CRIMZY need help..

[reefraff]

Originally Posted by Cranberry
http:///forum/post/2934864
No...I don't want equal pay for less time put in. If I've been in a particular sector for 20 years but took 2 years off for babies, I wouldn't want the same experience pay as the man who has been working on his skill set for 20 years but I would expect to get paid as much as the man who has been working 18... just like me.
And I haven't been off taking care of your turd volcanos and crumb crunchers...... I decided to have none. So why am I getting paid less on the basis or your "time off" arguement?
Are you being underpaid? Now you have a law to help you rectify the situation if you are. In my experience that crap started going away back in the 80's. I am sure it still happens some and in some cases maybe for good reasons. The last two companies I worked for were owned by women, My wifes boss for a mega corp is a woman. Thing are a lot different than back in the 70's when women played hell making equal pay.
I saw it change with my Mom's job in the late 70's. She was an inspector for aircraft parts and they were hiring women inspectors at less than what they paid the men. The corporate excuse was they had to have a man lift the trays of parts for them so it required extra help. My mom picked up 2 trays at one time for them and ruined their good thing. I don't remember the exact numbers but it was a really nice raise she got. So did the others who were willing to lift the trays.

 

[bionicarm]

Originally Posted by oscardeuce
http:///forum/post/2934687
"Goodyear's lawyers countered with evidence that Ledbetter's poor job performance was to blame.
The company, they argued, took pains to prevent prejudice when handing out raises. In 1982, the Gadsden plant implemented a system that made good raises contingent on good work. Each department manager was tasked with annual evaluations of the employees under his or her supervision.
Based on objective performance measurements and with each employee's input, the managers ranked each worker in relation to the others. The managers would then recommend raises for those who deserved them.
In practice, the record showed, all but the bottom of each year's barrel got raises. Consistently ranked among the worst, Ledbetter was skipped over for raises year after year. She was scheduled for lay-offs three times in 10 years."
http://otd.oyez.org/articles/2007/05...er-co-05292007
As with almost all things in life, the truth is somewhere in the middle. She is not the superwoman the press portrays her as. Nor is Goodyear the evil villian portrayed in this mess. I'm sure they both had dirty hands. She could have worked harder, and they could have given more equitable pay.
Now we have a monster law that would make me think twice about hiring anyone. I am now a proud small business owner, and this makes me want to seel everything and get out of business.
BTW I would not rely on a CNN article for the truth.
The only reference to this story I saw was the CNN link. All these people were trashing this woman for spearheading this bill with all these accusations that they appeared to have read in the CNN article. I didn't see them. Sorry I didn't do my investigative reporting before making a comment.

Why would this hinder you from hiring anyone? My employees get paid based on their skillsets, education, and experience. I don't care if they're black, white, hispanic, asian, female, lesbian, gay, or whatever flavor you want to call it. It's called Equal Opportunity Employer. Do my employees get paid the exact same amount? Of course not. You have to factor in job performance, attitude towards their peers and superiors, work ethic, and whether they go the 'extra mile' to get their job requirements done in the timeframe expected. I perform bi-annual evaluations on all my employees. I also require each employee to get critiqued by three of their peers and coworkers. All this information determines their salary increases for the year. My employees know the salary ranges for each job position available in the company. They know each 'grade' has a sliding scale based on the elements I described above. If they want to make more, or advance within the company, they know what is expected from them because I clearly state that information in the objectives and requirements of each position. If you keep your employees informed, and clearly state what their opportunities are and how thier salaries are determined, you'd never have an issue with this new law.