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Hi everyone! Does anyone in here work for Omada Health ? I have an interview next Wednesday for a PT Member Support Agent role and am unclear on what the pay could be. Glassdoor has the pay estimate at 42k-48k, but I found a comment where someone in the same role mentioned only getting paid $12/hr. I have 8 years of experience as a CSR but I’ve had a couple year gap in between now and my last job. TIA Any advice helps .
Hey Folks ***Attention Required***
I came to know that 450 grade are not eligible for annual performance bonus in jpmc is this is true ?
Annual Performance bonus will be getting from 5** grade
They will be getting only CEO bonus...
Can some suggest that is the above information is true ?
I recently joined so i don't have any idea
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Is there any interview after probation period?
What's next after healthcare for you all?
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When negotiating Salary, do you mention Glassdoor, Levels.fyi, or a separate source? Or neither?? Looking at a role I’m currently a candidate for and the discrepancy of pay between Glassdoor and Levels.fyi is absurd (IE Glassdoor average salary is almost 40K higher than Levels.fyi) Glassdoor also has more “data points”, for lack of a better term, than Levels.fyi for this role.
Thoughts??
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🤣🤣🤣 So you're annoyed someone figured out they are being underpaid?
Lmao, I am a Technology Consultant, the title is a joke
There’s no issue here. The onboard consensually shared compensation with another individual. Doesn’t matter who asked who or who initiates the discussion.
You can have an open conversation about level of experience differences for roles with the same title and they’ll likely want to renegotiate their salary.
Don’t write them off- if they substantiate the fact that they deserve to be paid more than they are currently or even more than the new hire will be paid, listen intently, respond meaningfully, and come up with a plan.
Alternatively, if there are performance issues with the current employee who’s being paid less, come to the discussion with that information. Make sure you have documented notes about performance concerns as the reason for current compensation; make the conversation fact-based. If there were performance concerns with the current employee, there should be a paper trail already. If you feel it’s necessary- have HR sit in on the discussion.
I was a contractor my first year of my
professional life working for Insight Global. I made $28/hr. My colleague asked me about compensation - turned out she was making $6 / hr less although the role and her experience coming in were the same as mine. I received a call from the Account Manager at Insight Global asking about if I had talked to my colleague about compensation and saying that this wasn’t allowed and it was very bad if this did happen (I didn’t know any better at the time that it was totally legal and that the AM’s intimidation tactics were what was wrong with the situation). When my contract came up for renewal, they offered me $22 /hr though my performance reviewed in the position were always great- very sketchy. I didn’t renew with them but learned a lesson and can sympathize with your current employee in this scenario.
If I’m understanding the situation correctly, you believe that the person who referred new employee A shared new employee A’s wages with new employee B, without employee A being aware? So you’re concerned that their wages were shared without their knowledge. I get that, because it is personal information. However, if new employee A shared this with their friend, then they’re the ones that took the risk and should deal with any failings out directly. To you, it’s an assumption of what happened at this point AND it will be likely perceived that you’re upset about them finding out about the discrepancy more that the breach of personal information. So I would only address whatever issues or questions are brought to you. And if you’d like, make a general announcement/ retaining on how personal information should be shared (I.e. ok for someone to share their own personal information if they want, but not ok for people to share other folks personal information without explicit permission).
Or is it dicey due to the fact that they are legally able to discuss wages in general?
That would be a "no". People discuss salaries - this is the new world reality. Salaries are no longer "hidden" from others in the same company. It's called Equity.
You have to ask HR how to handle if you insist on doing something
You should check your state laws before doing anything. Some states now make it illegal for employers to bar employees from discussing salaries. Also, I wouldn’t do anything based on an assumption. You could make the situation worse. I think your first move is consulting with your HR team. You may want to consider bumping up the pay of the current employee to make them happy, especially if they are correct and a good employee. Perhaps your company hasn’t kept pace with market price wages for existing employees and needs to do a market adjustment to wages here.