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


Get Your Boss to Say Yes to Telecommuting
As employees and businesses increasingly recognize the benefits of telecommuting, the number of professionals working remotely has grown dramatically. By many indications, the practice seems here to stay.

Can my employer put me on a time clock?
Salaried jobs and nonexempt jobs are not always the same thing. So even if you are supervising employees, you could be asked to punch in at the beginning and the end of the day.

Part-time Work
In a 2000 poll of more than 3,500 company executives by recruiting firm Management Recruiters International, Inc., 61 percent of the participants believed the 9-to-5 workday will disappear in the next 10 years.



Google Web Search
Didn't see what you were looking for?
 
powered by Google
Copyright ©2015 Experience, Inc Privacy Policy Terms of Service