Not sure what to do with an issue I have with my supervisor. - page 2
Hi, I'm a relatively new nurse, I'm coming up on my one year anniversary at the hospital I work at. That being said, I've recently had my annual review. It was positive all around, I was pleased, and then came time for our... Read More
- 3Sep 12, '12 by merleeThis is annoying, to say the least. Dealing with raises is very tricky, but being lied to should not be a part of this. No matter where you turn, you will not be looked upon favorably. And approaching someone is difficult, as well.
I would like to tell you to not make a big deal out of this, but I know this will annoy you. Maybe you could just go back to your manager and ask her to reconsider her rationale without being specific to a person. Some facilities have a 'do not tell' policy that can get people fired if they reveal their salary. Be very careful where you tread.
- 0Sep 12, '12 by afarmerThanks for the feedback. We are a very cohesive crew and I can be fairly certain the other nurse is being honest. I would have zero problem with the discrepancy if I were told a legitimate reason as to why I was the one who was docked. If in some way my work was inadequate it would at least give me something to work for. I think it may just be time to find employment elsewhere. I can handle criticism much better than I can handle being blatantly lied to. I just go to work angry now because after working so hard on such a difficult unit for the past year, I feel like it was all for naught. I want to let it go, I'm a pretty easy-going person and rarely get upset about things. But I have a decent commute and someone who is basically financially dependent on me, I just don't feel like I can sit around for a year and hope for better luck next year.
- 3Sep 12, '12 by Esme12, BSN, RN Senior ModeratorThe manager who lied to you is lame but be prepared for a rocky road. I still would hesitate to listen to your cohesive crew.....you never know their motivation. Hospitals don't like employees that rock the boat and in this job climate they tolerate it even less. Talk to HR and an inquiry but I would caution you not to make yourself a target.
Is it fair no....it this reality? Yes.
- 2Sep 12, '12 by imintroubleDon't let the satisfaction you feel for what you have, be dependent on what someone else has. I don't know if that makes sense or not.
Life isn't fair, and somebody is always going to do better than yourself.
It sounds like you were ok with your raise. You wanted the 2 %, but was satisfied with what you received, until you found out someone had more.
It will make you resentful and angry.
Been there done that. The only one miserable is you.
- 8Sep 12, '12 by ddunnrnThis kind od management deviousness is one of the main reasons I think nurses should be unionized. I have worked in union shops for about half of my 27 years as an RN, and there was much more fairness in compensation and other work issues where here was a union. I have seen management do some pretty despicable things, even with a union, but at least a union can help stop some of the more egregious practices. Of course your management wanted a gag order--they knew what would happen if the truth came out; on the other hand, it's interesting to me how management secretly tries to divide and conquer by causing suspiciousness in the ranks.
- 5Sep 12, '12 by Kooky KorkyStart a rumor saying you got 4%. Deny it up one side and down the other if your boss says anything to you about it.
Just kidding. I wish I had an answer for you but I don't.
You have received choices in the above responses.
Now, what do you think you will do?
- 0Sep 12, '12 by mazyYou got a raise, which is good. If they really felt you needed more improvement you would not have gotten a raise. You did not get docked, you got a raise. Not the raise you were hoping for, but it was a raise.
A lot of people, myself included, have not gotten a yearly raise because in this economic climate facilities are cutting back on things like staffing and hours, and they can get away with murder when it comes to compensation. We have been told flat out at my job, there will be no raises. For anyone.
Now. I know full well that some people are getting raises. But mostly that is because they are taking on responsibilities that no one wants, or they are able to negotiate taking x shift or y unit or some such other weird thing into a bump in pay.
But that's life. It's the politics of the work place. It's the same everywhere.
I would not stress about this too much. People are not always honest about compensation, even with themselves, and every facility can be counted on to have layers and layers of secrets. You may think you know something to be true, chances are you have no idea of all the back story that is behind everything you hear about.
- 0Sep 12, '12 by Wet NoodleWhere I one worked, the average raise was a function of the inflation rate and how well the company was doing. A department's overall average raise was supposed to match the company-wide average raise.
The raise an individual would get was a function of where he was in the pay grade, and how well his performance evaluation went. Someone with an average review who was in the middle of his pay grade would get an average raise. It was a simple formula.
The only subjective component was the performance evaluation. It didn't leave much for employees to complain about with respect to raises. It left little motivation for employees to discuss raises with one another. It would over time (sometimes quite rapidly) move employees' salaries to where they belonged in their labor grade's pay scale.
Why don't all but the smallest organizations do it that way?
- 3Sep 12, '12 by redhead_NURSE98!Quote from Hygiene Queen
Do NOT talk to your supervisor about this.
Nobody... nobody is supposed to be discussing these things.
You will look foolish and further lay damage on your work environment.Quote from netglowNot disagreeing with anyone's advice, but just so you know, it's illegal for an employer to forbid discussing wages. It's lovely that they'd "like for them to stay confidential," and you can see why. Not legal to ban such discussion though.You could easily get in big trouble if you come off wrong in speaking to your supervisor about it. For one, you should not have any knowledge of a disparity, so, your bringing it up puts you at fault right out of the box.