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I think employers can get into a lot of trouble if they start assessing
things such as a person's debt load and how the salary is being used.
It's a lot like saying "well, so-and-so now has two kids, so we should
pay him more than x, who has none". Salary is based on performance in
the workplace, not the bedroom, bank, etc.
>From: Michael Piellusch[SMTP:mpiel -at- ISI -dot- COM]
>Sent: Thursday, January 23, 1997 11:25 AM
>To: TECHWR-L -at- LISTSERV -dot- OKSTATE -dot- EDU
>Subject: Re: Salary Creep (Re: A Sticky Situation)
>I'm responding to my own post, as my initial attempt
>was rejected due to insufficient electronic postage.
>> Date: Tue, 21 Jan 1997 07:38:23 -0800
>> From: Michael Piellusch <mpiel -at- isi -dot- com>
>> To: arrants -at- BRIGHTWARE -dot- COM
>> Subject: Salary Creep (Re: A Sticky Situation)
>> Cc: mpiel -at- isi -dot- com, TECHWR-L -at- LISTSERV -dot- OKSTATE -dot- EDU
>> Hi Steve,
>> Your advice for Jeannie is sound, but you might add that she
>> is not alone. This phenomenon has been with our industry at least
>> since the 1970's. It is usually called grade creep or salary creep.
>> Many companies try to keep salaries confidential to avoid comparisons,
>> and most managers work hard to level and gradate their "playing fields"
>> at salary review time.
>> Perhaps a more difficult concept, but possibly more important, is
>> that many of us have chosen technical publications not for the
>> great salaries but for the never-ending challenges and benefits
>> of getting paid to be a knowledge worker.
>> Also, the new writer might pick up a higher gross or net amount while the
>> more seasoned writer collects profit sharing from prior years, better stock
>> options, and other longevity benefits. The new writer might be paying off
>> student loans, while the veteran is making tax-deductible mortgage
>> The bottom line, as you point out, is "don't be confrontational."
>> Any salary beats no salary!
>> Mike Piellusch
>> ----- Begin Included Message -----
>> From: Stephen Arrants <arrants -at- BRIGHTWARE -dot- COM>
>> Subject: A Sticky Situation
>> To: TECHWR-L -at- LISTSERV -dot- OKSTATE -dot- EDU
>> A neighbor, Jean, who is also a technical writer, came to me with a
>> problem. She one of two writers at a very small hardware company. Her
>> manager was the only writer until Jean was hired in October 1996.
>> Recently, the company hired another writer, at a salary Jean says is 15%
>> above hers. The new writer has six months experience (compared to Jean's
>> five years) and has never worked on a complete project (from start to
>> Jeannie is angry about the siuation and asked me for advice. i'd advised
>> her to take the following approach:
>> * List out her strengths, successes, and improvements since she
>> in October.
>> * List the responsibilities of *her* job.
>> * Gather feedback she's already received from folks she's worked
>> * Tray and gather salary figures from comparable companies in the
>> (there are only one or two of them, though).
>> * Present this to her manager and talk about a rise in salary or
>> additional benefits (extra time off, telecommuting, etc.).
>> I've warned her not to be confrontational, but to be honest with her
>> manager as to how she is feeling about this, and what she sees as a
>> Can you give any other advice?
>> steve arrants
>> ----- End Included Message -----
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