Is It Legal to Discuss Salary with Coworkers Us

Is It Legal to Discuss Salary with Coworkers Us

Hi Cassy, employer policies may vary from state to state when it comes to “no gossip” policies. However, the National Labor Relations Act (NLRA) is a federal law that affects public and private employers in different ways. While employers may have certain codes of conduct that prohibit gossip, the topic of discussion about working conditions, including compensation, should not be included as a topic of “taboo” work gossip for employees. This information will help my daughter tremendously because her employer will send her a letter in which she receives a letter written with a warning for the discussion about wages, he did not even give her the opportunity to explain her side of the story, because she states that in the conversation she had with another employee, No funds were mentioned, so your website will help us deal with this issue. Thank you Even if an employee posted their salary on social media, it would also not allow an employer to legally fire an employee on that basis alone. Hello, I recently had a senior technician from an office with two technicians in California who told me that he had received an offer from a competitor with a higher salary and a management position. As he was a valued employee, we+ paired the competitor`s offer and supervisor title with additional benefits and responsibilities. Our service offering is exemplary. The two technicians work well together and are friendly outside of work. We were also sure that his colleague would leave shortly after when he left to join him in the new company.

Less than an hour after acceptance, the junior technician has informed of the same scenario and wishes to discuss his conditions to remain on board. Our company offers the best education in the industry and is therefore in high demand by our competitors. You do not need to invest in training and can start a business around one of our technicians. It was a constant struggle. This allows our employees to use this type of leverage against us. It`s hard to name their bluff. I know that it is difficult to enforce non-compete obligations in contracts. Do you have any suggestions to avoid this type of scenario again? Our company subsidizes the industry with experienced technicians. Thank you very much. If you find that there are employees whose rates of pay are disproportionate to your policies or the market, it could be perceived as unfair by employees. Sometimes positions are of significant strategic importance and the wage rate can be defended as acceptable.

However, these inconsistencies should be documented as part of a salary structure analysis. It is easier to defend a claim of wage inequality if you have objective criteria to justify your salary decisions. Hi JC, If you have tried to call our customer service as an Insperity customer, please provide us with your contact details at so that we can contact you accordingly. Thank you very much. Hello. I received salary information from a new male colleague (Sr. Buyer) to scan and email him so he could buy a house. I then passed the information on to an employee who is also a Sr. Buyer, and was told that her job was exactly the same as that of the male Sr. Buyer. Last week, management confronted me and asked if I had given this information to the employee, and I told them that I had done so.

That day, they suspended me and the employee; The next day, management called my colleague to return to work, but I was not advised to return. Three days later, the management called me and told me to come the next day at 1:00 in the afternoon. I did and they fired me for giving information that I had not given authorized. Then he told me to sign separate papers saying I had resigned and whether I would sign; They paid me what they owed me, as well as for the days I was suspended. Needless to say, I have not signed these papers and have no intention of ever signing them. I feel that they have infringed my rights as a non-exempt worker. Please let me know what you think about the situation. Thank you very much, however, there are some important exceptions to the rule that you should be aware of. If you have access to company payroll information, you will not be able to share employee payroll information with others unless your employer or an investigative body has asked you to share the information. Basically, you don`t have the right to disclose someone else`s salary to others.

Hey, I need help! So I`m 18 years old and I`m about to graduate from high school. I started at Chick Fil A at 7:50 a.m. and a new worker who is the same as me started at 9:50 a.m. We are virtually identical in everything, regardless of experience. However, he got a 1.50 raise without asking. He told me and another colleague and showed us his payslips proving that he is paid.9 Well, the news has circulated and all the staff at our restaurant now knows their starting salary. Everyone else started at 7:50 a.m., except for people between the ages of 30 and 40. Well, one of our team leaders went to our nursery and told him that we all knew about his starting salary and we all felt disrespectful.

The new type makes more or equal the team leaders who must assume responsibility for the operation of the store. Well, now our manager sent my colleague and me home today (the other guy who figured it out before me). Now we are waiting for an appeal to find out if we will be suspended or fired. Is it legal? Our management is upset that we talked about salary and gives terrible excuses as to why he is paid more, even though he is also 18 years old and has little experience like me. Any thoughts and advice? The best way to try to discourage an employee from leaving for a better offer, or to pretend that they will opt for a better offer, to negotiate a higher salary, better benefits, etc., would be to submit an annual statement of total compensation to remind them of the complete package they will receive as an employee in addition to financial compensation. It would also be a valuable tool to share when you sit down to respond to an employee`s request for a promotion or raise. I work in California and last month outside of work hours I mentioned to a colleague the salary of 2 employees that another colleague had mentioned to me months earlier. She went to the owner and told him and I was fired. I had never had any problems with the company and had just received a glowing job review. They claim that I broke a company rule by talking about salary. I applied as an unemployed person and was rejected because of the “company rule”. Can I be legally fired because I have already talked about salary? Hi Lorelai, Try contacting your HR department to discuss your concerns and current situation.

They should be able to help you clarify the impact of these incidents. Companies covered by the NLRA may not restrict concerted activities by workers for the purpose of “collective bargaining or other mutual assistance or protection,” pursuant to Section 7 of the NLRA.

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