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Anonymous
04/29/20 at 1:21PM UTC
in
Money

Salary

I’ve been with my company for 3+ years and found out the new hires are being offered $25k-$30k more than what I’m currently making.. how do I approach this with my supervisor?

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Anonymous
05/01/20 at 11:57AM UTC
I can help you with a private loan. Email me [email protected]
Saudia Santure
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247
04/30/20 at 12:50PM UTC
You should definitely have a conversation about the value of experience in light of all these new folks!! If you dont ask, you dont get!
Anonymous
04/29/20 at 8:59PM UTC
Thank you for the advice everyone. I’m making an outline of all my reviews and the positives I’ve brought to the company and how I’ve meet my goals every year. I have volunteered to be a mentor to the new employees and anyone who needs help. I have many emails of gratitude from brokers for helping them and saving them from disasters.
Madeline M.
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110
Director of Client Services
04/29/20 at 3:21PM UTC
That's a huge discrepancy in pay. Could it be because the new hires are coming in with a degree? That could be a determining factor. What where your past performance evaluation ratings? Are there any development opportunities you are still needing to accomplish? I would inquire with H.R. or your manager what the pay range is for the position so you know where you fall on the pay scale spectrum. Then I would have a one on one conversation to ask what I can do to get to the median or higher end of the pay scale. Perhaps volunteering more for projects, doing some self-evaluation of your attitude and how you could be impacting the team if your behaviors are not in line with what your manager and/or company wants to see in their staff. If you believe you are doing everything right, then I would look for another opportunity where I'll be paid fair and equitably.
Jackie Ghedine
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5.71k
Coach for Gen X Women | Jack Russell of Humans
04/29/20 at 2:32PM UTC
Direct communication that is succinct and specific is critical with situations like this. It's easy to let emotions get in the way, but that can derail you. Understanding your personal brand, what you deliver and how it impacts the bottom line of the company is where you need to focus for this conversation. Write down examples, understand your value and how it's benefited the company thus far and explain how it will continue to be a tremendous asset to the company moving forward. You always want to answer, what does this mean and why does it matter. We have an incredible zero-cost resource, The Brand of You Creative Brief that you can download to kickstart bigger thinking about you, check it out below. https://bit.ly/2xlkuOr
Sweet Caroline
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4.25k
04/29/20 at 2:17PM UTC
Forget what your coworkers are making and figure out what other companies are paying for your role, use that data to explain why you are worth more. It has never seemed to work out for people I know when they go in saying "You are paying X more than me", bosses take offense to it even though they shouldn't. However if you go in and say "I have done my research and the industry is paying X-Y for this role, based on my proven track record I would like you to reevaluate my compensation" and see what they say. You have to have outside data though to back you up.
Kristyn Parker-Meyer
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649
An imperfect person trying to be my best
04/29/20 at 2:31PM UTC
I agree! I worked for a company where you would be fired for talking about salary with another staff member. I would get the information from other companies to get an idea of what others are making in the field.
Anonymous
04/29/20 at 2:30PM UTC
I think she pretty clearly communicated she knows she worth more. There's a reason why the terms equal pay and protected class exist. It's just more positive if you can avoid using the terms. Since she didn't say she doesn't like her job or company she shouldn't have to jump thru hoops doing market research. Per federal law, employers can no longer prohibit discussion of compensation, even if an NDA was signed.
Sweet Caroline
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4.25k
04/29/20 at 2:35PM UTC
She made no indication the pay gap is due to age, race, gender or any other reason. There is no law that requires employers to pay two people the same amount for the same role, they cannot pay one less because they are part of a protected class, but if one person is a better negotiator, they can get more.
morales971
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430
An essential worker for the power of positivity.
04/29/20 at 2:04PM UTC
The best advice I ever received about communication is that it should be "H.O.T." - Honest, Open, and Two-Way. It should be as important for your supervisor to have an honest relationship with their employees as it is important for you to know your worth. Be strong enough to broach the subject and FULLY prepared for whatever may come afterward. Make your case very strongly, but professionally, and courteously. Also, if you want your supervisor to listen to you, you must be open to listening to their response. Many of us forget this vital step in communication. Given today's current job climate - or the lack thereof - you need to be ready for what you are willing to do if you do not get the result you want. I would not start this conversation until I had my Plan B laid out first. But again, be fully prepared, particularly if your supervisor asks how you know what other employees are earning. Good luck to you!
Elle Siva
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494
I am energized to bring the change!
04/29/20 at 2:20PM UTC
Depending on the state and if your company gets federal grants or contracts as a recipient or subrecipient you may be able to request an equity pay adjust depending on the overall new hire group. Then if you are 40 or older you then have an even better reason for your request. So.....if you have good reviews, produce good deliverables, or improve operating policy that has helped productivity, based on your increased experience and proven merit, then use an open, non-judgemental, and confident style to get a market/equity adjustment. This is protected by federal terms too, but it's a lot easier and approachable if your City municipal code or your state code adopted these changes. Both of mine have.

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