231–240 of 388 posts
Is there anything in this text that would prevent a company from posting offers with very large ranges? "this position salary can be from €35k to 75k€ depending on multiple factors" Such ranges would render it pointless
They would surely make current employees ask, "So what do I have to do to move from my 45k to the theoretical 75k max?"
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The reality is that not everyone brings equal value to an org. Some are rockstars and others are meh. It’s natural, and you should be incentivized to improve.
My experience is that once you remove the "rockstar" from a team (and by this I mean that they leave) the other employees take over their tasks and responsibilities without issues, and everything works fine. Which makes me believe the rockstar effect is quite often just a myth.
For the sake of this example, let's say FAANG is looking for a software engineer and the range for the job listing is: 68k - 600k. Would this be allowed?
I ask because Denver, Colorado has identical mandated restrictions for job listings, and employers are skirting regulations by offering ridiculously broad ranges, putting everyone back at square one.
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Salaries might be private here, but taxes sure aren't. A recruiter could feasibly walk into the local tax office and ask to see my taxable income for 2020.
That’s wild, I can’t believe it. Where is this if you don’t mind me asking?
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Every human interaction? No, it won't be regulated. (Almost) every human interaction between a company and an actual human? In most cases, yes please.
Well...what happens when company lawyers and lobbyist are the ones drafting regulations governing every human interaction with said company?
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> Employers would be prohibited from asking about an applicant's pay history Aw, that was one of the fun moments when getting my current job. I moved from private sector to public sector and they're like "You understand that the previous pay you listed is more than our boss's boss, the director of our entire org unit gets paid right?". Yes, yes I do. Which is why when you asked at interview "Why do you want this role…
The problem at least in France is that prospective employers will demand your pay slips from your previous job. If you are early in your career, they will use this to depress your wages as much as possible, making arguments like "well, we can't just give you a 40% uplift". So if your first employer screws you, the ones that follow can as well. Personally, I would just forge one with a much higher pay level - but most…
A man was recently sentenced to 4 months of jail time because he lied about his salary to rent an apartment. [0]
[0]: https://www.capital.fr/economie-politique/un-locataire-conda...
I find myself at the other end of the equal pay problem - I am equally payed with equally titled but not equally working coworkers. The entire management chain has clearly different expectations from me: I get most if not all of the difficult tasks and my coworkers rely daily on my guidance. In this quarter discussion with my manager I've been told I can not get a pay raise as it would create a discrepancy with my co…
My admittedly limited understanding of the gender pay gap is that it is based on gender differences in interests (eg. career-wise), differences in willingness to work long hours (especially with age), and differences in temperament, ie. women on the whole having lower assertiveness and thus being less likely to ask for higher salaries and raises. The "equal work" part takes care of the first two points, ie. the type…
I agree the gender wage gap is generally an issue at the aggregate level due to individual choices. I disagree with the language you use later in the comment (fought, won, given). Negotiation skills shouldn't drive compensation. Value to the company should. If someone is doing the same work and making the same value, then they are earning their salary. Differences in pay can be explained by documenting the difference…
The status of my salary has an easily articulated and understandable explanation. Nobody did anything wrong and nothing needs to be done to correct it (by anyone but me).
These laws don’t have the effect people think they will in tech given that “salary” is often a small part of someone’s overall compensation. A role might say it has a $150,000 “salary” but if someone has say $300,000 in RSUs on top of that then they’re really making $450,000 with a $150,000 “salary”. Eg in the US employers must publish the “salary” for certain visa applicants, but those numbers are often only a small…
We don't really have startups in Europe. We're only paid money.
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I don’t know this sounds like it maps to a SQL query to me assuming you use consistent job titles and possibly the concept of “grades” e.g Level 1 Software Engineer
I'm glad you related it to my industry because I can assure you that not every L3 in Google contributes the same value to the company. They have vastly different backgrounds, education, experience, and aptitudes. Some are willing to work 80 hour weeks. Some aren't. Some are very skilled in technologies which aren't in-demand and don't currently generate a lot of value for Google. Some work on projects which generate…
Where you as the business owner / operator can both reward the above and beyond efforts and try to incentivise more of it in the future.