Being paid less than my team member who reports to me

[Anonymous]

I get paid 50k more than my boss

[Anonymous]

Anonymous wrote:I have just been promoted into a new role at my company and was told what my new comp (base plus a guaranteed bonus) would be.

I was recently sent the 2016 comp sheet for the people who are now going to report to me and saw that the 2017 bonus target and total comp for the person reporting to me is less than what i am getting.

Obviously i am outraged.

I am writing a nice email to my boss pointing this out and asking that this be resolved. But keen to know what i can do if they dont pay me what i am due. If it matters and i think does, I am a woman and not white and the person reporting to me is a white male.

Thought DCUM?

it's really your fault OP. You should have negotiated a better salary when you were hired.

[Anonymous]

U black? Chip on the shoulder?

[Anonymous]

The discrimination is in whether or not you are paid comparatively against your PEERS. That's what you have to find out first, if you can.

The fact that you have been promoted over a white male is de facto not discriminatory - and it is a large corporation? Chances are there are many pairs in the company where the junior is paid more than the senior - so again, it's not necessarily discriminatory in the least

Otherwise, make a case for more $$ for yourself, on your own merits

[Anonymous]

Anonymous wrote:Y'all are about to get OP fired / forced to resign. OP, you better not go with the email approach you mentioned. You need to start a verbal dialogue, and your reason has to be more than I deserve $Z because Y earns that amount. Just like another PP said, you need to justify your worth and value to the company and you better have a damn good reason why they should up your salary. As another PP said, that employee earning more could very well be an anomaly - please also do some more research before starting this convo.

+1

[Anonymous]

OP, hope you got some rest last night and are ready to move forward on this.

To summarize, the best advice I've seen here is:
- request a meeting with your boss
- present your case why you should be compensated more
- send an email to your boss after the meeting summarizing the agreement.

When making your case to your boss, it is important that you highlight YOUR experience, and then note that you do not think you are being paid in line with others that mirror your experience.

[Anonymous]

"Twatwaffle, thanks so much for bringing this to my attention. As you may be aware, I'm limited on what exactly I can share about other people's specific situations, but I appreciate why this might be a bit uncomfortable or displeasing for you so I want to be as transparent as I can be.

Mr. fuckwit's salary is quite atypical for his level; he's just not representative of the average for his level. I think what's important is to recognize that within your peer group, that is, people at your level, your salary is at the 40%th percentile. That's in part why you got the raise you did, so as to ensure we brought you to an appropriate place in the band.

The other thing you should take from that is that there is of course significant potential for growth. It's no accident that we promoted you - I see opportunity for your continued growth as a leader here and I'm confident that if you manage the team well I'll be able to make a strong case for good raises and bonus compensation at end of year reviews. I can't promise you anything specific, but I can commit to supporting you and advocating for you.

I know that's likely not what you are hoping to hear, but we can't modify individuals salaries solely based upon those of particular ayptical individuals, I hope you can understand the relevant comparison is to others here at your level. Lets focus on doing a great job and good things will come.

Now get the fuck out of my office please."

[Anonymous]

Anonymous wrote:hah. Lots of jobs have people report to them that make more than them! Highly paid people or highly educated people don't always make the best managers. Managers don't need to be SMEs to manage well.

DH is a fed and manages 5 contractors who all make more than him. His highest paid contractor bills $300 an hour. It's life.

You know, billing at $300/hr is not the same as earning $300/hr? Probably makes about $120/hr.

[Anonymous]

This thread is annoying. Supervising people does not mean the supervisor is worth more than the supervisee.

I am managed by someone with very little experience. I am a rain maker. I can go across the street -- or open my own consulting company at any time and make as much if not more than I am making. But, I like what I am doing, and I am ok with the salary. I do not want the hassle of management, and I do not want management responsibilities taking time away from my billable work.

My manager is aware of this. Her job is largely to deal with the corporate bullshit that I (and others) do not want to.

[Anonymous]

Anonymous wrote:

Anonymous wrote:hah. Lots of jobs have people report to them that make more than them! Highly paid people or highly educated people don't always make the best managers. Managers don't need to be SMEs to manage well.

DH is a fed and manages 5 contractors who all make more than him. His highest paid contractor bills $300 an hour. It's life.

You know, billing at $300/hr is not the same as earning $300/hr? Probably makes about $120/hr.

I bill over 300 and make about 50/hour.

[Anonymous]

This is funny. A woman POC is seeking advice about how to handle the issue of being paid less than her WM subordinate. And a bunch of you on here making every excuse as to why that is the case. I wonder if the answer had been different if she was a WW who made less than her POC employee.

At the end of the day, she has a right to clarity on the issue. There may be a perfectly logical reason for it. But to tell her to just grin and bear it is BS.

[Anonymous]

OP - did you email or speak to someone today?

[Anonymous]

Anonymous wrote:This is funny. A woman POC is seeking advice about how to handle the issue of being paid less than her WM subordinate. And a bunch of you on here making every excuse as to why that is the case. I wonder if the answer had been different if she was a WW who made less than her POC employee.

At the end of the day, she has a right to clarity on the issue. There may be a perfectly logical reason for it. But to tell her to just grin and bear it is BS.

No, we're just saying that she should look into the issue before spouting off an angry email and demanding more money.

Not everything is discrimination.

[Anonymous]

Obviously you are a poor negotiator and your report is a more skilled at that than you. I have people on my team that have a swing of 50K in comp for the same role based on how well they were able to push for higher comp. Passive people do NOT get the best comp packages.

and FYI, my highest compensated report is a minority woman. She makes more money than all the white guys and my team is 50% white men.

[Anonymous]

We have salary inflation here - every new hire is paid more than the last. We try to find diamonds in the rough that are underpaid, and hire them. But the ppl who have been herd 10,15+ years without a real promotion are the worst off by far. Even below market.