Archived Let's talk Money

[Megaparsec]

Side note, I had the 9th most downloaded QBasic game on AOL!!!!!! Probably still do!

 

[pfreshdude]

Now that I get Team Lead pay, I feel like I am compensated fairly. It's still not much when you break it down, though. The wages seem to get more fair the higher in the ladder you climb. For what team members are expected to get done, especially the Salesfloor TMs and the Logistics TMs, the pay is laughable. I think our cashiers are paid fairly for what they do (probably an unpopular opinion).

Ive heard TL pay now when you get promoted isnt even more than maybe a $1 more for an amazingly huge increase in responsibility. Im signed off to be a TL but I dont even feel like its worth it anymore

 

[PugMuffin]

Now that I get Team Lead pay, I feel like I am compensated fairly. It's still not much when you break it down, though. The wages seem to get more fair the higher in the ladder you climb. For what team members are expected to get done, especially the Salesfloor TMs and the Logistics TMs, the pay is laughable. I think our cashiers are paid fairly for what they do (probably an unpopular opinion).

Ive heard TL pay now when you get promoted isnt even more than maybe a $1 more for an amazingly huge increase in responsibility. Im signed off to be a TL but I dont even feel like its worth it anymore

I got a three dollar raise after negotiating. It depends on the position and the store I think. From what I've heard, most new team leads start off at around $11.00.

 

[PinkZinnia]

I do indeed think the pay if very unfair... I bust my butt off... I do a lot of the same things the GSA/GSTL does... I take on responsibilities and extra jobs when asked. I better be getting one hell of a good raise or get the promotion I know I deserve or I am out.

@thetargetman when raise time comes around, I believe the max raise increase is 6% and that is If you get an outstanding performance review.. They are very few and far between.
Going the extra mile goes unnoticed and not appreciated most of the time. If you are waiting for a GSA promotion, it's only between 50¢ to 1.00 and not only will you be doing all those "extras" you feel are above and beyond your cashiering job, you will then be constantly badgered by tl's, but more so etl's (lod's) who aren't satisfied with things that aren't done. You will have cashiers asking you questions that they are usually capable of answering themselves. You will run across the floor for a blinking light only to find they want to know what time their break is, then run back to guest services and get an earful from a guest.. All you will be doing is putting out fires and not get to do most of the things you set out to do for your shift..
The GSA has a lot more responsibility then you think they do and gstl's have even more responsibility. If you should get one of those positions, you will still be thinking you are underpaid..

So if the only reason you are busting your butt is to get the raise or the promotion, you may want to rethink the situation..
Good luck.

 

[thetargetman]

I do indeed think the pay if very unfair... I bust my butt off... I do a lot of the same things the GSA/GSTL does... I take on responsibilities and extra jobs when asked. I better be getting one hell of a good raise or get the promotion I know I deserve or I am out.

@thetargetman when raise time comes around, I believe the max raise increase is 6% and that is If you get an outstanding performance review.. They are very few and far between.
Going the extra mile goes unnoticed and not appreciated most of the time. If you are waiting for a GSA promotion, it's only between 50¢ to 1.00 and not only will you be doing all those "extras" you feel are above and beyond your cashiering job, you will then be constantly badgered by tl's, but more so etl's (lod's) who aren't satisfied with things that aren't done. You will have cashiers asking you questions that they are usually capable of answering themselves. You will run across the floor for a blinking light only to find they want to know what time their break is, then run back to guest services and get an earful from a guest.. All you will be doing is putting out fires and not get to do most of the things you set out to do for your shift..
The GSA has a lot more responsibility then you think they do and gstl's have even more responsibility. If you should get one of those positions, you will still be thinking you are underpaid..

So if the only reason you are busting your butt is to get the raise or the promotion, you may want to rethink the situation..
Good luck.

Thanks for the tips. I totally understand there is a lot more responsibilities the GSA and GSTL do. but yea I will keep those things in mind.

 

[SilentCrow]

I would say yes if it actually felt like a part-time job. I'm expected to do so much and it does seem they pick me because I'm reliable and get work done, but as I jokingly say I receive one paycheck. Target is known for having someone who is a cashier like me perform every job in the store while still paying them a horrible cashier wage under the guise of "we hired you as a team member".

Now I don't expect jobs like this to be careers for most of us, but it shouldn't feel like people are working just to be broke. They showcase little value in their employees. It even shows in the basic redcard craze. One day you get like 5 RCs and they say "awesome get two more", the next day you can't get any and it's "we need more, ASK EVERY GUEST". Nothing you do feels like it truly matters. You're a number here and that's about it. You're paid just enough to exist here and that's it.

 

[commiecorvus]

I would say yes if it actually felt like a part-time job. I'm expected to do so much and it does seem they pick me because I'm reliable and get work done, but as I jokingly say I receive one paycheck. Target is known for having someone who is a cashier like me perform every job in the store while still paying them a horrible cashier wage under the guise of "we hired you as a team member".

Now I don't expect jobs like this to be careers for most of us, but it shouldn't feel like people are working just to be broke. They showcase little value in their employees. It even shows in the basic redcard craze. One day you get like 5 RCs and they say "awesome get two more", the next day you can't get any and it's "we need more, ASK EVERY GUEST". Nothing you do feels like it truly matters. You're a number here and that's about it. You're paid just enough to exist here and that's it.

And yet a company like The Container Store sees the advantage of paying its cashiers almost $50,000 a year.

http://thinkprogress.org/economy/2014/10/27/3584699/container-store-wages/

The Container Store pays its 6,000 employees an average of $48,000 a year, according to CEO Kip Tindell’s new book Uncontainable.

As he told Business Insider, “That’s a lot of money for a retail sales clerk.” In fact, median pay for retail sales workers is just $21,410 a year. The company also gives “big” raises each year, he said, from 0 percent for low performers to as much as 8 percent.

The company still performs well while paying more than double what’s typical for the industry. It has annual sales of nearly $800 million. And Tindell credits at least some of that performance with the higher pay. His theory is “one equals three,” he told the Wall Street Journal: “one great person can easily do the business productivity of three good people,” which means a company can pay that one high performer “50% to 100% above industry average.”

And that brings returns back to the company. He told Business Insider that the company gets three times the productivity even while paying two times as much in wages. “[Y]ou save money, the customers win, and all the employees win because they get to work with someone great,” he said. Plus the company has a 10 percent turnover rate, while the rate for the entire industry is about 75 percent, and turnover is very costly. Tindell credits high wages for the low rate, saying, “[P]ay is more important than most people realize, particularly if you’re trying to attract and keep really great people.”

Beyond the business incentives, he believes he has a responsibility to pay more. “If you’re lucky enough to be an employer, you have a moral obligation to create a great work environment,” he said.

 

[SilentCrow]

Wow that's embarrassing man. Lost for words.

 

[IHeartCarts]

where do I apply?

 

[mrknownothing]

where do I apply?

Closest one to me is at least 300 miles away. Even our closest Costco is in another country. My area sucks.

 

[Backroom81]

Funny thing happened recently, I was cleaning out an old file box and found all of my old reviews. Here's how raises used to be:

90 days, scored a 77 out of possible 89 points - $.30
Promoted to specialist 3 months later - $1.00
First annual review, 84 out of 100 - $.50
Second annual review, 87 out of 100 - $.50
Promoted to TL 8 months later - $2.00 (note, this was promotion from specialist to TL. TM to TL was $3)
A review was generated at the same time with a prorated raise, 86 out of 100 - $.33
First annual review after becoming a TL, 82 out of 100, $.60

There was another raise after that but I was on LOA and it was prorated based on how many months I was working that year. I don't know the score or the amount and it was my last before I had quit. When I started working at Target again, we had switched to the "everyone in the whole store is reviewed at the same time" system and only ~10 people in the whole store can get anything above an E and only 1 person in the whole store gets an O.

Despite having been back at Target for over 3 years, I still make less now than I did in 2001. That's not even counting inflation. My first annual review back then bumped me to over $9/hr.

 

[commiecorvus]

Funny thing happened recently, I was cleaning out an old file box and found all of my old reviews. Here's how raises used to be:

90 days, scored a 77 out of possible 89 points - $.30
Promoted to specialist 3 months later - $1.00
First annual review, 84 out of 100 - $.50
Second annual review, 87 out of 100 - $.50
Promoted to TL 8 months later - $2.00 (note, this was promotion from specialist to TL. TM to TL was $3)
A review was generated at the same time with a prorated raise, 86 out of 100 - $.33
First annual review after becoming a TL, 82 out of 100, $.60

There was another raise after that but I was on LOA and it was prorated based on how many months I was working that year. I don't know the score or the amount and it was my last before I had quit. When I started working at Target again, we had switched to the "everyone in the whole store is reviewed at the same time" system and only ~10 people in the whole store can get anything above an E and only 1 person in the whole store gets an O.

Despite having been back at Target for over 3 years, I still make less now than I did in 2001. That's not even counting inflation. My first annual review back then bumped me to over $9/hr.

So can anyone tell us what is wrong with this picture?

 

[IHeartCarts]

He got more in reviews than we will make.