Newly hired LPN is making more money!!!! - page 3

I was hired 6 months ago and am making $18 an hour.:angryfire:angryfire:angryfire I just learned that the new LPN is making $20 an hour and she has less experience than I do!!!!! What would you... Read More

  1. by   ducksmom
    This very thing happened to me. Not in the nursing profession but in another professional position. Long story short.. I left.
  2. by   caliotter3
    Good for you both CHATSDALE and ducksmom! Sometimes you have to get out from under the doormat position and leaving is the only way to do it.
  3. by   caliotter3
    muhaha

    In response to your post, people only get paid the same according to a scale usually in a union contracted situation. And even then, as pointed out to me by someone in management one time, there are ways to get around the union scale. As long as no one is the wiser, it is done all the time. The catch: someone will assist a new employee in making their accomplishments seem superior to someone already working, so it is justifiable to start them at a higher pay grade. According to the person who clued me in to this practice, there were many HR tricks that they used to get around the union. Ethical or not, agreeable to all or not, I can see how management types would engage in practices to circumvent the third party trying to tell them how to treat their employees.
  4. by   teeituptom
    Quote from Angie O'Plasty, RN
    And I'd say that you're paid more because you're a guy.

    The fact remains -- guy nurses tend to get paid more than we (older, female nurses) do. Same for techs. It's not a matter of what you'll accept so much as it's an unwritten "understanding" that guys need to make more.

    Hogwash. :angryfire
    I dont believe now and never have that males get paid more for being male.

    I believe in myself, the way I present myself, the way I sell myself and my proficiencies and capabilities to get the maximum allowable salary. I feel a lot get less beacuse they settle for less as opposed to selling themselves

    There is a difference there
  5. by   destiny5
    I don't understand why it's anyone's business what anyone's pay is. At the hospital I used to work at the LPN's started at $13.50 hr, while resource CNA's started at $18hr, RN's started at $22 and resource RN's started at $39. At the end of the day, if you are unhappy with your pay go somewhere else. That's why peoples pay should remain "confidential". We don't always know what experience one has, certifications, or their ability to negotiate what they consider to be a fair salary. Get over it.
  6. by   leslymill
    It isn't anyones business, I guess some people just like to brag.
    Maybe working half a day with someone day in and day out this stuff occasionally comes out.
    I prefer not to know myself. The only raises I even got in my 26 years in nursing was when I quit and moved elsewhere.
  7. by   gt4everpn
    :angryfire:angryfire I feel you blackcat, when I started working as a PN I asked for a full time schedule, then the staffing coordinator was like oh no we have to put you as per diem, then they hired a PN 2 weeks after me for full time, I was smoking red hot!! Even thought perdiem actually works out for me as I am in school, its a matter of principle, I asked first! hmm, what can I do!, I just had to stew in my own juices!:angryfire
  8. by   nicurn001
    Did a little research .Discussion of pay is absolutely protected by law.
    check out , http://www.dailykos.com/story/2007/3/23/8405/52995
    this refers to Cintas Corp v NLRB case decision.
    Any employer policy limiting discussion of employee pay is unenforceable .
    Staff lose nothing by discussing their pay .The only loser is management who are no longer able to hide anomalies and favoritism in pay practices .
  9. by   UM Review RN
    Quote from nicurn001
    did a little research .discussion of pay is absolutely protected by law.
    check out , http://www.dailykos.com/story/2007/3/23/8405/52995
    this refers to cintas corp v nlrb case decision.
    any employer policy limiting discussion of employee pay is unenforceable .
    staff lose nothing by discussing their pay .the only loser is management who are no longer able to hide anomalies and favoritism in pay practices .
    even better, i went to nlrb's site and found these little gems:

    employee rights

    the national labor relations act extends rights to many private-sector employees including the right to organize and bargain with their employer collectively. employees covered by the act are protected from certain types of employer and union misconduct and have the right to attempt to form a union where none currently exists.



    examples of your rights as an employee under the nlra are:
    • forming, or attempting to form, a union among the employees of your employer.
    • joining a union whether the union is recognized by your employer or not.
    • assisting a union in organizing your fellow employees.
    • engaging in protected concerted activities. generally, "protected concerted activity" is group activity which seeks to modify wages or working conditions.
    • refusing to do any or all of these things. however, the union and employer, in a state where such agreements are permitted, may enter into a lawful union-security clause requiring employees to pay union dues and fees.
    the nlra forbids employers from interfering with, restraining, or coercing employees in the exercise of rights relating to organizing, forming, joining or assisting a labor organization for collective bargaining purposes, or engaging in protected concerted activities, or refraining from any such activity. similarly, labor organizations may not restrain or coerce employees in the exercise of these rights.

    click on national labor relations act to access the full text of the law.




    then i clicked on "protected concerted activities" and got this:

    http://www.nlrb.gov/workplace_rights...ctivities.aspx
    what are protected concerted activities?

    the national labor relations act (nlra) protects employees' rights to engage in protected concerted activities with or without a union, which are usually group activities (2 or more employees acting together) attempting to improve working conditions, such as wages and benefits. some examples of such activities include:

    a) 2 or more employees addressing their employer about improving their working conditions and pay;

    b) 1 employee speaking to his/her employer on behalf of him/herself and one or more co-workers about improving workplace conditions;

    c) 2 or more employees discussing pay or other work-related issues with each other.

    the nlra also protects any individual employee's right to engage in union support, membership, and activities.

    the nlra protects an individual employee's right not to engage in union activities or in other protected, concerted activities.

  10. by   caliotter3
    Thanks for the tips nicurn and Angie. I always thought it was illegal for employers to forbid the discussion of pay. Just another example of scare tactics by unscrupulous employers. If they were above board, they would be open about their pay practices and how they apply their criteria to all employees. They try to keep it a state secret because they don't want it known that they show favoritism. It is ludicrous to believe that all people who are given higher wages are worth those higher wages. I've seen it so often. I even made the remark, when I found out about the nurse who failed the RN boards three times getting $4 an hour more than me, "Pay me another four dollars an hour, and I'll fail the RN boards as many times as you want me to!"
  11. by   leslymill
    Great links.
    Know I know what I should have known. Employer is not always right.
  12. by   Hellllllo Nurse
    Quote from teeituptom
    I dont believe now and never have that males get paid more for being male....
    It's a long standing well known statistical fact.

    http://www.mtsu.edu/~berc/tnbiz/women/pdfs/wages.pdf

    "...Median weekly earnings of full-time female workers in the United States were $182 in 1979, compared with $292 for men. This put women's earnings at 62.3 percent of men's earnings. In 2005, women's median weekly earnings were $585, and men's were $722, putting women's earnings at 81.0 percent of men's earnings. Between 1979 and 2005, women's earnings increased 221 percent, while men's earnings increased 147 percent.

    Accounting for the education level of female and male workers does not remove the disparity. At all levels of education, women have lower median weekly earnings than men (Graph 3). The earnings gap is largest for workers with a professional degree. In that category, women's weekly earnings are $1,128 and men's are $1,554, meaning that women's earnings are still only 72.6 percent of men's for people with professional degrees..."

    http://olmis.emp.state.or.us/olmisj/...our=0&p_date=1
  13. by   Blackcat99
    Thanks all. I finally called the administrator and talked to her about it. I didn't care if I was going to be fired or not. Anyway, she said that the new girl was hired at first just doing per diem-no insurance, no sick time, no benefits etc. She has now started full time. The administrator said she is still getting $20 an hour because she doesn't get insurance or benefits and that is why she gets paid more. The only reason I work full time is because I need health insurance so badly. Due to prior health problems, no one will give me any private health insurance coverage.

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