Pay increase deserved? How to ask?

[sweetchix]

Here's the background... I work in a department of 4. Out of the 4, there are 2 of us who do the same job (W and me). W unexpectedly put in her 2 weeks last Friday, so her last day is 10/9. I haven't been told whether or not they'll be posting her job; however, if not and in the meantime, I'll be doing the work of 2 people. Also, another coworker, B, retired as of 9/11, but is continuing to work PT until her position is filled and she trains the new person. I am the backup for one of B's biggest job duties, which can take a considerable amount of time away from my own job duties (now of 2 people). So, essentially, as of 10/12, I will be doing the workload of 2 1/2 people. I'm confident I will be able to keep up with it, if I'm allowed overtime. If not, it will definitely be a struggle. The other person in our department can help with some duties, but not enough to take the weight off my shoulders.

Due to the increasing workload ahead, I think I deserve a pay increase, especially since both W and B make much more than me (B is even salaried). Am I in the right here? Would I deserve a pay increase for taking on 1 1/2 times more of a workload? How should I go about bringing this up to my boss? TIA!

[formerlyak]

It sounds like your increased work load will be temporary. Therefore, I don't think you deserve a permanent pay increase. That said, I'd ask for a stipend and/or approval to work overtime until the other positions are rehired.

You can't use "W and B made more than me" as an argument. I have never seen someone use that argument without sounding whiny and having it backfire, because there is usually a reason they were offered a higher pay rate.

If you find out that are not going to rehire W, and are going to expect you to take on that workload permanently, then I'd definitely ask for a permanent raise and it would be justified.

[sweetchix]

Sept 30, 2015 14:00:47 GMT -5 formerlyak said:

It sounds like your increased work load will be temporary. Therefore, I don't think you deserve a permanent pay increase. That said, I'd ask for a stipend and/or approval to work overtime until the other positions are rehired.

You can't use "W and B made more than me" as an argument. I have never seen someone use that argument without sounding whiny and having it backfire, because there is usually a reason they were offered a higher pay rate.

If you find out that are not going to rehire W, and are going to expect you to take on that workload permanently, then I'd definitely ask for a permanent raise and it would be justified.

Thank you. And no, I wouldn't use that as an argument. It was more just background. I would expect that they will eventually post W's position, but I'm thinking they may see how it goes without adding another person first. So, I'm not really sure if it will be temporary or permanent on the long run. I just don't want to get screwed.

ETA: I see how that looks like I would use that as my argument.

[formerlyak]

The past year, I was in a position where they were on hold to hire a new VP because we were also in the middle of a presidential search. They wouldn't consider me for the position permanently because I had just had a baby (yes, I know; and HR knows as well; this is why I ultimately left and took a VP job elsewhere). But they asked me to do the job while they were in a holding pattern. I said fine, but wanted to be compensated for it. I was given termed stipends that would renew until the new VP was hired. I have since left, and there was no new VP when I left, so I did get the stipend for the entire term with no VP as promised. I didn't think the stipend was high enough for what I was being asked to do, so I also negotiated some extra off the books personal time to volunteer in my son's classroom.

[brooke77]

Set up a meeting to discuss your coworker's departure and the workload transition with your manager. After you've discussed all the additional responsibilities you will now take on, discuss compensation. Go into the meeting with your idea on what the reasonable compensation will be (ie overtime, stipend, etc) for the timeframe where you will be taking on the extra work.