Personal Report On My Salary Adjustment

Issue Identification: This memo presents an analysis of the employment classifications for the state employees of New Mexico, specifically an analysis of the discrepancies that have been brought up regarding a position within the Human Services Department and the Department of Labor. Currently, the position of “Employment Counselor” in the State of New Mexico holds two different classifications under the Department of Labor (DOL) and the Human Services Department (HSD). Ms. Rose Paddock, an Employment Counselor for the state of New Mexico under HSD has acquired assistance from her union, the American Federation of State, County, and Municipal Employees (AFSCME), Local #2839 as they believe that the State of New Mexico has violated the principle of a public sector organization by not grouping the identical positions in the same classification. The issue at hand is whether same job titles can be classified differently by an employer even if the job specifications and qualifications are the same; the only difference is that these state employees are placed in different departments.

Analysis: Now that this information has been reviewed State Bank determined that salaries would need to be modified or moving forward the salary structure would need to be modified for the tellers, according to the competitive data and based on what the ladder in salary was for all

HMRC, Salary Sacrifice: An Overview for Employers.[internet]. Available at: http://www.hmrc.gov.uk/paye/payroll/special-pay/salary-sacrifice.htm [last accessed 26th November 2010]

Comments: From day one of my employment in Child Support I have made an effort to go above and beyond in my job duties and responsibilities. During my free time while in training, I assisted my supervisor in putting together baskets that were to be taken to the Child Support Conference from Forsyth County. At one point in training, court orders had been distributed to various trainees that were needed by the establishment team. Being the only trainee that was also a member of establishment, I went to each trainee, gathered the establishment orders and distributed them to the appropriate worker so that the Agents were able to move the cases accordingly. At my supervisor 's request, I redesigned the front of the “Stop Sign” packets used for group interviews. I made the suggestion that the cover sheet that listed the documents that are placed in the folder for group be laminated so that customers would be less likely to write on them, which was implemented by the program manager. When these laminated lists came back, I stapled them to each folder, in Spanish and English. The Program also prepared fact booklets about the Child Support program but failed to have them printed in English. I pointed this out to the Program Manager and the

Colin Moore works hard to distinguish himself; however, he is dissatisfied with organizational opportunities, which cause no appreciative compensation. Moreover, he believes he has missed a chance to compete with new employees because of technical inability. Looking at another position, a massive fix is needed by Bob, who has worked seven years in HUS’s HR department. In a pressured working environment, Bob has been asked for offering competitive raises to support managers’ preferred employees. It will cause him to switch lots of programs to provide better compensation for employees. Based on what Bob’s shared he is also having a problem filling out benefit forms, which he has considered be fixed. Bobs role is very hectic at this time; he was not able to hand out forms unless he would have an assistant.

This young woman is a mother of two and is single. Her current salary is nine dollars an hour. This is not a wage high enough for her to support herself; let alone two children. Sometimes I would overhear some of her phone conversations, revealing that she struggles on a daily basis to make ends meet. I fought tooth and nail with our Director of Operations for him to allow me to give her a pay increase. Her employment record was exemplary. She had earned the raise I had offered her because of her ability and her job performance. To my absolute amazement, she declined my offer to raise her salary. Her reasoning behind the raise refusal was it would hurt her more than it would help her. She explained that if she had accepted the raise she would lose out of money and benefits she was currently receiving through social services. She went on to express, that with the raise she would no longer be eligible for the benefits she was receiving. Her rent currently was at $360.00 per month through Section 8

The Aggrieved stated he received a Notice of Suspension for five work days for being Absence without Leave (AWOL) and failure to request leave with procedures by Area Manager Victor Cruz. The Aggrieved stated that his first line supervisor Margie Steward has been harassing, belittling and intimidating him since she became his supervisor. He said he took leave to care for a family member who became sick and he called in everyday he was absence. The Aggrieved said he reported the mistreatment by his supervisor to Mr. Cruz but he would ignore his repeated emails and phone calls. The Aggrieved stated he is the only African American in his work center and he is the only one who receives the unfair treatment by his supervisor Ms. Steward. The

Were there actions that were intentional misrepresented in regards of the worker’s compensation in the summary judgement?

All my evaluations for the past 15 years have been exemplory. For the last 10 years, I have received a majority of "exceeds" with some "meets" in every standard, and last year I recieved all "exceeds." I am protesting my evaluation this year because in standards 1, 2, and 4, I recieved 'meets,' and on standards 3 and 5, I recieved 'developing.' At no point during the school year did I meet with Mr. DeLaOliva to discuss any school issues or my job performance, and I never had any communication at all with Mr. De La Oliva after October 11, which was a meeting with our HR representive, my union representitive, and myself. Mr. De Le Oliva has NO DOCUMENTATION nor DATA, to support any of his conclusions. No dates, no observation notes, written communication, or records of service.

Payroll reporting time seems to come up quickly on a regular basis. Form 941 is the primary payroll report and has delivered at the end of January, April, July and October. However there is a bit more involved in the payroll form.

Ms. Ledbetter alleged that several supervisors had given her poor evaluations in the past strictly because of she was a female. The ultimate result was that Ms. Ledbetter’s pay had not increased as much as it would

Small State University is facing the dilemma of how to allocate the $17,400 that the state agreed to give to the management department. Each qualified candidate’s employment information is given to help determine the merit raise decision. Before the decision can finalize, research and analysis will be conducted. A case solution will include the implementation of management approval, budget recommendations, communication and essential steps of the new policy to the university, and fair distribution of merit raise.

Murray Compensation, Inc. (Murray), an SEC registrant that provides payroll processing and benefit administration services to other companies, granted 100,000 “at-the-money” employee share options on January 1, 2006. The awards have a grant-date fair value of $6, vest at the end of the third year of service (cliff-vesting), and have an exercise price of $21.

Some organizations are unwilling to show their reward systems and pay policies (Lawler, 1995). Many Human Resources professionals believe gender pay gaps to be resolvable through the monitoring of pay levels and communication (Report on Salary Surveys).Greater pay transparency has been a great benefit to the board, employees and managers as they now know what is happening across the business and they are able to confidently justify their actions (Commission Policy Report).All market-related supplements are recorded and reviewed separately from basic salary to ensure openness and transparency. Regular research market rates within the various labor markets in which they operate is undertaken improving transparency would also help to improve talent development, as employees would be able to see what they could earn if they wanted to move to another division and upgrade their skill set. (Commission Policy Report).

This paper will outline an employee compensation and benefits package for a new hire for a secretary for the department. First, it will describe the organization I chose for designating a compensation package. Next, this paper will develop an employee compensation and benefits package for this new position. This paper will outline an employee compensation and benefits package for a new hire for a secretary for the department. First, it will describe the organization I chose for designating a compensation package. Next, this paper will develop an employee compensation and benefits package for this new position. Attached to this paper is a Powerpoint presentation that will detail this employee compensation and benefits package, as well as an the eligibility of exempt or non-exempt status, other benefits that might be considered, government regulations that influence the compensation, two other organizations with similar compensation, and how this package aligns with the HRM strategy.