> The terms of the exchange is your time for money.
So the contract only covers time? Not actual work, but only time? Do I get to spend the time how I want as long as there is a paper trail that it was your time I just wasted?
> The company isn't a charity.
Yet both are legal and social constructs and not something you can make up on the fly to fit your personal preferences.
> it makes little sense for employers to provide it.
I have been worked to exhaustion for one employer. You don't get to reap the profits and socialize the costs, that only incentivizes more abuse.
> You run a 10 person startup and one of your employees got a long term disability?
So if that person was you would you fire yourself and move onto the street in front of your former business?
This is why we need to both good private (insurance) and public (social benefit) safety net programs in place.
In the case of a small startup, long term disability insurance should cover the living costs of that disability. Yes, that person should be let go, even a founder, if they are unable to perform their duties. But they shouldn't be kicked the street, and the company also shouldn't be on the hook for their care. Either through premiums or taxes, this situation should be accounted for ahead of time. Employment shouldn't be a lifetime obligation of a company.
>So the contract only covers time? Not actual work, but only time? Do I get to spend the time how I want as long as there is a paper trail that it was your time I just wasted?
I'm not sure whether this is supposed to be gotcha at my wording, but it's pretty obvious that if you're paying for someone's time, there's an expectation that they're doing what you want them to do. Otherwise it's like ordering an airbnb but you don't get to use it.
>Yet both are legal and social constructs and not something you can make up on the fly to fit your personal preferences.
Let's go with the legal construct then. Most companies are not in fact "charities" as defined in Internal Revenue Code (26 U.S.C. ยง 501(c)).
>I have been worked to exhaustion for one employer.
No one is forcing you to work "to exhaustion".
>You don't get to reap the profits and socialize the costs, that only incentivizes more abuse.
If you read my previous comment carefully you'd note that I was only against leaving the responsibility of providing those services to companies. That does not preclude companies paying for those services in some way. Most developed countries don't leave the responsibility of providing healthcare to companies, and instead use a combination of public/private insurance schemes that companies and individuals pay into. Are you against that as well, because that would allow companies to "reap the profits and socialize the costs"?
>So if that person was you would you fire yourself and move onto the street in front of your former business?
In reality there are other considerations for key employees like the CEO which complicates this, but in principle? Yes. The CEO has a fiduciary duty to shareholders and if he's incapacitated and unable to fulfill his duties he should step down rather than using the company as a personal rainy day fund.
> I'm not sure whether this is supposed to be gotcha at my wording, but it's pretty obvious that if you're paying for someone's time, there's an expectation that they're doing what you want them to do.
It was indeed a good question, getting you closer to the truth: No, the employee isn't getting paid for time. No, the employee isn't getting paid for results. The employee is getting paid for fulfilling their terms of an employment contract which may include terms regarding time, results, and benefits that treat the employee as a human being, rather than a cog.
So the main reason to give such benefits to an employee of yours would be because the contract you signed says you have to.
So the contract only covers time? Not actual work, but only time? Do I get to spend the time how I want as long as there is a paper trail that it was your time I just wasted?
> The company isn't a charity.
Yet both are legal and social constructs and not something you can make up on the fly to fit your personal preferences.
> it makes little sense for employers to provide it.
I have been worked to exhaustion for one employer. You don't get to reap the profits and socialize the costs, that only incentivizes more abuse.
> You run a 10 person startup and one of your employees got a long term disability?
So if that person was you would you fire yourself and move onto the street in front of your former business?