This isn’t quite correct. Many employers have informal, unwritten policies or strong recommendations against discussing salaries. However, it would be extremely rare for there to be a blanket don’t ask, don’t tell policy. That is because if the employee(s) can argue that their discussion was at all related to concerted group activity, such a policy would be a violation of the National Labor Relations Act. Employees have the right to discuss wages and other conditions of employment for the purposes of collective action.
Which Nation are we talking about here? Canada does not have the same labour laws as the U.S. Somebody more knowledgeable than I am can certainly correct me on this point, but it seems to me like I have personally heard of people being let go for discussing salaries. Maybe you can fight it, I don’t know, but the atmosphere here is most definitely a “don’t ask, don’t tell” blanket policy.
I agree with some, but not all, of Crotalus’ advice (post #8).
If I were in your position, I would ask her to explain the difference in the salaries.
Agree.
I wouldn’t put it in terms of “I demand to be paid what the prospective new-hire will be paid”.
Agree.
I would perhaps say something along the lines of: I was really glad to hear that my job can potentially pay as much as you are offering the prospective new-hire, and I’d like to do whatever I can to earn that much.
Sort of agree, but worried about the implication of “do whatever I can.” Possibly setting yourself up for additional workload, or something else that will maintain rather than erase the discrepancy.
What can I do to make myself worth that much? Is there some training I can take?
Disagree. Presumably the new hires are not better qualified than you, who came in with much experience, have top-rate feedback, and now have experience and familiarity with this very company. Why offer to do more, in any sense, when you should be worth more already?
I’d be inclined to ask “So, does this mean my salary will be raised to the new level?” Then “Effective immediately, I assume?”
If the answer were “No,” I’d line up another job ASAP and quit. Cost them the same as giving me the raise, but they’d have an unproven new worker to train. And I’d probably have a shot at a similar higher salary elsewhere. You, however, may not be ready or willing to leave, so you might have to develop a different strategy.
Frankly, I’d be extremely pissed off at this.
I’m with the “apply for the job” group…why not? It pays more and you ARE the most qualified. And, like the poster said, when they ask why, tell them. It pays more money.
featherlou, I was talking US law. I should have specified. In general, Canada has more employee protections than the US, but I suppose this could be the one exception.
Even in the US, people do get fired for discussing salaries. However, if they can show that the discussion of salaries was in some way related to group activity, they may have a case against their former employer for an unfair labor practice.
That’s why a US company would be very unwise to have a policy “Any discussion of salaries is strictly prohibited.” But it is fairly common for a manager to say “You’re getting this 10% raise, the average raise is 4%, don’t tell anyone.”
DianaG is exactly right. The forces which determine the salary needed to attract good people are completely different than the forces which set pay raises. Often the only way to keep your salary at a reasonable level is to change jobs.
In this case, I think you’re in a good position to simply ask your boss directly for an equivalent raise. Get her alone, remind her of the conversation and how she mentioned the new hire would be making $X/hour which is more than your current wage of $Y/hour, and that you feel your experience and enthusiasm justifies being paid at least the same as a brand new employee. Then see what she says. It may be simply a matter of bringing the disparity to her attention.
I have been told this repeatedly in my various jobs.
When I left my last employer, I found out they were offering roughly a 40% increase in pay for my replacement, if they had offered me 30% I would have stayed. Took them 3 months after I left to replace me and as I understand it, its still recovering from my position being vacant 4 months later.
So, basically the system that employers are setting up is encouraging us to change jobs frequently so we can work our way up the salary ladder. Sounds a little self-defeating to me, but if that’s the game we’re playing, and apparently it is, I’m in. I’ve worked as a temp for many years - I have no fear of changing jobs.
I’m with Crotalus and XJetGirlX.