this post was submitted on 08 Aug 2026
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Work Reform
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A place to discuss positive changes that can make work more equitable, and to vent about current practices. We are NOT against work; we just want the fruits of our labor to be recognized better.
Our Philosophies:
- All workers must be paid a living wage for their labor.
- Income inequality is the main cause of lower living standards.
- Workers must join together and fight back for what is rightfully theirs.
- We must not be divided and conquered. Workers gain the most when they focus on unifying issues.
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- Higher wages for underpaid workers.
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- Better and fewer working hours.
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Part time and contractors should be included, not just FTE.
And it should be 4 weeks. To make up for all that "productivity" we already put in without time off.
...and to bring you in line with the rest of the world.
Start with something.
Contractors are difficult because they tend to be hourly, and hourly employees lose out when there is time off. My first studio would do typical 2 week shutdownns around Christmas time, but they stopped doing it because workers complained about lost pay.
They should definitely be added. But I think getting a foot in the door is more important while we still have this current administration.
How should this go about if I may ask? Genuinely curious to learn the terminologies behind this.
Is it a bonus? Paid leave?
A bit hard to say. Since there's two major types of contractors
the "basically employees" contractors are ones who do everything expected of an employee but aren't granted the status of an employee. This is a "simple" matter in enforcing that they be actual employees under the law, either through courts or with a definition of duties that keep them from skirting that line (though employers will always try). Basically make the definition relatively lax so they can't do stuff like "work 38 hours a week" to avoid it.
The "truly contractors" who essentially set their own hours and get paid for work provided. Basically stuff in the gig economy . These are pay as you go so I'm not sure you can enforce vacation time into this model.
For the second, I can see it being offered by the employer -a merciful one that is- that you get paid leave. It can be also a sort of compensation if the work tasked is expected to have a crunch time toward the late stage.