The Salary Leak

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  alison2201/30/08 Report as spam
  1

  I'd do two things

  I voted for calling the staff meeting to discuss how salaries are set, but I would
  also have a *very* serious talk with the staffer who emailed out the list about
  confidentiality, judgment, etc. Another breach from him, and he'd be gone.

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  toodoor01/31/08 Report as spam
  2

  Pay Salary Leak

  This happens everywhere! No companies salary is the same across the board except for the government. You accept a salary when you come on board knowing full well that not everyone is compensated the same. What ever happened to an honest days work for an honest days wage? You had the position to negotiate a higher salary before accepting an offer. It is what it is and that's it. After you have been hired on it is up to the office politics and hard work to get more money because the company is not suddenly going to grow an ethical back bone and say "Hey we are going to raise your pay because your not being paid what your worth". If a company has the opportunity to save a few bucks by not paying an employee as much as another they will take it. I certainly think that I am being paid less than my colleages, but I made the bed and I now have to sleep in it.

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  rafa170201/31/08 Report as spam
  3

  only partially right

  Yes, true, "you come on board knowing that not everyone is compensated the same"...but you miss the main point: in this company, it happens to be that women, in general, are underpaid. The CEO better have a reasonable explanation for this if he wants to maintain some credibility.

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  OM_200801/31/08 Report as spam
  4

  salary

  I would contact my attorney immediately. There may be EEOC issues with regard to low pay due to gender bias. This is a tricky issue.

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  phlynne02/03/08 Report as spam
  5

  Salary

  Why contact a lawyer they only create turmoil. If you appreciated your employer before the salary leak and the new information creates a problem for individuals they should discuss with employer or find work else where. Remember salary is only one small part of why we stay at a particular employer.

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  sbrennaman35402/04/08 Report as spam
  6

  Attorney

  I agree. The CEO has a problem brewing with EEOC, real or percieved. Once the legal ball gets rolling he is like a free safety that is beaten on a deep pass play. Playing catchup and losing.

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  CleanNovaScotiaCY01/31/08 Report as spam
  7

  RE: The Salary Leak

  I like the option that is leading, but in addition I'd strike a joint staff-mgmt committee to determine fair pay levels and negotiate collective salary levels for similar work. Then again, I would have likely noticed a gender discrepancy long before this and done something about it.

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  sbrennaman35402/04/08 Report as spam
  8

  Company Ownership

  Is this a private or public company? Union or work at will? Who takes the risk at the bottomline? Committees deciding the course of a business does not work in a timely manner.

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  nbbdon01/31/08 Report as spam
  9

  RE: The Salary Leak

  Isn't it still illegal to discriminate based on sex? Duh.
  Ladies, speak up, and demand equal pay for equal work...

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  slhelwig01/31/08 Report as spam
  10

  Duh?

  Yes, women can and should fight, but first they would have to KNOW. Some would see the sharing of the spreadsheet as a public service!

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  xeroidgrl02/01/08 Report as spam
  11

  ditto

  Are we talking about the dark ages? Women should be offered the same pay for same work. It is not up to them to find out what others are paid and "fight for it". It looks like a major EEOC issue that should have been dealt with prior to "the cat being left out of the bag".

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  sbrennaman35402/04/08 Report as spam
  12

  Discrimination

  The gender discrepancy depicted here may be accidental, evolutionary or deliberate. The facts as stated do not lead either wayy

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  westwind01/31/08 Report as spam
  13

  Salary Leak

  Food for Thought.
  Is there a confidentiality agreement in place for each individual concerning company affairs? Also Privacy act may come into efffect here. This may lead to termination of the emailer?
  
  If the opposite gender is actually doing the "exact" tasks as the other gender then it may be discrinatory. I have been in places where each gender is given the same title but such things as I can't lift that same weight or I am not going to do that and the such arise so relly are they doing the same job?

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  tpgaynor01/31/08 Report as spam
  14

  salary leak

  OK - fire the culprit, then the whiney managers, then your HR person. Call a staff meeting, let those left know your the boss, pick the woman or women who make your company rock, apologize sincerely, bring their salaries up to speed,now you'll have the K to do it, fire anybody else who causes trouble,tell who's ever left "breaks over...back on your heads!"
  
  tgaynor

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  sptrob01/31/08 Report as spam
  15

  out of control

  So many issues come into it. If you have staff willing to pry and expose salary information then you have staff you do not want. Re-evaluate the company protocol and restructure if this matter is sensitive. The problem is not the staff member but internal systems, discipline, and responsibility awareness. In this company probably no one backs up their computer every other day and leaves files on desks. This problem is only the tip of the iceberg in a company that is not trusting employees and employer relationships.

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  sbrennaman35402/04/08 Report as spam
  16

  Agree

  Sane comments

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  meyersm01/31/08 Report as spam
  17

  RE: The Salary Leak

  i would also have the meeting and follow up by firing the employee for passing out the information and any individuals that were not satisfied with working harder for increases....there are those out there you know.....

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  gamex01/31/08 Report as spam
  18

  RE: The Salary Leak

  let the issue die down. If someboby approach you and that is the time to talk to them individually or personally. Each person's has it's own level of expertice and salary commesurate to their performance and ability.

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  jvaneeden@...01/31/08 Report as spam
  19

  Salary leak

  The "calling a meeting" option is the best of the available options. However, the person who mass e-mailed a document that was clearly confidential deserves to be reprimanded at the very least. Would this person also e-mail details of the company strategy to a competitor, just because he/she found it in unprotected form somewhere?
  
  Of course if the publication of salary details leads to a plunge in morale, this is clearly indicative of a serious underlying problem relating to salaries and how they are determined in the workplace.

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  jim_moroney@...01/31/08 Report as spam
  20

  RE: The Salary Leak

  The person who emailed the information certainly has violated company policies and may have even violated laws concerning protection of privacy. Such a breach can't be tolerated and that person should be severly reprimanded and perhaps fired. If that person remains with the company, he or she should be made to apoligize to each persson whose privacy was violated. That person needs to understand that salary information is personal and confidential and that they need to respect the privacy of others as much as they expect their privacy to be respected.
  
  I would then approach each person individually with the HR manager present to explain the company's compensation policies.
  
  To meet as a group may result in the meeting degenerating into a "*****" session that can only cause more dissatisfaction. Comparability is a loaded term and people need to understand that the market determines their salary. To increase that salary, they need to show that they bring more value to the organization. You can then discuss how they can do just that. Focusing on the organization's goals instead of wasting time worrying about what others make is a great way to improve one's status.
  
  If you discover that you have some underpaid people, then see if you can make some adjustment to bring them in line so they don't quit. Apologize to them for not recognizing this mistake earlier. Just make sure that they don't discuss these adjustments with others.

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  toonzz01/31/08 Report as spam
  21

  H r m m m m m m ! ! !

  Seems to me that a CEO of a SMALL company that doesn't know of the discrepency doesn't need to be the CEO of the small company. If the CEO does then no point in continuing the discussion... ;p Moving on to stay the course of the proposed "dilemma".
  
  Let's presuppose for a moment that we didn't know of the adverse compensation conditions unfavorable toward the women of the company. As CEO, your responsibility is first to the board to ensure they are made aware of this deficency in company policy/practice. As well as prioritizing and driving change in this area immediately. As a leader of your people within the company you need to take a public position against this form of practice and make whatever assurances you can to improve employee satisfaction and morale. At this point push decision making down to the front line managers with trust and support in their abilities. They are closer to the pulse of the company and should be afforded the opportunity to shine. Besides, you now have other issues to address like security...
  
  Now if you knew... well "Shame on you..." the leak probably won't make a difference anyway. I'd say to the employees to update their resumes tonight

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  jim_moroney@...02/01/08 Report as spam
  22

  Almost too late

  I agree that good managers should not allow salaries to become misaligned. If salaries are truly out of whack, then this event could be a blessing in disguise that allows the company to make corrections quickly. They still should fire the clown who blabbed. An employee like that can be toxic! Would you hire someone like that?
  
  Assuming that some people are truly underpaid, why are they still there? Since anyone can look up what they may be worth on salary.com why aren't they looking? The main reason you should make sure your salaries are competitive and consistent is that your people will leave and your recruiting and training costs will skyrocket.

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  skoen01/31/08 Report as spam
  23

  RE: The Salary Leak

  Everyone seems to be focusing on reprimanding the individual who distributed the information, but who was responsible for that person obtaining the information in the first place? Should they not also be reprimanded?
  
  Although you may be within your rights and within the law to fire the culprit(s) be aware of the message that this may be sending to others... burying mistakes instead of taking responsibility.
  
  It is true that in an ideal world we would like to believe that a person's salary is directly reflective of an individual???s expertise, performance and capability... However, we live in the real world and like it or not, market conditions, timing and negotiation skills also play a roll.

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  jim_moroney@...02/01/08 Report as spam
  24

  Maintaining Confidentiality

  The message to be sent is that people who violate the privacy of others will be asked to work elsewhere. If this person wants to help, he/she could have approached management privately with suggestions on how to more properly align salaries and maintain information security.
  
  We all try to control sensitive documents but invaribly, some will fall into the wrong hands. Who hasn't been careless with a document sometime in their lives? The key to any kind of physical or information security is to have ethical coworkers who understand the need for these types of security. Legally, if a sensitive document (like competitive information) falls into your hands by mistake, you are not allowed to use that information to your advantage or blab it all over town.

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  mbmattis@...02/01/08 Report as spam
  25

  Fired?

  "The message to be sent is that people who violate the privacy of others will be asked to work elsewhere"
  
  Is that the same as "fired?"
  
  
  
  -M2

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  davidl@...01/31/08 Report as spam
  26

  Salary leak

  The idea of firing the culprit can not be disputed. Thereafter the CEO just has to remain bold and only release a sinble line memo reminding employees that their salaries are a funtion of their individual experience, expertise, performance,capability etc.
  
  Even the women will be the first to shut up after this!
  
  Ciao
  Divaski

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  TownsendA@...01/31/08 Report as spam
  27

  Salary leak

  The spreader of the bad news needs s serious diplinary talk to start with and depending on his/her history maybe shown the door.
  
  There are elements of truth in all the suggested ways for bloggers to vote.
  
  Salaries are confidential even in most government positions where published salary scales apply. Management would certainly have to issue some form of communication - a meeting would not be a good idea as making the issue an open forum would allow bleeding egos to overule common sense.

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  emwambodze01/31/08 Report as spam
  28

  salary leak

  I have lots of stuff there to think about if am the CEO.
  
  How small is small? I believe the company has heads of depts. I would call these on a meeting first, to try and consolidate a management position, on the issue.
  
  Firing the staff looks nice, and legal, but do they have a confidentiality agreement with the company? Hope it was there. But where was the information first place. How did they get it if it wasn't part of their daily reports? We have an issue of systems security and work flow leaks there too. My head of systems security or whatever that is has work to do, which could also cost them their bonus that year.
  
  The head of HR is not doing enough. Salary dicrepancies exist every where, but they shouldn't be so outlandish to cause a mutiny if they leaked, what happened to grade and salary scales? Our reward policy and recognition needs urgent sprucing!
  
  Finaly I would take a very bold step to correct any imbalance that has a gender inclination. It's not acceptable in this era to discriminate by gender on pay. However, if the boys have to get more, they must prove they will sweat more, put in a bonus package for those who want to bury their lives in work, or overtime or something that won't make the sisters feel left out!
  
  Taking a first step to quel the mutiny is urgent, send a message to all that i am deeply concerned with the happenings and that my management team and i are looking at each case positively. Then follow up with action in the comming days.

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  elaine.beyer@...02/01/08 Report as spam
  29

  HR in Small Company?

  My guess is that the company is small enough not to have an HR person. Hiring is done by managers who often do not know what the mothe managers are doing and do not have a "big picture" view of what is going on. However, if there is not enough cash to right the existing discrepancies, there also is not enough cash to hire a decent HR person either. I would certainly go to my attorney, as one other poster advised; and find out about the limits of my insurance policy. I liked the suggestion about talking to each person individually, and would certainly ask each person to document their current responsibilities. It's possible in a small company there are no two people doing exactly the same thing.

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  santosh197702/01/08 Report as spam
  30

  RE: The Salary Leak

  Its right that you can't fix the problem now, call the dept heads and then ask them to call staff meeting and explain company's philosophy of remuneration policy & ethical policy.

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  loponce02/01/08 Report as spam
  31

  RE: The Salary Leak

  I will fire the person who spread the salary "news" as its intention to damage the corporation is more than clear.

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  QISSN0802/01/08 Report as spam
  32

  The Salary Leak

  Leaks will happen. It is up to management to ensure that there is nothing to leak that will cause a disturbance in the company. Consistently policy and rates or justification for different rates is the best way to go.
  
  As for confidential information, companies should have a policy that forbids the release of such information and a penalty attached to violating that policy. I am in strong favor of terminating people who willfully violate confidentiality policies.
  
  Above all, employees and employers must be trustworthy.

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  adavis@...02/01/08 Report as spam
  33

  careful in firing a salary leaker

  Section (8)(a)(1) of the National Labor Relations Act discusses employers prohibiting employees from sharing wage and salary information. There have been several cases where employers violated this section of the NLRA by disciplining or prohibiting employees from discussing salary information. You should seriously discuss your privacy policy with an employment lawyer if it includes prohibitions of discussing salary information.
  From an employment law update on Mondaq.com by DLA Piper:
  "In Cintas Corp., 244 N.L.R.B. No. 118 (June 30, 2005), the Board held that a broadly stated generic corporate confidentiality policy violated Section 8(a)(1) because it "could reasonably be construed" to prohibit employees from discussing their wages or terms and conditions of employment...In Double Eagle Hotel & Casino v. N.L.R.B., 2005 WL 1635416 (10th Cir. July 13, 2005), the court reviewed the Board?s finding that the casino?s "Confidential Information" and "Communication" policies unlawfully restricted employees? right to discuss wages and other terms and conditions of employment."
  
  You can check out the full article here: (Free registration required) http://www.mondaq.com/i_article.asp?articleid=34137&shownav=0
  
  If I were the CEO, I would send my HR people to employment law training, and probably take some myself.
  
  Then, in regards to the salary discrepancies, I would hire an employment law attorney to investigate the discrepancies to ensure that my company is not guilty of some kind of systemic discrimination, since that is what the EEOC is really pushing nowadays. Check out the EEOC press release here: http://www.eeoc.gov/press/4-4-06.html
  
  Employment law issues can touch most everything that an HR person does, and in small companies, almost everything that the owner or CEO does. Small things can end up being very tricky, so you have to be careful.
  Thanks!

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  jim_moroney@...02/01/08 Report as spam
  34

  privacy

  This is not a case where an employee merely discussed his salary with another employee over lunch. In this case, someone came accross a spreadsheet showing the salaries of the employees and then published it for all to see. This is a serious breech of ethics and very likely a violation of the legal privacy rights of others. This would trump most NLRB regs as there is a strong likelihood that other employees may want to sue this person for violating their privacy. Employees could just as easily sue the employer for not disciplining the privacy violator. If you don't fire the culprit you are at a greater risk than if you keep that person. Besides, most employees may want to hang this guy anyway. Many people treat their salary information as they treat their sex lives-something not to be discussed publically.
  
  To reduce risk further, you can provide a small severance package and offer it only if the squealer signs a release from liability. Many employers have done this and so have I. It works. Besides, if the squealer sues, he/she will have to admit publically that he/she willfully violated the privacy of others. That won't go will with a jury, or any future employer. What lawyer would take this case on a contingency?

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  trnoebel@...02/01/08 Report as spam
  35

  Stop The Leak

  As the CEO of the small company (are we public or private?) I would, minimally, do the following:
  1 - Fire the person for sharing the information. Whether the spreadsheet was "protected" or not is irrelevant. Anyone with a modicum of good sense knows this is confidential information. This also sends the message that deliberate breaches of confidential personal data (they shared OTHER people's salray, not just their own), is at best unethical, and could open the firm and possibly that individual, to legal action.
  
  2 - Meet with the HR/Finance people to determine WHY the gender gap exists. Then task them with providing at least 2 solutions which can be implemeted. Prepare to provide a very detailed plan to the EE's.
  
  3 - Let the EE's know that you are aware of the situation and are working to both understand and find a viable solution. Be transparant and let everyone know that the firm is not financially capable, nor obligated, to provide increases so that ALL roles are paid exactly the same.
  
  4 - Remind the EE's that while roles may be the same, the people in those roles are NOT identical, either in skills or performance.
  
  5 - Properly secure confidential company data. Tell EE's that their data is now being properly protected. The CEO needs to remember that there may be expsoure in such a release of an EE's confidential data.
  
  6 - Consult the legal team about or exposure - with respect to potential EEOC issues as well as individual's who may sue because their personal info was exposed.
  
  7 - Get the recruiting team ready since the firm may well have some atttrition on its hands. They could also provide market data that COULD support the pay ranges.

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  tfleet02/01/08 Report as spam
  36

  Wrong is wrong

  The employee should be reprimanded for sending out salary information since salaries are not for public disclosure. However, now that there is a leek, management should take an honest look at gender biased salaries and own up to the discrepancies and make a commitment to rectify the problem.

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  hrbarbie02/01/08 Report as spam
  37

  Conduct a Company-Wide Compensation Study

  This mistake has now given the company an opportunity to conduct a company wide compensation study. I would suggest the following steps:
  
  1) investigate the release of the salary information to determine how and why it happened. If there was intent to release the data without permission and it clearly wasn't a mistake, I would suggest terminating if you have good basis for doing so.
  
  2) if it is confirmed that all employee's did get the information and the information does possibly reflect some "pay inequities". I would suggest having the CEO send out a company-wide memo to alert employee's that the company has decided to condcut a company-wide compensation study, which is standard in industry to do on a bi-annual basis. The memo should reiterate that pay is based on an individuals experience, knowledge and skills as it relates to each position. The memo should reflect the process, etc.
  
  3) Use a expert to conduct the comp study and have the HR department help with evaluating any current "internal inequities". As part of a thorough comp-study, the consultant conducts a job analysis of each position. This helps to verify and document each job and each person within the job.
  
  There is so much more I could share, but this is just a blog review.
  
  Contact our firm if we can help your company with HR issues or to conduct a compensation study to make sure you have an effective compensation plan design.
  
  www.TheHRMatrix.com
  Brenda

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  Hanysm@...02/01/08 Report as spam
  38

  This happened to me..!!

  Ok..this happen to me.. Yes.. My supervisor -and others- kept mentioning how I am the second paid employee on a project. They even named my salary which happen to be more than what my supervisor was making. You can then imagine the betterment my co-workers and supervisor had.
  
  As to how this was leaked, well, it was an HR person who left the company, who told a friend of him who was still working with the company about that information. So herse, which is hard to prove..
  
  As to how would I handle it, I would set a meeting and ask everybody to write down his or her salary, and how much he or she thinks should be getting. Also the person would have to tell me what he or she can do to increase my business income to deserve this increase with a time table.. I would take those notes and I would make it a part of the person?s goals for his or her review. When time for review, if he or she delivers on those goals, then the person deserve this raise and it is a win-win-situation. If not, too bad..!

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  AjiNIMC02/01/08 Report as spam
  39

  Nothing new

  Nothing new, we had our salaries open for first 3 years of operations and later we made it closed. It can create big problems but when people are made understood the process well, it is taken care of. Most important is to be honest and following an honest policy.

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  rockymtnrick02/01/08 Report as spam
  40

  They are Paid What they Agreed To.

  Fire the person who sent the email. They are toxic. Keeping them forgives them.
  
  People are generally paid what is necessary to hire and keep them, and according to individual talents or skills. I have to assume the people in this SMALL company accepted the money they were offered and believed they were being paid appropriately. "Balancing" pay now for "equal" gender reasons discredits other measurements.

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  freedomgate02/01/08 Report as spam
  41

  Take the lesson

  That's why the company should pay attention to not negotiate salarys that she can not explain to the world. The equity should be taken seriousily at the begening. When hiring every employee. After what, and if there is somme differences it will be easyer to explain them.

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  dreagan02/01/08 Report as spam
  42

  RE: Salary Leak

  I guess my first move would be to take a hard look at my HR staff and determine if I have a problem with the gender issue. Based on the results of this, I would then decide if adjustments were required.
  
  Next, I would look to find out how the information was left unprotected on the company intranet and probably send someone home for a few days without pay to think about it. I realize mistakes happen, but some mistakes require attention to make sure they do not happen again.
  
  Third, I would determine if I was working in an at-will state when it came to employment. My attorney should be able to tell me this information and what my options were when it comes to disciplining the employee who shared the spreadsheet with everyone.
  
  Finally, I would call the person who distributed the information and ask them to meet with me personally. I would ask them what they hoped would happen because they shared this spreadsheet. Also, did they really think that sharing this information would help them achieve their goal. I would certainly let them know that I saw the action as rebelious and wanting to start trouble. I would have offered another suggestion that they should have scheduled an appointment with the HR person and discuss what they saw and how it appeared to be unfair.
  
  I would question the person's desire to continue their employment within my organization. Again asking how their actions would or could have helped them do anything but cause trouble. I would nicely explain that these actions did cause trouble and although it may or may not have been fair, that person did not take the appropriate actions to get the situation corrected. I would then explain to them that (hopefully this is the case) in this state, employment was at-will. At-will of the employer and employee. I would also explain that I did not need anyone in my organization that would rather cause trouble than help resolve the issue fairly and without causing an uprising. I would let them know that I wanted them to take the rest of the day today and determine do they want to be a part of the success of this company or did they want to make it fail. I would explain that I too was going to take the rest of the day to determine if I wanted them to be a part of this company's success or if I would allow that person to contribute to the company's failure. I would ask them to come back and meet with me first thing tomorrow.
  
  If they bothered to show up the next day, I would let them know I no longer wanted their services. That the lapse in judgement they showed by releasing salary information showed that they were not the caliber of person I wanted working for me. I would ask them to leave immediately and have security escort them to their desk to clean out personal items and then leave the building.

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  cktipton@...02/01/08 Report as spam
  43

  Stonewall

  My first inclination was to hold the company meeting, then I realized that in most offices, everyone generally knows about what most of their peers make anyway. The spreadsheet would mostly be confirmation. Any meeting would be a confirmation that the company is struggling. Those that are mad about their low pay will probably ask for a one on one with someone up the chain from them who will make necessary promises based on their value to the company. It may be an opportunity to clear out dead wood without the cost of termination. My way or the highway for those who are not needed and promises or minor rewards for those you wish to keep. Remember, nothing that you do will be a secret. All promises will be known in a matter of minutes.
  
  My second response would be to say nothing officially. I would quietly but severely discipline or fire whoever first published the spreadsheet.
  
  Lastly, I would review pay rates in the light of possible discrimination lawsuits, knowing that salary information is available for discovery should someone actually file a lawsuit. Someone whom you should have fired years ago will find an ambulance chaser and file suit.

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  MOHIT00802/01/08 Report as spam
  44

  RE: The Salary Leak

  This is a problem where the motivation skill of manager is needed and to handle such a situation the person that has good network and relation (such as project leader or even an employee ) should be contacted. This person will help in deviating the topic and tell them the reason for less salary is compensation that company will pay for women in different time (such as maternity period, Marriage etc.. )

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  yashnaik02/01/08 Report as spam
  45

  Lessons from a Leak

  Employees have become smarter now and realise the fact that Employers need them. Labour Unions also just wait to capitalise on issues like the one mentioned here and put pressure on the Board to increase salary levels. Confrontation and a honest session with the Employees explaining them how the salary structure is worked out, and adjusted eventually as per performance must be clear to them. In doing this it is also very important to articulate in Employees the long term vision and how each employee could grow themselves by helping the company grow. Also if required I would feel a genuine audit through a third party be conducted to evaluate the correctness of scales.In time to come Companies would or rather should display on notice board the salaries of all the Employees. This will put pressure on every employee at their respective slabs to perform to the required salary levels.

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  rufer_tolentino@...02/03/08 Report as spam
  46

  The Salary Leak

  I'd probably call an emergency staff meeting to immediately address the issue. Low morale in the company is an alarming issue which every CEO must give immediate attention especially if it involves not only a single employee but a particular group involving some sensitive issues as gender discrimination. I might as well utilize the meeting as an opportunity to explain various factors taken into by the co. in arriving at the salary scales, at the same time assuring that actions will be done to address the discrepancies.

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  Galvanben02/04/08 Report as spam
  47

  This is not an issue ... it's three issues.

  I think there are three problems here; one, the issue of different pay for equal work; two, the leak issue; and third, the team moral issue.
  
  The first one has to be dealt with an immediate assessment of the payroll system. If the pay is unfair, there is a problem to be fixed, if not, a report has to be given to all employees about how the pay grade is determined.
  
  The second issue has to be addressed in terms of security. What guarantees that the person who sent the e-mail isn't sending internal company information to other parties? The person has to be moved out of his position, or better yet, promoted to head the fact-finding team. If he does find a problem, he stays and fixes it. If he doesn't, he gets fired.
  
  The third issue has to be addressed directly by management and leadership. If people are revolting for a single leak, there might be deeper issues on how people are rewarded for their work and on their level of loyalty to the company. This is not an employee issue, but a management issue. The tightness of the corporate culture and the means to achieve it has to be reexamined.

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  LuAnnDarco02/04/08 Report as spam
  48

  RE: The Salary Leak

  I think that the person who sent the confidential information around to others should be seriously reprimanded for breach of confidential material.
  
  The issue of the gender bias is an issue that would need to be addressed and rather quickly. There are reasons for differences in pay, as long as HR can back up the differences (ie, skill levels). But IF it's soley gender based, the adjustments should be made immediately.
  LD

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  gejjyuma02/04/08 Report as spam
  49

  The Salary Leak

  The situation as described is one that needs to be addressed immedialtely by the CEO. Since it appears that as a group, women at the company are being paid less than their male counterparts for performing similar work, issues of discrimination under Title VII exists.

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  ritssaraf02/06/08 Report as spam
  50

  RE: The Salary Leak

  CEO should call a staff meeting and discuss the salary structure and how it is affected by the various perfroamnce paramaeters,bring in equity in payment levels with an apology and incremental positions according to perfromance appraisals of the less paid individuals,here-in women.
  
  Pass on a thankyou note to the employee for bringing to light such variations in pay packages and giving the CEO an oppurtunity to bring in equitable work enviroment and thus raising productivity levels.
  Order an enquiry into the unfair practice and glass-ceiling,Reprimand such unfair practices to send in signals of positive future orientation by the organusation towards its employees

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  Yinsob02/28/08 Report as spam
  51

  RE:SALARY LEAK

  Give reasons for the discripancy to all members of staff and do the necessary corrections. This will raise the workers morale and and the mutinymay be averted.

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  dippaulie04/06/08 Report as spam
  52

  'Close salary concept' might not be that 'close' after all

  As the CEO of the company, he should have known and predict the consequences much earlier. He must take the initiative to explain the differ. They must be a reason for that. Or just to admit the discrimination and seek for virtue settlement. Cause I always believe that; 'close salary concept' may not be that 'close' for long time. It is in fact could have been known amongst themselves far long.

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  campbs4306/02/08 Report as spam
  53

  Yup, many issues

  The gender-biased pay inequity is one problem that must be dealt with carefully, by improving pay equity - it's the law. Once revealed, this can't be ignored. Many companies have been hammered for this kind of practice, ie WalMart. Firing the 'whistleblower' is not a good idea: this can result in more problems, externally (lawsuit, other legal questions raised, media inquiry that questions the business' integrity) and internally (moral and trust). Fix the problem, including how this sensitive document was posted so accessibly.