Hourly wage difference

  1. Hi everyone,
    Who do you feel has more responsibility, a unit manager working 7-3 or a nursing supervisor working 3-11 or 11-7 ? Also, up til recently all supervisors and unit managers made the same hourly rate and do not receive shift differential. I inadvertently found out that a newly appointed 11-7 supervisor (she was a staff nurse at the facility) is making 4-5 dollars an hour more than the rest of us and night differential. The long term care/subacute facility is for profit and nonunion. What's my recourse without letting anyone know I know there is a difference in rates? Thanks it's eating me up.
    Last edit by Inquisitive one on Oct 23, '05
    •  
  2. 3 Comments

  3. by   jkaee
    Quote from Inquisitive one
    Hi everyone,
    Who do you feel has more responsibility, a unit manager working 7-3 or a nursing supervisor working 3-11 or 11-7 ? Also, up til recently all supervisors and unit managers made the same hourly rate and do not receive shift differential. I inadvertently found out that a newly appointed 11-7 supervisor (she was a staff nurse at the facility) is making 4-5 dollars an hour more than the rest of us and night differential. The long term care/subacute facility is for profit and nonunion. What's my recourse without letting anyone know I know there is a difference in rates? Thanks it's eating me up.

    Well, the way I've understood it is that the unit manager assumes total responsibility for the running of the unit, while the shift supervisor is responsible for the whole building for just that shift. So, I would think that a unit manager would be paid for, just because she is assuming 24 hour responsibility for the floor.
    However, I don't think you can really do anything about it, because it's always been stated in my places of employment that people's salaries are their own business, and I've even heard it said that people could be fired for discussing other employee's salaries. So, I don't think you really have any recourse. She may have just negotiated a better salary for herself, or maybe she has certifications or experience that you don't have.
    The only thing I would suggest you do is talk to your DON and ask for a raise. If you have assumed more responsibility, or you feel you've really made progress on your unit, then ask if you can have a raise in pay. But DO NOT mention that you know what the other super makes. Big mistake if you do.

    Good luck!
  4. by   cantoo
    I agree with kjaee. A unit manager is in charge of that unit 24 hours a day and the 3-11 and 11-7 supers work for the unit managers. At least it's that way where I work. The unit manager should make more money......SHOULD....LOL!!

    But you say you work in a nonunion,for-profit building and that's where the buck stops. You should go to your DNS and ask for a raise w/out mentioning the other person's salary. Your request should be based on YOUR good job performance and what YOU do to take good care of your residents and your staff. I can understand where you would feel slighted and hurt, but that's not a good reason for a raise....at least on in their book.

    Hope this helps and good luck to you!
  5. by   Daytonite
    Hey! This is America, land of free enterprise. You negotiate for what you can get. Go to the boss if you think it's unfair, but be prepared to tell how you found out about the difference in the pay. Otherwise, go in and ask for a raise yourself if you don't want to reveal that you know this information. You never said, and I didn't understand, but what is your position? Staff nurse, unit manager or supervisor?

close