BS ‘policy’ for exempts and probably union:
- “You received an exceeds/far exceeds (insert random timeframe ago) so we aren’t allowed to give you that this year.” I’ve heard everything from 1-4 years on this for myself and others. This was stomached ten years ago but now EVERYONE is doing the job of at least two people because of downsizing.
- “We aren’t paying retention bonuses.” Ok well then why did NewGuy just tell me he was offered $20k new hire bonus and is STARTING at my job level $17k higher than my and four other people’s current salary? You’re obviously giving hiring incentives. Most (I know not all) of the current workforce are hardworking, loyal folks (Inaccurate rebuttal: “They’re not getting retention bonuses or higher end of year because they’re awful employees)
- “We can’t share salary chart.” A lot and I mean a lot of companies do and more are starting to. Lack of transparency doesn’t promote competition it promotes distrust.
- “You should be grateful you’re employed.”
This is supposed to be a mutually beneficial exchange. Are you not grateful for long term, loyal, hard working employees who have years of industry and institutional knowledge?
- Bragging about lowballing a new hire college grad to backfill a person who left/you removed with 10+ years experience, AND not having anyone to train them because those folks have also left/been let go, then complaining that new hire doesn’t know how to do his job.
- Downsizing and ‘redistributing’ job duties on people. FOUR, FIVE and SIX TIMES OVER. Then having the AUDACITY to tell them they are only at ‘on target’ because they’re not managing their time efficiently.
Pay and work-life balance afforded by this company are not sustainable. Manage to is struggling to keep people based on impossible metrics they’re given. From mid-management down, the job is becoming impossible. Things need to change. Upper management needs eye on people working 50 plus hours a week and needs to adjust resources. Now.