So when applying for new roles internally, what is the likelihood of negotiating up the salary? If Verizon hasn't gotten on the bandwagon of pay equality yet, how does one determine the fairest offer to present? This is compounded by the ever-elusive pay difference based on area of residence. How can I make sure I'm getting what is deserved and fair for both of us?
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Here is the straight up truth from someone who knows. VZ is under pressure to hire and promote women, so It helps to be a woman (or minority) and to join your ERG and be very vocal and supportive of the Social Justice Platform goals because it’s very important to our CEO. Then you must negotiate hard, getting a new role is the best time to get a raise at VZ. I always do this and make a much higher salary compared to others with my tenure. Modesty aside, I’ve got to be the highest paid person in the company (for my band).
Umm. That's illegal to shut down a store just because it went union. Also, you scabs. You cannot compare the few stores that went union vs an entire company going union. It's like taking a BB g-n to a fight with a rail g-n.
Well honestly it might just behoove us to pay union fees so that they do shut down our stores. That's how much it sucks here
You do know stores that have gone union in Verizon either get closed down or get nothing more. And still pay 3% union dues. D-mbasses.
Stop using union dues as a deterrent. At AT&T you pay like $400 a year in dues. And it gets you more than $400 worth in perks and pay increase.
You people act like union dues are $500 a paycheck or something. Its less than $20 per paycheck. For better health benefits, an actual pension with 401k, better hourly and commission structure, a bargained job description and if your manager decides to be a D!ck...you have some to go to that can actually help. Oh, and scheduled pay raises. That are already prebargained. So, you know what/when you are getting a raise. There's so much more, but you've already checked out and don't care what else I type here. Or you're googling to see if what I say is true.
Then ATT costs you union dues too.
There is a thin line of wanting to leave VZW for ATT when it comes to the pay scale. For instance I personally make 25 an hour with VZ and I know starting pay for ATT in my area is 19. A decent rep at ATT makes between 2-2.5 k a month in commission. Now at Verizon I average 1,200 a month but factor in my hourly pay it’s virtually the same. The difference is it will take me 10 years to catch up to my vacation/pto if I left for ATT. The grass is not greener....in my particular case. TMO is even worse.
Oh and their surveys don't take money away from their reps for ratings. When I told a friend from att that we all lose money for 8 or less, he and his GM were d-mbfounded.
Why not try att? They start out at 17/hr but their comp plan is like vz 1.0 from 5 years ago but better because there's no bucket. You have a set amount you make per transaction for commissions which also includes upgrades. Plus they have better pos systems and no set requirement for $100 ARD. Just letting everyone know how much better it really is outside of here. Goodluck!
Verizon will not give a front line employee more than 5%. They can replace you and don't care if you're happy or the pay is fair. It is a one way partnership. Verizon takes and you give. Verizon pays OK but if you want more you will need to find elsewhere. Socialist leaders see you as "workers" or "vteamers" but not individuals with families, hopes and dreams. They don't want a sustained relationship. They want the doors open so they can check their box. They have time to look at a report or take a call because spending real time in a store is yucky and beneath them. Besides they are out of place and feel awkward in a store so let's jump back in a car and race off. No blood no foul. Time to think about your own back because they won't have yours. This is as good as it gets.
Research your new job title on sites like linkedin, salary.com, payscale, glassdoor, comparably, etc. Then expect to get paid at or just below whatever the low end of those salary ranges say.
AboutYou has a document outlining performance expectations for bands 6 through 9. You can also look up Compensation Philosophy internally and see that HR doesn't care about base pay compared to market (but they'll say they do), they try to explain this by saying Verizon provides OTHER incentives (and be too obtuse to realize that other companies do too).
Also there's the Development within Career Bands page internally that says we pay Approaching Market Market or Above Market depending on performance, but just know that regardless of your performance (even if you've been consistently leading) you will always fall into the Approaching Market category, especially if you have a new title, even if your new title does literally the same job as your previous title.
With all of that being said ALWAYS send a counter offer. They may bump your pay, or they may not. The worst thing that will happen is they don't bump the offer up.
Good luck.
Depends on whether there’s a band change and where you are relative to market pay ranges for the role (which quartile). Generally, it’s <5% bump internally. I’ve seen 10% rarely, unless the person jumped pay bands, moved to a higher cost city or was paid below market.
Not union. Stop probing. Lame tactics.