33

It isn’t that the company owns you 100%. It’s that by submitting to Open source in such a way can put IBM into a legal pickle. A couple of examples (not limited to). Possible protected Intellectual Property (IP) being released to the public. Possible open source IP being submitted to internal projects which would change/invalidate the license agreement on ...


10

Some jurisdictions have at-will employment which, in the absence of a contract, can give employers the ability to fire employees at will (with exceptions). So, even if a law doesn't specifically allow it, it's implicitly allowed. In a lot of countries, employers and employees can agree to contracts that mandate specific behaviour even outside of work. An ...


8

I believe this question needs a frame challenge, as the question does not actually exactly match the quoted text. Even in the most progressive countries, where an employer definitely does not "own" their employees 100% of the time, they can set limits to what employees do outside of their regular working hours. A simple example is that even though ...


7

It really depends on the company culture. At my startup, yes. At my previous startup, no. In some places unlimited PTO is meant to be a perk for responsible employees; don't be constrained to X days and be flexible as long as you're getting stuff done. In others it's just an accounting dodge so the company doesn't have to carry the PTO balances as a ...


6

Go ahead and ask, nothing wrong with that. Let them know the reason and it will probably be ok. The worst they can do is say "no," but at least you'll have an answer from people who can actually give you a definitive answer.


3

Mostly in addition to what @jcaron writes, here in [Germany], the employer definitively does not "own" the employee 100 % of the the time. But there are certain legal defaults (default meaning that the employment contract can deviate in favor of the employee, but not to the advantage of the employer) that assign IP rights to the employer regardless ...


2

"PTO policies" vary by employer – and there are actually some very-exotic legal/accounting reasons for those differences – but it basically comes down to this: "if you need time off, just ask for it and explain why." Don't feel that you cannot or should not ask, or that you run a risk by asking.


2

I would agree with the other answers: it's going to vary by company, or even by the particular part of the company where you're working. A team with more "active" problems (like customer service) might have stricter rules than a research team where being understaffed is less of an issue. You'll need to ask, and they should be able to give you an ...


1

Following on the answer that cbeleites unhappy with SX gave, I would also add that it depends on any Employment agreements that might be in place. As noted in a couple of answers, in general any "inventions", even outside of "normal" work hours may be subject to claims by the company. An example of a potential clause (from a U.S. based ...


1

Many third World countries and developing nations the employer basically owns the employees time and activities whenever they want. Depending on the status of the employee. I've seen a guy get beaten unconscious by a boss and still come to work the next day. Totally legitimate in pragmatic terms.


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