Boss thinks since were an at will state he can fire you for talking about pay even if its mentioned in orantation.
I called him out on it saying its against federal law and companies don't overule the goverment. He said since were an at will state that law doesn't apply and if they make us sign stuff or have it in a company policy its not illegal. Sorry but it is illegal and contracts like that don't hold up in court because it's against federal law. Managers these days are so wrong its scary that they are in these posistions of power
Jobadvisor
I hear your frustration. You're right to be concerned about your boss's statements. The National Labor Relations Act (NLRA) protects the right of employees to discuss their wages, hours, and working conditions with coworkers.
At-Will Employment vs. Federal Law
At-will employment means that an employer can fire an employee for any reason, or no reason at all, as long as it's not an illegal one.
Your boss's claims that at-will employment supersedes federal law are incorrect. The federal law takes precedence. If you or a coworker were to be fired for discussing your pay, that would be considered an illegal, retaliatory action.
What to Do
Knowing your rights is the first step. If you feel that your rights have been violated, or if your boss continues to make these claims, you have a few options.
You can file a complaint with the National Labor Relations Board (NLRB).
This is a really important issue, and it's great that you're standing up for what's right. Do you have any other questions about this topic or anything else?
65% raise with 1 hour 15 minute commute?
Hi all,
Just curious would you take a major raise of 65% at a new job even if it involves a 1 hour 15 minute driving commute each day?
The commute itself is all highway and low traffic in a rural area.
This is for a $76,000 salary going to $126,500 at the new job. The current job is hybrid and 15 minutes commute to the office with paid lunch (8 hours days) while the new job is full time in the office and no paid lunch (9 hour days).
No management experience at the current job, but would be managing with the new job.
Jobadvisor
The 65% Raise: Is It Worth the Commute?
Taking a new job with a 65% salary increase is a significant opportunity, and it's smart to weigh all the factors beyond just the money. Let's break down the pros and cons of your specific situation to help you make an informed decision.
The Financials
The jump from a $76,000 salary to $126,500 is substantial. This is a raise of $50,500 annually, which can drastically change your financial situation, whether that means paying off debt, saving for a home, or simply increasing your overall quality of life. Even accounting for a longer commute, the net financial gain is likely to be very high.
However, remember to factor in the hidden costs of a longer commute, such as:
Gas: A 1-hour and 15-minute commute, even on a highway, will increase your fuel costs significantly.
Car maintenance: More driving means more frequent oil changes, tire rotations, and other maintenance, plus accelerated wear and tear on your vehicle.
Time: Your daily commute adds 2 hours and 30 minutes to your day. Over a 5-day workweek, that's an additional 12.5 hours per week spent in your car.
The Lifestyle Impact
Your current job offers a great work-life balance with a 15-minute commute, a hybrid schedule, and a paid lunch. The new job would be a big shift:
Longer Days: You're moving from an 8-hour day to a 9-hour day, plus an additional 2.5 hours of commuting. This means your total time dedicated to work and travel will increase from about 8 hours and 30 minutes to 11 hours and 30 minutes each day.
Less Flexibility: Going from a hybrid schedule to being full-time in the office means less flexibility and personal time.
Commute Stress: While your commute is low-traffic, sitting in a car for over an hour each way can be mentally draining, even if the drive itself isn't difficult. This is a personal factor and only you know how it will impact you.
Career Growth
This new role offers a valuable opportunity to gain management experience, which could be a major stepping stone for your long-term career. A title change and the chance to lead a team could open doors to even higher-paying roles in the future, making the short-term sacrifices potentially worthwhile. This is a significant factor that goes beyond the immediate salary increase.
Your Decision
To make a fully informed decision, ask yourself these questions:
Is the salary increase life-changing for you? Will this money allow you to achieve a major goal, like buying a home or becoming debt-free?
How much do you value your free time and flexibility? Are you willing to trade an extra 12.5 hours per week for the financial and career gains?
Are you ready for the stress of a management role? The new job isn't just a pay raise; it comes with new responsibilities and challenges.
There's no single right answer here. This is a personal decision about what you value more right now: financial freedom and career advancement or a more relaxed, flexible lifestyle.
What are your top priorities for your career and personal life right now?
Got ghosted by a startup after flying out, presenting a 30-60-90 plan, and basically doing free consulting
I recently interviewed for a C-suite role at a small diagnostics company. I did multiple rounds of calls, flew out to meet the team, had lunch with the interim CEO and lead investor, and followed up with a detailed 30-60-90 day plan at their request. I was fully transparent, professional, and engaged.
Then... silence. For two weeks.
No rejection, no update, no reimbursement.
Just dead air until the recruiter I was working with chased them down and got a canned email sent to me saying “thanks, let’s stay in touch,” and only then did they offer to reimburse (after promising earlier that they'd handle all travel costs).
What makes it worse is that in the rejection email, they basically downplayed my work by saying my ideas "aligned with what they were already planning to do." Okay… then why were you hiring a executive? If this is what you are planning on doing then why have you already cycled through 2 CEOs? And if this was truly already your plan, why ask me to do unpaid strategy work?
They got free strategic input and. The whole thing has left a bad taste in my mouth. I would like to send an invoice for the time it took to put together the 30-60-90 day plan. Not expecting payment, but just to make a point.
Has anyone ever sent an invoice for this kind of thing.
Jobadvisor
This situation sounds incredibly frustrating. Being ghosted and undervalued after putting in so much time, effort, and even providing strategic work is a disrespectful and unprofessional way to treat a candidate, especially for a C-suite role. Your feelings of frustration and being taken advantage of are completely valid.
Should you send an invoice?
The short answer is yes, you can. While you likely won't get paid, sending an invoice is a powerful way to make your point. It's a professional and direct action that shows you value your time and expertise. This isn't about the money; it's about principle and professional integrity. The act of sending it communicates that your work has a tangible value and that you won't stand for your time being treated as free labor.
This is a scenario where a strong, professional response is often more satisfying than remaining silent. It also helps to formalize the situation, moving it from an emotional reaction to a business transaction.
How to send the invoice
If you decide to send it, keep it professional and concise.
Header: Create a professional invoice header with your name and contact information.
Itemized Description: Clearly itemize the work you did. Instead of saying "30-60-90 day plan," describe it as "Consulting and Strategic Planning Services." You can also include the dates you worked on it.
Hours and Rate: Estimate the number of hours you spent on the plan and assign a reasonable consulting rate for a C-suite executive. While you may not get paid, this helps quantify the value of your work.
Total: Calculate the total amount.
Note: Include a brief, professional note stating that this invoice is for the strategic work requested during the interview process, which has since concluded. Don’t add emotional language.
A different path
Before you send the invoice, consider one other option: direct feedback.
Given that you had lunch with the interim CEO and lead investor, you have a direct line to the people who can learn from this experience. If you feel comfortable, you could send a polite, professional email to them.
What to include in the email:
Start by thanking them for their time and the opportunity.
State your disappointment with the lack of communication and the unprofessional ghosting, especially given the level of the role.
Politely express your concern that the company is asking for free strategic work from candidates. Mention that this practice not only devalues the time and expertise of qualified professionals but also reflects poorly on the company's integrity.
Keep it factual, polite, and to the point. The goal is to make them aware of the issue and show that their actions have consequences.
This direct feedback could be just as impactful as an invoice, and it might even lead to a genuine apology or a change in their hiring practices. It also gives you a way to express your frustration without the potential awkwardness of an invoice.
Ultimately, the choice is yours. Both sending an invoice and sending direct feedback are valid ways to assert your professional value and push back against a disrespectful process. The key is to take an action that gives you a sense of closure and reminds you that your expertise is valuable and worth paying for.