141–150 of 224 posts
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Norway is one
Norway is the only one. And you can't look up salary, just their total income, which could include say renting out a vacation home or whatever.
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> Information asymmetry is a natural thing. What does this mean? Why does natural even matter? Humans changed a lot of things that are “natural” to better their lives. >It benefits job seekers too because your prospective employer does not know everything about them. Temporarily embarassed billionaires. Aka you like to think you are the 1% who can out negotiate an employer because you are so in demand. 99% of people…
Even if data is freely available evrerywhere it means it becomes a valuable occupation to collect it and exploit it and this is what a knowledge broker is.
Right now, labor buyers can buy the same exact information, and as a result, labor sellers are being exploited.
At this point is there any disadvantage to legislating that all companies should share a transparency report where they list their levels + avg, min, max, median salaries for each level?
I’m opposed to disclosure laws that would be prone to expose the income of individual people. If Alice is the only SWEPR5 at a company, that proposal publishes her salary. If Bob is clearly the best SWEPR4, Cathy the middle, and Dave just barely got promoted to that level, their salaries are also individually published. I don’t object to good faith ranges being required in job listings, but I oppose anything that wou…
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And job seekers. They don’t want potential employers knowing how much they made.
I'm pretty sure they know what you made if you worked at a large company anyway. For small ones they can probably guess better than the job seeker can. Excluding insider info because it goes both ways.
He got within a few thousand dollars. Respect, you’re good at your job. Also to his credit, I still got a hefty pay bump.
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I think the question is more why should an individual's salary be private? Personally, I think money is power, and I want to know about power disparities to better protect myself. But I understand there are factors to consider.
Why would you be entitled to know my salary, or anything else about me and my life? “I want to know” is obviously not a good enough reason.
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I’m opposed to disclosure laws that would be prone to expose the income of individual people. If Alice is the only SWEPR5 at a company, that proposal publishes her salary. If Bob is clearly the best SWEPR4, Cathy the middle, and Dave just barely got promoted to that level, their salaries are also individually published. I don’t object to good faith ranges being required in job listings, but I oppose anything that wou…
Why shouldn't Dave and Cathy know what Bob is earning? They're the same level, they should earn the same.
From a worker point of view, being open about what we're earning will help bring to light if we're being exploited.
From a business owner point of view, employees having this knowledge disturbs the power imbalance employers enjoy when it comes to compensation negotiations.
I think more people than you'd expect in HN are in the latter camp. This site was launched as Startup News, after all.
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They're at the same level, but maybe not doing the same job. Even if they're nominally in the same "job code" the actual mechanics of what they are doing, the sensitivity of their work, the skills required for success, the markets/industries they are operating in, the pay scale where they live, the level of functional support they are receiving may all be substantially different. Of course there may also be other dec…
What does “same level” even mean then?
These things are related certainly, but they cannot be considered interchangeable of you will find yourself over-paying for labor or losing recruiting battles to your talent competitors due to underpaying. Believe me - most organizations would love nothing more than to just pay everyone the same and be able to retain their desired stuff and stay competitive in the market. Compensation activities are a drain.
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I have a very hard time believing that sales-people and trades-people don't take it into considering when negotiating or quoting a price. One of the reasons a car sales person wants to "check your credit" early in the process is to get your credit rating and address - which helps them guess your price sensitivity - and many home services certainly take into account the area you live in even when it is irrelevant.
Yeah, "checking your credit" doesn't exist, really, outside of the US. When making loan decisions, your income and loan totals/history are the main things considered, not an arbitrary score by private third parties that couldn't keep the data safe if their lives depended on it.
Every lender needs to assess credit-worthiness in some way, and they resort to the very similar schemes, with minor procedural differences based on cultural factors and historical accident.
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Lots or reporting requirements only take effect once a firm reaches a certain size. This makes a lot of sense given that tiny firms (say less than 10 employees) may not have formalized wage scales, in-house administrative staff, and have a harder time amortizing compliance costs. So yes, there are disadvantages to consider.
Smaller companies can just report whatever they're paying each employee that year, then?
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They're at the same level, but maybe not doing the same job. Even if they're nominally in the same "job code" the actual mechanics of what they are doing, the sensitivity of their work, the skills required for success, the markets/industries they are operating in, the pay scale where they live, the level of functional support they are receiving may all be substantially different. Of course there may also be other dec…
> the actual mechanics of what they are doing, the sensitivity of their work, the skills required for success, the markets/industries they are operating in Surely these are all criteria that should determine your level. What's the point of levels if you're saying each level consists of arbitrary other levels? I agree that a range should be public, but an employee's salary should remain within the range for their leve…
Organizational leveling criteria and compensation criteria are certainly related, but not interchangeable. Organizational leveling criteria is a reflection of your internal hierarchy of authority, decision making, and accountability. Compensation criteria considers that to a degree, but also accounts for more externalities, individual organizational differences, and at times a reflection of strategic priorities.