Post # 1
- Wedding: June 2014 - British Columbia
A handful of companies are focusing on cutting costs and improving synergies/efficiencies — so, retrenchment happens — more often at the leadership level than at the entry-level. Your job responsibilities now have doubled, but your salary stays the same. What would you do?
When job responsibilities have doubled, it could also include a scenario whereby your director fails to see that you’re on lunch and may give you extra projects that you have to complete immediately. (How can you say no to a managing director?)
Post # 3
@Cynderbug: bump! I am struggling with this as well!
i plan to ask for a Raise after the holidays, as my responsibilities have increased significantly from what they were when I was originally hired. I am not getting paid fair compensation for all the work I do now
Post # 4
We were facing layoffs and instead they combined two offices. Those of us who were lucky enough to stay now have duel roles. What did we do? Sucked it up and (most of us) were happy that we kept our jobs. Our individual salaries are non-negotiable.
Post # 5
I would normally say approach the Manager or Director, but that kind of thought process of ‘let’s do as much as possible with as little as possible’ makes me extremely wary, because the well-being of employees and customers are no longer the focus and that will cause the product or service to suffer.
However, after saying that, I don’t think it would be a bad idea to approach the head person first and make them aware of what’s going on in a professional manner. If they can’t give you an explanation or don’t attempt to rectify the situation, I would get out while you still have some sanity if you can. My FI had to hand in his two week’s notice at his job to actually get paid what he was supposed to, and after all that it’s the same song and dance all over again, giving him a new title and more responsibilities with no pay increase or benefits and now he’s working more than ever.
Post # 6
- Wedding: June 2014 - British Columbia
@JennaJay13: Good luck with your negotiation!
Generally, salary reviews are also based on performance. It feels like workload increased enterprise-wide, which doesn’t really allow the employees to book meetings with the manager to discuss important things such as career development. The career development part is solely the employee’s personal responsibility; however, when deadlines are tight, priority management then becomes a challenge. Personal career development gets potentially put on the back-burner.
I’ve been with the same employer for over 4 years. I notice that similar jobs have different paygrades (and different titles). It is frustrating.
Post # 7
This happened to me. I literally went from entry-level in the department to one of the mid-levels overnight. I can tell you right now that when it is a change that is happening across the company in multiple departments, it is highly unlikely that the topic of pay not matching the amount of work will be met well. Times like this phrases like “we all have to pitch in” and “for the good of the company” get bandied about. Management knows what they’re doing. HR Comp may be unaware but they’re cut out of so many of these things and they rarely have the political clout to fix it, particularly if senior level annual bonuses are on the line.
Basically start looking for a new position, either within the company or outside. When we got restructured, some of the higher mid-levels left and I was one of the few people to apply for their openings and they didn’t want me leaving since I was already doing two jobs so I got the “promotion,” which was pretty much a title change and pay and zero change in my actual work. One of my work friends that is doing almost identical work didn’t and was later kicking himself for not applying. Are things better at my company? No, and there is no idea when they are going to adjust salaries based on merit and responsibilities. The long promised annual review as yet to even appear on the horizon 18 months later. But yeah, at least getting a raise helps some, but they will likely need to be backed into a corner to grant it.
ETA: Sorry for sounding so irritable about this topic. Obviously it is one I am rather sensitive to because morale is crap, but no one with any authority over us wants to put themselves out on the line to bring it to their bosses attention. Anyway, you’re not alone.
Post # 8
I would redraft the job description to more accurately reflect my current role and then meet with my boss. After we come to some agreement about the job description, I would ask for a raise based on the increased responsibility.
Post # 9
@julies1949: I would do something similar. I would ask for a meeting with my boss. I would present my case in an actual written report with a timeline outlining the course of my job over four years, including starting salary and responsibilities up to current salary and responsibilities.
Included in this timeline would be every last constribution I’d made above and beyond my job description that increased the company’s bottom line. Attach letters of recommendation, thank you’s from clients, any accolades you’ve received.
After I’ve adequately made my case for myself, I’d move on to my asks. I would ask for: higher salary, more vacations days and a fantastic title of my choosing.
I would include salary market data from at least three sources outlining your current job responsibilities, titles, and compensation. You’ll need this to establish a norm in the market and support your ask. Having this information in black and white makes it very hard to for the other party to fight you on this.
You HAVE to be able to quantify exactly why you deserve better compensation and a better title. Understand that if you drop that responsibility in your boss’ lap, it will be just another item on his/her to-do list and an increased workload due to you! Therefore, you will be much less likely to get what you want. Also, when all of this is outlined in a proposal with supporting documentation, it is very easy for your boss to run it up the ladder to the people who actually make these decisions.
At the very least, you’ll probably get the new fab title. At which point you can now start looking elsewhere, with your fancy new title on your resume ;). Good luck!!!
Post # 10
I just went through this as well. What a bummer that it’s such a common problem.
I was hired for a fairly entry level job and within 8 months was doing part of the job of 2 different directors and the job of my only coworker they let go, in addition to what I was hired to do. I now work a lot of evenings and weekends and am attached to my Blackberry. I finally put together a list of my additonal responsibilities and printed off my original JD and talked to my manger, but wasn’t too hopeful since they have been doing a lot of cutbacks. She came back with a $650 raise which is peanuts compared to the at least 60% more work I do now….stating I was “overpaid” for the work I originally did so that’s the best she could do.
So now I’m looking for a new job, which is a bummer since I like what I do and the people I work with. It’s amazing how companies wont do what’s right until people give their 2wks notice!
Post # 11
- Wedding: November 2013 - St. Augustine Beach, FL
@Cynderbug: I would look for another job with a different company. When I get offerred another position, I go to my current manager to inform them of the offer and my intention to resign stating that the reason I searched for another position was the change in duties without an increase in pay with my current position. If they value you, they will make some sort of offer to keep you from resigning, if they don’t, then you’re just a workhorse to them and you should resign happily.
Post # 12
@Cynderbug: I feel this post. I’m an administrative assistant… my boss no longer shows up for work (it’s just the two of us and her husband owns the practice). I do all her work and my work but she pays herself full-time hours and I am still getting paid as an assistant although I work as the administrator. I feel really under-appreciated and underpaid. It’s a shitty situation. I do get paid competetively for my ‘assistant’ position but am underpaid for what I actually do.
Post # 13
I would talk with your boss about realistic expectations, and start to track your time (keep your own records). If you’re in an industry where people routinely do lots of unpaid overtime then you may have a problem… but just because everyone else does something doesn’t really mean you have to.
There is a certain expectation that management is on call, and that they do work outside the reglar 9-5, are available to answer emails in the evenings etc… but generally the pay and/or time off is more as well.
I don’t put too much weight in job descriptions, and employees who are like “it’s not in my job description, I’m not doing it” are very unpopular. No one really sticks to their job description entirely.. and if others have a similar new workload, then it’s not like they’re in a different boat.
I’d talk to your boss and possibly see if you can find a job elsewhere if nothing changes. I think it’s reasonable to take on some extra work, but if you’re truly doing 2 peoples’ jobs now for the same pay, then I don’t think it’s worth it. Stick it out for a bit more, highlight any new skills on the resume, and find something better.