Salary payment advice needed

[Ed-Zulu]

  Their offer comes in at 13% lower than my current salary, I have asked them to reconsider, as I am shooting myself in the foot if I take that offer. 

 

But 87% of a salary is better than my current 0% income, which could again become 100% with all the back pay, but all of which is currently unconfirmed and at risk.

 

It's easy to talk all bravado ahead of time but taking a 13% knock when moving to a new job is never easy.

 

Will chat with my Minister of Home Affairs and see what makes sense for us.

 

Thanks for all the advice guys and gals.

An absolute terrible situation to be in and we feel for you.

 

Two choices:

1. take them up on the revised offer if the come up with one and exit the moment you find something better, they'll know why you left so no exit interview needed.

2. Byt vas for a few more weeks if money allows

 

In the end they low balled you by asking for salary slip, this should also show you how they think and operate

[HDW]

Do these people (Execs, etc, in companies) not realise that they are not always the cleverest people in a room, and that by low balling you by 13% means that you will start there, already with some resentment in your heart. Give you the same as you are currently earning, maybe even a little raise, and they will buy years and years of loyalty.

 

HR-thinking is so backwards in South Africa it's not even funny.

[BigDL]

Do these people (Execs, etc, in companies) not realise that they are not always the cleverest people in a room, and that by low balling you by 13% means that you will start there, already with some resentment in your heart. Give you the same as you are currently earning, maybe even a little raise, and they will buy years and years of loyalty.

 

HR-thinking is so backwards in South Africa it's not even funny.

I started a trial last year whereby nobody in my team sees someone’s existing salary until after we have made an offer. The offer is built based on what the individual brings to the role and what we feel that is worth, compared to others in our organisation and within certain guidelines. Works well so far

 

 

Sent from my iPhone using Tapatalk

[HDW]

I started a trial last year whereby nobody in my team sees someone’s existing salary until after we have made an offer. The offer is built based on what the individual brings to the role and what we feel that is worth, compared to others in our organisation and within certain guidelines. Works well so far

 

 

Sent from my iPhone using Tapatalk

 

I like this because it seems more fair to everyone involved. 

[Plentipotential]

Every day that passes by in ZA there are more and more very qualified people coming to the job market. Your prospective employer is probably well aware of this I have no doubt.

 

This from James Shelley. Long but worth the read.

 

I recently heard an intriguing lecture by columnist and author Thomas Friedman. He began by highlighting the rapid speed at which communication technology has revolutionized the economic landscape in just the past six years:

When I wrote The World is Flat [2004], Facebook didn’t exist, twitter was a sound, the cloud was in the sky, 4G was a parking space, applications were what you sent to college, linked-in was a prison, and Skype – for most people – was a typo. All of that has happened in six years.

In effect, the whole global curve is rising. What this is doing to the labor market is something that labor economists in their jargon speak of and describe as skills bias polarization. So skills bias polarization means that if you have critical thinking and reasoning skills, and can operate technology, if you are at the high end of the labour market, you’re going to be fine. If you are at the local end of the labor market — you’re a butcher, a baker, a candlestick maker — you’ll be fine. If you’re in the middle, you’re under more pressure now than ever before. You’re under more pressure now because bosses can automate your job more easily, they can outsource your job more easily, they can replace it with robots more easily, in this hyper-connected world. (Thomas Friedman, 

What went wrong with America?

 Recorded at the Melbourne Town HAll, July 29, 2011)

In economic terms, this global capacity to communicate instantly is a double-edged sword: it creates an exponential increase in creative opportunity–but that opportunity is also available to, literally, everyone on the planet now. Friedman highlights this point by citing a blog post by CEO John Jazwiec:

I am in the business of killing jobs. I kill jobs in three ways. I kill jobs when I sell, I kill jobs by killing competitors and I kill jobs by focusing on internal productivity.

All of the companies, I have been a CEO of, through best-in-practice services and software, eliminate jobs. They eliminate jobs by automation, outsourcing and efficiencies of process. The marketing is clear – less workers, more consistent output.

What is a sustainable job? The best way I can articulate, what is a sustainable job, is to tell you, as a job killer, jobs I can’t kill. I can’t kill creative people. There is no productivity solution or outsourcing that I can sell, to eliminate a creative person. I can’t kill unique value creators. A unique value creator is, well, unique. They might be someone with a relationship with a client. They might be someone who is a great salesmen. They might be someone who has spent so much time mastering a market, that they are subject matter experts, and I know technology or outsourcing can’t be built profitably to eliminate a single unique job. (John Jazwiec, 

Speaking Of Unemployment – I Am A Serial Job Killer

, 06/12/2011)

Thomas Friedman then continues to offer three “mindsets” we ought to adopt moving forward:

Think like an immigrant. Think like an artisan. Think like a waitress. Those are my three pieces of advice for my kids.

Every American worker today should think of himself as an immigrant. What does it mean to think like an immigrant? Its means approaching the world with the view that nothing is owed you, nothing is given, that you have to make it on your own. There is no legacy slot waiting for you at Harvard, or the family firm, or anywhere else. You’ve got to go out and earn or create your place in the world. And you have to pay very close attention to the world in which you are living. That’s what immigrants do.

Everyone should also think of themselves as an artisan. That’s the argument of Professor Lawrence Katz at Harvard. He’s a labor economist. Larry argues “artisan” was the term used before the advent of mass manufacturing to describe people who made things or provided services with a distinctive touch and flare in which they took personal pride (which was almost everyone prior to the industrial revolution). The shoemaker, the doctor, the dress-maker, the saddle-maker — artisans gave such a personal touch to whatever they did they often carved their own initials in somewhere. They lived in a world where they were all defined by their ‘extra’. Again, it’s a good mindset to have for whatever job you are doing: would you want to put your initials on it when it’s done?

Finally: think like a waitress. So in August 2010 I was back in Minneapolis, my home town, having breakfast at the Perkins Pancake House with my best friend Ken Grere. It was seven in the morning and he ordered two scrambled eggs and fruit, and I ordered two scrambled eggs and three buttermilk pancakes. The waitress came, put down our plates, and all she said to Ken was, “I gave you extra fruit.” She got a fifty percent tip from us, because she didn’t control much, but she controlled the fruit ladle, that was her ‘extra’.

So whether you are the waitress or the artisan or the new immigrant, all of us have got to think, “What is the ‘extra’ we can bring to what we do?”

[Vetplant]

Quick Feedback:

 

1.Starting new Job on 1 April, even though they undercut me by 13%. 87% of a "gauranteed" salary is still better than 0% which I am currently receiving.

 

2.The head of HR(who is also not receiving any money, but still doing her job splendidly) will get a letter from the owners on my behalf today to confirm the moneys due to me including unused leave up until 31 March.

 

3. Registering my consulting company at CIPC today to allow me to render services to my almost ex-employer at an hourly rate once their money comes in(my boss agreed that he would be keen on such an arrangement)

 

4. Kids toys we are developing is progressing well, I have a keen manufacturer who is pushing me to get updated designs to him for us to get to market sooner. You guys might see some non-cycling adds going up on the hub in the next month or two  .

 

Thanks to all of you for the support thus far. We are doing well, although our savings have taken a hit I am pretty sure we will come out stronger and better positioned on the other side. Good luck to everyone else going through tough times, just remember we were not mean to live too comfortably, we need to go through some challenges every now and again, lest we become lap dogs....

[Red Robin]

Quick Feedback:

 

1.Starting new Job on 1 April, even though they undercut me by 13%. 87% of a "gauranteed" salary is still better than 0% which I am currently receiving.

 

2.The head of HR(who is also not receiving any money, but still doing her job splendidly) will get a letter from the owners on my behalf today to confirm the moneys due to me including unused leave up until 31 March.

 

3. Registering my consulting company at CIPC today to allow me to render services to my almost ex-employer at an hourly rate once their money comes in(my boss agreed that he would be keen on such an arrangement)

 

4. Kids toys we are developing is progressing well, I have a keen manufacturer who is pushing me to get updated designs to him for us to get to market sooner. You guys might see some non-cycling adds going up on the hub in the next month or two .

 

Thanks to all of you for the support thus far. We are doing well, although our savings have taken a hit I am pretty sure we will come out stronger and better positioned on the other side. Good luck to everyone else going through tough times, just remember we were not mean to live too comfortably, we need to go through some challenges every now and again, lest we become lap dogs....

Glad to hear that things are ok and I applaud the positive attitude that you have shown through out this whole experience.

[HDW]

2.The head of HR

 

You know you are on the Hub when you first read that as Heart Rate.

[Vetplant]

Settled into my new job and everyone is happy to see me. Realized during induction on day 1 that I clearly have serious trauma from the non-payment of salary as everytime they mentioned salary in the induction I got a knot in my stomach. Might well be using this Employee Wellness service quite soon...

 

My heart bleeds for the team I left behind, but there seems to be an interim solution on the cards for them.

 

Once again thanks for all the advice and support through this process. At least my situation around this topic title is resolved, but I hope this thread could guide others to look out for the warning signs to enable you to make the move early on when things go south.

[Vetplant]

HR keeps on giving me the cold shoulder on giving me any commitment in writing of the backpay that is due to me. She is under strict instructions from on top not to put anything in writing before talking to the Business Rescue Practitioner.

 

Today I talked to a labour law expert who advised me that I have two routes available:

 

CCMA for constructive dismissal-needs to happen within 30 days and is cheaper, plus I can claim 6 months to 12 months of pay as compensation. So obviously first option.

 

2nd option is labour court, more expensive and involves advocates and their fees. Would need to go that route if Constructive dismissal won't work.

 

So I'll chat with the company this week and tell them where I am headed, maybe then I'll get some reaction.

[Harryn]

HR keeps on giving me the cold shoulder on giving me any commitment in writing of the backpay that is due to me. She is under strict instructions from on top not to put anything in writing before talking to the Business Rescue Practitioner.

 

Today I talked to a labour law expert who advised me that I have two routes available:

 

CCMA for constructive dismissal-needs to happen within 30 days and is cheaper, plus I can claim 6 months to 12 months of pay as compensation. So obviously first option.

 

2nd option is labour court, more expensive and involves advocates and their fees. Would need to go that route if Constructive dismissal won't work.

 

So I'll chat with the company this week and tell them where I am headed, maybe then I'll get some reaction.

If the Company is under business rescue, there is a moratorium on legal proceedings.

 

You should ask your labour guy / gal to look at section 133 as read with 144 of the Companies Act, 2008 and to maybe tailor this advice.

[Vetplant]

If the Company is under business rescue, there is a moratorium on legal proceedings.

 

You should ask your labour guy / gal to look at section 133 as read with 144 of the Companies Act, 2008 and to maybe tailor this advice.

Thanks, don't think they have been placed under Business Rescue...YET.....  Will have to find out what their status is and then go see someone officially instead of chatting over beers at a party.

[Shebeen]

Quick Feedback:

 

1.Starting new Job on 1 April, even though they undercut me by 13%. 87% of a "gauranteed" salary is still better than 0% which I am currently receiving.

 

glad they weren't joking!

 

good luck, it sounds like things are looking up. Always try and take lessons from these incidents, sometimes the only positive you end up getting is experience.

[Vetplant]

Some feedback:

 

The company which employed me did not go into Business Rescue, only the sister company did. The company is still active, albeit nothing is really happening. They have told me they want to liquidate, but they have taken no actual steps.

 

Things have just been hanging for the last three months with the company not willing to put anything on paper about willing to acknowledge anything about outstanding salaries.

 

I have been advised that a civil litigation against the Sole Shareholder is my best bet, so I have given my version of events along with supporting documents and have instructed the lawyer to kick things off.

 

Hopefully we can get the majority of the funds that are due to me back as we dipped quite deep into our home-loan to come through those non-payment months.