How does this sound to y'all?

[LuBowhunter]

My wife was recently told she and another girl were getting new job titles and would be coordinators instead of admin. Which gives them more job duties and responsibilities.

So she assumes she would be getting a raise because all the other people in coordinator positions are on salary and make a substantial amount more than admins.

Well she gets to work today to find out that she gets no raise and is remaining on hourly pay at the same level as a admin. But gets the title and more responsibilities.

I find a problem with this, what do y'all think?

How can you give some one a position in a company that in the roll/pay structure is a step up from their current position but not include the pay?

[EliteDriver]

Do they do the same thing as the other Coordinators? If so, then, yes, I would have an issue with it. Do they have different "levels" of Coordinators? Maybe she is on a lower level but has the opportunity to advance now to a higher level?

[Pineywoods]

It sucks but technically an employer can give you whatever duties they want to for whatever they want to pay you. The choice for the employee is to agree to it and stay, disagree and stay, or disagree and find another job. I don't agree with your above scenario but it is what it is.

[JayB]

Sometimes an employer wants to have a test run to see how someone does in a job before spending the $$ on salary....let her give it a run for a bit and see if the job fits her. If she likes it, then a negotiation for increase would be in order.

I had 2 ladies that I needed to use as a team lead...neither got a salary increase BUT, after I was satisfied with their placement, I was able to increase the bonus they earned.

[tmurray]

It depends on expected workload for me. If she would potentially get a 10% raise and converted to salary but she would start working 45 hours a week rather than 40, then she's actually better off staying hourly as that is an 11% increase in hours.

On the surface, I would expect an increase in comp though and would be disappointed just as you are.

[LuBowhunter]

Do they do the same thing as the other Coordinators? If so, then, yes, I would have an issue with it. Do they have different "levels" of Coordinators? Maybe she is on a lower level but has the opportunity to advance now to a higher level?

Nope same level as the guys already getting salary.

[Hunter Dan]

It sucks but technically an employer can give you whatever duties they want to for whatever they want to pay you. The choice for the employee is to agree to it and stay, disagree and stay, or disagree and find another job. I don't agree with your above scenario but it is what it is.

Unfortunately this. When you allow someone else to determine your worth then you are at their mercy.

[Razrbk89]

I'd have a major problem with that. So many companies and businesses as so greedy these days...it just kills people!

If someone is doing more work, they need to be compensated, bottom line.

[WItoTX]

She should have negotiated all that when the title change came...more work always means I expect, and ask for, more money...

[LuBowhunter]

Unfortunately this. When you allow someone else to determine your worth then you are at their mercy.

So it's ok for them to give you the same title and duties as others who make more money according to a determined company pay scale for the title they hold. But not give you the same benefits as are defined by the pay scale. So it applies to everyone else with the same title but you?

[bloodstick]

I know the feeling. I was a manager for several years and got moved to manage our accounts. Not only do i manage our accounts, but also those of our sister company. Every bill we pay goes through me. Our entire PO system is policed by me. I'm still on hourly and have not received anything related to the move, just a simple $1/hr cost of living raise. One would think putting in 10+ years with the same company would produce some form of monetary benefits. This oil crash has sucked the life from many companies.

[88 Bound]

Similar thing happened to me 2 years ago. I stuck it out and now am interviewing for a much better position because of the work I have been doing in the meantime.

It could very easily be a test. Give it a few months and if she if performing her job duties successfully then she should have a discussion about compensation at that time.

[Hunter Dan]

So it's ok for them to give you the same title and duties as others who make more money according to a determined company pay scale for the title they hold. But not give you the same benefits as are defined by the pay scale. So it applies to everyone else with the same title but you?

All they have to do is say that it is a junior coordinator position or something like that and they are fine. I am not saying that it is right, just that it is legal and well within the rights of the business owner to do. Tell her to look for another position at another company if for no other reason to use it as leverage to get more money.

[88 Bound]

So it's ok for them to give you the same title and duties as others who make more money according to a determined company pay scale for the title they hold. But not give you the same benefits as are defined by the pay scale. So it applies to everyone else with the same title but you?

How do they know what others are making to do the same job? Obtaining that knowledge is sometimes a blessing and a curse.

[bloodstick]

How do they know what others are making to do the same job? Obtaining that knowledge is sometimes a blessing and a curse.

I believe they are saying its on a tier system. If you are a certain level, you get paid this much, the same as everyone else on X tier.


That doesn't bode well for production. Incentives and variable pay scales (usually) bring the best production out of employees.