New answers tagged

0

When exactly should I ask for a pay raise? You indicate that currently they are only "thinking about" giving you more responsibilities. So don't ask now. When you are formally told that you are promoted/more responsible, see if it comes with more money. If you don't hear that it does, just ask "Does this change come with a salary increase?&...


2

Do your new responsibilities warrant a raise? Answer that question first. If the answer is yes, then ask for a raise to coincide with these new responsibilities. As you've stated, the downside is that they could find someone else to give these responsibilities to. That's a risk you'll need to take if you want the raise. The upside for the company is that you ...


6

Have this discussion with management when you talk about your new responsibilities. Could be a real step up, could be a lateral move or could be just normal growth of your day-to-day work. Have a career discussion with your manager, determine what the next step up for you is, what's required to take the step and how the new responsibility fit in there.


-2

Year and a half @ 30 hours a week. 2,340 hours. $40 an hour is junior rate (and a livable wage). $90k for the project, take it or leave it. If they don’t like it, their next best option is probably a consulting company who will charge $200 an hour per developer…or maybe an experienced contract dev, at $100 an hour… or offshore, which is a total crapshoot. ...


0

I suggest that you share your concerns with the non-profit. As in share a link to this page. I hope that during the time you've worked there that you have build up a relationship, trust and proven your skills that combined with your concerns should be enough to start a conversation with them about how to proceed. If you try that and the response is not what ...


0

Well, your situation is a very common one. The solution is very much based on your jurisdiction and your self-confidence. In European jurisdictions your situation is plainly illegal, so you can have it redressed in a labour court quite easily, same in the UK through the IR35 legislation. The other part, the self-confidence, applies in any jurisdiction: just ...


10

How can I explain this to my boss without seeming ungrateful? There is nothing ungrateful about asking for what you need. If you can't live on the pay, that's just a fact that needs to be dealt with one way or the other. Just be prepared to get a negative answer. Everyone is struggling, not just you, and there are a lot of well qualified and hard working ...


1

The answer is: Do some research. You are not worth what you are worth. You are worth what the company would otherwise pay to replace you to do the same job that you would be doing. In other words, you are worth what someone else, doing the same job as you, is worth. So remove your current situation from the equation; the only question to ask and answer ...


1

I don't think this is something to worry or stress about. If you suggest something that is too high its unlikely they will take back the offer. They will just say that's not reasonable and likely tell you why - i.e standard is blah for this role. Equally if you undersell yourself you will be underpaid for a while and then once you have stronger CV can just ...


1

I'm asking this for jobs in India, but many companies in India have their branches in USA, Germany, Japan or South Korea, so a policy from any of those countries could also be borrowed. This is a US based answer. How do employers calculate how much they can pay an employee who has a short-term or long-term disability? Is there any official policy or guide? ...


5

You go and ask for a raise like you would have without getting the 2%. Call a meeting with your manager and ask him what the requirements are to get a more significant raise. Assure him you appreciate his initiative, but you hoped for more, because of stellar performance in project x y and z. Never justify a raise "because others got it, too". Make ...


4

Would be nice if you could elaborate better on "Usually a raise in our company is between 5-15%.". As a general opinion, I'd often say that "someone feeling unappreciated for not getting a raise on the first year" is an absurd complaint. In industries I've worked or known people, either: Nobody gets a discretionary raise within their ...


-5

What is the best way to ask for more, especially that I don't need to convince him about my high achievements. My first advice is to go to your boss and tell him that others gotten 5-15% raises while you only got 2% and would like an explanation as to why. Listen to what he says, and if he brings up any performance issues, bring up the achievement list. ...


1

Here's (what it seems to me) the core of the issue: you gave your employer an unrealistic estimate of the work to be done, and they are planning to pay you based on that estimate. Now you realize there's more work than initially planned, and the money they are planning to pay you is not enough to compensate you fairly for this work. While giving a wrong ...


3

Only you can stand up for yourself. You are "a former web developer professional who never earned a degree", but if you have the equivalent skills of someone who has a relevant degree, and can produce quality software, you should be able to find something that pays $80K to $150K per year in the U.S., with benefits, depending on where you live. You ...


0

My recommendation is that you try to find reputable salary and bonus information for your position in your city/metro area. Further, I would start by using the 75th percentile to evaluate your salary expectation (but be prepared to accept as low as the median, 50th percentile). For example, in my industry, we would pay an IT Manager around $125k at the 50th ...


1

As guiding rule - its not what you think you worth, its how much your can get paid on the market. Feeling of being underpaid is common ;) Most people strive to get as much as possible for as little as possible. In my experience, if you feel you worth a certain amount - first check the market rate for that salary and align your skills and personality to match....


2

I can't speak exactly on your situation; but, I saw this kind of comment a lot at a former employer. There it was often expressed by coworkers who wanted more money. They didn't want the risks of a new job or they believed (or had been told) that they would not get a raise in their current one (for whatever reason). They wanted their employer to suddenly ...


7

You're quoting a lot of numbers here, but you're not saying how you got there. I could pull a number out of my butt and say I'm worth a million bucks, but realistically nobody's going to pay me that, and I'm going to have to take a job that's significantly less than what I say I'm worth, if what I say I'm worth is a truly ridiculous number that I got ...


2

How can I find a job that pays me for the value that I bring? The only way to do this is to be self employed. When you work for or attempt to work for someone else, they will pay you no more than what they believe your value to the company is. It does not matter what you believe, all they are looking at is your previous experience and titles. If you want ...


0

Women are underpaid because: 1. They are apparently less good at blowing their own trumpet in an interview, which makes them appear less qualified when they are not. 2. They request less money and accept lower offers. At least the second part you can overcome reasonably easily: 1. Read up how much the gender gap is, less pay for the same work (not for the ...


4

One of those two offers, however, is a significant bump and a few grades higher than the other offer. - They have asked me what I am expecting for salary, bonuses, and Reserved Stock Units (something I've never dealt with before). I am at a loss at how to pick the right values. These statements are in a bit of conflict with each other. You know what the ...


1

I think you will a better chance of success if you would ask a raise of around 40 percent. And also not phrase it as "I have you by the balls, so pony up" but argue that it is only fair since your workload and responsibilities have grown considerably.


0

Why cant you do both? Still you will be doing more, now when all of the development work fell on you. Perhaps there is a chance to get a lead position :) Company may decide to give you a raise in order to hold you in the interregnum, but when team will be back to full complement, may decide to cut their losses and let you go, this is when you would need a ...


0

It is highly unlikely they would cave in. This situation has been going on for a few months already and you have not stepped up until now. At this point, you would need more than just a proactive attitude and strong negotiation skills to assure them you would be able (and willing) to handle the workload. Be careful: it may seem like you have the upper hand, ...


1

Are those really and truly your only options? You can't think of anything else you could do? Personally, if I was a manager in your company and you did either of the things you suggest in your question, I'd try to find your replacement as quickly as I could. Also, accepting a salary for work you have no intention of completing is effectively stealing. They'...


-3

Focus on leetcode The software world is on fire right now and companies react a lot better to resignations than attempts at big raises, so I would just depart. As the other answers pointed out, they will likely not be pleased with this attempt of yours. I think this is especially true as retention/hiring is clearly not a priority for your firm. Being the ...


1

The success of this is going to entirely depend on the company, and our experiences are going to be fairly irrelevant. Some things that make it less likely to work: The company is not going to want to pay you significantly above the market rate, even if they are desperate. Long term having a hugely overpaid worker can have a bad effect on other workers that ...


5

I mean you can give it a shot, but I was on the receiving end, I'd fire your ass that instance. It's double the salary today, but what is it tomorrow? May as well gut the whole thing and build a fresh tech stack. If I'm finding it hard to find people, it's likely there needs to be a tech stack refresh.


4

How feasible would it be to hold my company over the barrel and try to get a mega salary increase? 2x type of thing? It may be possible if you have a lot of knowledge about buggy spaghetti code and undocumented requirements that'd be hard for a brand new team to ever get their heads around. It's less likely if your team used standard technologies in a ...


4

So lots of answers here have told you that you shouldn't sign the a contract for less compensation than you are comfortable with. Doubly true since you suspect that your guestimates were short of the time it will actually take. I agree with that advice completely. However - I suspect it will be a waste of time to negotiate. You say; It is also not a money ...


8

I understand that this is your question: what I'd like to do is get the shorter (6 month) contract I want, and to be fairly compensated. How would I go about writing an email to my boss that says that this is what I'd like to achieve? Other answers, which are (as of this writing) aimed more at speaking to your general situation rather than this specific ...


54

If you get treated like a contractor, behave like one. You name the terms that are acceptable to you, and otherwise you don't sign. If you don't want to sign for a long period, but only a short period, you say exactly that. If they want to pay you a very low X, you treat that as a negotiation tactic. Tell them all the risks you have to take, and name your ...


21

In addition to what shizoid04 has said, contractors can expect a lot less in benefits than employees. No paid annual leave. No pension contributions. No other subsidised benefits, such as healthcare. A contractor is also contractually obliged to deliver what they say they will. For that reason, contractors expect to be paid substantially more than permanent ...


102

You should absolutely leave. I wouldn't recommend signing anything that has language in it putting responsibilities past the next few months if you don't feel you want to be around past then. First and foremost... Stop giving overtime for free. This is in everybody's best interest. They have a legal obligation to pay you and you are just creating a liability ...


-1

Being paid at least the same (if not more) than someone who performs much worse is actually a rock solid and persuasive argument I think. In no other market it would be viewed as logical that a superior product is much cheaper than an inferior product. But maybe indeed this argument might ruffle some feathers when presented to your manager and/or HR. They ...


14

You don't ever mention somebody else's salary. Don't bring it up, no matter what. You are your own person and the focus should always be on you and the value that you bring to the table. But you do use that information to judge what the company is willing to pay people in your role, how much you should negotiate for, and how firmly you should stand your ...


0

Perhaps, in the salary negotiation, you should not mention the salary of that colleague, who performs poorly and gets higher salary. The two possible reasons are: You could accidentally get the one who reveals the colleague's salary in trouble with HR. Many companies discourage workers to reveal the salary of another worker as it is considered private or ...


5

You deserve to be paid what you are worth. If you are not being paid what you are worth and your colleague is, that makes the negotiation a lot easier: "I have looked at the going rate in the market and it seems the market rate for someone of my skill level is X, and I'm being paid Y; I would like to be paid X if I join the company" (you can do ...


0

To you, all that matters is what you would like to get for your work, and what is the minimum that you would accept (a bit more complicated in reality, there is a minimum that you would accept if you find it impossible to get a different offer, there is an amount where you would look elsewhere for a while and maybe come back, there is an amount where you ...


0

You should also keep in mind a seperate metric - What is THIS role worth to the company. Can they find someone 40% cheaper to do the work 10% less productive than you? Can they find someone that will do the job perfectly for cheaper? I would argue, it is less about what you individually should be paid. I would make the argument more about, what they are ...


3

You're focusing on the wrong thing - and if you pursue this angle, it's going to look a bit bad from the other side of the table. Generally, there are three types of jobs: Salaried - where you get paid the same regardless of the number of hours of work you put in. "Paid Lunch' is meaningless here. You get paid the same whether or not you eat a 2 hour ...


1

Here is a listing for an 8-hour blue-collar job, but it seems to be worked in with the outside of regular work hours: Groundskeepers are scheduled to work 7.5 hours/day, 37.5 hours per week. The schedule for this role is: Monday - Friday, 6:30am to 2:30pm (with a 1 hour paid lunch) As a condition of employment in this position, the incumbent will be ...


4

"I've researched that average market standard for people of my skills and experience is 20 LPA." The first thing you need to do is throw out "market rate" for programmers. IT/Programming, more than any other job I've seen, is governed by Price's Law: Price's square root law or Price's law pertains to the relationship between the [total ...


11

Remember that a salary negotiation is a business negotiation. You have something they want (your skills and productivity), and you name your price. Either what you have to offer is worth what you demand, or it's not. The goal of a business negotiation is to come to a consensus about this question. They can make arguments that what you demand is too much ...


27

To answer the immediate question: there is almost certainly nothing you can say here that will enable you to get a 20 LPA offer for this role. You probably just need to make a choice as to whether you accept the 17 LPA offer or refuse it. More generally, the rule of thumb in salary negotiations is "whoever mentions a number first loses". By ...


-1

First of all, I am not familiar with such a grading system. I speak for Germany, I don't know which country you come from as you didn't mention this. In Germany, there are usually two types of employment contract, collective bargaining and non-collective bargaining. For collective bargaining, rules are set by a contract between the union and the employers, ...


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