Pay Rate Jealousy

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  1. Should nursing assistants earn more than nurses?

25 members have participated

What is a decent pay for a nurse? I have been a nurse for a very short time, but I at least thought that I would make more than a CNA. I accidentally found out that I am making less than some of the nurse aides that are working at my job. Now I will say that their jobs are hard too and they have been doing this type of work for a long time, but I thought that there was a pay ceiling for them. I was a cna for over ten years before I became a nurse, and while I am happy that my degree has brought an increase, I now feel ashamed of my pay. I work hard too and sometimes I don't even get a break, so now I really feel disgusted with myself. This is why people should not discuss their pay, waving around pay stubs and stuff. And I shouldn't be so sensitive either, but at this time, I am.

Specializes in geriatrics.

Unless you have a strong union OP, your pay is what it is. As much as people dislike unions, the benefits are adequate pay based on years of experience, cost of living increments and transparent pay grades. Union rates are published.

No union? The employer can and will pay as they see fit.

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Specializes in Med/Surg, LTACH, LTC, Home Health.
I was an aide for many years and in my post I said that they work hard, but I do too, and I do believe that asking for compensation for a skill set that I had to be licensed for is fair. I didn't just fall off a turnip truck and decide to be a nurse. I have been an aide for at least 15+ years before becoming a nurse! So by your account, since I should lend my skills elsewhere, should that be reverting back to cna work with my company, since they get paid so well? Maybe you are coming across as a harpy because it's not your check suffering.......you know, since I'm butt hurt and all. The very nerve of you lady!!!

Taking the CNA out of the equation and similarly comparing RNs to LPNs, I say to you that this doesn't just happen in your company. I worked with several LPNs-turned-RNs, (I'm one myself😉), where higher education would mean a pay cut because of the entry-level status with the new degree. It didn't affect me, though, because I've always been primarily employed as a member of the float pool or agency, requiring the higher pay. Those who had a problem with the decrease had no problem with moving on elsewhere. When or IF the companies get tired of losing loyal employees who became new 'whatevers', they'll revisit their pay grade policies.

That being said, if you put some LPN years in with this company and then become an entry-level RN, one of 3 things will probably happen:

1. the same as is happening now.

2. partial credit for LPN experience when determining your new RN pay. For example, your pay may equal that of an RN of 6 years if you had practiced as an LPN for 12 years. (That was my experience. I had been an LPN for 24 years when I received my RN license. So my first "full time" RN position paid me as if I had been an RN for 12 years. But the pay was still $4/hr less than I was making as a float pool LPN.

3. substantial (or basic) pay increase regardless of your LPN experience.

So, please don't be offended. Put in your years and continued education, confine your thoughts to your own pockets, and before you know it, you'll be branching out and racking up, too. With a license, you have the opportunity to do that. I can't and won't comment on the CNA status since I've not been one, except to say that they, too, fair better in agency/float status when they don't have the years in to warrant the pay by facility policies.

Do your research...there are higher paying positions out there. But most won't have your name on them until you at least have gained 1-2 years experience in your 'current' title.

Good luck!

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My agency actually sent out an email blasts that any employees caught discussing hourly pay would be fired.

It all started because an Lpn thought she was talking to another Lpn at shift change,but she actually talking to an Rn.

She had just recently gotten her pay reduced because the Nursing manager told her it was unfair that she was making the same rate as an Rn new to the agency. The lpn had been working with this agency for 28 years. The Rn was fairly new,having worked for the agency for 2 years. She went back and told the office staff,and that is when we received the email blasts.

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Specializes in Nurse Leader specializing in Labor & Delivery.
My agency actually sent out an email blasts that any employees caught discussing hourly pay would be fired..

Which is illegal by federal law. Your company could get in huge trouble for it, should someone pursue it. And they even have it in writing!

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Which is illegal by federal law. Your company could get in huge trouble for it, should someone pursue it. And they even have it in writing!

How so?

I live in an At Will employment state,and even though you cannot legally get fired for discussing pay,I know the agencies have other ways to get around that.

They might make up other reasons.

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Specializes in Pediatrics, Emergency, Trauma.
How so?

I live in an At Will employment state,and even though you cannot legally get fired for discussing pay,I know the agencies have other ways to get around that.

They might make up other reasons.

You still can go to the labor board for practices in interfering with employment practices.

"at will" doesn't mean they can willingly disregard federal labor practices.:no:

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Hello everyone. I didn't want to leave this thread without commenting on what eventually happened. I did get a cushy raise and I can now focus more on working towards my RN degree. I guess enough grumbling reached enough ears; also companies pay a lot to try to train new workers, so it's to everyone's benefit that my pay increase and I stay put. I am very thankful.

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