How to find out the salary of colleagues skillfully? I believe everyone wants to know as much as I do, so let's take a look.
Whether you are negotiating a salary increase or defending your legitimate rights and interests, knowing the salary of your colleagues will put you in an advantageous position.
For example, the company plans to transfer you to a new city with high cost of living. Don't expect management to tell you that employees there are paid more. Nine times out of ten, you should find out the situation yourself and then negotiate with the company for a raise. Otherwise, you will have to be paid less than others for a period of time. However, if you can know the salary of other employees with similar qualifications or the same position, you can make your own demands within the scope accepted by the company.
Pay transparency is also "the only way for you to find out whether you are discriminated against, or whether the company violates the trade union contract or your own labor contract". Donna Ballman, a Florida employment lawyer and author of Stick to Yourself and Don't Get Fired: Solving the Workplace Crisis Before You Quit, Get Fired or Sue Those Bastards, said.
Lily Ledbetter is a typical example. Lily, who worked in Goodyear for 19 years, finally found that her salary was lower than that of her male colleagues in the same position. In 2006, the US Supreme Court accepted her equal pay lawsuit against the company. However, because she did not have the information to file a case immediately, this lawsuit was restricted by law according to Article 7 of the Civil Rights Law. The US Congress amended the Civil Rights Act in 2009, and the Lilly Leadership Fair Pay Act was the first bill signed by Obama immediately after he took office.
As a rule, you must file a formal lawsuit within 180 days after receiving the discriminatory wages. However, the 2009 law clearly stipulates that every time an employer pays wages, it reflects discriminatory treatment, so that the limitation of action can be recalculated. The effective date of this provision can be traced back to May 28, 2007 (the day before the Supreme Court's ruling), and it has an impact on all kinds of lawsuits involving unequal treatment based on race, age, sex, religion, nationality or disability.
New york Outten &；; Michael Scimone, an employment lawyer at Golden Law Firm, admits that even so, many employers try to prohibit employees from discussing salary issues through employee manuals and contracts. These regulations for regular employees are largely illegal. He explained that the National Labor Relations Law ensures the right of non-management employees in the private sector to discuss working conditions with colleagues. If your company tries to prevent you from comparing wages or benefits with colleagues, it may have violated the law. You can complain about your employer to the National Labor Relations Committee. Lawyers said that the committee is imposing severe sanctions on companies that have formulated formal or informal policies prohibiting discussion of wages.
Ballman pointed out that although NLRA only protects non-management employees, the boundaries of this concept are not clear. Title and salary have nothing to do with it-what matters is your actual job responsibilities. Sometimes employees are called managers, but they don't manage anyone.
A presidential executive order issued not long ago also provides protection for managers of private companies, provided that these companies are labor contractors of the federal government. If your company works for the federal government, nine times out of ten you will know, but if you are not sure, you can refer to the Freedom of Information Act for information. According to the executive order signed by President Obama on April 8, the company can't fire you or give you discriminatory treatment because you ask, discuss or disclose the salary of employees or job seekers. Unless such disclosure is in response to a formal complaint or accusation, in order to promote investigation, litigation, hearing or action, including the investigation conducted by the employer, or in line with the legal obligation of the contractor to provide information, it is a very small exception that managers who know salary information can disclose salary information.
Is there any way to get this information? Sometimes, just ask your current or former colleagues or supervisors. If you work for a non-profit organization, check the organization's latest 990 tax return, which is public. Moreover, it contains more people's wages than you think.
Asking employees knows that the personnel adjustment period is the best time to collect salary information of other employees. Before a new person arrives, ask a colleague what benefits the company provides for your future colleagues. If someone comes from a company that is famous for its good treatment, then your employer may have made a better offer for this person.
Another strategy for prying into office gossip is to find out how much the outgoing colleagues earn. When people are about to leave the company, they tend to be more honest about their salary. At this time, you should ask politely, "Will the salary in your next job be as high as here?"
Or when chatting with colleagues, cut to the chase, such as "Are you as dissatisfied with the salary here as I am?" Then ask, "What do you think our salary should be?" The next time a colleague keeps complaining that "I work hard in the company, but the company gives me such a low salary, so I shouldn't put up with it any longer …", then you can give appropriate guidance, such as: "You are right; Then how much do you think is reasonable to be so tired? "
When all else fails, you can still guess. Kate White, author of Why Good Girls Don't Succeed … But Brave Girls Will, suggests asking peers in the industry what they think of the salary level of your position. People don't "lie about this figure because they don't want you to think that their wages are meager," she wrote. "They don't raise this figure because they don't want you to ask for a higher salary than them after you resign."
If you are investigating the wage difference, you can take legal action according to Article 7 of the Civil Rights Act, the Age Discrimination in Employment Act, the Age Discrimination in Employment Act, or the Equal Pay Act if it is based on gender. Consult an employment lawyer representing employees in your state to discuss your rights and possible legal strategies.
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