Posted on 03/11/2023 10:56:40 AM PST by nickcarraway
An NYC woman was certain she was qualified for the high-paying position she spotted on LinkedIn — because she was already doing the work.
UX writer Kimberly Nguyen, 25, went viral for claiming she applied for a similar job at her company that is being offered for a much higher salary.
The move comes months after a new law took effect that requires most NYC employers to list “good faith” salary ranges for any posting for a new job.
(Excerpt) Read more at nypost.com ...
For longtime workers at the same company, this is a reality. Years of three percent raises will put you below your market value. Your employer will not be able to replace you without paying somebody else a much higher salary.
Fairfax County Public Schools have been increasing hourly rates on the signs advertising for bus drivers. I’ve wondered if they’ve been giving current drivers the higher rates.
Good for her if she is doing the work then she deserves the raise.
Inflation is behind much of the great resignation. Workers have to get decent raises to keep up with inflation.
3% raises don’t cut it in the age of 15%+ inflation.
I saw it completely opposite :) I saw this as the company looking for her replacement because they were not satisfied with her performance.
“For longtime workers at the same company, this is a reality. Years of three percent raises will put you below your market value.”
The applicable business term is wage compression.
Possibly.
It could be her performance is tied to being underpaid.
Regardless the company recognizes the market rate for her work and they are not paying her for it.
Far too many companies expect something for nothing and expect loyalty when they give none.
But they will never raise you to market rates. It is stupid management.
You never understand the value of a functional, let alone great, employee until you have to replace one.
I always made compensation right for good people and gave them all the right and good tools and training they needed to do their jobs very well. That was my full expectation. You had better be sick if you failed to perform because I’d be looking for your replacement otherwise. I would not long tolerate excuses or complaints after having met all terms of my work agreement.
You take the job, you do the job as agreed and asked.
“For longtime workers at the same company, this is a reality. Years of three percent raises will put you below your market value. Your employer will not be able to replace you without paying somebody else a much higher salary.”
_____
I worked at the same place for twenty years. After six years and 3 to 5 percent yearly raises, I discovered the job announcement to replace someone who had retired (same title and equal to my position) was at $8,000 more per year than my salary. I knew I was probably going to be one of the current employees to assist with her training. I was not happy and insisted on a raise to put me more in line with that pay. First though, I applied at another similar job elsewhere and had a job offer in hand before I went to HR.
“chuck her resume in the round file”
Why? What don’t you like about her? What did she do wrong? She’s got a legitimate beef. You often don’t get the raise to bring you up to market until you threaten to quit. Then the managers are suddenly “Oh, we can pay you more. Please don’t go.”
Have a job offer in hand and if you are a valued employee, your employer will find a way to at least match it to keep you.
As a manager, I've had to do that a few times to keep key people.
What happened after your meeting with HR.
Click bait. She is a contractor working for a contracting company that has her contracted to Citi.
Citi is not HER COMPANY.
Citi is not looking to have her work for them.
Started working at a startup in 1989 making $27,000 a year. I was THE programmer. (That’s not ego talking, I was the ONLY programmer). A couple of years later (after no raises, because this was a startup and “they didn’t have the money”), they saw the need to add a second programmer, as we were adding a second product, and the development schedules needed to be run in parallel. They asked if I knew anyone, and I did. I recommended a guy that I had worked with at the last place. He interviewed, got hired, and they agreed to pay him $36k. He mentioned it in passing one day, and I went straight to the CEO. I had been denied raises for 2 years, despite my managers, and even the CEO saying that I was doing outstanding work, and they didn’t know what they would do without me. Long story long, they agreed to raise me up to $36k as well. A few years later I would design, and build their OLTP datacenter from the ground up that they would use for the next almost 25 years. And that would make them the dominant player in their marketspace. (That should silence the “You were just a crappy employee but they were afraid to tell you verbally, so they told you by not giving you a raise” people).
So, things like that happen, sometimes it’s unintentional, I think in MY case they didn’t know what the market was for my position, and once that happened I would go on to get SEVERAL more than 20% raises, and promoted to director level.
Flee NYC, run for your lives.
I saw it possibly as someone who is an assistant thinking they were the decision maker.
When she saw the LinkedIn Job offer, she should have discretely spoken to the hiring officer to find out if she could apply for the permanent position. If not, she should have asked her temporary agency to transfer her to another company and then immediately applied for the posted job she found in LinkedIn with the past experience of having done the job added to her résumé.
Going off half cocked is not the way to succeed.
For full disclosure, in my 35 years of employment after I separated out of the USAF, I never once asked for a raise. The only time I was not given a raise when I deserved it, I quit and was working with the competition the next week. At Verizon (legacy MCI) I moved around from position to position, and often was asked to make the move to setup new offices or departments. I was never laid-off in my 31 years at Verizon Business when many of my peers were. I, many times, topped out at my paygrade every time the salary range had been raised and was promoted into newly created senior paygrade.
Employment is not an adversarial dynamic or should not be. Capitalism is a mutually beneficial arrangement. A corporation needs some to work, you need the work and both parties come to an agreement.
She had no beef, only narrowminded misplaced jealousy.
My daughter has a job that was promised as full-time. But they have been slow so they only had her working 15-20 hours a week. She told them she needed full time, but they said they didn’t have the need.
So she got another PT job. Now her first job has promised her 32 hours a week (and so far she is doing that) but she still works the other job.
It helps if one is a good worker. It also helps if one has some options and/or leverage to have your company want to keep you and not take advantage of you.
I've seen that a few times. An employer is looking for a low-priced employee, gets what they paid for, doesn't like the person they hired, and then has to increase the rate while looking for someone new.
I work with both the delusional unicorn-seeking bosses and the employees who can't make critical decisions but think they deserve a raise. I had two coworkers, who if they were as good as they thought they were, would put me out of a job. They could do a mere fraction of what was expected of them. They never stepped up.
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