How does HR justify and allow paying people with same job titles, same experience, same ratings, same education level, and same responsibilities such wide ranges of salaries? How is that ethical? I can (try to) understand a 10-15% differential but I’m hearing HUGE discrepancies and just curious how that is acceptable. Like on paper, 2 equal candidates with a 40-60% differential in salary. How does that happen?
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It happens because HR is a useless function in this bank. They don't challenge anyone up to 3 deep from Brian. They only challenge the low level managers who have no power anyways on issues like work place excellence. Any decision making power ends with 2 or 3 deep from Brian. Rest of us are puppets.
We expect fairness from hr but hr in this bank are the most unfair I had ever seen in any bank in my career. We just need to wait for someone really bold to take a class action properly for such things to get fixed
Supply and demand. Someone did a better job negotiating their salary when they started.
@ttb+1r2K4MG7 - there are absolutely ranges for each Job Code.
But same Job Code may have different range in a different division.
there are also variables, such as geography.
(e.g. Job in Tulsa not paid same as Job in NYC)
You can call HR line, but they will not disclose. They'll say it's Proprietary Company Information or something like that.
None of that matters and even as a manager I made less money a few of my direct reports. It’s mind boggling. All the stress was mine, but a few folks made 20k more than I did and continued to get pay bumps. No way to catch up.
I knew a middle manager that received a lower salary than his associates with the same job description and experience. He immediately notified HR and they did nothing to address the issue. He then filed a complaint with EEOC. HR immediately addressed his salary issue and then awarded him back pay for the years he was being underpaid.
I have often wondered the same thing! How can people with the same responsibility have such glaring salary differences. Does HR have pay ranges for particular job codes? Is it risky to contact HR just to inquire? I would think legally there should be some guidelines. Especially when you bring in factors like gender and race. Never mind ethics any more.
When they transition associates into different departments on a needs basis, you will see salary disparities.
Your manager can request off-cycle increase.
@nto+1r2K4MG7 is correct.
Short answer: We stopped being a Meritocracy years ago. (after Fleet came in) Now it's more "who you know", are you "one of us", and excel in s*cking up to puff mngt egos.
Longer answer: I have two colleagues technically we're all in same role, similar experience, knowledge, etc. But I am paid more. (our manager left the Comp spreadsheet on his desk (oopsy).)
When I asked him about it "not being fair", he answered directly: "because you have the ability to anticipate what management will ask for, think more broadly and have more "gravitas" (executive presence) in meetings. Just executing the job is not enough."
Basically, I am taken more seriously than my peers. We got a new manager and her advice to one of the teammates was to "tame her curly hair with a more professional hairstyle" (she is Irish - red curly hair) and be "less goofy", more serious. (whoa...) She was eventually promoted when we got a new manager, but has stagnated in same role now for 10 years. She seems happy though. The other person left and is making $$$ at a smaller firm.
My advice: Do your job, but promote your accomplishments, interests and potential upward to your manager, his/her peers and their manager. That way, when your name comes up in Talent Planning, everyone will have good things to says about you and be supportive of your professional interests and trajectory.
You are too limited in scope there. Consider the soft skills that don't really contribute to productivity - that's what's rewarded at BAC.