Strongly disagree. If I develop software people buy, I should own it all the way through and keep my customers satisfied to the beat of my ability. And I should be compensated accordingly.
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Replying to @theconfigurator
I believe that being oncall makes the software quality worse (bc you're developing it, at least some of the time, in a state of distraction and sleeplessness), not better. Few other fields do this. You don't see farmers saying they need to watch families drink their milk at 2am.
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Replying to @mcmillen @theconfigurator
Aren't you making an argument for "no 24/7 oncall" instead of "no oncall" here? With a sufficiently distributed team, you can split oncall coverage across timezones. Weekends are annoying, but that's something you can improve with comp/vacation bonuses.
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When I was on a team with oncall responsibilities at Google, it was 12h/day (usually 7am-7pm), not for more than 1 week at a time, it was budgeted that > 50% of my time that week would be spent on ops/oncall tasks, and I was getting +2.5 days of vacation for each week of oncall.
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Replying to @delroth_ @theconfigurator
I was on a team with 24hr/day oncall responsibilities at Google and there was no extra pay, no vacation, and we still had to write code. And since the team was only 6 people, everyone was oncall for 2 weeks in a row, then 4 weeks off.
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Admittedly, I was in SRE and we had a 5min SLA, but I definitely reasonably got compensated for oncall time. I thought there were a generic set of rules for oncall compensation based on the SLA. I could see that being gamed though. Whatever the reason, that sucks.
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I remember reading those rules exactly, and how they applied differently to SWE and SRE - my team didn't have oncall. There was a different bonus amount for 5-minute SLA, 30-minute SLA, and some other levels. That's where Iearned there are different kinds of oncall SLAs.
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And there's the other, far more common case, which is that technically you don't have an SLA or any chance to ever have SRE support, but you're still required to be oncall without compensation and that's just your life.
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I don't know about your work situation at Google, but I think if my team adopted such a policy it would very quickly become a case of "you compensate me, you exempt me, or you replace me". (Luckily, we have actual employment laws where I live, so this isn't legal anyway.)
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If only there were some kind of way that workers could bargain, collectively, for better working conditions. I wonder what you'd call that...
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You don't have to sell a frenchman on unions ;-)
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Pareil ici :)
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