Newly hired LPN is making more money!!!!

[Blackcat99]

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 do?????:angryfire:madface::madface:

[leslie :-D]

it's not only the fact that new nurses are making more than the vets:

but the fact that an lpn is making more than an rn.

it's not right.

and i don't think lpn's would be thrilled to learn that assts are making more than them.

there are 2 separate issues going on.

while theoretically tom makes sense, one needs to be prepared for the consequences, if logistic, reasonable expectations don't materialize.

as for men making more than women, that is yet another issue that is just plain wrong and shouldn't be tolerated.

leslie

[CHATSDALE]

when you go in for initial interview have in mind what you are willing to work for, take in mind benefits etc..if they offer less discuss this with them if they decide that they can not meet your needs shake their hand and thank them for the interview

found out my accident that the part time nurse was making $1.50 hour more than me, a friend of mine told me that they were hiring at another acility and when i applied they offered me $4 more an hour than what i was making

actually i was going to stay where i ws when i talked with the don, she acted horrified that i knew what another nurse was making, i asked what she would offer me and she said that it would have to wait until my yearly evaluation came up and that she would recommend $1 raise

at that time...i told her i was giving notice and she said NO that i would have to wait until she came back from vacation and we would discuss it then because she certainly didn't have time to hire someone.

i gave her a written 2-wk notice and gave a copy to facility admin.

[ducksmom]

This very thing happened to me. Not in the nursing profession but in another professional position. Long story short.. I left.

[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.

[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.

[teeituptom, BSN, 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

[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.

[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.

[gt4everpn, BSN, RN]

:angryfire:madface::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

[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 .

[UM Review RN, ASN, RN]

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/i_am_new_to_this_website/what_are_protected_concerted_activities.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.

[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!"