I have been trained to cut meat. Been to a store for 50 training hours and been to the class. Trained to order and am asked to regularly. Am often referred to as the "most dependable" in my department by both store management and my dept. head. And yet still make min. wage. Our meat processor is now our lunchmeat champion and still makes processor pay while I make minimum wage and cut all day. All i got for my training was shift priority. When I asked they said processors aren't a thing anymore and cutters earn no extra pay. This sounds fishy to me. Can I do anything to get more pay?
No, it's all union cookie cutter bull**** no matter your skill level. Upfront it doesn't matter if you're the full time bookkeeper or just a cashier, it's the same pay in some divisions.
Your pay goes completely by the pay chart given in the union handbook. No one in the store can give you more pay than is allotted. That's why people come in with a lot of enthusiasm, find out that none of that matters, and start giving a half-assed performance.
Have you checked your union contract for the pay scale for your position? My Kroger used to have courtesy clerks doing cashier jobs without giving them the pay. They also had cashiers doing the floor supervisor job without giving them a raise. The thing is, the employees didn't know any better because they didn't take the time to read their union contract. That union contract means nothing to the management at my Kroger. We were under a separate union than the meat department was. Good luck, hope everything works out for you.
Your pay goes completely by the pay chart given in the union handbook. No one in the store can give you more pay than is allotted. That's why people come in with a lot of enthusiasm, find out that none of that matters, and start giving a half-assed performance.
That's the number one reason why I think the employee evaluations they do every year are a big joke. Whether you get a excellent review or a poor review, your pay is still the same. That's not right. The workers who get poor review have no incentive to improve themselves, and the workers who get excellent reviews start to slack off because why should they give 100% when someone else is barely giving 50% and getting the same pay?
Your pay goes completely by the pay chart given in the union handbook. No one in the store can give you more pay than is allotted. That's why people come in with a lot of enthusiasm, find out that none of that matters, and start giving a half-assed performance.
That's the number one reason why I think the employee evaluations they do every year are a big joke. Whether you get a excellent review or a poor review, your pay is still the same. That's not right. The workers who get poor review have no incentive to improve themselves, and the workers who get excellent reviews start to slack off because why should they give 100% when someone else is barely giving 50% and getting the same pay?
Yep. I had an excellent, solid evaluation last year and my pay went up 20 cents. Had it been verge-of-getting-fired poor? 20 cents, of course.
The only incentive to do better is the hope of getting promoted, which honestly may take longer than topping out.