OT: Work Advice... Salary Increases

[njknightsfan]

Excellent advices in this pos!

- As some have mentioned, use this as a learning experience, in the future, get everything in writing!
- She has to find another opportunity, this is always going to be back of her mind and eating at her, time for a change. Think of it as moving to a better opportunity, things happen for a reason!

Good Luck, keep emotions out of the decision, she's doing the right thing with going to recruiters.

 

[Upstream]

Relationship is broken at this point as trust was lost. He should feel terrible treating employees like that.

True. But she may not want her boss to figure out that she considers them untrustworthy or is actively looking for another job. A big part of "don't burn bridges" includes "don't post damaging details on social media".

 

[PeteGiam07]

Madhat. I'm in a position to know how these things work. A 6K raise is higher than average, and to get that in the hotel industry, she better be walking on water, so that EVERYONE is convinced of the value of providing said raise. In my place, well intentioned managers want to do all kinds of nice things for our especially hard working employees, who toil for long hours, and probably deserve them. But if a committee and then the BIG MAN doesn't approve the higher than average raise, then it doesn't happen, period. They have to be convinced of the business value of providing said raise.

Now the employee doesn't know the Big Man/Committee said No, only certain people like the manager. The obvious mistake here was that the boss's boss shouldn't have opened his mouth till said raise was approved through all needed channels.

Exactly who is calling her a liar? OP never defined who "They" is comprised of. Is They the boss's boss and the boss? Is the boss's boss now denying that he ever told her that she would receive a 6K raise? If he is, it could be because he could get in trouble for promising a raise that wasn't approved by others.

Not condoning these reprehensible actions, but just trying to explain the "other side".

Ultimately, If the boss's boss promised her a 6K raise, then the boss's boss needs to be called on it, and I'm not sure from the posts, that this was done. Pretty Simple.

Al, Just an FYI. I mentioned in my original post there is a law going into affect (date not known) that will raise salaries for managers who DO NOT qualify for overtime to a minimum of $50,400. So in order for them to NOT pay her over time they have to push her to $50,401 when the law goes into effect. So walking on water is not really happening... they offered her the MINIMUM they will be required to pay by law anyway.

The problem is this law has not gone into affect and there is no word about any kind of timeline. That is what makes this weird, for them to deny the number itself like she "made it up" is ridiculous.
I did say her boss's boss is the one saying she is lying. I understand the other side of this, I'm middle management in an engineering firm.

 

[rubaseball78]

Ok, to start off this is for my fiance who works a ridiculous amount of hours as a manager in the food and beverage industry at a Hotel so any useful advice would be appreciated.

She was promised an increase in salary of 6K this April and only ended up getting less than 2K. Mind you, She works extremely long hours, never takes off, and is willing to wake up at 5AM to take the early morning shifts. She is not the type to complain at work and believes people should work hard, but I encouraged her to find out why her boss's boss would tell her around Christmas time she was getting that amount of a raise and it just didn't happen.

This raise was supposed to be a transition due to a new manager overtime law that hasn't gone into effect yet but it directly relates to her due to her being a manager and NOT eligible for overtime.

Long story short not only is she not getting the raise she was promised, but they are completely denying they said anything to her about giving her a raise of that number. They are telling her she "made that number up", meanwhile it is the minimum number that will be going into effect if the new overtime law goes into effect. They were the ones that explained this new law to her and how the place has to start adjusting salaries for it and now they deny it.

Has anyone ever dealt with something like this? To make things worse her HR department does not stick up for their employees and she is convinced the company will force her to resign if she goes that route.

Two things. One, HR departments are designed to look out for and protect,the company's interests, not the employee's so don't expect HR to stick up for an employee. Unless she has the raise in writing, not much she can do other than to continue to do a good job and look to move to another company.

 

[rutgersal]

Al, Just an FYI. I mentioned in my original post there is a law going into affect (date not known) that will raise salaries for managers who DO NOT qualify for overtime to a minimum of $50,400. So in order for them to NOT pay her over time they have to push her to $50,401 when the law goes into effect. So walking on water is not really happening... they offered her the MINIMUM they will be required to pay by law anyway.

The problem is this law has not gone into affect and there is no word about any kind of timeline. That is what makes this weird, for them to deny the number itself like she "made it up" is ridiculous.
I did say her boss's boss is the one saying she is lying. I understand the other side of this, I'm middle management in an engineering firm.

Thx for clarifying and sorry for the delay. When I first read your post, I wasn't sure which percentage of the 6K was due to merit and which percentage was due to the regulation. Now, we can assume that 2K of the 6K was due to merit, the balance was due to regulatory pressure. It's important to note that they weren't giving giving the increase to increase their costs, they were giving the increase to lower their total costs, because they full well knew that she would earn more in overtime, if the new law went into affect.

once the new law fell through/wasn't implemented, it eliminated the incentive to provide the total increase. Furthermore, the managers are likely incentivized to minimize their total costs. They're denying it because they don't want to pay it, and they've made the calculation that she's replaceable, if she walks. Nothing to do here, but show a happy face and look for something better.