New employee earning more than me

cathy2907

Bobl wrote: »

There are no grounds for any grievance!! The company have done nothing wrong.

There are no grounds for asking for a pay rise just because someone else earns more; they can just say "that is none of your business". He should focus on his own value to the business and stop worrying about other people.

This the very reason I advise staff not to discuss salaries - someone will always earn less and feel agrieved.

This is not a grievance. If a member of staff has concerns or feels they have been lied to they have every right to rasie an issue. ACAS encourages discussions to be dealt with informally.

He is unhappy. He feels he has been lied to, so get it all cleared up. It will give him the opportunity to find out if there is anything he can do to work towards getting a better salary himself.

What perfect world do you live in where you expect staff not to discuss wages. It happens. Just because you advise they dont.

Any decent company should be given the opporutnity to be proactive in ensure colleague satisfaction. There will be a cost to recruitmentand re-training if he left and they had to re-recruit. My advice is just to discuss how hes feeling and give them the oportunity to resolve the matter for the benefit of both parties.

Having the attitude 'just get on with your own business' is narrowminded and will not resolve any issue. It will not be motivational and therefore could well have a negative result on the business in the long run.

Maybe you should re-write the new legislation.

Also there are always grounds for asking for a payrise, if you have reaserched market values and your workload, any further trainings over a period of years.

After all they can say yes or no, but one thing is for sure you wont get if you dont ask.

Yes I agree there are some companies out there (and people) who just think do it get on with it, but there are also companies that value their employees and are proactivce in being fair. I know who I would rather work for.

chuckley

MyUserName wrote: »

If I were you, I'd stop making comparisons with your new colleague and reflect more on where you are and where you want to be. If you find you're not happy with your current salary or position, then address it with someone who is willing to do something about it or look for something better.

too true. people need to start lookin @ themselves!

lucylucky

cathy2907 wrote: »

This is not a grievance. If a member of staff has concerns or feels they have been lied to they have every right to rasie an issue. ACAS encourages discussions to be dealt with informally. The OP feels he has been lied to, they may not have been

He is unhappy. He feels he has been lied to, so get it all cleared up. It will give him the opportunity to find out if there is anything he can do to work towards getting a better salary himself. So if the is told that they have not been lied to what then?

What perfect world do you live in where you expect staff not to discuss wages. It happens. Just because you advise they dont. Some people do and some don't

Any decent company should be given the opporutnity to be proactive in ensure colleague satisfaction. There will be a cost to recruitmentand re-training if he left and they had to re-recruit. My advice is just to discuss how hes feeling and give them the oportunity to resolve the matter for the benefit of both parties.

Having the attitude 'just get on with your own business' is narrowminded and will not resolve any issue. It will not be motivational and therefore could well have a negative result on the business in the long run.

Maybe you should re-write the new legislation.

Also there are always grounds for asking for a payrise, if you have reaserched market values and your workload, any further trainings over a period of years.

After all they can say yes or no, but one thing is for sure you wont get if you dont ask.

Yes I agree there are some companies out there (and people) who just think do it get on with it, but there are also companies that value their employees and are proactivce in being fair. I know who I would rather work for.

Of course since the OPs concerns are predicated on nothing but mere speculation maybe they should do nothing.;)

lucylucky

BAFE wrote: »

But also surely you are not saying that someone with more experience of a job should not be paid more than someone that has no experience?

Yes thats exactly what I'm saying. Why should 2 people be paid different amounts of money for doing the same job just because one person has been doing it for longer? Doesn't mean they're any better at it or they do more of it, they've just done it for longer.

That's just basically saying that older employees should get paid more than younger employees.

The salary is relevant to the job - not the person who carries the job out.

Not at all.

Have a think about what you are saying.

Experience (not age) counts for an awful lot.

cathy2907

I have just re-read the OP . I stand by my reply.

He feels hes been lied too and was constantly told no money for any increase. If he has proof of conversations, which may be as simple as his line manager admiting the conversation he has every right to question it. This is what I based my replies on.

What I am not saying is this is a sure fire way of getting any kind of increase. I am also not saying he should shut up and get on with it. What I am saying is he has every right to raise it and inform them how it makes him feel. Lets face it if it were a member of the different sex it would be acceptable so why not now, just becuase he cant bring a claim of sexual discrim doesn't means its right.

This will either give him something he is happy with in a way of an icrease or an explantion for the difference.

Good companies should strive for engagement and manage their teams to get the best out of them. Lots of companies do this and some do not. This is my point.

lucylucky

cathy2907 wrote: »

I have just re-read the OP . I stand by my reply.

He feels hes been lied too but may not have been and was constantly told no money for any increase. If he has proof of conversations, which there may not be which may be as simple as his line manager admiting the conversation he has every right to question it. This is what I based my replies on.

What I am not saying is this is a sure fire way of getting any kind of increase. I am also not saying he should shut up and get on with it. What I am saying is he has every right to raise it raise what? and inform them how it makes him feel. Lets face it if it were a member of the different sex it would be acceptable so why not now, just becuase he cant bring a claim of sexual discrim doesn't means its right. What has the OPs sex got to do with anything?

This will either give him something he is happy with in a way of an icrease or an explantion for the difference.

Good companies should strive for engagement and manage their teams to get the best out of them. Lots of companies do this and some do not. This is my point.

My comments in red

As I said the whole issue is nothing but speculation at the moment.

cathy2907

Yes - but I am responding to what he has posted - the information in his first post Of course there may be more to it. Thats obvious. Thats down to him to read and decide.

"Raise what" - To raise his concerns about the pay difference and how hes feeling. (Isn't that obvious from his wording in his OP)

"What has the OPs sex got to do with anything?"

he rasies the point in his first post that they are of the same sex, if they were different and he felt he was being discriminated against he could have asked them to complete Equal Ops questionaire.

There is nothing legally binding in my response, so I am at a loss for you to imply I should be sitting on the fence.

lucylucky

cathy2907 wrote: »

Yes - but I am responding to what he has posted - the information in his first post Of course there may be more to it. Thats obvious. Thats down to him to read and decide.

"Raise what" - To raise his concerns about the pay difference and how hes feeling. (Isn't that obvious from his wording in his OP)
The issue of a difference in pay is nothing but mere speculation on the part of the OP

"What has the OPs sex got to do with anything?"

he rasies the point in his first post that they are of the same sex, if they were different and he felt he was being discriminated against he could have asked them to complete Equal Ops questionaire.
So the gender of the OP has nothing to do with anything

There is nothing legally binding in my response, so I am at a loss for you to imply I should be sitting on the fence.

Where did I say you were sitting on any fence?

Phil_rich

Maybe the O/P isnt very good at his job...........

BAFE

Do you honestly think his employers would have paid him £21,000 per annum for the last 3 years if he wasn't very good at his job?