Between Posts

Some background first.  I am retired (from the "regular" workforce) after 38 years in HR management. While my retirement occurred prior to the start of the Covid-19 pandemic, I had some experience with remote working pre-Covid, and vicarious experience through my wife's remote working during Covid. Allow me to say, then, that I don't think the surveillance issue has so much to do with where the employee does his/her work. I believe it has mostly to do with how the employee's supervisor or manager does his/her work. As I read about and reflect on the burgeoning employer practice of WFH surveillance of employees I am disturbed but not surprised by the knee-jerk panic of some managers who are afraid they suddenly are going to be taken advantage of by people working from home. I suspect those same managers already were taken advantage of by the same employees who formerly worked in cubicles within the manager's line-of-sight.  Surveillance Did Not Work Before

Companies create the jobs that pay the wages that get taxed by the government … Labor Force Participation Rates Directly Correlate to Taxes Collected The more jobs a company creates, the more income taxes the government rakes in. Conversely, the more the government taxes companies and raises the minimum wage, the fewer jobs companies create. Ergo, companies create jobs that create tax payments; governments destroy tax revenue when they excessively tax companies, because excessive taxes destroy jobs. The federal Government's double-dip Government taxes the income of those who work in the jobs the companies create, then they turn around and tax the companies on top of the income taxes paid by the companys' workers.  Example: General Motors:  Find more statistics at Statista In 2020, the average rate of pay for a General Motors employee was $27.00 per hour, with an average annual bonus of $8,000. All in, the average annual pay was $62,540 dollars. Multiply that by 155,000 worker