Your raise schedule should be outlined in your union contract! :)
But if I join a union, then I might have to pay union dues!!! Getting a 20% raise isn’t worth losing 2% to dues!!!
Have you considered how many video games you can buy using all that money you saved on union dues?
We talking full priced or steam summer sale?
Now you see why the right wing tries to neuter schools and education.
On a similar note, paying 10% of my total income to health insurance is absolutely worth it, because they partially pay for 3 doctors visits per year and tell me to go fuck myself when I need antidepressants or Advil.
The typical high deductible health plans these days only seem to work well for people that need like no healthcare, or people who need a ton of it.
My secret trick is to have an incurable condition where the medications to hopefully stabilize you or slow progress of the disease are so hilariously expensive that the pharma company will pay all of my out of pocket costs. It’s like my employer pays me my salary, then my insurance company pays an entire separate yearly salary to the pharma company.
You need to phrase that differently.
It’s not 20% raise, it’s 1/5 more. And it’s not 2% dues, it’s 1/50 less.
See the dues are definitely worse!!!
The sad thing is, there are people who wholeheartedly agree with that reasoning…
One of the most vivid arithmetic failings displayed by Americans occurred in the early 1980s, when the A&W restaurant chain released a new hamburger to rival the McDonald’s Quarter Pounder. With a third-pound of beef, the A&W burger had more meat than the Quarter Pounder; in taste tests, customers preferred A&W’s burger. And it was less expensive. A lavish A&W television and radio marketing campaign cited these benefits. Yet instead of leaping at the great value, customers snubbed it.
Only when the company held customer focus groups did it become clear why. The Third Pounder presented the American public with a test in fractions. And we failed. Misunderstanding the value of one-third, customers believed they were being overcharged. Why, they asked the researchers, should they pay the same amount for a third of a pound of meat as they did for a quarter-pound of meat at McDonald’s. The “4” in “¼,” larger than the “3” in “⅓,” led them astray.
Every half decent company will do this, union or not.
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“We value none of our workers, it’s nothing personal.”
Nothing personnel kid
I had exactly the same experience. The manager answered me “wait, I can actually raise you! Here it is!”. I merely had to be a dick like them for them to do something. I still left.
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The other thing I always tell people is every year you don’t get a raise that’s at least equal to inflation you’re getting a pay cut. Finding a job that does cost of living increases every year is a huge benefit.
My company generally gives yearly raises, and before 2020 they were usually pretty generous. The last few years though, they haven’t even come close to matching inflation.
And you are getting a relative pay cut. Doing the same amount of work, but the money you take home doesn’t go as far.
Isn’t this the norm? I’d quit if my company didn’t do this.
Sadly no, my company does, but many companies see employees as resources, not assets.
Ugh. At the place I worked for a long time pre-covid, fairly often I heard the word “resource” being used in place of “human being.”
Can we put a resource on this problem? Who is the resource assigned to this? We won’t have an available resource until next month.
The newcomer: Oh, I don’t have to work here? Thanks for reminding me!
Me: Nobody wants to work! Sorry for our slow service, Covid these hard times 9/11
Also supply chain, egg prices, Biden “I did that!” sticker. Damn lazy avocado toast is killing diamonds with tiktok.
Throwing my hands up and saying "Covid these hard times 9/11” is going to be my new favorite way of ending a conversation or apologizing to somebody.
Of course you’re not going to get a huge raise. Only three ways that happens:
- You directly generate money for the company, as in, you bring new revenue. Most employees are cost centers.
- You get a huge promotion, and even then, you’re not likely getting a 20%+ bump.
- GET ANOTHER JOB.
#3 is well-known and obvious to those of us in tech. I often forget that non-techs and young people may not have got the memo. My last job hops have bumped me 30% and 90%.
Non-tech example: My friend took an oil change job when we moved here. That was well below his skillset. He kept proving his skills, improving his skills, moving up a bit and moving on. Now he’s at $120,000 and is the service manager for the largest car dealer chain in the area.
And no, employers generally do not expect our lifelong loyalty. They talk like that, because it would be stupid to talk otherwise. I’ve answered “Where do you see yourself in 5 years?”, with, “Let me dig in and see how it goes! I may move on at the 5-year mark to keep my skills growing and fresh.”
HR didn’t bat an eye. “Well, we hope you enjoy your 5-years here!”
Keep your resume polished and move on!
Option #4: Organize with your coworkers and form a union and collectively bargain for higher wages and better benefits.
That should be an option, and yet my initial reaction was “like that would ever happen.”
Boss 2 years later: “why did all of our newcomers quit?! I swear there’s no good employees anymore.”
“wHy dOeSn’t aNyOnE WaNt tO WoRk, AnYmOrE?”
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Start sending out applications now, you may already be qualified, and getting a job offer in the back pocket is never a bad idea.
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The newcomer can start interviewing and have a raise in just a few weeks! The boss is right, he doesn’t have to work years for a raise.
Oh, so I can get it right now?
