Archived Wage increases to $15 hour!!

[Frontlanegirl]

Basically, the only ones not getting screwed are new hires.

 

[Bosch]

This. Yes this also happened in my store. My store gave most people who were already over like ¢.75 raise

This.. I was already over the $13 base where I am at but they bumped a lot of us even more..

 

[HRZone]

I'm in electronics

The new minimum wage for you then would be 11.50

 

[HRZone]

By 2020, all stores should be converted to a full E2E process and therefore the most common denominator for pay is an N7, not an N3. Most of your TMs will be Flow TMs who can do SF/GE tasks throughout the day. This means that the base pay for them would be $11 + $2 (Shift Diff + Log Pay), or $13. So their plan to increase everyone to $15 (while an investment) is going to be 2 more bucks an hour over the next 2-3 years because the TMs expectations will be vastly different.

I think your math is off.

They converted shift differential to base pay for existing hires only.

New flow hires are getting exactly 50 cents over at 4 and 6am stores.

Also while that applies for sales floor end to end it has had no effect on cashier's so no not everyone is getting additional money.

 

[HRZone]

So TLs get screwed again.

The TL base is raised though so depending on how much you make, you may get a raise (or not)

 

[HRZone]

Haha This reminds me of when we raised our base to 15. We had to call every team member in one by one to tell them about their raise. The reason? The number of people who didn't get a raise because they were over the minimum.

 

[Frontlanegirl]

View attachment 3943
Haha This reminds me of when we raised our base to 15. We had to call every team member in one by one to tell them about their raise. The reason? The number of people who didn't get a raise because they were over the minimum.

The keyword is "retain". I know when they bumped our store last year, TM's who had been there a while were making the same as the new hires. I did not sit well. If they want to retain, there should be a bump so you are above a new hire.

 

[No I in Team]

Apparently Spot's having difficulty recruiting the 100K seasonal workers.

Any way you look at it, Spot's going to demand more of all of us.

 

[SFSFun]

@Brian Cornell @Rock Lobster weren't you the one who predicted this fairly early in the E2E thread? Or at least someone called it.

 

[Sisyphus]

Basically, the only ones not getting screwed are new hires.

The email translated to me as "All of you who make over the new minimum help us usher in this new era at Spot by training your replacement and then leaving(or we will make you leave). Thank-You for helping us to cut payroll costs and develop our new (non-jaded) crew! #team awesome #new era of awesome #this idea got me a bonus #love it or leave it #don't let the door hit you on the way out #no old-timers #revolving door

 

[SFSFun]

View attachment 3943
Haha This reminds me of when we raised our base to 15. We had to call every team member in one by one to tell them about their raise. The reason? The number of people who didn't get a raise because they were over the minimum.

My store did that when we increased the base pay to stay competitive. It was really awkward for HR because after the first few TMs, word spread fast that we were all getting raises, so TMs kept coming up to TSC and asking about it. Spoiler: not everyone got a raise...

 

[Sisyphus]

Who says Mr CEO will be around in 2020 anyway?

We were all discussing how many less people ETL and down there will be. With less people they can pay a little more and keep payroll about the same. Plus bonus they won't have to pay for as many people's insurance and match as much 401k contributions. I can't help but wonder if this raise is not it preparation for eliminating insurance... #investing in our team

 

[SFSFun]

Who says Mr CEO will be around in 2020 anyway?

We were all discussing how many less people ETL and down there will be. With less people they can pay a little more and keep payroll about the same. Plus bonus they won't have to pay for as many people's insurance and match as much 401k contributions. I can't help but wonder if this raise is not it preparation for eliminating insurance... #investing in our team

Doesn't really matter when Cornell leaves as long as it's not before he lays out the expected cost of the raises and bakes it into future earnings predictions. He is also the Chairman of the Board of Directors, so it would take a lot for him to be fired before he is able to implement most of the raises.

And they can't eliminate insurance since that's still required by law, and it's become apparent that it's not going to change any time soon.

 

[zoned2deep]

My main concern is that if they continue to cut hours to the bone in order to staff the store as little as humanly possible and in order to make sure fewer people working 30+ hours to qualify for benefits, then a large increase in minimum wage won't actually end up benefiting TMs very much. If I'm being cynical, I would say that Target might actually decide that such a move (increasing base pay but cutting hours on an individual and store level) is in their best interests, because they can reclaim a sort of "moral high ground" brand-wise while limiting the increase in staffing costs as much as possible. Increasing minimum wage this much is just as much about making a public statement as anything else.

In my area, which already passed a 15 dollar minimum wage law (albeit at a slower pace than this), you have seen the state of the store suffer incredibly as payroll gets cut over and over again.

 

[signingminion]

yay, they can shit on me again. Yoy know this won't take effect for us til reviews next year... that way they can really fuck is over. I've still got a state investigation pending for the last pay bump they screwed me out of. Maybe I'll just let the new etl-hr dig that up. Even if it puts me out of range for this bump at least it's back pay in a lump sum.

 

[SFSFun]

yay, they can shit on me again. Yoy know this won't take effect for us til reviews next year... that way they can really fuck is over.

No, this is taking effect sometime next month (doesn't say when specifically).

I am interested to see what the future raise schedule looks like though. Maybe the normal merit raises in May and then a $1.33 bump in the base pay in October, and then repeat each year?

 

[masterofalltrades]

Not entirely true, every time the base has gone up a lot of TMs have been given bumps to keep them above the minimum.

The strife that happened was nasty when people walking in the door made more than veterans who had worked for years. I am pissy when I have to teach ETLs, but a newbie who makes more than I do who I will be in charge of? Yeah no.

Your store has learned the lesson, sadly mine has not. I make just 7 cents above my pay grade minimum. It pisses me off the newbie basically makes the same when I've been in position for over 2 years, and have 3 captainships.

 

[HRZone]

And they can't eliminate insurance since that's still required by law, and it's become apparent that it's not going to change any time soon.

Correct the preferred way to cut benefits is to have team members not reach the required number of hours

 

[Kartman]

and have 3 captainships.

What is that???

 

[RhettB]

As usual, those long-term team members won't get anything.

 

[Fyi]

Basically it just screws over existing team members.

Everyone at my store is irate about it.

 

[Panda13]

The keyword is "retain". I know when they bumped our store last year, TM's who had been there a while were making the same as the new hires. I did not sit well. If they want to retain, there should be a bump so you are above a new hire.

Same at my store and seems to be tbe case again so sica

Basically it just screws over existing team members.

Everyone at my store is irate about it.

Mine too

 

[BackLog]

The minimum for an n09 would raise to 16 since its one dollar over base so you would get a raise unless you are already over 16.

Not necessarily, to go along with moving towards $15/hr over the next few years, Spot is also changing the pay grades. We are cutting 8 pay grades down to 4, going n30, 35, 40, and 45. I don't know the exact split, but would assume it would be something like this:
n30- base level jobs, ie. cashier, cart attendant, service desk, salesfloor, etc.
n35- specialist positions, style, beauty, electronics, maybe logistics, etc.
n40- Team leads
n45- Sr. Team leads

I dont believe the difference between the team member positions will be a great difference like some of the pay grades now, maybe only an increase of .50¢

 

[Anelmi]

Interesting....I'll be eager to see what they consider "specialist" positions....your wording, I know, but I can imagine the breakout would still be similar to what you propose.

 

[HRZone]

Not necessarily, to go along with moving towards $15/hr over the next few years, Spot is also changing the pay grades. We are cutting 8 pay grades down to 4, going n30, 35, 40, and 45. I don't know the exact split, but would assume it would be something like this:
n30- base level jobs, ie. cashier, cart attendant, service desk, salesfloor, etc.
n35- specialist positions, style, beauty, electronics, maybe logistics, etc.
n40- Team leads
n45- Sr. Team leads

Good info I didn't know they were cutting down the number of paygrades.

Sounds like specialist would be the current n7 and n9 positions?