Ok thank you, so my raise starts after the end date and review on 5/25/2019?When your raise starts, after you had your review. Still hourly, higher pay grade 35.
Raise should be for a couple paychecks until bumped to $13, getting rid of whatever raise you received.Ok thank you, so my raise starts after the end date and review on 5/25/2019?
Your increase starts today , but it will show on your paycheck on 5/25.Ok thank you, so my raise starts after the end date and review on 5/25/2019?
I believe second but I may be wronfAnd when in June is the raise to $13? 1st check or 2nd check?
Corporate-speak baloney! If you work at corporate HQ, your pay and benefits packages are better than is offered to hourly store-level team members. To some extent, this may reflect "market competitive" compensation, as stated "fair does not mean the same", but the hourly store-level pay and benefits aren't strong enough to retain and develop a well-trained and loyal workforce.Our compensation philosophy is to drive a pay for performance culture and be market competitive. Total compensation (base pay and incentives) is: • Tied directly to company and individual performance • Benchmarked slightly above the market using relevant industry benchmarks Rewarding Your Performance and Results –Leaders make decisions about pay and differentiate rewards. Leaders consider many factors when making decisions about your pay, such as current pay, performance, experience and expertise, complexity of role, changes in the scope of the role, pay history at Target and the market. These decisions are made using guidelines and are calibrated to ensure fairness. Fair does not mean the same, pay is differentiated and no two pay decisions are the same–just as your experience and performance are unique
Corporate-speak baloney! If you work at corporate HQ, your pay and benefits packages are better than is offered to hourly store-level team members. To some extent, this may reflect "market competitive" compensation, as stated "fair does not mean the same", but the hourly store-level pay and benefits aren't strong enough to retain and develop a well-trained and loyal workforce.
Depends on your local labor market, but more importantly, the benefits package (amount of vacation days, health benefits, dental benefits, vision care benefits, paid holidays, tuition reimbursement etc) is inferior for hourly store-level TMs than for staff at corporate, such as entry-level clerical workers. This is particularly true for store-level TMs who don't exceed the 29.5 hour minimum over the course of a year, and who are disqualified from health coverage and some other benefits.$13 an hour is more than enough for TM's. And is very much so market-competitive. I work in a store.