Myths and fragrances about your salary
In all workplaces myths and fragrances about pay and how you as an employee are taken into consideration for more in pay are flourishing. Get your prejudices either dispelled or confirmed in regards to salary and salary structures in Danske Bank.
Some myths or fragrances can have their origins in reality and be partially correct, while others are decidedly untrue.
At Finansforbundet in Danske Bank and through our extensive network of shop stewards, we have a huge knowledge of pay and how it develops in the bank.
In addition, Finansforbundet in Danske Bank is represented on the bank's job assessment committee, where the bank and Finansforbundet in Danske Bank assess all job profiles in equal cooperation and thus determine the pay levels.
Through the work of the committee, Finansforbundet in Danske Bank has a great knowledge of the salary history in the bank. In addition, we also have a place in the Committee on salaries where disputes can be raised and resolved.
Obtain a more nuanced and detailed description of some of the most common myths and debris about salary in Danske Bank.
You do not have the same opportunities for getting through your finances as your manager.
Instead, you can ask what it takes to get more salary and what results you need to deliver to get more in the payroll bag.
Use your Union representative and use the digital tools that Finansforbundet makes available, e.g. the salary package calculator and calculate the value of your job. See Finansforbundet.dk
Make sure that the salary question is written into the minutes of your conversations and use the tools available through the review/Refresh interviews, for example.
This is not correct. In the latest collective bargaining at Danske Bank, it was agreed that 7.5% of pay increases would be given as general/collective pay increases. In addition, there is a pool of 0.66% corresponding to individual pay increases.
If you are employed under contract, you will not automatically receive the salary increase and have to negotiate your salary yourself.
However, we see a salary drift over the collective and individual pay increases, which means that the salary costs in the Group increase more than agreed in the collective agreement.
Our pay model is a dynamic pay model in which you can be increased or reduced in salary and any supplements after effort. There are no agreements that improved performance will be financed by collective agreement funds.
Previously, we established in our collaboration on the Group works Council (SU) that ”lack of” collective agreement funds CANNOT be an explanation why employees who have performed better and are thus recognised to be entitled to increase individual allowances do not receive an increased allowance.
It depends entirely on your relationship with your manager and how well you know them.
There will certainly be a few examples of it being a good idea, but it requires a good knowledge of your manager. But overall, it is not a viable way to go. Hold interviews about salary objectively and naked, focusing on the actual facts.
We have also seen examples of employees who have threatened to quit if they do not get the desired salary increase. We have rarely seen that it has ended up with a happy outcome, so it is not recommended. Unless you find happiness quitting
Turn it over instead and make you indispensable to the boss, so he/she thinks that leaving the workplace will be annoying and critical. This way you will improve your salary when you talk.
You can always negotiate salary with your leader regardless of the time of year.
However, it is important to know how and when your salary budget and thus also your salary are determined. In the autumn/early winter, all leaders report what they expect to spend on their pay in the coming year
So if you want to increase your salary for a specific year, it must in principle be included in your leader's salary budget for that year Based on this knowledge, the autumn before/is planning a good time to talk pay with your manager.
Then, the leader knows your expectations, but experience shows that this does not mean that your salary will increase. Maybe your manager does not agree that you deserve a higher salary, or he/she may not succeed in making room for your salary wants in your budget.
If you did not lay the foundation for your salary requests last autumn, Review and Refresh interviews are a good place to start asking for more salary.
You may ask what it will take to make your leader agree with you on your increased salary. And document what you are talking about, or at best agree on. You may find good ways of documenting your interviews on the HR site.
No, there is no documentation showing that.