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109

What could be the reason for the company doing this, is it to somehow cut costs? HR are insisting this is a good deal and I should take it. It sort of indirectly helps them cut costs - mainly because it reduces the admin overhead in HR/Payroll. Is this generally a good deal? My worry is overtime expectation may increase in the future. Usually my overtime ...


41

As per usual - HR is not your friend. Of course, they will say the deal is good for you. Hint: your raise is probably calculated the same way you calculated it. Amount of paid overtime last year divided by 12. There is a trick there. The number of hours would need to be less than those you worked last year. Why less? Because the minimum wage was raised ...


34

There are some advantages in having a high basic salary than salary + overtime and if you say money wise they work out the same lets explore those. Mortgage application - When applying for a mortgage you will be able to borrow more with a higher basic salary than salary plus overtime as overtime is not always guaranteed whereas your basic salary is. This ...


15

To answer the first one, if the company requires a lot of overtime from you then it is a very good deal for them. You could potentially work even more hours, and they then get that free. Is it a good deal for you? That is open to opinion and you need to weigh up different factors. It will partially depend on the contract, are there any clauses ...


12

I don't know laws in UK, but in Germany there's one huge difference between overtime being paid hourly instead of generally more salary: you can decide if you take money or additional holidays. With my previous employer I always worked overtime, and prolonged my holidays with that. There was also the possibility to take "bridging days" with overtime, when ...


12

Whether you take the job or not makes a huge difference to the recruitement agency. They get paid, or they get not paid. The payment may be dependent on the salary, but that is a very minor amount to them. So the motivation of the recruitement agency is to do anything to make the company offer you the job and to make you accept the job. So if the ...


10

Is it appropriate to request a salary raise after trial/probation period is complete? IMO asking for a raise after only 6 month, regardless of performance, could be seen as a little greedy, since you already had your 'Lohnverhandlung' (salary-discussion) during the hiring process just a couple of months ago. You and the company agreed on the terms and the ...


10

There is one easily overlooked advantage to changing from hourly overtime to a salary that is equal to what you would get before. Which is your pay when on leave. If on leave you don't work the overtime, but are still paid your regular pay. This means if overtime is making up a significant portion of your pay, and you take extended leave, you are down a ...


9

If it were me I would wait until the next pay cycle. If it still isn't reflected in your pay then I would simultaneously address it with your boss and with your HR department. Make sure that your raise is retroactive to the date it was supposed to be reflected in your pay.


7

That is a bad idea. mitigate possible discussions about company's economy problems The discussion will not be We don't have enough money to give you a raise. What they are trying to say is: You are not worth as much as you think you are Money is not abstract, it is relative to the value. If your company doesn't value you at the level you think you ...


7

The new conditions you describe are standard practice in the UK for software engineers and the tech industry generally. In fact, I'm amazed there is anywhere that actually pays overtime at all! So to answer question 1 they may just want to realign their terms and conditions to the industry standard. It's also a more predictable cost (for accounting purposes)...


7

Just wanted to add a single aspect: it is generally a good idea to increase base salary as opposed to bonus or overtime pay as it is much harder to take that back. It is also better for negotiations in the next job or if you want to convince bank or landlords. If this is worth it, that's another question. But I would think that the monetary value of a ...


6

You are suggesting 10-15% after 6 months, there I would say in general no, not appropriate. In the first few months at a new company you still need to learn how everything works, what the projects are, familiarize yourself with everything. That means you are creating little to no value for the company. That's normal and expected, so no reason to worry about ...


5

Graduating from University isn't likely to be a reason to increase your pay. After all, the company likely hired you on, knowing that you would continue to work for them after you graduated. What you should focus on is your skills and completed tasks. The certification is certainly a big deal because that's time, money and effort you and the company sank to ...


5

I think you should get this cleared first if they have an annual performance review or not. You should contact the HR of the company to get clarity on the same. it's appropiate for me to ask for a review this year? Yes, absolutely yes! If you're working so hard and if the company has a review policy then why not? Why not ask for what you deserve? or ...


4

This sounds like a bad deal, unless some safeguards are in place. The why of it does not concern you, as long as you realize should know that you are solving a problem for someone else by accepting this offer. Somebody wins by selling you on the idea. You express a worry that overtime may increase. That makes me suspect that there are not enough controls ...


3

Yes, this would be a very good deal for you, if you can manage your overtime in the future. Salaries normally never go down. Increases in salary pay off year after year until you leave the company. Sure, you can hit a ceiling where you simply do not get more, but they won't take it away from you (in a sane company). So: your goal is to take the increase, ...


3

But besides information regarding my working ethos, etc. are employers allowed to exchange information regarding my salary? IANAL, but from what I've read: No, this does not seem to be allowed and may be a breach of Swiss data protection regulations by your former employer. A former employer must adhere to what is stated in the employer's reference when ...


3

This is definitely a bad idea. First of all, “how much money the company has” isn’t what they pay you. “What you’re worth to them” is what they pay you. Your value has not improved by someone else being fired and replaced. Furthermore, it’s in bad taste, and marks you as a scavenger. There’s always people picking over the goods of the fired, trying to ...


3

In my career I follow one rule - always ask more than you have had before. Because you got more experience, more knowledge etc. Also I often ask 10%-15% more than I really "cost" because I want to have a buffer for salary negotiations. Don't worry your employer also does the same trick. In your current situation I would ask for 750000 INR since your ...


3

Even though it might feel good to send the info back to all the employees, to "punish" the employer, on the long run it will hurt you more or less. It is irrelevant if you love or if you hate the said employer. The best thing to do is: remain professional; send a reply email to whoever sent you the information, telling them about the data leak; also ask ...


3

Taking legal or regulatory action against a company is a huge pain in the neck. It will probably take dozens of hours of your time. Ask yourself whether it's worth your trouble. Your choices: TIME-CONSUMING: go after them in some legalistic way. NASTY: post the data anonymously on pastebin or otherwise "out" them. POLITE: reply to the person who sent the ...


2

Yes A salary review every year (or even every 6 months at some places) is not unusual in most jobs (at least the ones I've been at). Obviously your job doesn't have this structure, but I don't think it's unreasonable to ask for a review after 12 months since your last. Just set up a meeting with your boss and discuss all your achievements over the last 12 ...


2

Pragmatic view You do not provide more value, based on the fact alone, that someone in your department left and is not being replaced. If that was the case, then any department losing people should ask for raises. In any case, reading the question I was expecting to hear, that you now took the leading role and hence look to leverage this for a raise, as ...


2

I found this source on Swiss Data Protection Laws. The most relevant bit appears to be in Section 8.1 How do employee data protection rights affect the employment relationship? Can an employer transfer employee data freely to other countries? The employer may handle data concerning the employee only to the extent that such data concerns the employee'...


2

I simply want to know if it is appropriate to do so or not? It is only appropriate, if it can be justified. If you believe you're worth of getting paid more, prepare a case and present it to your boss and ask for a raise. Two things to keep in mind: Don't expect a raise because you feel like getting a raise. Don't be shy to ask for a raise if you feel ...


2

You also may want to check if the overtime hours are taxed like the standard ones. In France for instance, the first 5000€ from overtime are free from taxes.


2

All in all, the first and foremost target for the recruitment agency is to get you a job, because then they will get their commission. If you don't get (or accept) the job, there's no incentive for them. So they will try to convince both the parties: The applicant: that the job is good, and should accept the payment offered. The organization: that the ...


2

You asked, In short, is the agency friend or foe? Neither - they're more like lawful neutral. They will generally follow whatever path has the best outcome for them. Sometimes, in a perfect world, that path also has a good outcome for the employer and the candidate. But in other situations, the three parties' objectives may not perfectly align, and some ...


2

Something that has actually worked for me in the past is to say that you believe you need your salary to be readjusted, not just raised. I was asking for a bit less (15% increase) whereas the typical raise was around 2%. I laid out some research I had done on industry salary for similar positions and also researched the company pay scale and found out I was ...


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