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I have worked for my employer for almost a year. When I was hired, I knew the company was for sale, but nobody was too concerned about it. I was hired on, and about 6 months later, the company was sold. For the most part, not much has changed. The benefits are very comparable. The new company has much better training available and much more opportunity to move within the company. My position is hourly. I took the job at a lower title ('Specialist' IV) than I wanted and am capable of performing. The IV position is the highest of any 'title', but I wanted at least the next title up. However, I knew this was going to be a good opportunity so I had to take it. I have performed my job way above expectation and have been told so by my peers and boss. As a result of the company being sold, job titles have changed, though nobody has been given an official new title (yet). I was and still remain an hourly employee. Frankly, I don't mind hourly, as I am paid well and can log as much overtime as I want (or don't want, which is even more important). However, here's the problem. Hourly employees don't receive annual bonuses from the new company. Previously, I could receive a 5% annual bonus. People in my group tell me that those who perform well see at least half of that bonus, and have never seen less than 4%. There is no way around not receiving the bonus under the new company. Only salaried employees are eligible for a (10% or more) bonus. The way I see it, if I don't change out of this pay grade, I am effectively losing (potential) 5% net pay per year. My boss told me that she wants to move me to the next tier of positions, but has had her hands tied due to nobody having job titles yet after the purchase (this is actually true, not a line of BS). However, she informed me of the title she intends for my position to be, and it is still an hourly position within the new company. I immediately told her "well actually I want 'this title', as I do this work anyway and have much more of that work ahead of me, and then I would remain bonus eligible whereas otherwise I am leaving up to 5% on the table." She acknowledged but made no promises, implied or otherwise. My plan was to email HR and ask for job descriptions for both the position she has me slated for and the position I prefer. I know I do the work of the title I want, but I have not read the official job description yet (there have been no postings for it since the new company bought us). I have an M.S., so I will not be underqualified for the new position. But without having both job descriptions in front of me, I can't make a very strong case to my boss except for to say "please?" Is this my best course of action or is there something else? Also, I am aware that I may present the strongest case ever for the new title and she may still say no for reasons that are out of my control. I only want to make sure I am doing anything and everything I can on my end. After all, annual pay increases aside - I am effectively arguing, not only keep my current 5% bonus eligibility, but also to add another 5% bonus, to be eligible for a 10% bonus. What would you do to ensure you received 10% bonus eligibility versus 0? johnny sack fucked around with this message at 05:05 on Nov 22, 2015 |
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Nov 22, 2015 04:39
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| # ? Apr 23, 2024 15:22 |
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Check out the negotiation thread: http://forums.somethingawful.com/showthread.php?threadid=3603093 This is right up their alley.
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Dec 1, 2015 00:45
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