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How to get properly compensated

 
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mel



Joined: 16 Mar 2004
Posts: 65
Location: Philly

PostPosted: Tue Jun 15, 2004 8:42 pm    Post subject: How to get properly compensated Reply with quote

I have a sibling who has been employed by a company for more that six years. He is the ONLY Non-white person working at his place of employment. Further, I suspect that he is OVERQUALIFIED for his current position. Recently he came across his original job description, and realized that he has been doing extra work which he has not been properly compensated for. He does get a 10% raise each year, and he is able to work overtime anytime he needs more money.

His problem is that he wants to be properly compensated for the extra work that he has been asked to do. He also suspects that the it would be good for the company if the employees could focus on their original duties and provide sound customer service. However, this is a secondary concern. How should this Non-white person go about asking his white male SUPERIOR ADVISOR for either: the correct compensation for the extra work he is doing (which I suspect the other white males are doing, without requiring correct compensation), or asking to do what he has originally agreed to do is in his original job description for the specific pay agreement and benefits that he receives now.
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Edward Williams
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Joined: 12 Apr 2003
Posts: 3079
Location: I am from everywhere I've ever been and everywhere I've never been

PostPosted: Tue Jun 15, 2004 9:58 pm    Post subject: Re: How to get properly compensated Reply with quote

mel wrote:
I have a sibling who has been employed by a company for more that six years. He is the ONLY Non-white person working at his place of employment. Further, I suspect that he is OVERQUALIFIED for his current position. Recently he came across his original job description, and realized that he has been doing extra work which he has not been properly compensated for. He does get a 10% raise each year, and he is able to work overtime anytime he needs more money.

His problem is that he wants to be properly compensated for the extra work that he has been asked to do. He also suspects that the it would be good for the company if the employees could focus on their original duties and provide sound customer service. However, this is a secondary concern. How should this Non-white person go about asking his white male SUPERIOR ADVISOR for either: the correct compensation for the extra work he is doing (which I suspect the other white males are doing, without requiring correct compensation), or asking to do what he has originally agreed to do is in his original job description for the specific pay agreement and benefits that he receives now.

One of the things I do when I begin a job is to ask for the "roles and responsibilities" associated with that position. Most of us (non-white people) are so happy to get the job that we don't do the necessary work "up front" to find out what specific tasks the position requires, what monetary compensation was budgeted for that position, what the mechanics are for going "above and beyond" the position, etc.

The "roles and responsibilities" are hardly ever outlined for the person applying for the position or the person already working the position. Also, I can't stress enough how important it is to find out what monetary compensation was budgeted for that position.

The person should find out what the "roles and responsibilities" are required for the position they are working. I've been told before that my "roles and responsibilities are "to do what you're told". Don't let that discourage you. Keep choppin'. Keep asking until they lay it out for you step-by-step and make sure it is documented (approved). Now that you have the "roles and responsibilities" any additional work performed is "above and beyond the call of duty".

Once it took me 5 months to get my "roles and responsibilities" laid out on a job I had been on for over a year. I was in a similar situation as the one described above. So I sat down and thought about what would be the best approach. In the situation I was in the best approach was to go the "roles and responsibilities" route.

I think what we don't realize sometimes is that before there is a position posted for people to apply to, before it is even decided the position should be posted, before it is decided there should be the position, there are people who sit around and decide if work should be performed in this or that area. They then decide what level of expertise is needed for any given position. They then decide how much money can be paid out for the person working that position with any given level of expertise and still be able to make a profit. They then decide when and where the expertise is needed and the mechanics for hiring an applicant. And most often times it is decided if the applicant should be a white person or a non-white person.

All of these things are decided prior to the position even being posted.
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Josh



Joined: 19 Apr 2003
Posts: 796
Location: Closer

PostPosted: Tue Jun 15, 2004 11:49 pm    Post subject: Reply with quote

I agree with VGOD's suggestions and will offer this general suggestion myself:

Avoid a vague, ambiguous employee status buy asking questions.

SPECIFICALLY:

Get answers that prove your job title matches the description of your roles and responsabilities.

Too many times non white people are given some "catch all" bull shit "title" that means less and less the more you try to define it:

"assistant director of executive assistence to the administrative personel undersecretary for employee policy directives"

See what I mean?

If you don't understand your job title, keep asking questions until the title matches your roles and responsibilities.

This is how niggers get heart attacks; they end up in these positions where they have all the responsibilities and no fucking authority.

And when something goes wrong, everybody just stands there and watches a nigger meltdown cause he can't figure out who his supervisor is due to the language.

1. Study EVERY WORD in your job title/description.

2. Codify the language

3. Have the supervisor sign off on it


As a non white person in a system of racism White supremacy, people are going to make all kind of statements to you.

Neely Fuller said he was once told he had "no powers of arrest" when he worked as a security guard at the beuro of engraving and printing.

Yeah, you heard me,

They give a nigger a badge and a 357 magnum and then tell him, "you don't have any powers of arrest.

Sheeyatt!

When your lungs are splattered all over the walls by the 357 bullet; your powers of BREATHING have definately been ARRESTED!

If I ain't got the authority to stop somebody from stealing the money; why did you give me this 357 magnum?

For decoration?

The 4th of July?

as an ancient signaling device?

WTF?

When in doubt, ask questions.



Josh
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Josh



Joined: 19 Apr 2003
Posts: 796
Location: Closer

PostPosted: Tue Aug 24, 2004 10:27 am    Post subject: Reply with quote

This article in the New York times demonstrates a pattern I have noticed regarding discussions of racism in "the media".

Specifically,

1. No person/s are identified as "White" and then quoted regarding the practice of racism on the basis of such Identification.


This is interesting to me because those people with the most credibility at the company (White people) are not required to make statements for the record.

For example, this article lacks a statement like this:

" Biff Tipson who is White says, "there is no racism at kodak..."

This is where an idividual non white person must put in some work and ask White people questions about racism White supremacy.

Sure, they may lie to you, but atleast you have a record of statements made by White people that you can present as part of your investigation when the time comes for some type of legal action.

Josh

PS--Notice the name of the organization the Black workers have formed.


Race Remains a Difficult Issue for Many Workers at Kodak
By CLAUDIA H. DEUTSCH


Craig A. Young, an African-American human resources manager, says that in 22 years at Eastman Kodak he has never faced discrimination.
"My race has not kept my career and pay from progressing at the necessary speed,'' he said. Kodak apparently disagreed; a few years ago, when the company was dispensing checks to African-American employees it decided it had wronged, Mr. Young received $4,000.


http://www.nytimes.com/2004/08/24/business/24kodak.html
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