261–270 of 388 posts
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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.
The actual reality is that your salary is not tied to your value, but to your negotiation skills (carried mostly by your leverage when you receive the offer)
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I read somewhere pay transparency just lowers the amount of pay for disagreeable people who try to earn more. It makes things cheaper for businesses in general because it's harder to get a rise. Nobody has ever been able to define what equal pay for equal work means because every human being is different (skills, work ethic, ease of working with them, timeliness, negotiation skills, assertiveness, leadership ability…
>I read somewhere pay transparency just lowers the amount of pay for disagreeable people who try to earn more. It makes things cheaper for businesses in general because it's harder to get a rise. Then wouldn't you see businesses fighting for it instead of against it?
Is there anything in this mandate that prevents corporations from listing unreasonably large ranges? 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, p…
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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…
Well, I entered the workforce in 1996 and I have never seen or heard of that practice here in France.
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despite pay gap shown time and time again to be fiction, government monkeys are still dancing to that out of key tune.
Overall in developed countries the pay gap has largely been closed over the last few decades, but remaining gaps are not fiction. There are still real and unjustifiable gaps in some employment sectors, especially in a region as diverse as the EU. Pay gaps in some Eastern European countries for example still persist.
Pay gaps exist throughout the EU, some countries may surprise you in a good or bad way: https://ec.europa.eu/eurostat/statistics-explained/index.php...
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You are lucky they did not use equifaxs https://theworknumber.com/ to get your salary info. Or maybe they did and your salary info wasn’t there. Many of my employers have reported my salary to that database without my consent. It is easy to obtain. There was an article on HN about it within the last month.
How does a company participate in this system? Are there headcount/turnover/etc requirements? What prevents someone from setting up companies that claim to employ anyone (you can "apply" for a nominal fee online and you get "hired" immediately and your chosen salary figure gets sent to these assholes)?
https://www.investopedia.com/terms/b/best-alternative-to-a-n...
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What I could not find in the document is how it defines 'equal work' and 'equal value'?
Job title -> pay range. If you do work that does not match your job title (or job description) and your boss refuses to acknowledge it, I'm confident there's existing legal pathways to deal with it - with the help of unions if need be.
At my current company, everyone is simply a software engineer and you are paid based on your value. Everyone seems happy with the arrangement.
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I mean they are apparently necessary because people won't stick to the universal "don't be a dick" rule; they'll argue about what defines "dickish behaviour".
What if the people writing regulations are also dicks?