Driven By Economic Incentives

I have two friends, one is a combat veteran, the other is in finance software development. What frustrates me about them is they constantly say they need to leave their current jobs. One of them wants a full time 40-hour a week federal government job in the office. The other wants a unionized city job. But neither of them make a concerted effort to apply to any.

Recently my former boss at the Census says with the new veterans preference rules and the combat veterans returning from the Global War On Terrorism, many job vacancies do not even get past the veterans. Which means if he applied to any of the over 120 jobs I applied and lost out to veterans that he probably could land one. (And it’s not like I didn’t want to become a combat veteran. I tried.)

Another one of my friends is idly waiting until a headhunter calls him back. He says he constantly wants a city job with reasonable hours. In the City of New York, non-managerial jobs are unionized. The average programmer gets paid $60-85K but because the union considers working over 40 hours a week worker exploitation, overtime is paid for hours worked over 40. What I found disturbing was that the union has negotiated the overtime rate at time and a half. In the federal government anyone above a GS-10 step 1 can be paid overtime but it is capped at.

Overtime Hourly Rate

For employees with rates of basic pay equal to or less than the rate of basic pay for GS-10, step 1, the overtime hourly rate is the employee’s hourly rate of basic pay multiplied by 1.5.

Section 1121 of the National Defense Authorization Act for Fiscal Year 2004 (Public Law 108-136) amended the overtime pay cap provisions that apply to employees covered by 5 U.S.C. 5542(a)(2). The new overtime pay cap became effective on November 24, 2003. Under the amended 5 U.S.C. 5542(a)(2), for employees with rates of basic pay greater than the basic pay for GS-10, step 1, the overtime hourly rate is the greater of—

(1) the hourly rate of basic pay for GS-10, step 1, multiplied by 1.5,
     or
(2) the employee’s hourly rate of basic pay.

These hourly overtime pay limitations do not apply to prevailing rate (wage) employees or to FLSA overtime pay.

I have said time and time again people are driven and act on incentives. So here is the deal I offer. There is a research university that is currently hiring for a programmer. My friend has a good friend who goes to the research university (or so he claims), she is always constantly looking for people to sunbathe with during the day and the man of her dreams.

If he gets this job he can work 40 less hours a week, sunbathe with her while sipping bubble tea and enjoy his summer. (I think this one is in the bag) I am also going to advertise this to as many qualified men as I know with the enticement that if they get the job they get her phone number and possibly an opportunity to sunbathe with a 32C-24-32 girl. This girl thinks I am a creep. However all my friend has to do to prevent a creep calling her is get the job. People are economics and incentive driven. And I have presented the correct incentives.

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