I don't see any common men programming with AI. I see AI doing all the common man office jobs. It's great at generating emails, slide decks and spreadsheets.
I would much rather live in a safe area with unpaid overtime. I like my job. Worse for people who don't. I do think we should go much harder on white-collar crime, without relativizing street crime.
The externalities for street crime are huge. A home is burglarized for $1000 and the whole neighborhood will experience much lower quality of life after the crime.
How is an employer or landlord an "authority"? Having the same standards for employers and landlords as they have for employees and tenants sounds like a great idea. We'd get rid of many hostile anti-employee and tenant practices quickly.
It wasn't a study, but showing that you can have the strongest labor protections and negligible unemployment. Worth striving for. But there are actual studies, including a few citing yours, that show no such relation. Regardless, a 1.29 point increase in unemployment for not having at-will employment sounds like a bargain to me.
I think people look more desperate to hype these LLM toys, that they are not the next blockchain or self-driving car. When they fail it's just excuses like you are not using the latest version or "prompting" them right.
The LLM value add for coding is less than the value add of syntax highlighting in my experience.
A regular family home with 4 bedrooms near the office is $3M or more. If you have to save aggressively for 10 or 20 years to own a home close to work, then you are at best working class.
It is purely for the benefit of the employer. You can always negotiate a shorter or asymmetric notice period. There does not appear to be any relation between "flexibility" (at-will employment so companies can abuse you) and unemployment rates. Japan has 3% unemployment and stronger labor protections than Europe.
It's not. You can always fire someone who doesn't do their job. It's slightly harder to fire someone for having the wrong haircut. You can always try constructive dismissal, the penalties are peanuts. Or buy out their permanent contract, it's pretty cheap like an American sign-on bonus.
You can negotiate that clause away. An employer that wants at-will employment periods should pay US wages or at least contractor rates for those periods.