Outrated my dm peer and she still got higher raise than me wtf?? Should I reach out to my union rep????
8 replies (most recent on top)
I get that everyone deserves a raise over the years, but slighting top performers raises? What gives?
Raises were taken out of the hands of direct management a few yrs ago, due to the extreme disparity in wages. It is now externally assessed. In an effort to adhere what should be the range of pay by band, title & region.
Its funny, because the folks who were getting screwed for years now tangibly know that they were being screwed. Listening to their peers complain abt only getting 1% allows them to know who exactly are the ones that was screwing them. The reality is that the folks getting higher yearly increases, are getting them because they've been underpaid and need to at least be brought close into the average. They are the ones that should really be doing a class action lawsuit. They've had years of disparity. Not folks who are above the average and over the wage band for a title.
But I know, it's easier to blame it on women and diversity. Carry on.
If you really were a DM, you would know that you are exempt from unions, and have no union rep to reach out to
It happened in 2019 too. BS leadership push to uplift by 7-10% only if you were female, dropping raises for all males. Women on my team, who were generally paid more and were above market, got 10% flat whereas the top performers in the team, paid at or below market, and were also male for <3%. Someone should start a class action for s-xual discrimination in these egregious cases.
Pretty sure raises are also determined by what you are currently being paid. Example: for your band and title, if you are already getting close to the cap for that title & band your raise won't be as high as someone else that isn't already making as much. At least this is how it was explained to me a few years back when my raise, even as leading, was less than other people in the same job title & band with the same leading rating.
Nationwide initiative to give woman 4 1/2% to 5% raise....
You absolutely should. I know you have zero reason to believe me, but I can tell you that if these assessments and associated ratings and raises were reviewed, there would be amole evidence of discrimination company wide.
Minorities and females tend to get higher percentage wage increases than white males.