You can fire a contractor on the spot for no reason whatsoever.

I have yet to hear anything good come from a union in the last decade or so.

Ohh, the irony...

So having a job that you really love means you're one of the select few that has one that fewer people CAN do than what's necessary.

And, it usually means you're not getting paid what you're worth, since they know that if you like the work they can pay you less.

Well, when you consider that employers in the USA don't have to give any vacation, sick time, etc AT ALL, 3 weeks is pretty generous in comparison.

If you are refusing projects to keep your day job, you are losing money on the long run.

Take health insurance into account when you're figuring that. If I were to pay my health insurance myself it'd be another $1300 a month.

Thunderbird and Seamonkey have no paid developers.

And, as a result, likely no clueless non-technical product "managers" that never met a feature they didn't like, and also never met a tech lead or developer whose objections they couldn't ignore.

And as a manager, I sure don't need to lose the important ability to fire a worker who just isn't working out.

Gosh, you might have to *gasp* TRAIN them to be better workers! Can't have that! Much better to toss them out like used toilet paper.

There's always one, isn't there.

Plus, you have all the worker rights of the US and can use legal action

Worker rights. lol.

For almost a decade, one can transfer H1Bs. So, if your boss treats you badly or pays you too low, you can switch jobs and keep the same H1B. There are also lots of headhunters who poach H1Bs because the original employer has done all the hard work of getting the H1B, paying the fees and bringing the worker to the US. If they can get them to switch employers, you avoid all the costs of hiring a fresh H1B.

And if your current employer finds out you're talking to a headhunter or interviewing elsewhere, you get fired and deported. No thanks.

For the same reason you feel the need to pile on someone who's admitted his mistake.

If you bothered to read my other response to the first person who corrected me, you'd see that this comment was unnecessary. Please satisfy your desire to be right on the internet somewhere else.

I stand corrected then.

He'd have had a great deal more credibility (and thus have a greater impact) had he gone through proper channels first and gotten no satisfaction. He'd be able to say "I tried to do this the right way, hoping that the system would correct itself, but it didn't, so I decided that the people should know about this by other means."

I feel like the 4-year curriculum doesn't prepare you too well for that kind of work, as they spend more time on big-picture concepts than on applicable practices; in contrast, my time at a 2-year institution primed me with the actual technologies (SQL, Java, HTML, etc.)

The problem is that the C students in HR can't understand how someone with a 2-year degree can be better qualified than someone with a 4-year degree. It's too hard for them to actually think or look beyond the education line on a resume, so the 2-year folks get binned. Then HR complains that there are no qualified candidates - when all they have to do to find them is look in the bin under their desk.

Do you, now.