Not sure what to do with an issue I have with my supervisor.

[afarmer]

Hi,

I'm a relatively new nurse, I'm coming up on my one year anniversary at the hospital I work at. That being said, I've recently had my annual review. It was positive all around, I was pleased, and then came time for our raises. We were told there was a 2% cap on the raises. When I received mine, my supervisor told me I only received 1% because I hadn't been there for a full year, which, although it was disappointing, I understood. We were told to keep them confidential, but that didn't happen. I have learned that another nurse, who started at the exact same time as I did, had received the full 2%. I then learned other nurses earned a 3% raise. I am fairly upset. Do I have the right to be? Should I question my supervisor about it? And If I do, how do I approach the subject. Thanks for reading!

[Esme12, ASN, BSN, RN]

Not disagreeing with anyone's advice, but just so you know, it's illegal for an employer to forbid discussing wages. It's lovely that they'd "like for them to stay confidential," and you can see why. Not legal to ban such discussion though.

Technically, yes. The NLRB (The National Labor Relations Board) has taken cases to court (none of them hospitals I might add) about "confidentially" clauses prohibiting the discussion of workers compensation and have won based on the laws that protect the employees under the National Labor Relations Act (NLRA, also known as the Wagner Act of 1935). Specifically, employers cannot "interfere with, restrain, or coerce employees in exercising their rights under NLRA which protects the employees' right to discuss their 'wages, hours, and other terms and conditions of employment' for their 'mutual aid or protection'."

The National Labor Relations Board has ruled for the past 25 years that employer rules forbidding workers to discuss wages are unfair labor practices, in violation of NLRA. Some employers may set pay confidentiality policies in the belief that NLRA applies only to unionized workforces. The relevant portion of NLRA applies even to non-unionized companies.

Now, especially in "At will states", an employer may fire an employee for any reason except one that is legally forbidden. So they think of another reason to fire you. It is not fair. It is not right. But if they want to retaliate......trust me hospitals know how to document your exit. Legally, precisely, and permanently.....and they know how to black ball you just as easily.

OP........There are many things that are illegal and laws that protect you. Do you have the time, and money, to pursue this? Is that 1% worth losing your job, looking for another job, and explaining why you are NOT for rehire at the present one.....in this present job market? Is it worth quitting and looking for another job in this market? If it is I suggest you do not quit one job before you have another.

If you choose the righteous path and demand to know what the deal is with the different "reports" of raises....be prepare for the consequences for they obviously choose to remain secretive.

Your rights under the NLRB

[afarmer]

The other new grad has no prior experience. Another nurse that did who started a month before us still got the same salary and a 2% raise. If it's performance based, then I just want the management to tell me during my review instead of saying I'm doing great and things are fine. The only reason they gave me for the half raise is that I hadn't been there long enough. Which is a blatant lie, and that's why I'm upset. What's to stop them from doing the same thing next year? I'm back and forth about talking to them. I'm a very passive person, respectful of authority and I hate rocking the boat. On the other hand, I expect a level of honesty from people.

[joanna73, BSN, RN]

Then you have every right to approach your supervisor to ask why you weren't given the full raise, and how you might improve. However, you really can't question or bring to light another co-worker's salary during the conversation. It's hearsay, and none of your concern why someone may or may not have received a higher raise. Keep that in mind should you decide to approach your boss.

[wooh, BSN, RN]

They aren't necessarily being dishonest. You "doing great and things are fine" doesn't mean that someone else isn't doing greater and more fine.

[redhead_NURSE98!, ADN, BSN]

Now, especially in "At will states", an employer may fire an employee for any reason except one that is legally forbidden. So they think of another reason to fire you. It is not fair. It is not right. But if they want to retaliate......trust me hospitals know how to document your exit. Legally, precisely, and permanently.....and they know how to black ball you just as easily.

And I know how to file retaliation lawsuits.

For the record I don't think it's worth it to bring up a 1% disparity. Even a 2% raise looks ridiculous when you break it down by paycheck!