-cuts-workers-not-meeting-expectations-hiring-in-other-areas-2024-7">Intuit</a> right after graduating in 2014. I knew I wanted to break into tech and was fortunate to land an offer at a big logo from the university career fair since I had internship and work experience during college.Unfortunately, I was fired within a year for not hitting my sales quota.<h2 id="a1d87a92-404f-440b-8dff-f702d78b54af">In 2016, I pivoted to an account manager role</h2>I more than doubled my salary at a tech startup in San Francisco. It took six months to find this role, but I kept going and leveraged my transferrable skills to land a job I could thrive in that wasn't sales.I enjoyed this role because I could be more consultative and data-driven and less transactional. In 2017, I found out my mom had stage 4 cancer, and I chose to <a target="_blank" class="" href="https://www.businessinsider.com/sandwich-generation-caregiving-minimum-wage-2024-5">leave my job so I could be her primary caretaker</a>.<h2 id="12e40d30-9ec6-43db-8bc4-f9e1d5ac5236">After five months of unemployment, a recruiting agency contacted me</h2>I was approached about a customer success role at Meta (then Facebook). I leaped at the opportunity to work for my dream company and became a contractor despite not having full-time benefits. I didn't care because I wanted to work there.I knew this would be a great stepping stone even though I had a lower salary bump of $10,000, which brought me to $80,000. The experience was amazing, and I became close with my colleagues.At the end of 2017, as my Facebook contract was nearing its end, I was relentless in getting converted to staff, but I was rejected. However, I had a colleague who referred me to her friend at Pinterest for a role as a client solutions manager. I was hired in less than two weeks.<h2 id="307d0e6d-fa91-4f35-9c51-f47b1a165c36">My salary jumped to $90,000</h2>I landed a total compensation of over $200,000, including sizable equity, at Pinterest, where I stayed for two years.Next, I was interested in pivoting to a full-time program manager role, so I applied cold, interviewed, and landed an offer at <a target="_blank" class="" href="https://www.businessinsider.com/linkedin-cringe-how-to-post-new-job-hiring-resume-2024-3">LinkedIn</a>. I increased my income by 49%, including Microsoft stock.After two years, I was ready for my next play and landed my most recent job at Figma as a senior program manager after applying cold on LinkedIn. With this move, I received a 20% bump in base salary and a total comp of $300,000, including equity and a sign-on bonus.Here are the four strategies that were the most helpful to me in increasing my salary in Big Tech.<h2 id="918319dc-7b6a-40e7-8500-11f30f8307f2">1. I always came prepared with my walkaway point and potential pushback</h2>In every negotiation conversation, I remembered that I would regret not asking for more, and the worst answer I could get was "no," so I pressed on.My walkaway point is my base salary — if it was lower than what I wanted and they wouldn't move, I would walk away from the offer. I negotiated a lower sign-on bonus for a higher base salary in one offer.<h2 id="bc2eb64b-3a3a-4e70-974c-7d4ad5604004">2. I did a lot of research to come up with my target salary</h2>I've had rigorous interviews for each program manager role and prepared intensely by always doing my research on LinkedIn, Blind, and Glassdoor.Knowing my worth helped me stay composed and focused during the negotiations. I left a few offers while interviewing for my last role because of the pay, including opportunities from Salesforce and Cloudflare.<h2 id="d6a1886d-36af-494f-ac79-94c69377fd40">3. I put myself in the driver's seat before the recruiter asked me what I was looking for</h2>I would take control of the negotiation by asking, "What's the salary band for this role?" I would move forward with the candidacy if I knew the salary range was higher than my baseline.Don't wait for the recruiter to ask first. It's important to have your baseline salary defined before entering the conversation.<h2 id="4364b015-02db-462b-9cf3-e20f1dac45de">4. I wasn't afraid to negotiate other aspects of the offers</h2>At Figma, I secured a $10,000 sign-on bonus on top of the initial offer by convincing my employer of my worth and what I was leaving on the table at LinkedIn.I've seen friends and colleagues negotiate vacation time, work-from-home Fridays, and equity.Looking back, <a target="_blank" class="" href="https://www.businessinsider.com/zillennial-job-hopper-decided-to-quit-30s-2024-2">job-hopping</a> was the biggest blessing in disguise for my career and salary progression. I landed dream jobs and compensation by knowing my worth and advocating for myself each time.Want to share your story? Email Lauryn Haas at lhaas@businessinsider.com.

I quadrupled my Big Tech salary by changing jobs 8 times. I learned how to negotiate pay and when to walk away.

<ul class="summary-list"><li>Nolan Church was the former head of talent at DoorDash and ex-chief people officer at Carta. </li><li>He said companies use PIPs to protect themselves and avoid blindsiding employees with firings.</li></ul>This as-told-to essay is based on a transcribed conversation with Nolan Church, a former recruiter at Google and DoorDash and ex-chief people officer at Carta, about his experience of putting people on PIPs. The following has been edited for length and clarity.I've spent my career in recruitment. From May 2012 to early 2015, I worked as a recruiter for Google Access. Then, I became the head of recruiting at DoorDash and later the chief people officer at Carta, a pre-IPO equity management company for startups.<h2 id="db049f1c-23fc-4ffd-a015-73387ecc996f">My first experience with PIPs was at DoorDash</h2>DoorDash was the first place I encountered <a target="_blank" href="https://www.businessinsider.com/performance-improvement-plan-pip-survived-teacher-better-employee-2024-3">performance improvement plans</a> or PIPs. They're a way of giving a low performer a chance to correct a performance problem before termination.When I joined as the head of talent in March 2015, I was the company's 50th employee. This was a key leadership role for HR and recruiting. We were setting a company precedent for how we wanted to manage our employees.As we started encountering low performers, we needed to figure out how to manage them. So we talked to former or current heads of HR at other companies to understand how they thought about performance management.They said there were two ways that companies thought about PIPs — do them or don't. The HR leaders said we could either make it so everyone went on a PIP before being terminated or put no one on a PIP and give increasing feedback to lower performers.We went the PIP route at DoorDash. In the early days, we decided that the sales team would be the only team with a formal PIP process because they were the department with the clearest metrics. It's You're either hitting your quota or you're not. Sales metrics are very black and white.We could be very clear with somebody and say, "If you don't hit quota, this is going to be your last month of employment."During my tenure, everybody I saw being put on a PIP got terminated either during the PIP or shortly after. My personal take is that once you get to the point of putting somebody on a PIP, the decision to terminate has already been made.<h2 id="9f1096c8-dc64-4fda-b2c5-650d1d85b9af">I've never seen someone survive a PIP</h2>When I moved to Carta in 2018 as the chief people officer, we had a lot of discussions there about whether we wanted to put people on PIPs. Early on, I instituted a policy that required managers to put employees on a PIP before terminating. We did this to ensure managers delivered feedback and employees weren't surprised they were being let go.However, as we put people on PIPs, we found them to be disingenuous and ultimately eliminated them. Instead, we terminated employees with a generous severance package. To be candid, I've never seen somebody survive a PIP.As a company, you want to consider why you're putting someone on a PIP. Are you doing it to make the employee successful? Or to cover your ass?PIPs are used by companies to cover their ass almost every single time because a team doesn't have enough data about performance, and managers don't do a great job of providing feedback.Usually, companies put someone on a PIP because they're worried that the employee will be surprised by their termination without one and could take legal action. The PIP provides legal cover.<h2 id="436ca7e0-e6d7-427d-8ebc-4ca6c298ab00">If you get put on a PIP, make the acronym stand for Paid Interview Period</h2>If you're an employee on a PIP, you need to view it not as a "Performance Improvement Plan" but as a "Paid Interview Period" because your employment is coming to an end at that company, either very shortly at the end of the PIP or usually soon thereafter.You should assume it's not worked out at that company and put the majority of your efforts into trying to find a new job as fast as possible. Even if you survive the PIP, you have to think about "what happens to me now?"I have a very large community of HR leaders in my circle. I've never heard of somebody who went on a PIP and became a top performer at that company.So even if you survive, you've been scarlet-lettered at that company. The likelihood of you getting a raise or promotion after a PIP is insanely low.The best option for you is to find a different company where you can be successful and start with a clean slate.

PIPs are disingenuous. If you get put on one, find a new job as fast as possible, HR exec says.

<ul><li><keyword id="48812" type="General" weightage="20" keywordseo="india-post" source="Orion">India Post</keyword> is inviting applications from eligible sports persons from the open market under ‘sports quota’ for filling upto 257 vacancies at Maharashtra Postal Circle.</li><li>The last date to apply for the opportunity is November 27, 2021.</li><li>Selection of the candidates will be made on educational and sports qualifications.</li></ul>The <keyword id="53988" type="General" weightage="20" keywordseo="department-of-posts" source="Orion">Department of Posts</keyword>, India, is inviting applications for the direct recruitment of meritorious sports persons from the open market under ‘sports quota’ for filling upto 257 vacancies at Maharashtra Postal Circle. Interested candidates can apply on the official website of <a href="https://dopsportsrecruitment.in/">India Post</a>. The last date to apply for the opportunity is November 27, 2021. These are the roles available — <table style="border-width: initial; border-style: none; table-layout: fixed; width: 468pt;" class="redcator-table-advance"></colgroup><tbody><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Role </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">No. of vacancies </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Postal Assistant </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">93 </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Sorting Assistant </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">9 </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Postman </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">113 </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Multi-Tasking Staff </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">42 </td></tr></tbody><tbody></tbody><tbody></tbody><tbody></tbody><tbody></tbody><tbody></tbody></table> Sports qualifications required — <ol><li>Sportsmen who have represented a state or the country in the national or international competition in any of the games/sports listed <a href="https://www.indiapost.gov.in/VAS/Pages/Recruitment/IP_29102021_MH_Eng.pdf">here</a>.</li><li>Sportsmen who have represented their university in the inter-university tournaments conducted by the inter-university sports board in any of the listed games/sports.</li><li>Sportsmen who have represented the state schools teams in the national sports/games for schools conducted by the All India School Games Federations.</li><li>Sportsmen who have been awarded national awards in physical efficiency under the National Physical Efficiency Drive. </li></ol>Educational qualifications required — <ol><li>The candidate must have passed 10th standard from a recognised board of school education or board of secondary education.</li><li>The candidates of higher qualifications will also be considered but they have to fulfill the above conditions. There will be no preference for higher educational qualifications.</li><li>The candidate should have knowledge of working on a computer.</li><li>Candidates should know the local language of Maharashtra i.e., Marathi or of Goa i.e., Konkani.</li></ol>Method of selection — <ol><li>Selection of the candidates will be made on educational and sports qualification subject to fulfillment of prescribed conditions.</li><li>However, candidates will be preferred in this order —</li></ol>a. Candidates who have represented the country in an international competition with the clearance of the Department of Youth Affairs and Sports. b.Candidates who have represented a state/union territory in the senior or junior level national championship organised by the National Sports Federation recognised by Department of Youth Affairs and Sports or National Games organised by Indian Olympics Association and have won medals or position upto 3rd place. c. Candidates who have represented a university in an inter university competition conducted by association of Indian universities/inter-university sports board and have won medals or position upto 3rd place in finals. d. Candidates who have represented the state schools in the national sports/ games for schools conducted by the All India School/Games Federation and have won medals or position up to 3rd place. e. Candidates who have been awarded National Award in physical efficiency under National Physical Efficiency Drive. f. Candidates who have represented a state/union territory/university/state school team but could not win a medal or position. Candidates will also have to pay a non-refundable online fee of ₹200 before submitting the application form. Interested candidates can seek more information <a href="https://www.indiapost.gov.in/VAS/Pages/Recruitment/IP_29102021_MH_Eng.pdf">here</a>. SEE ALSO: <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/careers/news/samsung-to-hire-over-1000-engineers-in-india-this-year-from-top-engineering-colleges-like-iits-and-bits-pilani/articleshow/87890787.cms">Samsung to hire over 1000 engineers in India this year from top engineering colleges like IITs and BITS, Pilani</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/careers/news/ey-is-offering-scholarships-to-indian-college-students-worth-1-lakh-with-two-months-internship-opportunity/articleshow/87887106.cms">EY is offering scholarships to Indian college students worth ₹1 lakh with two months’ internship opportunity</a>

India Post recruitment: Checkout vacancies, eligibility and other details

<ul class="summary-list"><li>South Korean trainee doctors are striking over a plan to increase med school student quotas.</li><li>They say the country's doctor shortage is due to low wages and poor working conditions in some specialties and areas.</li></ul>Over 1,600 trainee doctors in South Korea walked off their jobs on Tuesday over a government plan to increase med school enrolment quotas, according to media reports.Separately, over 6,400 trainee doctors — including those on strike — across 100 hospitals have tendered their resignation as of Monday, according to South Korea's <a target="_blank" href="https://en.yna.co.kr/view/AEN20240220002752320?section=news">Yonhap</a> news agency. They comprise nearly half of all 13,000 trainee doctors in South Korea.The crisis has stoked fears of huge disruptions to the country's already strained healthcare system.There are 2.6 doctors to 1,000 people in South Korea — well below the average of 3.7 to 1,000 people for countries in the <a target="_blank" href="https://www.oecd.org/korea/health-at-a-glance-Korea-EN.pdf">Organisation for Economic Co-operation and Development.</a>The South Korean government plans to raise the medical school quota from 3,000 to 5,000 a year to ease the manpower crunch, particularly in rural areas and some specialties like emergency medicine, per Yonhap.The public supports the move, according to a <a target="_blank" href="https://www.gallup.co.kr/gallupdb/reportContent.asp?seqNo=1457">Gallup poll</a> conducted in February.However, doctors say the issue isn't a labor shortage but a manpower crunch in some specialties and locations due to low wages and poor working conditions.Trainee doctors in South Korea regularly work shifts that stretch over 24 hours, according to <a target="_blank" rel="noopener noreferrer" class="css-yywogo" href="https://youngmd.org/155/?idx=14000754&amp;bmode=view#:~:text=%E2%96%B3%20%EC%A0%84%EA%B3%B5%EB%B3%84%EB%A1%9C%EB%8A%94%20%ED%9D%89%EB%B6%80%EC%99%B8%EA%B3%BC,%EC%9D%B4%20%EB%86%92%EC%9D%80%20%EA%B2%83%EC%9C%BC%EB%A1%9C%20%EB%B3%B4%EA%B3%A0%EB%90%90%EB%8B%A4.">a survey</a> from a major medical trade union. Many also worked over 80 hours a week.Doctors also say an increase in medical school enrolment could compromise the quality of education and services, per <a target="_blank" href="https://en.yna.co.kr/view/AEN20240220001000320?section=national/national">Yonhap.</a>Meanwhile, critics said the <a target="_blank" href="https://www.france24.com/en/live-news/20240220-s-korean-trainee-doctors-stop-work-to-protest-medical-reforms">doctors are protecting their interests</a> as increased professional competition could impact their salaries and social status.Authorities are calling on doctors to return to work."We are deeply disappointed in the situation where trainee doctors are refusing to work," said Park Min-soo, South Korea's second vice health minister on Tuesday, per <a target="_blank" href="https://en.yna.co.kr/view/AEN20240220001000320?section=national/national">Yonhap.</a> "We earnestly ask the doctors to withdraw their decision to resign en masse and walk off their jobs."It's not the first time doctors in South Korea have walked off the jobs against a planned expansion of enrolment in the country's medical school quota.In 2020, young physicians participated in a strike to protest the move, per the <a target="_blank" href="https://apnews.com/article/dec659247546b47b3b8a5bffac0971e9">Associated Press</a>. The South Korean government bowed to the pressure and <a target="_blank" href="https://koreajoongangdaily.joins.com/2020/09/01/national/socialAffairs/Korean-Medical-Association-trainee-doctors-doctors-strike/20200901185000350.html">shelved the plan.</a>

Burned-out South Korean trainee doctors walked off their jobs over a plan to boost med school enrolment

<ul class="summary-list"><li>Raneisha Stassin, 31, moved to California from Arkansas in 2017 and has no regrets. </li><li>In Arkansas, it seemed to her like most people got their jobs through friends of friends.</li></ul>This as-told-to essay is based on a conversation with Raneisha Stassin, a 31-year-old freelance public relations communications consultant and podcast host based in California. It's been edited for length and clarity.Growing up, I was always forced to go to church. In fact, I grew up in Little Rock, Arkansas, a red state surrounded, by very religious people — many Southern Baptist. I found that if you didn’t go to church and if you were queer or a person of color, Arkansas wasn’t <a target="_blank" href="https://www.businessinsider.com/friendliest-cities-in-the-world-ranked-2023-6">the friendliest place</a>.My mom and all the biological relatives I grew up with were born and raised in Arkansas as well. Many of us, however, were <a target="_blank" href="https://www.businessinsider.com/relocating-for-job-moving-work-tips-2023-10">desperate to move</a> out for better job opportunities and to grow our careers. After college, in 2017, I moved to San Francisco. Having lived in both the Bay Area and now San Diego, where I’ve resided for four years now, I can say California has given me greater job opportunities and a better quality of living than Arkansas.<h2>Job opportunities were very limited in Arkansas</h2>In Arkansas, I've experienced a lot of very rural <a target="_blank" href="https://www.businessinsider.com/neil-kumar-steve-womack-arkansas-gop-lgbtq-culture-war-2022-4">areas that aren’t welcoming</a> to outsiders. The more populous places, like the capital Little Rock, are seen as a lot more diverse. There are typically better job opportunities there too, but those opportunities were very limited for me.While in college, I tried applying for local jobs to gain experience and never heard back — I could only get <a target="_blank" href="https://www.businessinsider.com/fast-food-jobs-with-the-highest-pay-2014-9">fast-food work</a>. I received my first public relations internship in Arkansas, during my junior year, only because my professor referred me to some friends of his who had a boutique PR communications agency. I found that in Arkansas most jobs would only hire me if someone they knew vouched for me — most people seemed to get their jobs through a friend of a friend. I think the small-town mindset of sticking to who you know had a lot to do with this. <h2>California is more accepting of people with different backgrounds and identities</h2>I attended college in Arkansas, but my closest friends were <a target="_blank" href="https://www.businessinsider.com/california-population-growth-central-valley-bay-area-housing-affordability-exodus-2023-11">from Northern California</a>. They were much more accepting and suggested I move there. I ended up getting a very competitive public relations internship in San Francisco at Ketchum, a global PR firm. Following that internship, I received my first job offer at a small PR tech agency. After learning the ropes of the industry, I was eventually able to start freelancing and choosing my own clients.<h2>California embodies the term “melting pot” more than Arkansas </h2>In San Francisco, people of varying demographics and backgrounds actively engage with one another. In Arkansas, even in Little Rock, it <a target="_blank" href="https://www.businessinsider.com/most-segregated-cities-in-america-2013-11">felt more segregated</a>. As a neurodivergent queer Black woman, it was especially awful for me.People often stuck with those very similar to themselves. For example, even though I lived in Little Rock, I had to be bused to a school in a small town with less diversity because they needed to reach a racial quota. I was called every slur imaginable.At the time that I moved to San Francisco, I was in an interracial marriage and had a biracial neurodivergent son. California felt much more welcoming to my family.It's been a great environment for me to raise my son and there are always a ton of art and culture events. There's so much <a target="_blank" href="https://www.businessinsider.com/black-history-month-explained-origins-themes-colors-2023-1">about Black history</a> I hadn’t learned growing up in Arkansas that I only became aware of after moving here. The opportunities to connect and network with people from all over is another plus that has helped me professionally, allowing me to build my freelance clientele.<h2>Aside from the diversity, the quality of living is significantly better in California</h2>In the Bay Area and San Diego, I really like that I can just pack up and drive 20 minutes to the beach or go to an art show. The amount of entertainment is greater.I also really love how much more involved Californians are with local politics. <a target="_blank" href="https://ncoc.org/research-type/2023-arkansas-civic-health-index/">Lack of interest in state politics</a> was a huge issue in my home state, leaving people uninformed. I feel most Californians are more educated and aware of politics on a state level and are actively involved in improving circumstances within their communities. Also, when I moved to California, I found a lot of resources for children with autism. My son has autism and has an individualized education plan here. I've found that the schools are always able to point us to additional community resources like regional centers and YMCAs. There are also resources for mental health support, neurodivergent folks, queer folks, and women of color.I'm sure Arkansas also has these resources, but I love how much more accessible they are where I currently live. In Arkansas, many resources were concentrated in Little Rock. When I lived outside Little Rock, I remember driving over 40 miles to go to the doctor because the better doctors for my health conditions were based there.<h2>California's cities are difficult to navigate and expensive to live in </h2>When I separated from my son’s father he had joined the Navy and wanted to co-parent despite being stationed in San Diego. It worked out, though, because moving to San Diego proved more cost-effective than the Bay Area. I was living in a one-bedroom apartment with my son for $3,100 before <a target="_blank" href="https://www.businessinsider.com/moving-to-california-weather-minneapolis-minnesota-cost-of-living-boomer-2024-1">moving to San Diego</a>, and I still had an hour’s commute to work. Many of the major cities in California are commuter cities and it’s difficult to navigate for someone like me coming from a rural state that typically had one main road. I still need a GPS to get around. Driving in this state is the second biggest con after the high costs.<h2>Many <a target="_blank" href="https://www.businessinsider.com/young-tech-workers-moving-to-northwest-arkansas-2023-8">people love living in Arkansas</a> and that’s OK </h2>I chose what was right for me and my family, and I encourage others to do what’s right for them. I know I would’ve regretted it had I stayed in Arkansas and tried to assimilate into a lifestyle and culture that wasn’t right for me. Just because you grow up somewhere doesn’t make it home.After I left, I noticed things were <a target="_blank" href="https://www.businessinsider.com/i-got-10000-dollars-move-to-arkansas-its-worth-it-2022-10">improving slowly in Arkansas</a> as more people from different states started to settle there, particularly in college towns. Yet, it’s still a very rural and conservative state, and I was quite used to being “othered” growing up there.Want to share your relocation story? Email Manseen Logan at <a target="_blank" href="mailto:mlogan@businessinsider.com">mlogan@businessinsider.com.</a>

I left a red state for a blue state. The quality of life and job opportunities are better here, but it's not perfect.

<ul><li>The government’s newly-introduced <keyword id="3122385" type="PERSON" weightage="20" keywordseo="10-QUOTA">10% quota</keyword> for ‘economically weaker sections’ for <keyword id="839945" type="PERSON" weightage="20" keywordseo="Central-Government-Jobs">central government jobs</keyword> will be in effect from 1 February onwards. </li><li>It applies to people who have a gross annual family income less of less than ₹800,000. </li><li>Denying the move as an election gimmick, Union Minister Piyush Goyal said that the scheme has been in the pipeline for long.</li></ul>The Modi government’s new rule to set aside 10% quota for ‘economically weaker sections’ for government jobs is set to go into effect on February 1. The quota is widely believed to benefit India’s middle class and the poor among India’s upper castes. According to an <a href="https://timesofindia.indiatimes.com/india/economically-weak-in-general-category-to-get-quota-in-jobs-notified-after-february-1/articleshow/67630972.cms">official notification</a>, the provision will be incorporated for all direct recruitment vacancies from next month. However, people seeking this quota will have to get their salaries, assets and family income verified from ranks above tehsildar of Union territories/states. The rule includes reservation for anyone with a gross annual family income of up to ₹800,000 The new law also includes a 10% reservation for people seeking to study in private colleges across various courses in over 900 universities. That will go into effect in the next academic session, IANS reported citing Union Minister for Human Resource Development Prakash Javadekar. Facing criticism that the move is an election gimmick, Union Minister Piyush Goyal <a href="https://indianexpress.com/article/india/centre-notifies-10-ews-quota-for-government-jobs-5547605/">reportedly said that</a> the scheme has been in the pipeline for long. However, the Dravida Munnetra Kazhagam (DMK), a political party in the state of Tamil Nadu, has challenged the ‘constitutional validity’ of the provision. Another petition was filed with the Supreme Court by ‘Youth For Equality,’ a non-profit challenging its constitutionality, citing the breach of an earlier Supreme Court judgment that put a cap on reservations at 50% As this quota applies to anyone who fulfills the income criteria, it will easily exceed that percentage. See also: <a href="https://www.businessinsider.in/modis-bill-leaves-out-the-oppressed-castes-from-reservation-in-private-colleges/articleshow/67450476.cms">Modi’s bill leaves out the oppressed castes from reservation in private colleges</a> <a href="https://www.businessinsider.in/indian-government-woos-the-countrys-elite-considers-reservation-for-backward-upper-castes/articleshow/67420469.cms">Poll-bound Narendra Modi returns to core voter base, seeks 10% quota for upper castes — but will it fly?</a> <a href="https://www.businessinsider.in/indias-supreme-court-judgements-2018/articleshow/67253782.cms">10 landmark judgements India’s Supreme Court passed in 2018</a>

India’s 10% quota for jobs for ‘economically weaker sections’ to go into effect next month

<ul class="summary-list"><li><keyword id="11892889" type="UNKNOWN" weightage="60" keywordseo="california" source="Orion">California</keyword> passed a bill Wednesday that limits the <keyword id="12061148" type="UNKNOWN" weightage="60" keywordseo="quotas" source="Orion">quotas</keyword> warehouses can give their workers.</li><li>Under the bill, workers can demand transparency and protest quotas that interfere with their breaks.</li><li>The bill is partly geared towards <keyword id="11893181" type="UNKNOWN" weightage="60" keywordseo="amazon" source="Orion">Amazon</keyword>. Its author has said Amazon has "relentless" quotas.</li></ul>California just passed a new bill that could give Amazon workers the chance to push back against their quotas.<a href="https://leginfo.legislature.ca.gov/faces/billTextClient.xhtml?bill_id=202120220AB701">Assembly Bill 701</a> passed on Wednesday, and says <keyword id="9145833" type="UNKNOWN" weightage="60" keywordseo="warehouse-workers" source="Orion">warehouse workers</keyword> don't have to meet quotas that are high enough to prevent staff from taking breaks or going to the bathroom. Workers also don't have to comply with quotas that force them to skirt health and safety, the bill says.If the bill becomes law, it will force companies to be more transparent about quotas. It states that companies can't punish workers for meeting quotas they weren't told about.If it becomes law, warehouse workers would be able to request quota data from employers, and demand quotas be lowered if they interfere with breaks and staff safety. Workers who lose their jobs for not meeting targets could also appeal their termination.The bill must be signed by California Gov. Gavin Newsom before becoming law.While the bill does not specifically name Amazon, it is geared towards checking the power of the tech behemoth. Amazon workers have spoken out repeatedly about the speed they're expected to work at, with some saying they're <a href="https://www.businessinsider.com/black-friday-amazon-workers-protest-poor-working-conditions-2018-11?r=US&amp;IR=TIR=T">treated like robots</a>.When assembly member Lorena Gonzalez introduced the bill, she said <a href="https://a80.asmdc.org/press-releases/20210705-assemblywoman-gonzalezs-bill-protect-warehouse-workers-dangerous-working">rising workplace injury rates was due</a> to "online <keyword id="11893588" type="UNKNOWN" weightage="60" keywordseo="retail" source="Orion">retail</keyword> giants like Amazon subjecting their workers to debilitating work speeds and relentless production quotas." She also said that "Amazon manages their workers' productivity through a system of constant surveillance, which often results in workers having to compromise safety rules to keep up with their debilitating quotas."Amazon did not immediately respond when contacted by Insider for comment.Leaked company data obtained by <a href="https://revealnews.org/article/how-amazon-hid-its-safety-crisis/">Reveal</a> last year also showed <a href="https://www.businessinsider.com/explosive-reveal-amazon-warehouse-injuries-report-2020-9">Amazon's injury rates were significantly higher in its robotic warehouses</a>, where production quotas rose by as much as 300%. Amazon said Reveal had misinterpreted the data and that the company "obsess[es] about our employees and their safety."An undercover UK reporter working in an Amazon warehouse said <a href="https://www.businessinsider.com/amazon-warehouse-workers-have-to-pee-into-bottles-2018-4?r=US&amp;IR=TIR=T">workers peed in bottles</a> because they were too pressed for time to go to the bathroom. Amazon disputed the reporter's account - although it has since <a href="https://www.businessinsider.com/amazon-apologizes-for-tweet-acknowledged-drivers-do-pee-in-bottles-2021-4">admitted it is aware</a> of <a href="https://www.businessinsider.com/amazon-drivers-say-peeing-in-bottles-common-despite-company-denials-2021-3">drivers urinating in bottles</a> to hit their quotas.The obscurity of Amazon's productivity-monitoring systems has also been cited as a problem by workers.While Amazon workers are generally aware of their quotas for how many items they need to process, Amazon monitors their productivity using other metrics, including <a href="https://www.businessinsider.com/amazon-changing-how-it-measures-time-off-task-metric-2021-6?r=US&amp;IR=TIR=T">"Time off Task"</a> (TOT), which measures how much time workers spend away from their station.Catherine Highsmith, a worker at Amazon's Bessemer, Alabama, warehouse, told <a href="https://www.businessinsider.com/amazon-union-alabama-workers-describe-anti-union-tactics-bessemer-2021-3">Insider</a> in March that workers were not told how much TOT they had racked up, or how close they were to getting reprimanded as a result."You have no way of knowing - only the process assistants and managers are the people with access to those metrics and can see your time off task," she said.<a href="https://www.theverge.com/2019/4/25/18516004/amazon-warehouse-fulfillment-centers-productivity-firing-terminations">The Verge</a> in April 2019 obtained documents showing the company terminated hundreds of employees at one facility over the course of a year for not meeting productivity expectations. The documents also showed Amazon workers were tracked using automated systems that could terminate employees.In response to the Verge's piece, Amazon said that, "in general, the number of employee terminations have decreased over the last two years at this facility as well as across North America."

A new California law could let Amazon workers fight against 'relentless' quotas and demand to see hidden productivity metrics

The <keyword id="6356172" type="UNKNOWN" weightage="20" keywordseo="Maharashtra-government">Maharashtra government</keyword> is considering the option of reimbursing fees of students who would have benefited with <keyword id="6389157" type="PERSON" weightage="20" keywordseo="maratha">Maratha</keyword> reservation in admissions to medical colleges, state minister Amit Deshmukh said on Monday. Deshmukh, who is the state medical education minister, said his department will move a proposal in this regard before the state cabinet. The Supreme Court in September this year stayed the implementation of <keyword id="1643654" type="PERSON" weightage="20" keywordseo="Maratha-quota">Maratha quota</keyword> in jobs and education and referred the matter to a larger bench. The Maharashtra government later filed an application before a larger bench of the SC, seeking vacation of the stay on implementation of the quota. The state government is thinking of how students who have been affected by the Supreme Court's interim stay on implementation of Maratha quota can be given relief in admissions to medical education, Deshmukh told a TV channel. Asked if the government will reimburse their fees, he said, "...this (reimbursing fees) could be an option and the proposal will be moved before the cabinet by the medical education department." "Chief Minister Uddhav Thackeray ji will take a final call on the same after the cabinet discusses it," he said. Deshmukh also said the Maha Vikas Aghadi government -- comprising the Shiv Sena, NCP and Congress -- is committed to ensure that Maratha community students do not suffer. The Supreme Court in September stayed the implementation of 2018 Maharashtra law granting reservation to Marathas in education and jobs, but made it clear that the status of those who have availed of the benefits will not be disturbed. The Socially and Educationally Backward Classes (SEBC) Act, 2018 was enacted to grant reservation to people of Maratha community in Maharashtra in jobs and admissions. The Bombay High Court, while upholding the law in June last year, held that 16 per cent reservation was not justifiable, and said quota should not exceed 12 per cent in employment and 13 per cent in admissions.

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