Not sure what to do with an issue I have with my supervisor. - page 3

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

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    Finally, a sense of reason. I cannot believe the resposes you got. This is just not right. You have every right to be outraged. Here are some questions I have for you, Have you been in trouble in any way? What did they do about it? How was your evaluation? This is what I would do. I would ask for a meeting with the supervisor, and her boss. Take another worker with you. Tell them what you know. Ask why you didn't get the same. It is your right to have another worker with you. They won't like it, and may give you a hard time because you are bringing a witness to the conversation. Before I do this I would be on the look out for other positions that are available. Do yourself a favor and look at unionized places. When I went to work in a unionized hospital I was scared to death. All I thought about was going on strike. Could I do it? I thought no. The truth is we only came close once, and it was regarding staffing and being able to give proper care to patients. We negotiated to agreement and in 35 years there we never neglected patients, workers got fair treatment because we had back up. It was fair. If you don't talk about what you make they will single out workers and give them as little as possible. Change that, you've already started. Go forward with patient care as yur key issue, but equal treatment of all workers. Find the job you love. If you don't look elsewhere. Find the job that you can call "The best job in America." It is out there. Good luck.
    redhead_NURSE98! likes this.

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    Quote from afarmer
    The other nurse and I were both new grads when we started. I wouldn't have such a problem with the disparity if I didn't feel like I had been lied to. I almost wish I didn't know, because now I feel like I'm being singled out.
    The fact that you two started at the same time doesn't mean that the other new grad doesn't have skills/abilities/certifications/prior healthcare experience that you are not aware of, or that their performance wasn't better than yours in some aspect(s).

    And as others have said, people have been known to be less than truthful regarding what they make in salary.

    As far as what you should so about it...I honesty don't know. If you do decide to pursue this with your manager/HR/etc., just tread carefully. It's not likely that you'd be fired for talking about your salary with coworkers or questioning your raise...but doing so is not going to make you many friends in management either.
    Last edit by Meriwhen on Sep 12, '12
    joanna73 and wooh like this.
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    Perhaps the other nurse would have gotten a 6% raise if she'd been there all year and you would have gotten a 3% raise if you'd been there all year. Your performance might jot be as good as hers, thus your portion of a full raise is less than her portion of a full raise.
    There could be career ladder things that she's done. There could be experience she had before joining.

    Is THIS something worth risking your job when you don't know the whole story?

    While I agree, they can't fire you for discussing pay, they can make life at this job difficult, and more than likely find something that they CAN fire you for.

    If you're going to pursue this, pursue with caution.
    joanna73 likes this.
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    Salaries are supposed to be kept confidential. Unless of course, you're unionized and rates are common knowledge. Since your supervisor has had a discussion with you regarding your salary, there is nothing you will gain by debating the issue. And, as others mentioned, your coworkers could be lying, just to make themselves look better. Who knows? Leave it alone.
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    Quote from redhead_NURSE98!
    Not 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.
    Technically, yes. The NLRB (The National Labor Relations Board) has taken cases to court (none of them hospitals I might add) about "confidentially" clauses prohibiting the discussion of workers compensation and have won based on the laws that protect the employees under the National Labor Relations Act (NLRA, also known as the Wagner Act of 1935). Specifically, employers cannot "interfere with, restrain, or coerce employees in exercising their rights under NLRA which protects the employees' right to discuss their 'wages, hours, and other terms and conditions of employment' for their 'mutual aid or protection'."

    The National Labor Relations Board has ruled for the past 25 years that employer rules forbidding workers to discuss wages are unfair labor practices, in violation of NLRA. Some employers may set pay confidentiality policies in the belief that NLRA applies only to unionized workforces. The relevant portion of NLRA applies even to non-unionized companies.

    Now, especially in "At will states", an employer may fire an employee for any reason except one that is legally forbidden. So they think of another reason to fire you. It is not fair. It is not right. But if they want to me hospitals know how to document your exit. Legally, precisely, and permanently.....and they know how to black ball you just as easily.

    OP........There are many things that are illegal and laws that protect you. Do you have the time, and money, to pursue this? Is that 1% worth losing your job, looking for another job, and explaining why you are NOT for rehire at the present this present job market? Is it worth quitting and looking for another job in this market? If it is I suggest you do not quit one job before you have another.

    If you choose the righteous path and demand to know what the deal is with the different "reports" of prepare for the consequences for they obviously choose to remain secretive.

    Your rights under the NLRB
    Wet Noodle and Meriwhen like this.
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    The other new grad has no prior experience. Another nurse that did who started a month before us still got the same salary and a 2% raise. If it's performance based, then I just want the management to tell me during my review instead of saying I'm doing great and things are fine. The only reason they gave me for the half raise is that I hadn't been there long enough. Which is a blatant lie, and that's why I'm upset. What's to stop them from doing the same thing next year? I'm back and forth about talking to them. I'm a very passive person, respectful of authority and I hate rocking the boat. On the other hand, I expect a level of honesty from people.
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    Then you have every right to approach your supervisor to ask why you weren't given the full raise, and how you might improve. However, you really can't question or bring to light another co-worker's salary during the conversation. It's hearsay, and none of your concern why someone may or may not have received a higher raise. Keep that in mind should you decide to approach your boss.
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    They aren't necessarily being dishonest. You "doing great and things are fine" doesn't mean that someone else isn't doing greater and more fine.
    Meriwhen likes this.
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    Quote from Esme12
    Now, especially in "At will states", an employer may fire an employee for any reason except one that is legally forbidden. So they think of another reason to fire you. It is not fair. It is not right. But if they want to me hospitals know how to document your exit. Legally, precisely, and permanently.....and they know how to black ball you just as easily.
    And I know how to file retaliation lawsuits.

    For the record I don't think it's worth it to bring up a 1% disparity. Even a 2% raise looks ridiculous when you break it down by paycheck!
    Esme12 and Wet Noodle like this.

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