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Unfortunately, Many are getting impacted by today's layoffs across the organisations and it is super hard to cope up mentally and financially. I came across few openings related to Adobe Experience Manager (AEM) consultants, experience ranging 4-12 Yrs. Please reach out to Teja Chandrashekar (teja@vdigitise.com), Phone: 7672030466. Hope this can help some of you to get back onto the feet. Kindly like, comment or share for better reach. Thanks much!! #experience #share #help #consultants
Hey! Any Google folks know if it’s possible to negotiate fully remote if a contract role is hybrid? Personally, I don’t want to relocate and go to the office on a contract role given the current economy. Plus, I’m assuming contractors are the first to go in layoffs. I just think it’s a fair trade off if I’d be allowed to work fully remote. I’m also trying to have flexibility to manage my Airbnb business in a different country. Same time zone as the home office if I’d travel weeks at a time.
Fears of a recession are reasonably causing people to take a second look at their job security. Seeing as many lawyers are working in specialty tax within PA how many of you are worried about a potential slowdown/layoffs within specialty tax? If not why do you feel you won’t be as affected? Deloitte EY PwC KPMG BDO Grant Thornton RSM Baker Tilly Crowe Andersen CliftonLarsonAllen
Paypal Hello, I've been offered Data engineer /Software Engineer at PayPal, india.
How's the company doing, is it profitable? Bit skeptical about the recent layoffs at PayPal.
Any data engineers at PayPal around? Whats your thoughts, how's the team doing and how would be the growth?
YOE - 5 TC offered : 19 Base +10k RSU (3 years)
TC seems to be a lowball, but that's their budget, no scope of negotiation.
Is it worth joining paypal
Soft layoffs at ProServe today ?
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Have they asked their employer for any accommodations due to the heart condition? If not, they should start there. The employer a duty to try to reasonably accommodate the employee under the ADA once a request is made, and once the employer knows the productivity issues are tied to a potential medical condition or disability, termination for the productivity issues starts to look like retaliation and thus becomes more trouble than it’s worth.
A1 is correct. Didn’t realize this was from the perspective of the employer. If you know the heart condition is the cause of the issues the employer has a threshold obligation to engage in an interactive process with the employee to determine whether the employee requires reasonable accommodation. This could be as simple as an informal meeting with HR (that is immediately memorialized thereafter for ees file) where the employer says something along the lines of “we noticed that your performance hasn’t been up to our standards lately, is there anything we can do on our end to help get you back on track?” Then if she uses her condition as an excuse you can ask her if her doctor has any recommendations of ways she can be accommodated in the workplace, and basically take it from there and make a determination as to whether the requested accommodation is reasonable or whether it causes undue hardship to employer or prevents ee from performing essential functions of her job. V fact specific from there.