{ "media_type": "text", "post_content": "I work on a relatively large team. The AGC I report to will soon be taking a 6 month sabbatical, and I’ve been tapped to temporarily assume their role and responsibilities during this time, including taking on direct reports. Should I look for a (temporary) comp bump, or suck it up and enjoy the resume building opportunities?", "post_id": "614a98cbac55a100231e7131", "reply_count": 6, "vote_count": 1, "bowl_id": "5dc50686129b3e0021a249b4", "bowl_name": "In-House Counsel" }

I work on a relatively large team. The AGC I report to will soon be taking a 6 month sabbatical, and I’ve been tapped to temporarily assume their role and responsibilities during this time, including taking on direct reports. Should I look for a (temporary) comp bump, or suck it up and enjoy the resume building opportunities?

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A job is an arrangement in which you take time and add value in exchange for money. If you’re going to be giving up more time and adding more value, they had better be willing to give you more money. You’re not an intern filling out a résumé.

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Do a good job and ask for the raise a month or so in. Hard to say no when added value is apparent

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First, congratulations! Your leaders must think very highly of you. I bet you’re marked as “high potential” in some HR system. Second, that type of arrangement doesn’t typically have extra comp tied to it in my experience. I’m afraid it might put a sour taste in your leadership’s mouth. They might view the opportunity as a reward and a way to demonstrate your leadership potential. If you balk over pay, are they likely to give you another opportunity? Maybe that’s the message you want to send - “don’t expect extra from me without extra money.” If you really feel like you want to broach the topic, maybe consider suggesting something more creative than just “increase my base pay”. Maybe some sort of performance bonus, where you can earn more or less depending on your performance. Good luck! Please let us know how it turns out.

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This approach is definitely safer. But it also runs the risk of you being known as the person who’s always willing to take on extra work and put in more hours without expecting anything in return. At the end of the day, extra responsibilities and additional responsibilities are meaningless unless they result in more money in your pocket (at least from the perspective of a jaded millennial).

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I would ask for the comp. But that’s just based on how many times I’ve taken in more work that was presented as a leadership opportunity and not asked for appropriate compensation. Why should employers expect us to work more for the same amount of pay and get away with compensation through intangibles with no promise of higher pay later? Maybe I’m just bitter.

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I think it depends on company culture. In my career, I’ve taken on additional responsibilities without asking for or receiving additional comp several times. In each situation, I was awarded a promotion 6-9 months later after I demonstrated my value. Asking for upfront comp would absolutely ruffle feathers at my company (F100 - Midwest) and negatively impact future opportunities. Plus I’d likely get a quick “no”. This seems like a great opportunity to impress leadership. If you’re successful, other opportunities with upfront comp increases should follow. If not, then look for a new job and highlight your experience as an AGC

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