Employee asks HR why new employees are getting paid more, gets ridiculous response

[Prince.Skeletor]

OP
Is that your company??
You did A BIGGG MISTAKE!!!

You never know someone that don’t like one of your posts, anybody here could have felt some type of way.

The email shows company name, they could screenshot this & post it in the company’s HR LinkedIn.

In THIS VERY thread, I know one specific person would love to do that to me, & who knows who else.

Delete that shyt immediately!!!!

You have shared way too much info in a safe delicate space full of haterz!!
You didn’t even think to redact your screenshots & blackout company name

 

[Worthless Loser]

Care to educate?

HR Compensation gets regional market data each year for each position and it's broken down by the size of the employer. Each position has the minimum, the 25th percentile, 50% percentile, 75% percentile, the maximum. HR Compensation will have a list of several departments to look at for potential wage equity adjustments when the market data come through. HR Compensation analyze their internal grids of what they pay for each position versus what the market data shows to see if we are remaining competitive with the market or if we falling behind.

After the research and analyzing been done, if it's been determined that people in these departments should be given raises, HR Compensation will do a cost report to show the higher ups how much it would cost the company to give these raises to the employees. Once the higher ups approve, then the manager will be contacted with a list of people that will be getting raises. The higher ups might get in the way of this by talking down some proposed raises from HR Compensation to lower amounts in order to lower the cost to the company.

The internal grids are based on experience. There is a starting rate for each position based on 0 years of experience. The maximum level on the grid is 20 years of experience. The more experience, the more money you get. Internally, HR do review people who been here for a long time to get them a equity adjustment to better reflect where they should be based on experience if they started out low and never got caught up.

Now here's the thing, when a HR Recruiter want to hire somebody, they work with HR Compensation on determine a salary for the employee. The Recruiter will tell Compensation the years of experience the candidate has, and the Recruiter will look at the grid and propose a number. Once Compensation is in agreement, they move forward. Sometimes the candidate might come back with a counter offer and if HR think the person's experience is that valuable and the position itself is really hard to fill or important to fill, they might work with the candidate on the counter offer and present them a higher proposed salary. If the position is easier to fill and the person's experience ain't so important, they might tell the candidate to kick rocks.

One thing that people do not know is that not all of your years of experience are counted as "whole". You might look at your past and say I got 10 years of experience. But if your experience isn't relevant enough to the job you're applying for or not directly tied, then either they won't count it at all, or they will count each year as 0.5 years of experience instead of 1 year of experience. So for example out of the 10 years of experience you think you got, depending on what that experience is, they might count 5 of the 10 as 5 whole years. Then count the other 5 as 2.5 total (0.5 x 5). For a total of 7.5 years experience. Because of that, you would fall lower on the compensation grid when your total experience is calculated.

 

[Amestafuu (Emeritus)]

dude was prob training people who make more than him

 

[Arizax2]

HR Compensation gets regional market data each year for each position and it's broken down by the size of the employer. Each position has the minimum, the 25th percentile, 50% percentile, 75% percentile, the maximum. HR Compensation will have a list of several departments to look at for potential wage equity adjustments when the market data come through. HR Compensation analyze their internal grids of what they pay for each position versus what the market data shows to see if we are remaining competitive with the market or if we falling behind.

After the research and analyzing been done, if it's been determined that people in these departments should be given raises, HR Compensation will do a cost report to show the higher ups how much it would cost the company to give these raises to the employees. Once the higher ups approve, then the manager will be contacted with a list of people that will be getting raises. The higher ups might get in the way of this by talking down some proposed raises from HR Compensation to lower amounts in order to lower the cost to the company.

The internal grids are based on experience. There is a starting rate for each position based on 0 years of experience. The maximum level on the grid is 20 years of experience. The more experience, the more money you get. Internally, HR do review people who been here for a long time to get them a equity adjustment to better reflect where they should be based on experience if they started out low and never got caught up.

Now here's the thing, when a HR Recruiter want to hire somebody, they work with HR Compensation on determine a salary for the employee. The Recruiter will tell Compensation the years of experience the candidate has, and the Recruiter will look at the grid and propose a number. Once Compensation is in agreement, they move forward. Sometimes the candidate might come back with a counter offer and if HR think the person's experience is that valuable and the position itself is really hard to fill or important to fill, they might work with the candidate on the counter offer and present them a higher proposed salary. If the position is easier to fill and the person's experience ain't so important, they might tell the candidate to kick rocks.

One thing that people do not know is that not all of your years of experience are counted as "whole". You might look at your past and say I got 10 years of experience. But if your experience isn't relevant enough to the job you're applying for or not directly tied, then either they won't count it at all, or they will count each year as 0.5 years of experience instead of 1 year of experience. So for example out of the 10 years of experience you think you got, depending on what that experience is, they might count 5 of the 10 as 5 whole years. Then count the other 5 as 2.5 total (0.5 x 5). For a total of 7.5 years experience. Because of that, you would fall lower on the compensation grid when your total experience is calculated.

Sounds pretty similar to my job situation with the potential adjustment. We were told they are having our duties assessed by a 3rd party company to see where we stand at compared to the job market and they will make adjustments based on what data they come up with. They added so much more responsibility without taking stuff off our plate that our job duties is way different now. I can't complain much because other departments were cut and people were layed off because they didn't have enough responsibilities so the higher ups in our function volunteered more work and we didn't have to make any cuts on the management level. They saw the writing on the wall and while other functions pushed back on more work my function took it in and it secured our jobs.

 

[Dem313wayz]

That's why you update your resumer every 6 months

 

[Arizax2]

That's why you update your resumer every 6 months

My job has internal resumes. You would be surprised how many people don't update it. I had education records pulled of people at my job so I can interview a few folks. I interviewed a guy that had no degree but showed as pursuing one but when the interview came he told me he graduated 4 years prior and never updated his resume . I passed on him so quickly because it showed to me he didn't give fukk enough. I update my resume as many times as I can that includes my internal stats compared to my peers. If a position comes up the first thing people pull is education records so if it's not updated that person maybe out of luck. Don't short change yourselfs folks.

 

[Rekkapryde]

been there for years? 18 months is years now?

 

[Mike809]

I've always been scared to do this the company I'm at now took a year to find. Who are ya'll putting for references if you're known to bounce?

I mean , the smart thing to do is search for a job while still having one lol ...that removes all the pressure.

 

[Fillerguy]

This bullshyt is happening on my job. They got new hires making 15k more than I did as a new hire, doing less. Then they expect us senior staff to train these fukks. How we getting paid the same amount when they just started? Now management has to firing ppl cuz no one wants to come to work, 20% of the department. Guess which workers are refusing come in the office

 

[Arizax2]

This bullshyt is happening on my job. They got new hires making 15k more than I did as a new hire, doing less. Then they expect us senior staff to train these fukks. How we getting paid the same amount when they just started? Now management has to firing ppl cuz no one wants to come to work, 20% of the department. Guess which workers are refusing come in the office

Lol crazy stuff.

The lower level sups at my job were getting paid less than regular non mangement people that they have to over see. They had to give every front line sup a adjustment because of how insane that is . Those workers are union and even have better benefits and a pension but management doesn't.

 

[CopiousX]

This is common. They will pay you with what they can get away with. Otherwise, at most companies you'll be lucky to get a COL increase, especially given when inflation is kicking our ass now.

Your only option at that point is to make moves to leave or get a change in title.

Told them to kick rocks and got paid more going elsewhere.

This seems like a very very very very very risky strategy. New hires will be fired first when the fed raises these interest rates another 3%. You will make up for that 5% new hire difference by lounging at the unemployment line for 5 months.



This was a good strategy 2yrs ago. But times have changed

 

[Dak Pickscott]

My job has internal resumes. You would be surprised how many people don't update it. I had education records pulled of people at my job so I can interview a few folks. I interviewed a guy that had no degree but showed as pursuing one but when the interview came he told me he graduated 4 years prior and never updated his resume . I passed on him so quickly because it showed to me he didn't give fukk enough. I update my resume as many times as I can that includes my internal stats compared to my peers. If a position comes up the first thing people pull is education records so if it's not updated that person maybe out of luck. Don't short change yourselfs folks.

are they just going off ssn to verify education records?

 

[Dak Pickscott]

list them as whatever you need them to be

when i was just starting my career

i used to list my older brother who is a supervisor as my supervisor

even though he wasn't nor even at the same company lol

i'm a little more hesitant to do this now though

but y'all right in that this is the move if you trying to job hop/move around externally

 

[ORDER_66]

Yeah I'd leave it I was him sounds like bullshyt

 

[Dak Pickscott]

I mean , the smart thing to do is search for a job while still having one lol ...that removes all the pressure.

i agree but these companies will lowball an unemployed person before giving a nikka the bag to leave