See this: https://www.usp.gv.at/mitarbeiter/beendigung-arbeitsverhaelt...
On the flip side, if one day you go in and you’ve just had enough of the hourly retail job and think you can get a better one, you can up and walk out then and there. Usually we flash the double V for Victory sign and say “Peace out!” when that’s the case. It’s fun.
I remember working as a waiter once and the Manager started assigning employees cleaning duties like getting on ladders for ceiling vents. Waiters get paid by tips, salary was $2.13 an hour at the time. When he asked me I told him I wouldn’t do it and would call the Workforce Commission if he wanted to push the issue. Needless to say I was the only front of house person not cleaning shit like a chump that day.
https://en.m.wikipedia.org/wiki/Right-to-work_law
All the states are At Will, but a number of them have exceptions that provide certain protections (ex. Not being fired for following the law):
Wtf?
No, "right to work" is not the opposite of "at will," they have almost nothing to do with each other. Furthermore, Texas IS a "right to work" state.
"Right-to-work" laws are laws that make joining a union not a requirement for employment.
All states in the US are "at will" employment.
Sounds like a good way to burn bridges. If I'd show up to work one day and tell them to suck it up for the next few months of planned projects, I do know what kind of reference my boss would provide to future employers.
It's not about loyalty or something, but so long as there isn't anything egregious, it does seem reasonable to me that both sides can expect a notice periods.
Two weeks is pretty customary and normal in the US. A few months of planned projects being a reason you "can't" leave really is not. I generally have projects in some stage of planning going out a while. That wouldn't mean I'm effectively tied to an employer for te duration.
After the trial/probation period where this notice period is not in effect, when I know what the employment is like, I'd much rather get a 13% higher salary and, should I choose to quit, wrap things up properly and do the job for 2-3 more months. (The notice period is not as long as we schedule ahead for: with 2 months' notice, we can find a good freelancer and get the paperwork done without time pressure, or the client can still find another firm in the worst case.)
Since I was fine with doing this job for years now, those months seem insignificant for the benefits that go both ways.
For most people, multiple months notice wouldn't work well. Either you quit without an offer in hand and spend half your remaining time job hunting or you have an offer but your potential new employer won't wait more than a month. I'd certainly think very hard before entering into such an arrangement as it would make getting a new job riskier.
Not true at all what you claim about Austria. There are zero protections in place for workers here unless you're over 50 or work at a place with a union (worker's council) that will fight for you. If you work for a small tech company you have no protections against unfair dismissal. Basically your boss can tell you at any time "in 30 days you won't work here anymore, goodbye" without any reason. Unlike other EU countries where you need to provide a specific legal reason why you're letting an employee go or you can get sued for unfair dismissal like the man in the article did to his former employer.
I spoke to Arbeite Kammer after being dismissed for no reason by a douchebag boss and they told me "your employer doesn't need a reason to dismiss you according to Austrian labor law".
My jaw dropped when I realized that Austria is basically, similar to US in this regard, where you get no protection against unfair dismissal except that here you get about 30-60 day notice period to find another job while you continue to work for your current employer. Austrian employers are even allowed to dismiss you while you're on sick leave. Crazy stuff.
Very backwards employment laws for an EU county.
When they're objectively worse than every other EU country, bordering on competing with the US, I can hardly call them "fine".
>If you make rules around dismissals stricter then you greatly harm the ability for a company to hire in the first place.
Please stop parroting the propaganda of the conservative party (ÖVP) who are bought and paid for by the business elite and would gladly tell us working 60h/week is in our best interest. The stricter employee protections in other EU countries haven't harmed the economy or innovations there. Do you see Netherlands or Sweden doing poorly economically because of their better employee protection laws? In fact their innovation and tech sectors are far above Austria's.
Nor did the lack of employee protection laws boost Austria's economic sector. Have you looked at Austrian skilled wages? They earn the lowest wages of all the German speaking countries causing an exodus of doctors and other skilled specialists to Germany and Switzerland, while Austrian devs make Eastern European wages. So how did the lack of worker protections help with this?
Maybe fixing the needlessly complex and conservative bureaucracy and high tax burdens on employers and employees would help improve the Austrian economic sector and make it more competitive and attractive for business, instead of taking away employee rights in a race to the bottom hoping that going the sweatshop route will make it more competitive.
If you think that you will get better wages if it’s harder to dismiss employees I have doubts. The main reason devs don’t earn enough in Austria is that it’s hard and expensive to have a business there and that the country is not appealing for employees. That means that the few good IT companies have a small labor pool and need to relocate developers for whom the country is not appealing.
So the general taxation situation and the complexities in doing business (lots of notaries needed, slow processes) make it unappealing.
Which companies in Austria pay 100.000 Euro salaries?
in this particular example, the legal date for termination in austria would have been december 31st (because by default it is 6 weeks notice after august 26, to the nearest quarter) in germany it would have been september 30th.
and for termination without notice
https://www.arbeitnehmer.at/kuendigung/entlassung/
pretty clearly spells out the reasons when someone can be fired, which contradicts your claim that people can be fired for no reason.
I think you are misunderstanding. Unlike Austria, in most others EU countries you can't terminate employees, even with notice, without providing a reason.
it seems that austria really is the bad exception here.