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All of this extra work preparing for in-person, hybrid or some type of combination is a great time to be earning clock hours. We can design classes to fit your needs and you will not need to pay until 2022 when you move up the pay scale. Let me know if I can help. Email me at robcollins247@gmail.com
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You don't make peace with it. You just learn to live with the frustration. I've pushed for raises for myself and my team more times than I can count. The answer is almost always "not in the budget." Meanwhile corporate announces record profits. At a certain point, you have to accept that the people above you don't see your team as people, but line items.
I've advocated for raises for people, and for better pay for new hires. My success in that department has been limited, at best. It is what it is, the people in upper management have fairly rigid pay ranges and there's not a lot of flexibility. And in my position I haven't got the power to change that.
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In my company, there is no way to push for better wages because we have pre-determined percentage that we get every year.
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Post-covid, I pushed for a $10 an hour starting wage, because that was the minimum anyone else was offering. (Which was still less than the minimum wage where I am now, as well as the state that the company was based in), and $12 an hour for shift leads (which was still not enough). The manager that replaced me at two different stores rolled back those wages (by not giving raises until the current employees left, and bringing in new hires at a lower wage), then was dealing with ridiculous turnover. Finally, someone must have had a talk with him, because he has been bringing in people at the rate I established. (which, again, is way too low)