Wages

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ex-HD

Fall River, MA

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#1
Sep 13, 2012
 
Why don't we throw out some pay rates for everyone to study.

PT CSA IV Plumbing....$14.21
FT Plumbing Pro.......$15.63 (10% raise)
PT CSA IV Electrical..$13.75 (12% demotion)

I had 6+ years with Lowe's. 6 months in electrical
and 3 years electrical at HD.
nedm

Pembroke, MA

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#2
Sep 13, 2012
 

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I mentioned that years ago the pay scales leaked out but from what I have been told here it has been changed.

I thought specialists were around $16-18/hr

Department managers I thought about a dollar more, my old dept manager last I saw was making about $19.11
an old sm was making I think 70K a year which I thought was quite low given the proxmity to those lower than him.

Since: Oct 11

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#3
Sep 13, 2012
 

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I think your pay is determined by your negotiation skills when you hire on. I asked my ASM if was to get promoted to a DM I would 10% more than my present salary. Isn't there a pay schedule with a starting pay for DM's? Any other place I have worked had a pay scale and when promoted you at least started at the bottom of the pay scale for that job. At Lowes it seems to be negotiable.
ALL IN

Woodland, CA

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#4
Sep 13, 2012
 
If the bottom feeders make more, then my bonus may be less.
FormerSM

Fort Wayne, IN

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#5
Sep 13, 2012
 
Pedro Rodriquez wrote:
I think your pay is determined by your negotiation skills when you hire on. I asked my ASM if was to get promoted to a DM I would 10% more than my present salary. Isn't there a pay schedule with a starting pay for DM's? Any other place I have worked had a pay scale and when promoted you at least started at the bottom of the pay scale for that job. At Lowes it seems to be negotiable.
Unless its changed in the months since I left, it's not negotiable. When promoted.....10% increase or starting pay rate for that position. Whichever is MORE. As I've stated before , be careful comparing rates. 11 pay rate "zones", based on cost of living particular areas of the country. Hypothetically $13 an hour in Indiana equals $20 in New York or Boston. When hiring into the company, pay rate advisor (computer program) is used to determine starting wage based on experience.

Since: Oct 11

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#6
Sep 13, 2012
 

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ALL IN wrote:
If the bottom feeders make more, then my bonus may be less.
BF-if you are a Manager with that attitude,you are the bottom feeder-your floor people make your bonus by their hard work and customer service. You need to go back to being a lumber CSA to understand how hard they work for so little pay.

Since: Oct 11

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#7
Sep 13, 2012
 
FormerSM wrote:
<quoted text>
Unless its changed in the months since I left, it's not negotiable. When promoted.....10% increase or starting pay rate for that position. Whichever is MORE. As I've stated before , be careful comparing rates. 11 pay rate "zones", based on cost of living particular areas of the country. Hypothetically $13 an hour in Indiana equals $20 in New York or Boston. When hiring into the company, pay rate advisor (computer program) is used to determine starting wage based on experience.
That wasn't what I was told by my ASM-10% of previous hourly rate-didn't seem right though.
Pse

Ville Platte, LA

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#8
Sep 13, 2012
 

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I've been with Lowes for 6 years and started part time when I was 21 years old while attending a local University. I have been a Department Manager for Plumbing, Flooring, and Paint/Decor In a 45million dollar per year store and Department Manager of Appliance/Cabinets In a store after a hurricane which did about 60 million in a year. When I was first was promoted to Department Manager after 6 months I was only paid $13 an hour and at the end of my tier before I left to be a PSE I made $15.67 an hour plus my commission which added up to around $20,000. I took a 10% hour rate cut to take the position of PSE which I have been doing for 9 months. I'm number 1 in my market and about 4 in my region in sales with around $450,000 in install sales this year. As PSE I currently make $14.57 an hour. The bad thing is I've have met many PSE's who don't sell jack shit and make close to $20 an hour to jack off all day. Lowe's need to learn how to reward those with real proven track records and not those who say they have all these bull shit accomplishments and previous jobs.
nedm

Pembroke, MA

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#9
Sep 14, 2012
 

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I would argue that it would be hard to make everything uniform as the costs are different depending on where you are in the country and the sales can be different because not everything sells in the same way everywhere. For example stainless and galvanized metals should be used near coasts and especially by the sea. Inland you can get away with zinc. Galvanized cost more, stainless much more. They probably won't stock marine based hardware inland. Likewise there is only one store in the market where I am that carries boilers.

Personally I don't see how they factor in cost of living because the old system had Orlando florida at the same rate as boston..either boston was too low or florida was too high. I don't know anyone that has received a significant raise at the store so maybe they simply paid orlando too much.

I was under the impression it was more based not so much cost of living but based on competition. If a place has a high cost of living but no real competition then where is the incentive to really pay more? But if a place has a hd, a sears and a menards across the street they kinda have to pay more. Can't ignore competition because they'll just hire them up. I have seen lowes court a fair amount away from best buy and former cc management.

I would imagine that they would court others the second they hit hard times.
Easily Amused

Mooresville, NC

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#10
Sep 14, 2012
 
FormerSM wrote:
<quoted text>
Unless its changed in the months since I left, it's not negotiable. When promoted.....10% increase or starting pay rate for that position. Whichever is MORE. As I've stated before , be careful comparing rates. 11 pay rate "zones", based on cost of living particular areas of the country. Hypothetically $13 an hour in Indiana equals $20 in New York or Boston. When hiring into the company, pay rate advisor (computer program) is used to determine starting wage based on experience.
It hasn't changed. You're correct. Although you can sometimes do a little negotiating, depending on the position. Not enough to break the bank though.

Since: Oct 11

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#11
Sep 14, 2012
 

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Easily Amused wrote:
<quoted text>
It hasn't changed. You're correct. Although you can sometimes do a little negotiating, depending on the position. Not enough to break the bank though.
They are not breaking the bank on what they pay the employees-The upper echelon's pay is what is breaking the bank.

I do not understand how they can logically think that their salaries are part of the reason profits are down. That part of the equation must get lost in their brains. Come accountants-use your heads and look at ALL the costs. No problem them making more money but the amount is outrageous and then they take away things from us and give us a 1-2% raise. Whoopee--2% of $10/hr is a lot less than 2% of several million (or more).
crappy company!

Little Rock, AR

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#12
Sep 14, 2012
 

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No CEO should make millions of dollars a year. It's the people behind the scenes that make the profit!
ALL IN

Woodland, CA

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#13
Sep 14, 2012
 
Pse wrote:
I've been with Lowes for 6 years and started part time when I was 21 years old while attending a local University. I have been a Department Manager for Plumbing, Flooring, and Paint/Decor In a 45million dollar per year store and Department Manager of Appliance/Cabinets In a store after a hurricane which did about 60 million in a year. When I was first was promoted to Department Manager after 6 months I was only paid $13 an hour and at the end of my tier before I left to be a PSE I made $15.67 an hour plus my commission which added up to around $20,000. I took a 10% hour rate cut to take the position of PSE which I have been doing for 9 months. I'm number 1 in my market and about 4 in my region in sales with around $450,000 in install sales this year. As PSE I currently make $14.57 an hour. The bad thing is I've have met many PSE's who don't sell jack shit and make close to $20 an hour to jack off all day. Lowe's need to learn how to reward those with real proven track records and not those who say they have all these bull shit accomplishments and previous jobs.
You are getting hosed!
asr

Southlake, TX

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#14
Sep 15, 2012
 
Pedro Rodriquez wrote:
I think your pay is determined by your negotiation skills when you hire on. I asked my ASM if was to get promoted to a DM I would 10% more than my present salary. Isn't there a pay schedule with a starting pay for DM's? Any other place I have worked had a pay scale and when promoted you at least started at the bottom of the pay scale for that job. At Lowes it seems to be negotiable.
I have recently visited an HR lady who showed me the way they determine pay scale. It's all done on the computer . They put in your years of experience, time with Lowes and it spits out a pay range. They have to go by that.

Since: Oct 11

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#15
Sep 15, 2012
 
asr wrote:
<quoted text>
I have recently visited an HR lady who showed me the way they determine pay scale. It's all done on the computer . They put in your years of experience, time with Lowes and it spits out a pay range. They have to go by that.
I figured so-screw off or work hard doesn't matter.

I thought maybe there was room to negotiate at the offer stage.
nedm

Pembroke, MA

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#16
Sep 16, 2012
 
If you examine Niblock next to what other ceo's make in similar sized companies nilblock is cheap..then again spending more on him when the company is going down doesn't make sense.

Groupthink probably is inbedded in management. Why not hire someone from Costco, Ikea, Tractor Supply, Target etc. You know places that actually increase in profit?

Since: Oct 11

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#17
Sep 16, 2012
 
nedm wrote:
If you examine Niblock next to what other ceo's make in similar sized companies nilblock is cheap..then again spending more on him when the company is going down doesn't make sense.
Groupthink probably is inbedded in management. Why not hire someone from Costco, Ikea, Tractor Supply, Target etc. You know places that actually increase in profit?
Just because he is "cheap" compared to others doesn't justify his salary. Corporate CEO's & BOD's are all way over paid-they try to save the company on the backs of the very assets that make them successful-their employees. Cut their wages, benefits etc. and the fat cats continue to earn 7-8 figures and wonder why their profits are down.

It is time for a major overhaul of corporate pay and benefits-not mandated by govt, done freely by the Corporate fat cats who care more about the American economy than in their inflated salaries. They think they deserve the HUGE salaries and then when the company fails they float down on their parachute and x# of people either lose their jobs or take a pay cut. The growth of our economy is the blue collar workers/middle class-not giving big salaries to corp. fat cats. The lower the wages, the higher the unemployment=less amount of disposable income to help the economy.

Pretty basic economics.
nedm

Pembroke, MA

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#18
Sep 16, 2012
 
I'm not saying he justfies his salary at all. Although wif we find someone who is much better I think he or she will ask for much more in pay. Relative to what he is doing he'd be better maybe at Sears or Radio Shack...hell freakin' Rite Aid!

The growth of the economy isn't exactly blue collar. Manufacturing isn't exactly blue collar anymore since so much of it requires specialized training or degrees. Even being a mechanic means you have to read OBD II codes on anything made post 1996.

If we want the economy to work better there's a few basic ideas

1) Let the market work. By that it means no more bailouts for companies that fail (this includes banks). If a kid gets an F they don't exactly curve the grade and give them a C. They have to get a A to have it balance out to pass. This also means you stop blocking businesses from opening up or operating. Blue laws need to fade away, towns need to stop zoning out businesses.

2) Legalization would lead to more employment. The war on drugs failed. If someone has a drug arrest that can prevent them from finding a job, voting and owning a firearm. It is largely a waste of time and money. Preventing same sex marriage also prevents spending as the average wedding is at least 24,000. Yes there's church groups that don't want it but I'm sorry but churches do not pay taxes. Heck not all states have the same things being legal. In Mass tatoo parlors were illegal for nearly 30 years due to one case of hep c. Personally I think tats are lame but if someone wants to operate a place and pay taxes then fine. If this means legalizing gambling more power to them. The point being is that the more we prevent the more it costs everyone else when we want things from government.

3) There has to be r&d into other areas. The problem with the economy is much of what we have has been maxed out. The net gains of buying things is marginal. Who doesn't have internet access at this point? Who doesn't have access to a car,bus or train? Electricity is a given, running water, access to appliances. Buying a new tv isn't not that much of a huge net gain. We have 19 million empty houses in the country, making more is not going to help the economy. We have to look towards sciences. Nanotechnology and robotics are fields that can save lives and increase the quality of life.

Since: Oct 11

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#19
Sep 16, 2012
 
When I said blue collar I meant people not in management-hourly workers.

You hit the nail on the head-if Nibby left would we find anyone for less. I think you could-but it would an anomaly. For some reason we think that for someone to be in corporate management is ok/required to pay them millions. That mindset has to go away. Pay people well but don't rape the American economy by taking the good paying jobs off shore with the excuse we cannot afford to make it here anymore-the shop people are getting paid too much-no, when you have 10-13% unemployment, people under-employed (working for 50% less) or have just quit looking it negatively affects the economy.

I think what people want is for the middle class to go away and so we have the rich and the poor-they then can control the people-they are dependent on the govt to take care of them and that comes at a cost to our freedom---we lose our freedoms and becomes slaves of the rich in essence.

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