Quote from Inquisitive one
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.