Huh?
Edit: if you're asking if I think choosing not to get a COVID vaccine makes you entitled, I would say no.
Are you assuming these are lazy people or do you know them?
Edit: I can use my current job as an example for you later when I get time to type it up. Sorry for multiple edits. I was asleep when I made initial response.
@ShadowRun my current position has been undergoing a large turnover from retirement age guys to guys in their 30s and 40s for the past 5 years. The company I work for is an electric utility that uses union linemen and switchmen. My job is a management position that was traditionally filled with former union guys in their late 50s who were ready to get out of the field and finish out their last ten years in an office setting. In more recent years there have been steady, subtle changes to the job description that basically resulted in more responsibility, higher expectations, and more use of technology. With this shift came the implementation of an aptitude test to get the job. Most of the old union guys who would want to come in can't past the test. The more competent union guys choose not to come in because it would be a pay cut. Their hourly wage is about the same as hours, but they get a ton of over time.
Queue hiring younger guys from outside the company with more education/qualifications. Instead of doing anything to make the job more appealing to the union guys, the solution to finding people capable of passing the test and doing the job with the increased expectations has been to hire outside the company. We come in and learn that we're making less than the guys we're supervising, learn how the job has become more demanding but the pay hasn't changed, and learn that we're at minimum staffing with no honest effort being made to improve that. The company seems to have this idea that since they're hiring younger, more qualified guys the increased scope of the job should be no big deal. That might be true if their pay was in line with the industry standard and/or they were keeping a fully manned schedule to make the workload more manageable. There's also the fact that there is really no upward mobility in this office because the job used to be a retirement gig.
Now a trend has developed of guys coming into this position for ~3 years, using it to buff up their resume, and moving on. We have three superintendents in the office. Two have been with the company since they were 20 years old and one who came in from a different utility company a few years ago. The two company men are completely baffled by the fact that people want to leave and have this delusional idea that we should all be grateful to be here. They think it's the same job it was 10 years ago. The guy who came from a different company has been pushing hard for changes to try to make the job desirable because he recognizes a lot of the issues. For example, at the company he used to work for the guys in our position had another position working directly beneath them to handle a lot of the routine switching and simple stuff. We do not. We do it all. There's also the fact that the guys at this old company get about the same base pay as us, but also get quarterly retention bonuses. We do not get a retention bonus.
Just in case you're thinking that maybe the company is in a hard spot and can't afford to improve our situation: the company's profits have gone up every year for at least the 3 years I've worked here, we've had multiple wins in state congress hooking us up with bug gubmint money to improve infrastructure and go green, and the board saw fit to give the CEO an 8% raise and a $5 million bonus.
