Remember the story of the Seattle entrepreneur who raised minimum wage to $70K ?

[DigitalDrifter]

This is why I have been saying if you raise the minimum wage up several dollars an hour, you're going to piss off seasoned and more skilled workers who if not at least equally compensated are going to feel slighted.

A CEO raised his company's minimum wage to $70,000 a year, and some employees quit because of it........

When Dan Price, founder and CEO of the Seattle-based credit card payment processing firm Gravity Payments, announced he was raising the company's minimum salary to $70,000 a year, he was met with overwhelming enthusiasm.



"Everyone start[ed] screaming and cheering and just going crazy," Price told Business Insider shortly after he broke the newsin April.

One employee told him the raise would allow him to fly his mom out from Puerto Rico to visit him in Seattle. Another said the raise would make it possible for him to raise a family with his wife. Overnight, Price became something of a folk hero — a small-business owner taking income inequality into his own hands.

But in the weeks since then, it's become clear that not everyone is equally pleased. Among the critics? Some of Price's own employees.

The New York Times reports that two of the company's "most valued" members have left the company, "spurred in part by their view that it was unfair to double the pay of some new hires while the longest-serving staff members got small or no raises."

Maisey McMaster — once a big supporter of the plan — is one of the employees that quit. McMaster, 26, joined the company five years ago, eventually working her way up to financial manager. She put in long hours that "left little time for her husband and extended family," the Times says, but she loved the "special culture" of the place.

But while she was initially on board, helping to calculate whether the company could afford to raise salaries so drastically (the plan is a minimum of $70,000 over the course of three years), McMaster later began to have doubts.

"He gave raises to people who have the least skills and are the least equipped to do the job, and the ones who were taking on the most didn’t get much of a bump," she told the Times. A fairer plan, she told the paper, would give newer employees smaller increases, along with the chance to earn a more substantial raise with more experience.

Gravity's web developer, Grant Moran, 29, had similar concerns. While his own salary saw a bump — to $50,000, up from $41,000, in the first stage of the raise — he worried the new policy didn't reward work ethic. "Now the people who were just clocking in and out were making the same as me," he tells the Times. "It shackles high performers to less motivated team members."

He also didn't like that his salary was now so public, thanks to the media attention, and he worried that if he got used to the salary boost, he might never leave to pursue his ultimate goal of moving to a digital company. Like McMaster, Moran opted to leave.

But according to the Times, even employees who are "exhilarated by the raises" have new concerns, worrying that maybe their performances don't merit the money. (Arguably, this is evidence the increase is actually a good idea, potentially motivating people to achieve more.)

For his part, Price — who's also under fire from other local business owners and his brother, who says Price owes him money — stands by his plan, but doesn't begrudge his critics. "There’s no perfect way to do this and no way to handle complex workplace issues that doesn’t have any downsides or trade-offs," he tells the Times. "I came up with the best solution I could." And certainly, many of his employees agree.

A CEO raised his company s minimum wage to 70 000 a year and some employees quit because of it - Yahoo Finance

 

[depotoo]

Getting the pay without justification, just breeds contempt among those that care enough about their job where they have strived for excellence, to show their worth.

 

[candycorn]

Ridiculous example from a ridiculous mindset

 

[Statistikhengst]

^^^^that.

 

[TooTall]

Ridiculous example from a ridiculous mindset

What else has the New York Times published that you thought was ridiculous?

The New York Times reports that two of Gravity Payments' "most valued" members have left the company, "spurred in part by their view that it was unfair to double the pay of some new hires while the longest-serving staff members got small or no raises."

 

[TooTall]

^^^^that.

This.
The New York Times reports that two of Gravity Payments' "most valued" members have left the company, "spurred in part by their view that it was unfair to double the pay of some new hires while the longest-serving staff members got small or no raises."

 

[Mr Natural]

Seems like the kind of petty, spiteful move some conservatard assholes would pull just to make their ridiculous point.

Fuck 'em. They don't deserve to work for a guy like that.

 

[saveliberty]

Want to help the lower wage earners? Don't boost their pay artificially. Instead offer to pay for skill improvements, be that a trade school, college or a company program.

 

[boedicca]

He's being sued by his brother-cofounder as well.

What a tool.

 

[candycorn]

Ridiculous example from a ridiculous mindset

What else has the New York Times published that you thought was ridiculous?

The New York Times reports that two of Gravity Payments' "most valued" members have left the company, "spurred in part by their view that it was unfair to double the pay of some new hires while the longest-serving staff members got small or no raises."

I don't read the Times so I dunno. Then again, I doubt you do read anything that isn't spoon fed to you for consumption.

As for my post, maybe my elaboration would help educate you (fat chance you'll learn anything of course but there is a first time for everything)

• You don't think its ridiculous to create such a high minimum wage?
  
• People leaving over what someone elese makes is quinticentially ridiculous if it's a legal/fair/and comparable wage
• Citing this idiotic move as a commentary on raising someone's pay from 8 to 10 an hour is batshit crazy and not unexpected.

 

[novasteve]

Libs will just say if you force everyone to do the same, then people won't leave.

 

[charwin95]

In my entire life as a business owner. This probably one of the top 3 ridiculous business owner I ever read. He must be making billions.

 

[BULLDOG]

Gravity Payments is a growing company with over 100 employees. They are currently taking applications for a wide range of jobs, and I assume they have a normal amount of employee turnover for a company that size. Two employees who decide to work somewhere else is not really a problem, especially when their own statements were that their decisions to work somewhere else were only partially effected by the new pay structure. There were also other reasons for their decisions.

 

[HereWeGoAgain]

This is why I have been saying if you raise the minimum wage up several dollars an hour, you're going to piss off seasoned and more skilled workers who if not at least equally compensated are going to feel slighted.

A CEO raised his company's minimum wage to $70,000 a year, and some employees quit because of it........

When Dan Price, founder and CEO of the Seattle-based credit card payment processing firm Gravity Payments, announced he was raising the company's minimum salary to $70,000 a year, he was met with overwhelming enthusiasm.



"Everyone start[ed] screaming and cheering and just going crazy," Price told Business Insider shortly after he broke the newsin April.

One employee told him the raise would allow him to fly his mom out from Puerto Rico to visit him in Seattle. Another said the raise would make it possible for him to raise a family with his wife. Overnight, Price became something of a folk hero — a small-business owner taking income inequality into his own hands.

But in the weeks since then, it's become clear that not everyone is equally pleased. Among the critics? Some of Price's own employees.

The New York Times reports that two of the company's "most valued" members have left the company, "spurred in part by their view that it was unfair to double the pay of some new hires while the longest-serving staff members got small or no raises."

Maisey McMaster — once a big supporter of the plan — is one of the employees that quit. McMaster, 26, joined the company five years ago, eventually working her way up to financial manager. She put in long hours that "left little time for her husband and extended family," the Times says, but she loved the "special culture" of the place.

But while she was initially on board, helping to calculate whether the company could afford to raise salaries so drastically (the plan is a minimum of $70,000 over the course of three years), McMaster later began to have doubts.

"He gave raises to people who have the least skills and are the least equipped to do the job, and the ones who were taking on the most didn’t get much of a bump," she told the Times. A fairer plan, she told the paper, would give newer employees smaller increases, along with the chance to earn a more substantial raise with more experience.

Gravity's web developer, Grant Moran, 29, had similar concerns. While his own salary saw a bump — to $50,000, up from $41,000, in the first stage of the raise — he worried the new policy didn't reward work ethic. "Now the people who were just clocking in and out were making the same as me," he tells the Times. "It shackles high performers to less motivated team members."

He also didn't like that his salary was now so public, thanks to the media attention, and he worried that if he got used to the salary boost, he might never leave to pursue his ultimate goal of moving to a digital company. Like McMaster, Moran opted to leave.

But according to the Times, even employees who are "exhilarated by the raises" have new concerns, worrying that maybe their performances don't merit the money. (Arguably, this is evidence the increase is actually a good idea, potentially motivating people to achieve more.)

For his part, Price — who's also under fire from other local business owners and his brother, who says Price owes him money — stands by his plan, but doesn't begrudge his critics. "There’s no perfect way to do this and no way to handle complex workplace issues that doesn’t have any downsides or trade-offs," he tells the Times. "I came up with the best solution I could." And certainly, many of his employees agree.

A CEO raised his company s minimum wage to 70 000 a year and some employees quit because of it - Yahoo Finance

Then you have this little gem....
Brother Sues Seattle CEO Who Set 70 000 Minimum Wage - ABC News

 

[DigitalDrifter]

Ridiculous example from a ridiculous mindset

Bullshit. It is simple human nature.
If you've been in the workforce for many years, especially at the same company, and say you have worked yourself up to $25.00 an hour with self-motivation and hard work at a more skilled position, and suddenly people just entering the company at a menial job have to at least be paid $15.00, and you are not compensated at the same time, you are going to see older longtime workers get angry.

The answer is simple, ALL employees especially those being paid by the hour, must receive the same large raise.
In other words, if the law requires employers of a given state to increase the minimum to say $15.00 an hour, and that equates to say a 50% increase, then the other employees need to be given that same raise.

 

[DigitalDrifter]

Gravity Payments is a growing company with over 100 employees. They are currently taking applications for a wide range of jobs, and I assume they have a normal amount of employee turnover for a company that size. Two employees who decide to work somewhere else is not really a problem, especially when their own statements were that their decisions to work somewhere else were only partially effected by the new pay structure. There were also other reasons for their decisions.

The guy is free to do as he chooses, if he wants to pay these kind of salaries, then more power to him. Just don't be surprised if other seasoned employees get miffed if they don't see a large raise.

 

[Freewill]

Everyone makes the same regardless of ambition, drive, knowledge level or education, the communist ideal. Of course it isn't something had motivates folks to be ambitious, knowledgeable or educated, why bother? Get hired then do just enough not to be fired. Great system.

 

[TooTall]

Ridiculous example from a ridiculous mindset

What else has the New York Times published that you thought was ridiculous?

The New York Times reports that two of Gravity Payments' "most valued" members have left the company, "spurred in part by their view that it was unfair to double the pay of some new hires while the longest-serving staff members got small or no raises."

I don't read the Times so I dunno. Then again, I doubt you do read anything that isn't spoon fed to you for consumption.

As for my post, maybe my elaboration would help educate you (fat chance you'll learn anything of course but there is a first time for everything)

• You don't think its ridiculous to create such a high minimum wage?
  
• People leaving over what someone elese makes is quinticentially ridiculous if it's a legal/fair/and comparable wage
• Citing this idiotic move as a commentary on raising someone's pay from 8 to 10 an hour is batshit crazy and not unexpected.

You do not have the brains to teach me anything.

 

[thereisnospoon]

This is why I have been saying if you raise the minimum wage up several dollars an hour, you're going to piss off seasoned and more skilled workers who if not at least equally compensated are going to feel slighted.

A CEO raised his company's minimum wage to $70,000 a year, and some employees quit because of it........

When Dan Price, founder and CEO of the Seattle-based credit card payment processing firm Gravity Payments, announced he was raising the company's minimum salary to $70,000 a year, he was met with overwhelming enthusiasm.



"Everyone start[ed] screaming and cheering and just going crazy," Price told Business Insider shortly after he broke the newsin April.

One employee told him the raise would allow him to fly his mom out from Puerto Rico to visit him in Seattle. Another said the raise would make it possible for him to raise a family with his wife. Overnight, Price became something of a folk hero — a small-business owner taking income inequality into his own hands.

But in the weeks since then, it's become clear that not everyone is equally pleased. Among the critics? Some of Price's own employees.

The New York Times reports that two of the company's "most valued" members have left the company, "spurred in part by their view that it was unfair to double the pay of some new hires while the longest-serving staff members got small or no raises."

Maisey McMaster — once a big supporter of the plan — is one of the employees that quit. McMaster, 26, joined the company five years ago, eventually working her way up to financial manager. She put in long hours that "left little time for her husband and extended family," the Times says, but she loved the "special culture" of the place.

But while she was initially on board, helping to calculate whether the company could afford to raise salaries so drastically (the plan is a minimum of $70,000 over the course of three years), McMaster later began to have doubts.

"He gave raises to people who have the least skills and are the least equipped to do the job, and the ones who were taking on the most didn’t get much of a bump," she told the Times. A fairer plan, she told the paper, would give newer employees smaller increases, along with the chance to earn a more substantial raise with more experience.

Gravity's web developer, Grant Moran, 29, had similar concerns. While his own salary saw a bump — to $50,000, up from $41,000, in the first stage of the raise — he worried the new policy didn't reward work ethic. "Now the people who were just clocking in and out were making the same as me," he tells the Times. "It shackles high performers to less motivated team members."

He also didn't like that his salary was now so public, thanks to the media attention, and he worried that if he got used to the salary boost, he might never leave to pursue his ultimate goal of moving to a digital company. Like McMaster, Moran opted to leave.

But according to the Times, even employees who are "exhilarated by the raises" have new concerns, worrying that maybe their performances don't merit the money. (Arguably, this is evidence the increase is actually a good idea, potentially motivating people to achieve more.)

For his part, Price — who's also under fire from other local business owners and his brother, who says Price owes him money — stands by his plan, but doesn't begrudge his critics. "There’s no perfect way to do this and no way to handle complex workplace issues that doesn’t have any downsides or trade-offs," he tells the Times. "I came up with the best solution I could." And certainly, many of his employees agree.

A CEO raised his company s minimum wage to 70 000 a year and some employees quit because of it - Yahoo Finance

I am not in the leat surprised.
An employer or government cannot single out certain people and reward them for simply having a pulse.
Eventually, the achievers will expect the same kind of respect. If that reward is not forthcoming, those who have earned the reward will become resentful and look to other opportunities......
There is no way the managers and assistant managers at the effected restaurants and other businesses in Seattle LA and NYC are going to sit by as low skilled and non educated workers are going to be paid almost as much or even more( if OT is available) than they.

 

[thereisnospoon]

Ridiculous example from a ridiculous mindset

To whom are you responding?
if it is post 2, you are so very wrong.
Hence the reason certain people are leaving this company.