Open

Employer Spotlight

Recruit Gen Y Stars

You need new tools to attract the new breed of talent - Experience will help you build your team with Gen Y stars.

Go

Ease of Use

Our management dashboard helps you easily post jobs, pinpoint targeted candidates and manage your talent pipeline.

Go

All Needles, No Hay

Don't wait for the best candidates to come to your door - with Experience, you can proactively target top talent.

Go

Build Your Experience

Experience is your most important asset - we're here to help you find that next opportunity.

Go

Tell Your Story

You're so much more than just your resume. Showcase your Experience.

Go

Connections Matter

Introductions are made easy when you have Experience -- connect with alumni, mentors and industry insiders.

Go
Forgot?

Use eRecruiting by Experience on campus?
Find your school here.

Home  > Article

Is it fair to treat salaried and hourly employees differently in reviews?

Salary.com

Some companies treat salaried employees better than hourly ones, for example by giving salaried employees more frequent pay increases.

Q. Is it legal to give hourly employees reviews more frequently than salaried personnel?

I work for a nationwide industrial company that seems to have no set timeframes for performance reviews and pay increases for salaried employees. Yet the company has very strict wages and review periods for hourly employees. Salaried employees' wages and benefits vary vastly across the country; they seem to hinge on individual negotiations between local managers and personnel. I have watched hourly employees get regular reviews and wage increases while salaried personnel in the same location were completely overlooked for three and four years at a time. Is this legal? Is this discrimination?

A. The government only requires an employer to pay its employees the minimum wage. An employer is not legally obligated to offer annual merit increases or cost-of-living adjustments. Hourly employees, who are sometimes unionized, may have a contractual agreement with an employer that may require an employer to deliver merit and cost-of-living increases to its members.

It is unfortunate that your company does not see fit to reward its employees for their work. However, such increases are considered voluntary, and based on your description, do not appear discriminatory.

Good luck.

- Erisa Ojimba, Certified Compensation Professional


Copyright 2000-2004 © Salary.com, Inc.






More Related Articles


Look Before You Leap
The decision to change careers is a difficult one, but a career change can be rewarding if you make honest decisions and take the right steps.

Will my company take back my unvested options if I get laid off?
It is customary for a company to take back unvested options when an employee leaves the company for any reason. In fact, this is probably included in the stock option agreement you received when you were granted the options.

Managing Effectively
As a manager, you have a direct impact on the well-being of your employees. While maintaining an open-door policy and listening to the concerns of those you supervise are important acts that help establish a positive working relationship with staff members, there are additional steps you can take to motivate and inspire your employees. Following are some tips.



Google Web Search
Didn't see what you were looking for?
 
powered by Google
Copyright ©2017 Experience, Inc Privacy Policy Terms of Service