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I would come at this honestly, you were sent this email, you didn't seek it out, you didn't do anything wrong. Show your manager the email and discuss your salary concerns
Someone else making more than you will never be grounds for a successful negation of an increase in compensation.
If you decide to asl for a raise, come armed with details about how much more value you are bringing to the company.
or better, don't train the new person, find a new job and leave.
Subject Expert
It is very common for new hires to be brought on at a salary higher than legacy employees. I am not suggesting it is right, but it may not have anything to do with your sex. It is why Managers and HR Departments prefer we keep our salaries a secret, because if we knew what we were paid relative to our peers there would be a lot of very angry people. (I was part of hiring junior staff - right out of college - at one company, they were getting offers on par with my salary even though I was a senior.)
I like DS1's suggestion of taking this to your boss. If you feel this is part of a systematic policy of discrimination - and you have corroborating examples and evidence - you could take it to an attorney to see if there is a case.
Help me Job housekeeping
The labor market fluctuates, generally trending upward. It's entirely possible that a person with identical schooling and experience hired on with a larger compensation package 3 years later. Stick around 10 years, and it's an even bigger gap.
Raises do not and have never kept up with new hire salaries over time.
Gender pay exists and is COMMON. It is due to historical inequality and attitudes towards asking for more. It’s not unusual for men to ask for promotions based on their potential or what they think they deserve, women try to prove their value and if compelled, ask for a promotion. I was a hiring manager and our company conducted a gender parity survey and policy change on this. Every year you have to make adjustments with this in mind, it’s not a one time thing.
He may have the same job and the same title, but does he have more education than you? Does he have more experience than you? I think women should be paid exactly the same for the same levels of experience, education, and work.
When looking at roles that are equal and education that is equal the only other thing that is there is two things - the first being negotiating skills and the second being experience. If they’re new to your area and especially if they’re new to the company, you don’t know what their experience is even if you go out and look at their LinkedIn profile. That doesn’t encompass everything that they’ve done or at least it probably shouldn’t.
PNG 1, here’s an example for you. Coming into a new company a manager posts for a director role and is successful at getting the job. They’re only three or four years into the company and everybody’s bitching about it. What the complainers don’t know is that person‘s prior experience. She was a site director in her previous role over a location that was anywhere from 4 to 500 people. She also took that position knowing she’d have to lay everybody off. My whole area was bitching about it until I set them straight on that situation. Things they didn’t know and she had more experience than they did. She may not have been with the current company as long as they have been but entitlement is a bitch, right?
Maybe I'm paranoid, but I'm not sure I'd share the email with mgmt. At best, whoever mistakenly sent it will be deeply embarrassed and maybe in big trouble. At worst, a dishonest mgr could somehow twist it that you violated some sort of policy by reading it.
A friend was in a similar situation when she asked why her colleague with the same job title and experience in a different dept earned way more. Instead 'gee, you're right, we should fix that,' the response from HR was "who told you their salary? That's against company policy!"
Instead, open a conversation about how you could get a raise, or whether or not the company does 'salary leveling' periodically to make sure people are paid fairly relative to their peers and the market. My company does that, but smaller companies probably don't.
Does the other person have more overall experience or a higher level of education? If so, that could be why they are making more. If not, I would bring it up. I'd be totally honest about how you received the information. It's actually against the law to prevent employees from discussing pay with others. When we make offers at my employer, we always perform a compensation analysis to ensure we aren't bringing in new hires at pay rates exceeding the existing work force unless there is justification for it, such as experience, education, or different duties that require more responsibility. If emlloyees are below market, then we notify the hiring manager and see if we can get a plan in place to bring up the other employees. Unfortunately, many companies don't follow these practices.
Well, I would have to admit, definitely not a Operations Specialist. Your integrity showed it. Confidentiality is a must in Operations! Better Luck at your next venture! 👍🏾
Comparison is the thief of joy. That said, the compensation for new hires will vary depending on market conditions. You can’t expect the employer to limit new hire salary to existing worker levels, or worse, raise existing salaries to match the level of new employees. It’s a business not a charity.
Agree, you just have to be an adult and realize that life isn’t always going to be “fair” in your eyes and what’s “fair” is relative.
And do not bring it up bc to the company the fact that you have knowledge of someone else’s salary doesn’t change anything and would be very petty and unprofessional to try to use as a salary negotiation.
Are you a woman by chance?
You mentioned it's a new offer letter ? So it reflects the current market rates . Companies usually pay more than current employees to hire some one new. I agree with others that it would be not great to use this as a sole reason to ask for a hike right away. But , when the annual appraisal season kicks in, you should be ready to advertise your accomplishments and let them know that you expect a fair hike . It's worth taking a chance.
I would rather look for a new job, once i get a new offer, i would not let them know i have one, then go to ask the raise. if they don't beat what i have on hand, I would resign immediately, and also forget training someone to replace me, I am taking all my PTO. thank you.
That sort of thing happened to me once. It told me that my area of expertise was worth more than I was making, so I found another job at a different place that didn't intentionally cheat me.
Before talking to your manager about the letter. Get all your KPI numbers, your metrics and build a case for your raise. Once you have all that worked out and confident in presenting it then schedule a 1 on 1 and present it and then say I was sent this email and show him and that is why you want a 10k raise.
That is not uncommon at Prent at all. In all honesty as a 25 year member in the sales department. You need to closely consider the profit sharing program. It is quite lucrative and goes up substantially if you go into management. Have a candid chat with some of the longtime serving employees in the engineering and product development. Feel free to contact me if you would like. I can help coach you on exactly how to go about exploring better pay.
I am a former employee btw
Coach
I’d be furious. I hope you get a raise asap! Bring it up!
Share the email and ask his/her personal opinion on this?
It may be time to start looking at other jobs to see what other offers you can get.
I had that situation , I starter making 5 dollars more than the other 4 employees, running the same machines and exactly the same parts, but my Resume was showing the I had more knowledge and experience.
This is why I don't stay at companies I know it sounds terrible but from my experience I make more faster by switching rather than trying to get raise. I remember making 12$ hr and then I went to other places tried different things. Went up to 30$ hr all within 6 years. That's crazy.
My fiance was talking to a coworker and the other girl was like no one makes $80000.00 here my fiance looked at her like u sure. Her face is one that gives all the answers away. Sad to say every since then her coworker has been talking behind her back trying to set her up for failure but successfully got past it and was congratulated in the group chat for pushing the most product out on quality control. The girl was even her trainer to top it off and my fiance wasn't being trained right they left her on her own but like I said she figured it out by asking questions to others and reading schematics. The trainer was so mad still talking smack. How can she get this taken care of because it's really bothering my fiance making it to where she don't want to work with her?