Latest news with #raise
Associated Press
3 days ago
- Business
- Associated Press
South Carolina senator sues his own legislature over $18,000-a-year pay raise
COLUMBIA, S.C. (AP) — A state senator is suing his fellow lawmakers in the South Carolina General Assembly saying they are illegally giving themselves what is effectively an $18,000-a-year raise for all members. The increase in the 'in-district compensation' — money set aside for legislative duties that has few limits on how it can be spent — is set to go from $1,000 a month to $2,500 a month for all 46 senators and 124 House members starting July 1. But Republican Sen. Wes Climer's lawsuit said the raise violates the state constitution, which bans the legislature from increasing their per diem during their term. House members would get 18 months of the extra money and senators would get more than three years of payments before facing reelection. His lawsuit compared it to asking a judge to preside over his own trial or a police officer to investigate himself. The legal question will likely hinge on whether the extra money is considered part of a per diem for lawmakers and meant to pay their daily expenses or if it is personal income that is taxable. Lawyers for the House and Senate have not answered the lawsuit. The raise was proposed by Republican Sen. Shane Martin late in the budget process in a proviso, which is a one-year order on how to spend money. The monthly stipend hadn't changed in about 30 years, and Martin said the increase was needed to offset inflation. Climer said Monday he and other opponents of the increase think it should have passed as a stand-alone bill with hearings and a full debate. 'Regardless of how you feel about a legislative pay raise, this is the wrong way to do it. It violates the Madisonian principles that the legislature cannot take the people's money and appropriate it to themselves in real time,' Climer said. Hours after receiving word of the lawsuit, the state Supreme Court ordered both sides to submit briefs before the end of the month in what appears to be an effort to make some kind of decision before the raises start when the fiscal year begins July 1. Otherwise 'we'd have to try to claw back money from legislators. And we don't want that,' said former Democratic state Sen. Dick Harpootlian, an attorney who filed the lawsuit on Climer's behalf. Along with the in-district compensation, lawmakers also get a salary of $10,400 a year that has not changed since 1990. In addition, they get money for meals, mileage to drive to Columbia and hotel rooms while in session. Legislators are considered part-time because South Carolina's General Assembly meets three days a week from January to May. The House sent an email to its 124 members giving them a chance to refuse the extra in-district compensation, and 34 declined the money, House Clerk Charles Reid said in an email. Senators could ask their clerk directly not to pay them, and Climer and two other Republicans have refused the raise, Senate Clerk Jeffrey Gossett said. Joining Climer in the lawsuit is retired educator and Republican activist Carol Herring. She said the raise going into effect immediately is counterproductive to being a good servant. 'I am concerned we are sending people to Columbia to serve in the General Assembly, and somehow it is seen more as a job than part-time service to our state,' Herring said.
Forbes
27-05-2025
- Business
- Forbes
5 Biggest Signs It's The Right Time To Ask For A Raise
5 Biggest Signs It's The Right Time To Ask For A Raise Asking for a raise can be tricky, risky, and awkward. But if you wait too long, you could be giving up more money without realizing it. With the right timing, however, you can maximize your opportunities and get the pay that you truly deserve. In fact, 82% of full-time workers got a raise by requesting one, with the potential to earn around $5,000 more than those who did not ask. So the question now is: when do you know it's the right time to make that request? Here are five signs to help you decide and make a bold move for your career. Have you spent at least two anniversaries at work? Apart from the usual congratulatory messages, cake, or pizza, you should be seeing a raise, too. Being there for quite a while now likely means that you've grown while contributing to the team and the company as a whole. For instance, within those two-plus years, you've become the go-to person for certain tools and processes, a major sales contributor, or even the mini-team lead when your boss isn't around. With these kinds of milestones, it's just fair to consider asking for a raise. And if you feel underpaid compared to the same roles in the market, that's a stronger sign it's time for a well-deserved salary bump. Is your role growing, while your pay remains the same? This familiar situation can turn out good or bad depending on how you respond to the issue. Let's say you started as a copywriter but are now doing the job of an editor, social media manager, or even a project manager. You're probably training new members, too. Sure, it's exhausting, and you didn't exactly sign up for it. But it's also an opportunity to get clarity. Make sure you've documented those added responsibilities. How long did those tasks take? What challenges have you faced, and how did you overcome them? By being specific and organized, you'll be asking for a raise not from emotions but based on real results. Are you taking on the responsibilities of someone who has left the team? Your paycheck should reflect that change as well. Filling in temporarily while there's no replacement is normal. But it's another story when months have passed and you're still doing double the work without any boost in your salary. Again, be ready with all the receipts. Keep track of the extra tasks you've performed for a team member and how you successfully delivered despite the heavier workload. This way, when you speak with your boss, you can demonstrate how you stepped up and why it's reasonable to increase your rates. If you're single-handedly carrying a responsibility that no one else on the team can handle, that gives you even more reason to make the ask. For example, you're always the one a sensitive client requests to manage their projects. Perhaps you're the only one certified to work on a platform or process. You may have a knack for creating viral content, too. Whether it's data analysis, initiating unique campaigns, or handling confidential information, you have the right to ask for pay adjustments that reflect the value you add to the team. Being able to fulfill such duties alone just means that you're not easily replaceable. So have the courage to demand better compensation. Do you often receive commendations from your bosses and senior leaders during meetings, regular check-ins, or even in chats and email threads? If so, that just shows you're meeting or even exceeding their expectations. They might see a leader in you. But if those praises do not yet translate into higher pay, take the first step to make it happen. For example, you say, 'I'm happy that my hard work and commitment are recognized. Given my contributions to the team, I'd like to discuss how my compensation can better reflect the scope of my role.' There's not much to prove at this point because they've already seen what you bring to the table. All you need is to take the initiative. Asking for a raise might feel like insisting on something you deserve in the first place. But sometimes, it's all about timing plus the courage to start the conversation. So, if the opportunity hasn't presented itself yet, create one — humbly, professionally, and confidently. You've got this!
Forbes
08-05-2025
- Business
- Forbes
How To Prep For A Raise Request Without Feeling Awkward
How To Prep For A Raise Request Without Feeling Awkward Asking for a raise can be intimidating, even when you know you've earned it. Whether it's the fear of rejection or uncertainty about the timing and approach, employees rarely initiate asking for a salary increase. However, breaking it down into smaller steps can make the process much less daunting. Instead of focusing on the final ask, approach it as a gradual conversation where you position yourself as a valuable asset to the company. Here's how to prepare without feeling awkward. Bringing up a raise request out of the blue can feel uncomfortable for both you and your manager. Start warming up the conversation weeks before by discussing your role, contributions, and future goals. Use formal performance evaluations as a natural entry point. Corporations usually require evaluations, whether semi-annually or quarterly, which provide a natural platform to discuss your performance, expectations, and future within the company. Start preparing at least four to six weeks in advance. This gives you enough time to gather your achievements, request peer or client feedback, and organize measurable outcomes to support your request. Think of it as steadily building your case rather than scrambling at the last minute. When you schedule your evaluation, let your immediate superior know in advance that you'd like to discuss your growth and compensation. Framing your request this way makes the discussion more collaborative rather than confrontational. You'll also have more success when your request aligns with strong company performance, budget planning periods, or after you've delivered clear wins, not during cutbacks or uncertain times. Data gives your request credibility, but it doesn't have to feel like a courtroom argument. Think of it as a chance to share the value you've brought to the team. Create a short list of your contributions, focusing on how they align with company objectives. Have you taken on extra responsibilities, mentored new hires, implemented a more efficient workflow, or helped land a major client? Provide specific, measurable achievements. For instance, 'I increased our team's client satisfaction score by 10% in the past quarter,' or 'My last product launch was completed two weeks ahead of schedule and within budget.' These results speak for themselves. If you've collected feedback from peers, clients, or cross-functional teams, bring that into the conversation. A quick Slack message from a teammate or a glowing client note goes a long way in reinforcing your value. These third-party validations help show that your contributions are recognized across the board, not just in your own notes. Plus, it reflects well on your ability to collaborate, lead, and show up as a team player. This kind of proof adds credibility to your request and humanizes your value to the company. As you're sharing wins, avoid common pitfalls like comparing yourself to colleagues or speaking in generalities. Keep the conversation focused on your contributions and impact, not what others are doing or earning. Framing is everything. Instead of saying, 'I want a raise,' lead with a focus on growth, value, and long-term contribution. Try: 'I've been reflecting on my contributions over the past few quarters, and I'd love to chat about how my role is evolving and how compensation can reflect that.' Emphasize that a higher compensation for you will be a win-win situation for the company. Why? If you have already shown your exemplary work performance, a higher salary would even inspire you to do more than what is expected in your role. You're not demanding; you're leading. It's forward-looking, professional, and grounded in what you've already brought to the table. Also, do not forget to do your due diligence about market standards and typical salary ranges in your field. This will let your superiors know that your request is driven by professionalism and integrity. Casually bringing your raise request up in the hallway won't land the same way, so schedule time with intention. A respectful, professionally worded email requesting a meeting to discuss your compensation can set the right tone for the conversation and demonstrate maturity and professionalism. In your message, briefly explain that you'd like to discuss your role and responsibilities, growth, and impact. Express appreciation for the opportunities you've had, and suggest a time that works for your manager's schedule. Here's an example: Hi [Manager], I'd love to find a time to connect about my development in the role and how compensation might align with the work I've been contributing. I really appreciate the opportunities I've had so far and am excited about what's ahead. Let me know when might be a good time for you. After the meeting, regardless of the outcome, follow up with a short thank-you note. Reaffirm your commitment to your role and your interest in continued growth with the company. That kind of professionalism doesn't go unnoticed. Requesting a salary increase doesn't have to be a stressful ordeal. Remember, advocating for yourself is not only fair but necessary for your growth. By breaking down the process and focusing on preparation, you can walk into that meeting with confidence and clarity. When you've earned that raise, don't hesitate to take the steps to secure it. You've got this!
