While the increase of the federal minimum wage has garnered a number of headlines this summer, hardly any news has highlighted the plight of low level salaried employees. Essentially, these employees, mostly managers and staff people for small businesses, did not benefit in the same way that hourly employees did. Because of this, some managers make less per hour than their hourly counterparts because they do not receive additional compensation for the extra hours they work.
Social media has become such an ingrained part of our culture, it is natural to inform our friends about the joys of our lives just as much as the troubling times. For instance, it has become commonplace for us to communicate how happy we are after we have tied the knot or how we are celebrating a particular holiday.
In our last post, we highlighted how California’s new Equal Pay Act can help employees who challenge pay disparities based on gender. Essentially, the new law puts the burden of proof on employers to prove that such disparities are based on gender neutral factors, such as tenure, workplace responsibilities or specific expertise.
If you ever wondered how much some of your co-workers made but were always afraid to ask, it was probably because you were afraid of what your employer would do if you were not happy to know that some of them made more money. Co-workers' salaries are closely guarded secrets in some private companies, and complaining about what someone else makes can lead to one being fired.
If you are witnessing fraud by your employer, you may be ambivalent about speaking out against it. After all, you have a good stable, well-paying job, and these types of jobs don’t grow on trees. Even if you are not fired for speaking out, you could be marginalized and made to feel miserable for your purported transgression.