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Comment Re: Oh well (Score 1) 247

They can work, but they have major issues.

1)For at least the first 6 months, if not the first several years, it will take more time and money to teach them than they generate. Why would any company do this?

2)As a hiring manager at company B, I see you apprenticed at company A. I have no idea if that means you're qualified. I can't trust company A to tell me, they're a competitor. Schools stand as a neutral 3rd party telling me that they've completed a set curriculum and should know that much. It's not perfect, but it's a start.

3)Some fields just have a huge amount of up front learning before you can be useful at all. Apprentice plumber? You can run and fetch tools and hold things in place while you watch and learn. Apprentice electrical engineer? You have no idea what inductance is on day one. There's literally nothing you can do. So basically at this point you're hoping the company sets up a school.

Comment Re:The alternative title (Score 1) 65

Chances are, those full-time jobs would effectively quash their food stamps and medicaid because some places have a clause where those benefits go once you exceed 40 hours or so.

But gig shifts will let you maintain SNAP or EBT, and medicaid. The employer won't have to set aside some budget for benefits they offer regular employees for these "temp" workers

Comment Did they go through the vintage process (Score 1) 65

You know, hire an outside party to come in and take a close look at what each individual employee is contributing, tenure, red staplers, and then hear out each individual's commentary on how many bosses get to visit him regarding the cover page of something called TPS Reports

Also a summary of one's typical day at the office would apply, etc

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