Pay raise advice!
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@canefan said in Pay raise advice!:
@Rembrandt said in Pay raise advice!:
@Nepia She's said this as well. Her colleagues have had raises however. The difference is she is one of the more highly paid there but also the most highly qualified. The way I see it (and I don't know bugger all about hiring) but I'd think if you hire someone at a particular rate then you would have already considered that that rate will go up at some point in the next few years.
Maybe they feel she's hit the ceiling? My most experienced auxiliary is paid much more per hour and has been frozen there for some time, although she is winding down now. What does Mrs Rembrandt do? Nurse? Is it a general practice or specialist?
It's possible but you'd think at the very least salary would go up with cost of living. Their fees certainly have gone up. She's earning now significantly less than she started just taking CPI into account. She's a radiographer.
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@Rembrandt said in Pay raise advice!:
@canefan said in Pay raise advice!:
@Rembrandt said in Pay raise advice!:
@Nepia She's said this as well. Her colleagues have had raises however. The difference is she is one of the more highly paid there but also the most highly qualified. The way I see it (and I don't know bugger all about hiring) but I'd think if you hire someone at a particular rate then you would have already considered that that rate will go up at some point in the next few years.
Maybe they feel she's hit the ceiling? My most experienced auxiliary is paid much more per hour and has been frozen there for some time, although she is winding down now. What does Mrs Rembrandt do? Nurse? Is it a general practice or specialist?
It's possible but you'd think at the very least salary would go up with cost of living. Their fees certainly have gone up. She's earning now significantly less than she started just taking CPI into account. She's a radiographer.
Lots of practices over there. I would at least explore her options. Being worried about leaving is not a very strong bargaining position when the boss is not very nice. My brother in law is a doctor, got sick of eating shit from a lazy toxic boss so he quit. Not worth it for your mental health
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@Rembrandt said in Pay raise advice!:
@canefan Yeah definitely, been through it too with bad management. You soon see the signs so I imagine this won't be the end of it
If she asks and gets knocked back, and she stays the boss feels like he owns her
If she agrees to the extra shifts, with or without extra money probably the same but slightly lessIf the boss is a prick he's a prick. Blaming those under him and all the while hiding his laziness, unless he is let go it's pretty tough
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@Rembrandt said in Pay raise advice!:
@canefan said in Pay raise advice!:
@Rembrandt said in Pay raise advice!:
@Nepia She's said this as well. Her colleagues have had raises however. The difference is she is one of the more highly paid there but also the most highly qualified. The way I see it (and I don't know bugger all about hiring) but I'd think if you hire someone at a particular rate then you would have already considered that that rate will go up at some point in the next few years.
Maybe they feel she's hit the ceiling? My most experienced auxiliary is paid much more per hour and has been frozen there for some time, although she is winding down now. What does Mrs Rembrandt do? Nurse? Is it a general practice or specialist?
It's possible but you'd think at the very least salary would go up with cost of living. Their fees certainly have gone up. She's earning now significantly less than she started just taking CPI into account. She's a radiographer.
There is no legal obligation for an employer to give pay increases unless you are on an award rate or on the minimum wage where increases are mandated through the annual minimum wage review.
As long as your Missus rate never falls below the relevant award rate for a radiographer then she could be on that salary rate for a long time.
On the “pressure to work Saturdays”, an employer can’t coerce someone to change shifts. However an employer can change shifts with sufficient notice due to ‘operational requirements’. If she has been working 6 years without a shift change I’d say the employer would need a good reason beyond “we want her to work on Saturday” to justify the change.
In terms of a strategy I like @JC approach. As someone who has managed people, if someone came to me with that sort reasoning, it would probably resonate more than the ‘emotional’ approach which many people fall into the trap of IMO.
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In terms of demand in her field, I would think the more machines she is qualified to operate the better. If she can take standard radiographs is one thing. If she is proficient in taking CT, or more significantly MRI, then I would suppose that staff like her are in even greater demand. Sounds like it might be time to at least see what the going rate is for someone of her experience and skill set
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@Rembrandt said in Pay raise advice!:
I'm working out the CPI to help her work out a figure and if challenged on that figure she can back it up, will also take other posters advice about checking job market and see what she could be on.
The latter will probably be the driver for her employer. CPI is a "nice to have" figure but market forces are what will dictate wages.
All of my staff are on above average wages for the job (the ones I want to keep anyway). CPI increases have little relevance to me as the staff don't leave if they have to take a pay cut to go elsewhere. They are all very loyal because of it as well. Working Saturdays is definitely an issue for all of them and is actually a reason I pay above the norm, so yes, a bargaining chip of sorts.
So basically, from an employers point of view, I think @JC has it about right.
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You don't mention it but I assume she's getting double time for Saturday as per her peers?
Confirmation of that would be my starting point. Then lead into the question of a rise.
What do her colleagues earn? In my experience (unfortunately from an employers perspective) staff generally share pay rates. If she learns that she's effectively giving her Manager very little wriggle room. Coupled with a bit of research on the broader market for her role and really she holds all the Aces.
Good luck
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when we do our annual rem reviews, we are asked 2 things:
1 what we'd like to see our salary move to
2 justify the pay increase