justrudd is describing unilaterally breaking the rules because of his personal notions of what constitutes a fair contract.
I have a hard time imagining a more dysfunctional method of "negotiation". There are better ways to address differences in work expectations.
I understand the idea that you should be fairly compensated for fulfilling work expectations. I also understand that it's common for companies to have flexible PTO rules. But I've also heard of companies, very good ones to work for, that are not flexible about these things. It might not be the manager's choice. Or it might, and it might be possible to work around his/her style. Or it might not matter that much in the grand scheme of things. These are things you should be thinking about before you randomly quit over a rules quibble.
In your opinion - you're absolutely correct. I am breaking the "rules" because it is fairly obvious what we both believe is fair is very different.
For me, fair is what doesn't harm me financially and/or emotionally. It is easy to be glib and say things like "cable being installed" but what about sump pump being busted and my basement being flooded? Or a limb fell through my roof? Why is it OK for a company to expect me to put in extra effort but when I need a little kindness, empathy in return it's OK for them to say no? Sorry. You'll never convince me there are good companies to work for that do that. I am all for making money and increasing stock value (especially if I have options), but there has to be some give here.
An employment contract contains both explicitly specified terms as well as informal expectations, and sometimes the two even conflict. (For example, consider a bureaucratic corporation with a small division where managers shield underlings from the outside world.)
Justrudd isn't advocating staying and breaking the rules. He's advocating leaving when the informal expectations of the employer and employee don't match. I hardly see how it's "dysfunctional" to end a relationship that isn't making both parties happy.
I have a hard time imagining a more dysfunctional method of "negotiation". There are better ways to address differences in work expectations.
I understand the idea that you should be fairly compensated for fulfilling work expectations. I also understand that it's common for companies to have flexible PTO rules. But I've also heard of companies, very good ones to work for, that are not flexible about these things. It might not be the manager's choice. Or it might, and it might be possible to work around his/her style. Or it might not matter that much in the grand scheme of things. These are things you should be thinking about before you randomly quit over a rules quibble.