The 6-page ATS Compensation Plan is so cleverly worded, I'll bet that the majority of you guys DID NOT fully READ IT and UNDERSTOOD what you were agreeing to. That's EVERY SINGLE WORD. All goals and levels mentioned are determined by ATS. If you're above their criteria, through no fault of your own, YOU WILL BE TARGETED. If others knew what your salary was, it would create an uproar. And ATS will need to fix that.
So, let's do this. Pull out the 6-page ATS Plan.
Page 2 is where it gets interesting. What is in quotations are from ATS.
Page Two - ATS Compensation Philosophy
"As part of this process, we have performed a market analysis for all new operational roles for ATS to validate market competitiveness."
To validate is to check or prove the validity or accuracy of something. To justify or approve. So ATS is comparing the salaries of your job to others in your field, in the NYC area. Other cable guys. If you're a veteran in field service, you're in for a rude awakening. You're making too much. "Market competitiveness" is another way of saying "those who do what you do and do it well."
"These ranges will differ by geographic area..." NYC techs SHOULD be earning more than Texas techs, since the cost of living is higher in NYC.
Same page, 3rd paragraph - " The New York market is typically paid 20-25% above the national average; where as the Tyler, TX market is typically paid at approximately 85% of the national average.... With that said whether you are in Bethpage, NY or Tyler, TX you will be provided compensation within market value of your geographic area."
So what is the market value?
"Market rates are determined by evaluating your defined job responsibilities with compensation survey data in the U.S. market of roles doing similar work."
Your salary is based on whatever your duties are as compared to others in the exact same field, or type of work, in the U.S. It will NOT matter if you are a veteran of many years in field service. Many choose this field out of preference. Never wanting to enter OSP. And all veterans earn much more than their newbie counterpart. Not your fault, but you're clearly a money problem for Altice.
"The market value is generally defined as 85% to 115% of median (or mid-point) of that survey data in a given geography."
IF 7 technicians were in this survey, and their hourly wages, respectfully are 10,11,12,13,14,15,16, then the middle or mid-point is 13. It is NOT an average. In their above statement, ATS can choose 85% of $13 ($11.05), 15% more ($14.95) or anywhere in between. Take a guess which option they would choose.
It's clever in that the LOCATION of the sentence "The New York market is typically paid 20-25% above...." is in the middle of the page, where normally ones eyes are drawn to, first. Just saying.
Page three - "You are eligible for a merit increase..." OK.... you qualify. But is that a lock?
"The merit pool is targeted at 3%".
ATS is aiming or shooting for 3%. But can they shoot straight? I doubt that.
Page four - Variable Pay Plan
I've explained most of this page in a previous posting. I can tell you that the ATS preferred salary range are grades 10-12.
"Field service will be provided the opportunity to participate in the variable pay plan.... this does not apply to Field service grades 10 through 12 as there will be an automatic enrollment in this program without a pay reduction...."
If I need to explain that one, then we're ALL in trouble.
"For those in grades 13-15 selecting to participate...".
Believe me when I tell you.... you are on their "list." You're making too damn much. You'll be saying goodbye later. Altice will survive by "churning," or slowly "getting rid" of the higher salaries and hire cheaper labor. Remember, your new owner only wants to pay those who are good enough. Barely making it. Better than average but not great. A so-so guy. Don't believe for a moment that you're THAT special.
The Pay Plan for Construction, Fiber, OSP Maintenance, ISP, etc.... Your plan is shady. Your wages are higher (and you've earned it). But you lose 10%, then given 2%. And IF YOU QUALIFY for your position, you'll get another 6% founders bonus. Good luck with that. And that ".... 20% additional earning potential" should really convince you and the misses to go out and get that house. REALLY???
The problems you face are two-fold.
The "wording" or description in their Plan concerning salaries and promotions is filled with uncertainty. It isn't a point system that you can control. Only Altice makes the final decision. On page six they clearly state...
*All roles will be reviewed annually to ensure we are paying total compensation at 85% to 118% of market value."
To ensure WE are paying.... To ensure Altice is paying.... 85-115% of the market value. The market value can go down while the business may be booming. You lose.
And the other is that you're dealing with a company with a history of bad employee treatment. Forget its history with customer service. That's in the toilet. And Altice uses the same toilet on their employees.
History is history. Read BEFORE you sign.
Good luck.