{ "media_type": "text", "post_content": "I have a union position as a therapist. My management kept telling me \"we're working on it\" when I asked about a raise since getting my LPC. Our union contract does not renew until 7/1 of next year. I brought this to my supervisors attention and now the director emails me to say basically \"yes, we are working on a raise but nothing can happen until 7/1/2022\". \n\nHas anyone else had this experience? Of management being vague and just stringing people along?", "post_id": "617e90cb66e019002d0296a3", "reply_count": 2, "vote_count": 3, "bowl_id": "5ea3c2b25d1532001a4f1419", "bowl_name": "Healthcare Professional Confessions" }

I have a union position as a therapist. My management kept telling me "we're working on it" when I asked about a raise since getting my LPC. Our union contract does not renew until 7/1 of next year. I brought this to my supervisors attention and now the director emails me to say basically "yes, we are working on a raise but nothing can happen until 7/1/2022". Has anyone else had this experience? Of management being vague and just stringing people along?

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As someone of the management side, I can share based on my experiences that all raises for union-represented staff generally have to fall under some sort of standard language in your collective bargaining agreement. It’s possible that your current CBA doesn’t include it and it could roll into place with the next agreements. The other component is whether there are documented payscale differences between your previous and present licensure. If there are, it may be the case that your current position may need to be laid off and reposted for the new position and there’s a risk of a more senior person bidding in. I won’t pretend to know all the nuances of your situation but thought I would share some perspective from the management side, which sometimes can be a bit hairy! Congratulations on getting your LPC!

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Thank you for the feedback and sincere and easy to understand answer. ❤️

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