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Fidelity Investments I joined FIL on 08th August 2022 and hence was eligible for appraisal but even after a good feedback, I was told that there is no increment in salary as well as bonus because of "Too Soon To Decide" rating. And this is being followed not just in our team but in whole FIL. This is the first time I am hearing such kind of thing and didn't found any thing like this on "HR Hub". So, if anyone of you know about this or have received similar gyan from Manager, please share your experience. Fidelity In
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Anyone in PWC London Digital & Cloud COE?
Hi Fishies! (Is that what we are? I’m going with it)
I just came across a Google Research and Insights role that got me SUPER excited and I was about to apply when I had the idea of seeing if anyone would be willing to give me a referral. I understand (and respect) that most of you Googlers on here feel that a referral is only useful if you know the person but I would be happy to jump on the phone to give you some info about me. It would mean so much! 4 YOE at a major audio steaming service
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I think it’s great.
I think its about time, companies start doing that. Unless there is a medical reason to not get vaxxed, if you are not vaxxed then its about time those folks start paying for it.
It also just makes business sense. My company’s average cost for a hospitalized covid patient was $80,000 last year, and Intel’s way bigger than we are. Not to mention lost productivity and business continuity planning. Sorry, but business is cold, and people who don’t vaccinate know they are 2.5 times more likely to die. Everyone’s playing a numbers game in this scenario one way or the other.
Hard to disagree with what you said. I feel - individual contributors in most places just want common sense solutions perhaps intermingled with mostly wfh while things get sorted out at the macro level.
There is of course the oddball IC here and there that ppl in mgmt like yourself probably loathe to have to deal with.
Why can’t they just wfh?
Federal contractor thing has been put to bed for now by the courts.
Cannot really argue with the clean room people - but clearly not everyone works there - so ...
Hopefully they cut their health insurance as well, with how expensive COVID hospital stays are.
VP of Government Relations says it way better than me in his comment down below.
Sure, it’s all your decision if you don’t want to get vaccinated, but other people shouldn’t have to pay the bill (through their health insurance premiums) if you get sick. Similarly, if you’re a heavy smoker, you need to pay more for your health insurance premiums. If you have 4 DUIs, you shouldn’t be able to get auto insurance either (since your license would have been taken away anyway).
Your decision to get vaccinated has consequences, and be prepared to live (or die) by those consequences.
Disturbing to say the least...
Slippery slope that is more about power than keeping people safe - But having said they, every company should have the right to do what they want.
They should however also at a minimum realize that by enforcing vaccine mandates they give up the right to call themselves equal opportunity employers! There is no having it both ways!
Pro
Alas, willful stupidity is not a disability recognized by the ADA.
I understand it is a requirement if the company is a federal contractor.
The latest court action is that the executive action *is* enforceable. Sure that will change again in the ping pong game, but 🤷🏻♀️
And how does unpaid leave work, even? What's the difference between that and firing someone? Why would anyone remain "employed" but not collect a salary. Makes zero sense to me.
It means they still have a job to go back to. Firing someone means that the company no longer has to deal with their irresponsible health decisions. Unpaid leave means they can still work there once they follow public health guidelines.