Mar. 12, 2018 "A junior co-worker in the same role is earning more than me": Today I found this article in the Globe and Mail:
THE QUESTION
I have been with a company for seven years, but an employee who has been there less than two years is making more money than I am. We both are classified under the same job.
There are plenty of things that I know how to do within the company that the other individual does not, and, because I know how, I am expected to do them when others are not. This does not seem right to me, and I'm wondering if this is legal or is there anything that I can do about it?
There are plenty of things that I know how to do within the company that the other individual does not, and, because I know how, I am expected to do them when others are not. This does not seem right to me, and I'm wondering if this is legal or is there anything that I can do about it?
THE FIRST ANSWER
Colleen Clarke
Workplace coach, corporate trainer, Toronto
There is no legal ramification to this conundrum. It is not uncommon for long-term employees to receive less remuneration than new hires who are in the same job classification.
The starting salary for your job when you joined the company may have increased over the years, more than likely at a faster rate than your salary. Job descriptions may have changed since you were hired, and the individual who was hired only two years ago may possess different skills than you, ones you may not be required or qualified to perform, and vice versa.
So what do you do? Approach your boss in a non-emotional, pragmatic manner. Explain what you know to be true about the pay variance and ask what you can do to rise to the new hire's level of pay. Do not blame or appear jealous.
Whether something can be done or not, strive to excel at what you know that others don't, add new skills to your toolkit and build bridges and network significantly with employees outside of your department and the company.
Make sure that the powers that be know about your professional attributes, positive attitude and self leadership skills. You can always ask for added benefits if a pay increase is not possible. Whatever the outcome, take the high road!
THE SECOND ANSWER
Zuleika Sgro
VP Retail & People, Saje Natural Wellness, Vancouver
My advice in any conversation about compensation is to reach out to your human resources department or your manager to ask about pay ranges, merit increases, performance reviews and, if you are in a union, the agreement around compensation.
Once you have that information, it's important to ask yourself if you feel you are being discriminated against on protected grounds. If not, it's important you speak to your manager or HR about your experience specifically.
Once you have that information, it's important to ask yourself if you feel you are being discriminated against on protected grounds. If not, it's important you speak to your manager or HR about your experience specifically.
Generally, employees in the same classification are paid within an equitable range, but pay may not be exactly the same and past experience at another company may be taken into account. The employee you are peers with may, in fact, have more experience based on past employment.
I always encourage compensation conversations with those in authority at your job (HR or your manager) rather than other people. You can gain information about yourself and also ask questions about how you could earn more. (It could be via merit, performance, professional development or something else).
Focus the conversation on how this impacts you and your growth to make it as productive as possible and help you get the information and tools you want. All the best.
Focus the conversation on how this impacts you and your growth to make it as productive as possible and help you get the information and tools you want. All the best.
Mar. 19, 2018 "My employer consistently pays us late. Is this legal?": Today I found this article in the Globe and Mail:
THE QUESTION
On three separate occasions, my employer has been waiting on funds to be deposited in order to pay staff. When the company doesn't get paid, the employer states he does not have to pay us until five days after the day our pay is supposed to be distributed. I live in Nova Scotia and haven't been able to get a clear answer from the labour board. This has caused many of my co-workers to be charged a NSF fee. Is this legal?
THE FIRST ANSWER
Daniel Lublin
Partner, Whitten & Lublin Employment Lawyers, Toronto
The Nova Scotia Labour Standards Code provides your employer with the latitude to pay your salary up to five working days later than your regularly scheduled pay day. But habitually abusing this leeway is a form of bad faith, even if not technically illegal.
The late payment rule is not unique to Nova Scotia. Each province addresses this situation slightly differently. For example, in British Columbia and Alberta, employers can pay up to eight and 10 days later than the regularly recurring pay date. In Ontario, however, employers must pay you no later than your regular pay date.
Notwithstanding any of these rules, if your employer is repeatedly paying you late, or sometimes not at all, you are not working for the right company. In some cases, late payment of salary can also amount to a constructive dismissal.
THE SECOND ANSWER
Heather Faire
Canadian human-resources executive, Atlanta
I am going to guess that you work for a small business or startup, which can experience payroll-funding issues. Most provinces allow for reasonably delayed wage payments, to provide flexibility for continued operations.
In the short term, you should explore ways to avoid NSF or late fees. Consider delaying or staggering bill payments and save for an "emergency fund" to cover pay gaps. You should ask your employer if they will reimburse your NSF fees to recover those losses.
In the long term, you should decide whether this is the employer for you.
Startups and small businesses can be exciting. The pace and decision making tend to be fast and there tends to be more openness to new ideas and experimentation.
Employees can get more responsibility and gain unique experiences. There is a rare chance of an equity-payout jackpot. However, startups and small businesses tend to be risky and stressful. Employees can experience longer hours, lower wages or higher layoff rates.
Employees can get more responsibility and gain unique experiences. There is a rare chance of an equity-payout jackpot. However, startups and small businesses tend to be risky and stressful. Employees can experience longer hours, lower wages or higher layoff rates.
Large or established businesses can provide more comfort and stability. They tend to be less stressful. Larger or established businesses tend to be less apt to let employees "play out of position" so development can be slower and more standard.
Generally, the pace and decision making are slower and there is more resistance to experimentation and change.
Generally, the pace and decision making are slower and there is more resistance to experimentation and change.
Where you work can be as important as what or how you are paid. Different work environments have their own risks and rewards. Choose the environment that is best for you overall to ensure your best opportunity for success and happiness.
