An Inadequate Promotion
After successfully restructuring and managing my team through an acquisition, I was recently promoted to the position of Senior Director in my company. Previously, I was responsible for managing newcomers in my field, but now I am managing senior managers. However, despite weeks passing, I have not received an official offer letter or discussed a raise with anyone. Instead, I have only had conversations about transferring my responsibilities and immediately taking on new ones.
Nearly two months later, I finally received my official offer letter without any increase in salary, bonus, or deferred structure. I expressed my dissatisfaction to my direct supervisor and human resources, but they informed me that salary increases would not be discussed until next year. I urged my supervisor to escalate the matter to the CEO and CFO. As of now, I haven’t signed the offer letter. While I do earn a decent salary with decent benefits, it is well below my market value. Additionally, I am in the process of purchasing a house. Should I continue pressing for better terms, refrain from signing, take more drastic action, or start searching for new opportunities?
— Anonymous, New York
In an ideal world, promotions would always come with raises, but unfortunately, reality doesn’t always align with our desires. It’s understandable that you’re displeased with this situation, as increased responsibilities and a new title should be accompanied by increased compensation. However, if your employers are unwilling to provide it, there is little you can do to compel them.
Now, it’s up to you to decide how to proceed. If your employers have clearly stated that there won’t be any salary increases at the moment, pressing the issue may not be productive. While you can make a strong case by highlighting your successful team restructuring and acquisition management, it’s likely they are already aware of your accomplishments.
Persistence is valuable, but it also has its limits. Are you willing to wait until next year for a potential raise? Do you enjoy your job enough to accept the offer letter and see what happens? Or are you frustrated enough to actively search for new opportunities? If you find this situation unbearable, it might be worth exploring positions that offer the compensation and professional consideration you believe you deserve. Best of luck with your decision.
Unequal Pay Raises Resentment
I have been with my company longer than any other employee. I played a crucial role in building the organization from the ground up. Years ago, due to a disability, I switched to part-time work and obtained permission to work remotely. When the pandemic hit, the entire company transitioned to remote work. Recently, there was an initiative to reduce workweek hours for better morale and work-life balance. Now, full-time employees are paid as such, but their expected working hours are around 30 per week, and projects are assigned accordingly.
However, I didn’t receive a raise, and my hours remain the same. Although I love my job and colleagues, the pay discrepancy is difficult to stomach. For instance, junior colleagues now earn approximately $20,000 more annually than I do for the same amount of work. With no human resources department, I raised this issue with my supervisor, who acknowledged the unfairness. She stated that the company is currently unable to address the situation but will look into it next year. This oversight has had significant consequences, especially as I am newly pregnant and financial stability is crucial. Is this ethical? Is it legal? How can I cope with this resentment while staying put?
— Anonymous
Ethics often arise in the questions I receive, particularly from individuals facing exploitative work situations seeking validation for the injustice they experience. Let me assure you that this lack of fairness is not ethical nor is it fair. Your supervisor acknowledging the imbalance is a symbolic gesture, but it doesn’t rectify the significant pay disparity you face.
If your employer can afford to pay all other full-time employees a full-time salary for working 30 hours per week, they can afford to compensate you appropriately as well. Why does everyone else’s morale matter, but not yours? There is no excuse for this disparity, and you should not suppress your resentment to allow such a flagrant injustice to continue. Consult an employment lawyer knowledgeable in disability law, as it seems you may have legal recourse based on your disability alone. I hope your employer corrects this wrongdoing promptly.
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