As a manager with a limited budget that I want to stretch as much as possible, I need to limit the amount of it I spend paying for commutes. At the same time, I need to make sure my team is protected from the company abusing a commute cap.
Similarly, if I’m paying for an employee’s commute, I’d like to get some value out of that. That’s money out of my budget I’m spending for no appreciable gains unless they’re producing. I can build work that’s doable on a train or a bus.
Of course, all of this is solved by WFH as I said at the end of my previous post.
if I’m paying for an employee’s commute, I’d like to get some value out of that. That’s money out of my budget I’m spending for no appreciable gains unless they’re producing.
So, like bathrooms. Do you require employees to “produce” while in the bathroom, or do you write it off as part of general expenses along with chairs, lighting, and office cleaning?
Commuting is an expense linked to the production, and should be billed accordingly. The gains, are preparing the employee to produce; just like starting a production line, it doesn’t happen instantly.
Strictly speaking, even WFH employees should be paid a “getting up” rate for the time it takes them to get up to working speed.
If I’m actually onsite, my employer has tremendous control over that. They can play the music they want and ban headphones. They can put a bunch of informational literature all over the bathrooms (this is a thing Google does/did). If I start getting paid for the commute, suddenly my employer has the ability to start controlling that.
You and I agree that commute should be paid. What I think you’re lacking right now is my point about the commute being controlled. If it’s paid, it can be controlled, and that’s something I’m personally not comfortable with.
Everything I said applies to office work.
As a manager with a limited budget that I want to stretch as much as possible, I need to limit the amount of it I spend paying for commutes. At the same time, I need to make sure my team is protected from the company abusing a commute cap.
Similarly, if I’m paying for an employee’s commute, I’d like to get some value out of that. That’s money out of my budget I’m spending for no appreciable gains unless they’re producing. I can build work that’s doable on a train or a bus.
Of course, all of this is solved by WFH as I said at the end of my previous post.
So, like bathrooms. Do you require employees to “produce” while in the bathroom, or do you write it off as part of general expenses along with chairs, lighting, and office cleaning?
Commuting is an expense linked to the production, and should be billed accordingly. The gains, are preparing the employee to produce; just like starting a production line, it doesn’t happen instantly.
Strictly speaking, even WFH employees should be paid a “getting up” rate for the time it takes them to get up to working speed.
If I’m actually onsite, my employer has tremendous control over that. They can play the music they want and ban headphones. They can put a bunch of informational literature all over the bathrooms (this is a thing Google does/did). If I start getting paid for the commute, suddenly my employer has the ability to start controlling that.
You and I agree that commute should be paid. What I think you’re lacking right now is my point about the commute being controlled. If it’s paid, it can be controlled, and that’s something I’m personally not comfortable with.