Newly hired LPN is making more money!!!! - page 4
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
Sep 30, '07Joined: Aug '02; Posts: 38,000; Likes: 37,225Oh, well, Blackcat, there's your answer. I got a higher wage in lieu of benefits on my first full time nurse job, but it was no $2 an hr! I got a whopping 13 cents more per hour. The administrator may be justified, but she is still not establishing good will. Have you been getting regular raises? I'll bet not. Don't stew too much. You can still probably find a place that will offer you better if you look.
Oct 3, '07From: US ; Joined: Jan '04; Posts: 3,163; Likes: 1,158Yes, I was thinking that $2 more an hour was quite a bit. :uhoh21:I think you're right. I better start looking around for something better.
Oct 3, '07Occupation: Research RN Specialty: 7 year(s) of experience in Oncology, Research ; Joined: Feb '04; Posts: 333; Likes: 112Quote from Blackcat99Benefits end up costing the employer quite a bit. For example, my employer has paid almost 12K so far this year for my benefits. So, in reality $2/hr more is not that much in light of how much benefits cost.Yes, I was thinking that $2 more an hour was quite a bit. :uhoh21:I think you're right. I better start looking around for something better.
Oct 3, '07Joined: Sep '05; Posts: 1,277; Likes: 359Quote from angie o'plasty, rnangie - you are awesome to be able to weed thru and find this sort of thing!! great job!even better, i went to nlrb's site and found these little gems:
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:
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.
- 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.
click on national labor relations act to access the full text of the law.
then i clicked on "protected concerted activities" and got this:
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.