Cleo Rotsen
New Member
- Jurisdiction
- Ohio
Hi!
I am a female and fall into the protected age class. Two younger males in my department are more highly compensated (one in the same position, the other in a lower job grade - one internal move, one external). We work in a specialized area of finance. I have the most seniority in our group (three years versus one+ years) and outperform both of my team members from a merit perspective as well as from a project completion standpoint. My job related knowledge and skills also exceed those of my peers. I am required to train them, review some of their work, and occasionally revise/redo their work.
These were bad hiring decisions. End of story. No action has been taken to address the performance issues (we have turnover in our group). The workload is uneven (skewed to me) because I am the only employee able to consistently execute. I am demoralized by the pay differential and spoke to my manager who encouraged me to contact HR to remedy.
HR offered very little in the way of support or acknowledgment. I had to send multiple emails to receive a response. When HR finally spoke to my manager, they offered a pittance concession to address the imbalance, noting that my colleagues have more experience (finance) than me. The finance experience HR is rewarding is not directly related to our niche field, and does not enhance my colleagues' job performance.
I have skills I acquired from another line of work (in the same industry) which enable me to execute my job and pick up department slack yet those skills are not considered valid from an HR perspective.
It has been over a year since these two individuals were hired. The on-the-job performance gap is nowhere close to being bridged or addressed. HR's discretion in valuing experience is perpetuating the compensation gap and making my work life intolerable. At this point in their tenure and based on the quality and quantity of work, is the pay gap legally justifiable?
Kind Regards.
I am a female and fall into the protected age class. Two younger males in my department are more highly compensated (one in the same position, the other in a lower job grade - one internal move, one external). We work in a specialized area of finance. I have the most seniority in our group (three years versus one+ years) and outperform both of my team members from a merit perspective as well as from a project completion standpoint. My job related knowledge and skills also exceed those of my peers. I am required to train them, review some of their work, and occasionally revise/redo their work.
These were bad hiring decisions. End of story. No action has been taken to address the performance issues (we have turnover in our group). The workload is uneven (skewed to me) because I am the only employee able to consistently execute. I am demoralized by the pay differential and spoke to my manager who encouraged me to contact HR to remedy.
HR offered very little in the way of support or acknowledgment. I had to send multiple emails to receive a response. When HR finally spoke to my manager, they offered a pittance concession to address the imbalance, noting that my colleagues have more experience (finance) than me. The finance experience HR is rewarding is not directly related to our niche field, and does not enhance my colleagues' job performance.
I have skills I acquired from another line of work (in the same industry) which enable me to execute my job and pick up department slack yet those skills are not considered valid from an HR perspective.
It has been over a year since these two individuals were hired. The on-the-job performance gap is nowhere close to being bridged or addressed. HR's discretion in valuing experience is perpetuating the compensation gap and making my work life intolerable. At this point in their tenure and based on the quality and quantity of work, is the pay gap legally justifiable?
Kind Regards.
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