Since AI’s arrival in 2023, otiose corp. had run a pay system tied to employee output and revenue results. As a result, more than 95% of employees saw their annual income rise by 120% or more. Starting this year, however, opposition began to surface: “I can’t stand the stress of pay going up and down,” “Because pay has no ceiling, I feel a compulsion to work even harder, and my happiness has dropped,” and “To raise output you need AI, but I don’t want to touch AI.”

HR introduced the following system in June 2026.

This system sets a ceiling on salary.

In exchange for the ceiling, neither the quality nor the quantity of output is questioned.

Performance reviews carry over from the prior year. Anyone without a prior-year review, or who objects to it, may request re-evaluation.

Those who apply are guaranteed 110% of the prior year’s salary.

The system can be changed midstream. To change, notify at least 10 days before the previous month.

Seventy-five percent applied. The CEO is one of them.After the announcement, 75% of all employees applied, and the system went into operation. Six of the company’s ten directors also applied.

That sparked debate — “Is it really appropriate for leadership to choose ‘output optional’?” — but overwhelming shareholder opposition was overridden, and operations began including those six directors. One of the six is the CEO. The objection was that leadership should not be the ones to take a status in which output is optional. It was heard, and it did not carry. No separate rule was written for a director, and none for the CEO. They are on the ceiling on the same terms as everyone else who applied.

The other twenty-five percent did not apply.They are not a remainder HR can skip. By this company’s own measure, they are the most otiose. HR collected reasons for not applying, and more than one answer was allowed. The largest share was “I still want to be beaten, with no ceiling on the pay” (38%). Next was “A ceiling means defeat” (27%). Then “I am fused with AI, so if evaluation is waived I will not know who I am” (21%). Then “My family told me, ‘You can still earn’” (14%). The ceiling is open to them on the same notice as everyone else. They have not taken it.

Four months in, Zen Milkcandy is not worried.One applicant, Zen Milkcandy of the PR department, put it this way: “From the day I joined, otiose already paid well — about 1.8× my previous job — and I was satisfied. When output-linked pay launched, I was genuinely happy.

In 2024 I was above SF big-tech engineer levels. But then I started asking myself, ‘What if my pay drops…?’ and ‘Am I really producing output that matches this salary…?’ and my mental health slipped. So I applied for the salary ceiling system. Four months in, it’s great. Pay is 110% of last year’s peak, so I’m not worried. I’m nothing but grateful to the company.”

The sustainability plan already has a kill switch.Some employees, executives, and shareholders have also asked a going-concern question: “With this much money poured out to staff, is the business okay?” Our company, however, exists to maximize employees’ greatest happiness here and now. Corporate permanence is not required. The sustainability plan says so under “2. Management: Power Sustainability,” in The “Kill Switch” Policy (Life Over Business). The business is not our life. It is a tool for life. If our business ever threatens our health, family, or joy, we reserve the right to shut it down immediately. We are ready to walk away at any moment. When the money runs out, we will cheerfully dissolve at any time.

Internal HR, otiose corp.