Where we stand‎ > ‎News & Comment‎ > ‎

VIEW FROM THE FLOOR: A LOOK AT SALARY SUPPRESSION By Margaret Selkridge

posted 24 Nov 2015, 12:09 by Gerry Kangalee   [ updated 24 Nov 2015, 12:12 ]

Margaret Selkridge: Branch President Tatil/Tatil Life Branch of the Banking Insurance and General Workers Union
What can be considered SALARY SUPPRESSION?  I would like to suggest that this can be when an employee is inhibited from earning a living wage. That is his/her wage is restrained. It is the scenario when an employee remains in a job and gets a small pay increase each year.  Because of this the employee’s salary can fall behind in the job market.  The pay then drops below the average and new persons coming into the job market could be paid in a higher wage band than the employee who may have been employed for a number of years. That is not reasonable!

It is very rare that a Manager would give an employee a pay increase to keep in line with market level. The fact is on most occasions, once a person becomes employed, if there is no Collective Agreement, the salary can go any way, because it looks like an infraction to discuss salary levels, some employees refuse to discuss these issues openly and it remains a secret until exposed.

Would there ever be a time when according to Collective Agreements we could have principles like the following being maintained so that an increase in salary can be negotiated.

Whenever a job is created or the content of an existing job has been changed significantly, discussions should be held with both parties for clarification.

A salary increase then should be based on competence, performance, ability, qualifications and length of service.  The requirements of any job should decide whether the function should be retained, replaced or modified. Discussions should take place to ensure proper placement is done according to market level.

To avoid the wide range of inequity, discrimination, anomalies and favoritism in a company, management needs to pay attention to the dissonance that can be caused within its rank and file when it comes to remuneration.

When employers are faced with high incidences of chronic late comers, persistent absenteeism, low productivity and lack of loyalty to its business, checks should be made to see whether or not there is a breakdown in a fair salary disbursement.

There are some Companies that must be commended for their efforts to maintain a balance to avoid salary suppression; however a great number of Companies play a significant role to avoid a fair salary or wage based on the value, loyalty, type and quality of work being done by employees. Think about this.

Comments