DVSentinel
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A long-time worker who is competent and reliable is worth more than minimum wage. He most likely knows things and has skills or abilities that a new worker would not have. Give him a raise.
As a manager, a minimum wage position worker approaches you and asks for a raise. Worker has been in the company for three years. In the work force for 10+ years after high school. Worker has no college, no trade schooling. Worker has only held minimum wage entry level positions during his career. Has never been fired but also has never been graded by supervisor as more than adequate/average, has never been recommended for advancement to higher level/better pay and benefits position.
As the manager, what would you do?
1. Deny him the raise but allow him continued employment.
2. Recognize that he is a minimum performer, a lazy, uneducated, unmotivated, low skill useless POS and send him to unemployment opening the position to new potential workers.
3. Recognize his contributions to the company and offer him higher wages and benefits.
4. Recognize that he is a victim of an unfair and unjust society whom the evil owners of companies has oppressed and then offer him CEO wages to perform entry level work at minimum required levels.
As a manager, a minimum wage position worker approaches you and asks for a raise. Worker has been in the company for three years. In the work force for 10+ years after high school. Worker has no college, no trade schooling. Worker has only held minimum wage entry level positions during his career. Has never been fired but also has never been graded by supervisor as more than adequate/average, has never been recommended for advancement to higher level/better pay and benefits position.
As the manager, what would you do?
1. Deny him the raise but allow him continued employment.
2. Recognize that he is a minimum performer, a lazy, uneducated, unmotivated, low skill useless POS and send him to unemployment opening the position to new potential workers.
3. Recognize his contributions to the company and offer him higher wages and benefits.
4. Recognize that he is a victim of an unfair and unjust society whom the evil owners of companies has oppressed and then offer him CEO wages to perform entry level work at minimum required levels.
As a manager, a minimum wage position worker approaches you and asks for a raise. Worker has been in the company for three years. In the work force for 10+ years after high school. Worker has no college, no trade schooling. Worker has only held minimum wage entry level positions during his career. Has never been fired but also has never been graded by supervisor as more than adequate/average, has never been recommended for advancement to higher level/better pay and benefits position.
As the manager, what would you do?
1. Deny him the raise but allow him continued employment.
2. Recognize that he is a minimum performer, a lazy, uneducated, unmotivated, low skill useless POS and send him to unemployment opening the position to new potential workers.
3. Recognize his contributions to the company and offer him higher wages and benefits.
4. Recognize that he is a victim of an unfair and unjust society whom the evil owners of companies has oppressed and then offer him CEO wages to perform entry level work at minimum required levels.
Nowhere near enough details to judge. What does the job normally pay in that company? What do similar jobs pay in other companies in the area? What is the local job market like? How is the business doing? All those have significant effects on pay rates.
And yet, "society", through lawmakers are promoting the government, instead of the manager, to force a decision through law with even less information.
What information do we, as a society really have about these workers? We know they are minimum wage. We know that for some reason, they are stuck at entry level minimum wage jobs as their career. We know that others have used these jobs as entry portals to promotion in that company or used that experience coupled with greater education to seek other careers.
BTW, if you were that manager, what other information do you feel you need to know?
As a manager, a minimum wage position worker approaches you and asks for a raise. Worker has been in the company for three years. In the work force for 10+ years after high school. Worker has no college, no trade schooling. Worker has only held minimum wage entry level positions during his career. Has never been fired but also has never been graded by supervisor as more than adequate/average, has never been recommended for advancement to higher level/better pay and benefits position.
As the manager, what would you do?
1. Deny him the raise but allow him continued employment.
2. Recognize that he is a minimum performer, a lazy, uneducated, unmotivated, low skill useless POS and send him to unemployment opening the position to new potential workers.
3. Recognize his contributions to the company and offer him higher wages and benefits.
4. Recognize that he is a victim of an unfair and unjust society whom the evil owners of companies has oppressed and then offer him CEO wages to perform entry level work at minimum required levels.
As a manager, a minimum wage position worker approaches you and asks for a raise. Worker has been in the company for three years. In the work force for 10+ years after high school. Worker has no college, no trade schooling. Worker has only held minimum wage entry level positions during his career.
Has never been fired but also has never been graded by supervisor as more than adequate/average, has never been recommended for advancement to higher level/better pay and benefits position.
As the manager, what would you do?
you missed a few choices
5. find out why he has never advanced....it is a learning disability....is it lack of self motivation.....what is the issue.....does he care that he is at the bottom (money wise we now know he does, but what about the rest)
if i cant get him to be a more valuable employee in one way or another, then it is his failure......because he will get every opportunity......whether or not he takes advantage is UP TO HIM
at that point, i tell him no to a raise, and there is the door if he doesnt like what he is making at that point......i dont dive raises just because you WANT one.....you have to EARN it here
that is the way i handle the situation
The OP does not indicate the profitability of the company. Therefore there is not enough info to answer.
A long term employee has an inherent value for some tasks being acceptable in performance is just that, acceptable. There are job tasks for which performance is either acceptable or not, and nothing higher or lower in value than that simple measure.
In my opinion salary should be somewhat related to the profitability of the company, not how cheap can employees be obtained.
The OP does not indicate the profitability of the company. Therefore there is not enough info to answer.
A long term employee has an inherent value for some tasks being acceptable in performance is just that, acceptable. There are job tasks for which performance is either acceptable or not, and nothing higher or lower in value than that simple measure.
In my opinion salary should be somewhat related to the profitability of the company, not how cheap can employees be obtained.
This **** has nothing to do with his performance at the company.It about as relevant as to what kind of car he drive, does he use Google instead of Bing, does he have red or black hair or any other irrelevant thing.It stupid to pay a guy with a college degree,trade school or experience in irrelevant jobs more money to flip burgers than say a guy with no college degree and has held only similar paying jobs.
3. Recognize his contributions to the company and offer him higher wages and benefits.Maybe offer him a higher position if one is open.
Interesting thread, and interesting answers to the question as well. However it seems predicated on feelings for the employee or a matter of what they "deserve", none of which is relevant to what the person makes. I know, I know, we're supposed to be compassionate and businesses are supposed to exist as a means for the employees to be happy. But that is simply not reality.
I've owned my business now for just short of 8 years. I have hired and fired many people. I've even fired a few customers. One thing I can honestly say about owning a business is that unless you actually do, you have no idea what it takes to make it work. I don't say that to sound better than others, I mean that even after 2 years of research and planning to open my shop there are still things that happen that I never anticipated. And there are a lot of expenses as well. Too many to list, too many new things that come along, new regulations, changes in procedures, vendors, market, etc. I have made mistakes in most of these, and overpaying an employee has certainly been one of them.
The fact is in any business there is a formula that determines what the employee pay will be, and any manager or owner who determines it based on feelings is either making a mistake or is in a field that is not competitive. The short story for my field and area is just over 30%. Conversely that equates to 325%. So a person making $10 an hour has to have a net production of $32.50 per hour. I don't even know what minimum wage is right now. Let's call it $7.45 an hour. In order for them to be worth what they are being paid they have to produce nearly $25 an hour NET to get that. It matters not if they have been producing that for 5 days or 5 years. The cost of employment is considerably more than what the hourly wage is as well. For each of my employees on top of their wages I have my half of FICA, uniforms, workers comp and unemployment insurance to consider. Above that there are many other static expenses, such as advertising, power, phones, heat, accounting, rent, internet, in my case subscriptions to technical information sites, taxes, compliance costs, you get the picture.
So to ask a hypothetical question about what "you" would do in itself exposes a lack of understanding of business operation (no offense to the OP).
I once worked with a guy who did oil changes in a dealership. He did some other little things, wiper blades, the occasional tire repair, but mostly oil changes. And he was GOOD. The best I had ever seen actually. He had a good attitude, he was efficient, and he was loyal. At one point he went to our manager and asked for a raise. One of the arguments he used was that he had 10 years of experience. I'll never forget what the manager said to him. He said "Billy, I like you. But you don't have 10 years of experience. There is no such thing as 10 years of experience doing what you do. What you have is 2 years of experience 5 times over. If you want to make what these guys make (meaning other techs like me) then do what they do."
The OP does not indicate the profitability of the company. Therefore there is not enough info to answer.
A long term employee has an inherent value for some tasks being acceptable in performance is just that, acceptable. There are job tasks for which performance is either acceptable or not, and nothing higher or lower in value than that simple measure.
In my opinion salary should be somewhat related to the profitability of the company, not how cheap can employees be obtained.
according to the right wing politics nobody is equal and some people always have to stay minimum wage workers because they are not smarter ,more intelligent etc...now cant we help them meet their basic needs as a human being ? are they sentenced to wage slavery for a lifetime ?As a manager, a minimum wage position worker approaches you and asks for a raise. Worker has been in the company for three years. In the work force for 10+ years after high school. Worker has no college, no trade schooling. Worker has only held minimum wage entry level positions during his career. Has never been fired but also has never been graded by supervisor as more than adequate/average, has never been recommended for advancement to higher level/better pay and benefits position.
As the manager, what would you do?
1. Deny him the raise but allow him continued employment.
2. Recognize that he is a minimum performer, a lazy, uneducated, unmotivated, low skill useless POS and send him to unemployment opening the position to new potential workers.
3. Recognize his contributions to the company and offer him higher wages and benefits.
4. Recognize that he is a victim of an unfair and unjust society whom the evil owners of companies has oppressed and then offer him CEO wages to perform entry level work at minimum required levels.
Interesting thread, and interesting answers to the question as well. However it seems predicated on feelings for the employee or a matter of what they "deserve", none of which is relevant to what the person makes. I know, I know, we're supposed to be compassionate and businesses are supposed to exist as a means for the employees to be happy. But that is simply not reality.
I've owned my business now for just short of 8 years. I have hired and fired many people. I've even fired a few customers. One thing I can honestly say about owning a business is that unless you actually do, you have no idea what it takes to make it work. I don't say that to sound better than others, I mean that even after 2 years of research and planning to open my shop there are still things that happen that I never anticipated. And there are a lot of expenses as well. Too many to list, too many new things that come along, new regulations, changes in procedures, vendors, market, etc. I have made mistakes in most of these, and overpaying an employee has certainly been one of them.
The fact is in any business there is a formula that determines what the employee pay will be, and any manager or owner who determines it based on feelings is either making a mistake or is in a field that is not competitive. The short story for my field and area is just over 30%. Conversely that equates to 325%. So a person making $10 an hour has to have a net production of $32.50 per hour. I don't even know what minimum wage is right now. Let's call it $7.45 an hour. In order for them to be worth what they are being paid they have to produce nearly $25 an hour NET to get that. It matters not if they have been producing that for 5 days or 5 years. The cost of employment is considerably more than what the hourly wage is as well. For each of my employees on top of their wages I have my half of FICA, uniforms, workers comp and unemployment insurance to consider. Above that there are many other static expenses, such as advertising, power, phones, heat, accounting, rent, internet, in my case subscriptions to technical information sites, taxes, compliance costs, you get the picture.
So to ask a hypothetical question about what "you" would do in itself exposes a lack of understanding of business operation (no offense to the OP).
I once worked with a guy who did oil changes in a dealership. He did some other little things, wiper blades, the occasional tire repair, but mostly oil changes. And he was GOOD. The best I had ever seen actually. He had a good attitude, he was efficient, and he was loyal. At one point he went to our manager and asked for a raise. One of the arguments he used was that he had 10 years of experience. I'll never forget what the manager said to him. He said "Billy, I like you. But you don't have 10 years of experience. There is no such thing as 10 years of experience doing what you do. What you have is 2 years of experience 5 times over. If you want to make what these guys make (meaning other techs like me) then do what they do."
according to the right wing politics nobody is equal and some people always have to stay minimum wage workers because they are not smarter ,more intelligent etc...now cant we help them meet their basic needs as a human being ? are they sentenced to wage slavery for a lifetime ?
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