I feel a little embarrassed to ask this question but I'm going to do it anyway - how do you go about getting justice if you have been at a company for a good amount of years and find out that people who've quit and come back, are making about $8/hr more than you?

You want justice? Go get more money somewhere else. If they don’t value you, they don’t deserve you. 💅💸

I don’t feel the need to beg for my value to be seen so I would not do what consultant 1 advised. Maybe in a higher level role but in an entry “coordinator” role I would just ask for a comp eval, maybe offer a few very realistic examples of current salary range for your role based on reputable research for your role and area and if they won’t give you one … quit … you can always let them know later that you’d be willing to come back if they haven’t found a replacement. 🤷🏼‍♀️

I know this sounds excessive but compile a list of your accomplishments, contributions, and any additional responsibilities you've taken on during your time at the company. This is what you're going to use as the backbone of the conversation you will have with your manager. Trust me, it will be crucial when discussing your value with management. Then just talk about your value. I know it feels like a sales pitch but that's what these conversations are... I would definitely stay away from talking about the colleagues you've found out are making more than you. It's going to do no good and maybe cause possible harm.

It’s frustrating to feel undervalued, especially when you’ve been loyal to your company. Here’s a constructive approach to address the situation and advocate for yourself:
1. Assess Your Market Value: Research the current market rates for your role and experience level using platforms like Glassdoor, PayScale, or LinkedIn Salary. This will give you data to support your case.
2. Document Your Contributions: Make a list of your accomplishments, projects, and any additional responsibilities you’ve taken on. Highlight how your work has added value to the company, such as improving processes, increasing revenue, or enhancing team performance.
3. Prepare for a Conversation: Schedule a meeting with your manager to discuss your compensation. Approach the discussion with a collaborative mindset, focusing on your contributions and how your value aligns with the market rate.
4. Use Clear Language: Frame the conversation positively. For example:
• “I’ve enjoyed contributing to the success of our team over the years. After researching market rates and reflecting on my accomplishments, I’d like to discuss aligning my compensation with my contributions and market standards.”
5. Leverage Resources: If you’re unsure how to navigate this, check out resources like the book “Never Split the Difference” by Chris Voss for negotiation strategies or online courses on salary negotiation (e.g., from LinkedIn Learning or Coursera).
6. Consider Alternatives: If your company is unwilling to adjust your pay, it might be worth exploring other opportunities where your skills are better recognized.

It’s important to advocate for yourself and your worth—your loyalty and contributions deserve to be acknowledged. Good luck!

Unfortunately, the job market is shit right now and it’s been that way for the last few years. I would work both ends meaning start looking for another job and start making yourself really valuable at work. But don’t do too much where you’re affecting your work, life balance.

The reason for their return is likely to blame. If they won their job back after some adverse HR action,or were on extended leave,or are one of those people that play the industrial injury/workman's comp system game,the management wouldn't tell you that. They would rather let people know the bare minimum to keep from opening a can of worms leading to a lawsuit. Depending on your job or agency, salaries might be posted by law. Other than that it would be cool if people would just not speak on it because look at how it made you feel and you're probably not the only one.

UC Berkeley 1, you’re speaking as if a situation has happened and an employee has left or looked like they left the company and placed on some sort of leave. Some action took place and now they’re back. This sounds like me the person left due to finding another job and now they’re back making more money.
In the company that I work for that is pretty much the standard. The only way to get paid is to leave and come back. I’ve seen an employee who was asking for a promotion that was deserved, he worked really hard and they declined him so he left. He came back probably making close to $50,000 more than what he was originally making in the company. He went out side the company, got another job with the raise, probably a promotion, and then came back to the company. Now he had the negotiating tools to have them pay him more.
Unfortunately, some HR areas and leadership will not back their employees or they go and fight for their employees and get told by the higher-ups, no.
OP, employees always have to take their careers in their own hands because it’s in your best interest to do so. Whatever training programs or tuition assistance for certifications or degrees your company has, if any, take full Advantage. Get yourself a mentor start working on your skills that you will need for whatever position you’re interested in. Get that done and start getting the pay you deserve.

$18K+ per year is material. Go get it.

Don’t ask don’t get.

And if they don’t raise you, using all the great advice shared above on writing up your rock solid accomplishments and practice-practice-practice having the conversation with confidence - take your considerable skills and potential elsewhere.