Anyone heard about the new "recalibration of salaries" effort that is supposedly starting at Wells tomorrow? I was talking with an internal person today. He had an interview with an HR person and she let it slip about the 'recalibration' effort when they starting talking salary.
What the heck is that and hopefully it won't be detrimental. Maybe it's to ensure everyone is UP to where they need to be...yeah right. Well we can hope anyway!
I personally received a job title switch, but no additional compensation even though I am aware the salaries for same role are much higher. Effective 9/26/21.
Look for more changes by year end.
Yes, I've heard about an effort to recalibrate wages. I believe this recalibration you've heard of may be related to a typical FLSA compliance practice for HR. If that's the case, then essentially they are doing a periodic market adjustment, because wage growth can go out of synch with market changes, and because job activities slowly change away from the responsibilities described in the job description thanks to new tools and the like.
Hope this helps? I'm not sure that's what's happening, though. It's just a rumor in my part of Wells. It convinced me, because I used to work for a company that was transparent about wage bands, to cut down on real and perceived wage discrimination. So maybe I'm naive and too trusting, but I tend to put faith in HR to try to help. That said, I know some HR people can be pretty evil and power-hungry, and when wage bands aren't fully transparent how are you supposed to be able to tell the difference?
Read this quote from the Society for Human Resources Management (SHRM), if you're curious to learn more about what HR departments are supposed to do to comply with FSLA. Your job is supposed to be classified by law, and misclassification (accidental or deliberate) is a source of unfair wage practice to watch out for. Link to the full article below the quote about HR.
|HR's Role
|The role of human resource management in complying with wage and hour laws begins with understanding the federal and state laws that apply to an organization. The HR function, with the assistance of legal counsel, is responsible for making sure every employee is properly classified under the applicable laws. An employee may be entirely exempt, exempt only from minimum wage requirements or exempt only from overtime requirements. Chances are good that all employees will be subject to state laws concerning the timing and manner of payment of wages, even if entirely exempt from the FLSA.
|Proper classification of employees requires at least an informal job analysis, although a formal job analysis can be a useful tool for an employer establishing its right to a claimed exemption. Reliance on job descriptions alone is not advisable, as the actual tasks performed often differ from the written description. Job analysis involves the systematic study of jobs to determine what activities and responsibilities they include, their relative importance in comparison with other jobs, the personal qualifications necessary for performance of the jobs, and the conditions under which the work is performed. Job analysis focuses on the job, not the person doing the job (even though some job analysis data may be collected from incumbents). The role of HR also includes the payroll function of making sure that employees are paid what they are actually due, when it is due. Payroll encompasses activities related to the payment and recording of employees' salaries, wages, bonuses, net pay and deductions. While payroll may report to departments other than HR or be outsourced, it is a function that relates closely to human resources. HR professionals who are responsible for hands-on administration must have a thorough knowledge of payroll. Those who oversee the payroll function need resources for reference when called on to handle complex payroll questions.|
https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/complyingwithuswageandhour.aspx
I'm underpaid so give me a bump in salary!!!! But then, I am not in a hub, so probably wouldn't get anything@!!!
Was told by my manager that there would be another round of re-classification of job titles in Q1, similar to the one that happened a few months ago.
Said that it would not impact our pay.
Although the previous re-classification didn't impact my pay, it did put me into a job where I'm now making about 130% of midpoint for what I'm now classified as. What that really means, I don't know. Probably no more raises for me, ever.
Most managers have definitely not been briefed yet on the job architecture changes or impacts to base salary. Managers have been briefed on the TVC change but without enough detail yet.
Yes, all of you dead woods spend wayyy to much time on the layoff so we are cutting salaries 15% across the board effective Oct 31. Get back to work, you got consent orders and mras to address!
its being done due to major changes to bonus structure taking effect this month.. huge changes.. you will hear about next month.. all managers have been briefed
I'm really interested to see what they do.
When they did the great job retitle, then followed it up with another retitle a few weeks later, they jacked my MRP up by 25% so I fell way down towards the threshold. If they're going to compare me to peers, I should be in luck. I know for a fact that at least one female on my team, not to mention many other "peers", with the same title makes significantly more than I do.
I expect to get shafted though. That set of retitles moved me away from a title that they paid me a shift differential for, so technically I had a 10% pay cut. I still work the exact same hours though.
Thanks WF.
Yes it is happening. I got a call yesterday and received a 3% bump effective 9/26/21. I am not new to my position.
Starting tomorrow job offers will not include a bonus target. Instead, a 'total variable compensation opportunity' will be included in job offers....this is the change.....not specifically for salary.
I know that this happens from time to time in different LOBs where they look at pay and compensation across the group and decide if anyone isn't in balance. So it might be just for your friend's LOB rather than company wide.
Yes already been discussed there’s a new job architecture coming
Could be as simple as making sure women and men with the same/similar titles were paid the same/similar wages - you know, that whole equality thing. This place is turning into a QAnon site. All we need is someone called Q to leave better breadcrumbs.
Never heard of it and I like my salary just where it is.