| ▲ | losteric 3 days ago |
| On my teams, if someone got paged off-hours they would just work less the day after the event. imo it should just be part of the regular salary/work expectations, incentivizing keeping oncall low |
|
| ▲ | kelnos 3 days ago | parent | next [-] |
| Gross, no. This just allows management to ignore problems and push development teams to do feature work, even when everything is on fire and the oncall person is getting paged multiple times per day. Oncall should be compensated, always. The oncall person should get a flat rate just for being on standby, and should also receive a per-page payout, and that amount should be larger if the page happens outside regular business hours. Then management will actually realize there's a cost to pushing features and pulling in deadlines at the expense of robust engineering practices. Or they can decide they are fine with that, and paying the oncall person is a cost of doing business they way they want to. I've seen too many instances either issues they come up during oncall never get fixed, and just page and page and page. I will never again work at a company where oncall is "just a part of the job". I value my own time too much. |
| |
| ▲ | sgarland 3 days ago | parent [-] | | > Or they can decide they are fine with that, and paying the oncall person is a cost of doing business they way they want to. I was going to say, this would almost certainly be the outcome. Companies have no problem throwing millions at AWS, DataDog, etc. They certainly aren’t going to blink at an employee making a couple hundred bucks extra per day. |
|
|
| ▲ | rk06 3 days ago | parent | prev | next [-] |
| No, it should be compensated, so Management prioritises fixing issues, instead of adding new bugs |
| |
| ▲ | Buttons840 3 days ago | parent [-] | | I've wished for a tech workers union for this reason. I don't care about pay, let the union say nothing about pay. But let's align incentives. Any time spent fixing issues on-call is compensated 4-to-1. Workers may accrue compensation time, and any compensation time in excess of 20 hours is paid 10-to-1 when the employee leaves. The idea here isn't for workers to accrue and cash out comp time, but instead to give an incentive to the organization to ensure workers use their comp time. Let's align incentives, what's hard on the worker should be hard on the owners and management. | | |
| ▲ | cess11 3 days ago | parent | next [-] | | All you need is three people that agree on one realistic change at your workplace and you have a union. From there you start having regular meetings and plan a strategy for pushing this single issue. When that's done, chill for a while, do some recruiting and education in the workplace and think about what the next realistic change ought to be. | |
| ▲ | erik_seaberg 2 days ago | parent | prev [-] | | We can pay for oncall availability, but rewarding outages and slow recoveries is a dangerous incentive. |
|
|
|
| ▲ | tkzed49 3 days ago | parent | prev [-] |
| Where I work, this would have no impact on the amount of tasks shoved into the pipeline by product and leadership. |
| |
| ▲ | kelnos 3 days ago | parent [-] | | Perhaps not, but at least the oncall person will be compensated for the crap they have to put up with. |
|
