Quote:Get some sleep, man.  Nothing worse than going to work dead tired.

 

Also, I'm glad you enjoy your non-union job.  I have respect for anyone who has a (legal) job, union or non-union, and provides for their families.  That's really the only thing that matters.  It sounds like your situation, if not unique, is rare.  Being able to name your own rate is a luxury, that's for sure.

 

We're both "winning" and not just in the Charlie Sheen sense.  You don't like unions and don't want to be in one, and I'm glad to be part of my union.  We're both successful in our own opinion.  Let's just be happy for each other and get back to those areas where we share a common viewpoint, which is probably on 80% of the rest of the stuff.

 

I did get some well needed rest, thanks.

 

I should clarify something though.  I have a "day job" that is pretty standard as far as salary that I've done for several years.  I also "freelance" on occasion if the job interests me enough.  The freelance work is where I can pretty much name my price and I must admit, that particular skill set is kind of rare and unique.  What I was pointing out though is that my experience with employers has always been positive.  I have never been fired from a job or left on bad terms.  As I said before I've even had employers that I was leaving try to match or exceed the offer that I got from my next employer.  Companies/corporations aren't out to "screw their employees" as some have tried to imply.

 

Contrary to your earlier post, every job has a certain value/dollar figure associated with it.  I forget what the exact term for it is, but it's basically the cost that a company considers your job is worth.  Let's say that a person earns an hourly wage of $20 per hour.  That's actually not the value of that job.  Employers also figure in the cost of benefits such as time off, health insurance, workman's compensation insurance, etc.  The cost of taxes is also figured in.  They also figure in a certain amount of profit that they make from that job.  So in all reality, to the company that pays a wage of $20 per hour, the job actually has a value to the company more along the lines of say $60 per hour or more.  How that $60 per hour is paid out makes no difference, so if they negotiate a contract with a union and the union says that the salary should be $25 per hour, the company will agree, but that extra $5 per hour comes from somewhere else in the form of a lesser benefit or a lower tax rate.

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