Latest news with #salaryincrease
CTV News
7 days ago
- Business
- CTV News
Ottawa mayor opposes pay hike for councillors amid talk of raise proposals
Ottawa Mayor Mark Sutcliffe says he won't back pay raises for city councillors as some members of council mull bringing forward a motion to give them a significant salary increase. CTV News Ottawa has learned councillors are considering several options for pay raises, where proposals could go up as high as $18,000, from $119,654 currently to $138,000 – a 15 per cent increase. Speaking in a media availability following the meeting, Sutcliffe said that while he respects the hard work of councillors, it would not be appropriate to consider a pay raise at this time. 'I think we need to take a look around at what's going on in the community right now. There's an affordability crisis, there's the prospect of significant federal job reductions, there are lineups at food banks,' Sutcliffe said. 'I hear all the time from my colleagues on city council and from members of the community that they want to see more resources being invested in critical areas to support the most vulnerable.' Sutcliffe added that considerations about a pay raise could impact ongoing salary negotiations with public sector unions representing city staff. 'I think it would be imposing a significant burden on the staff who are negotiating those contracts with those unions if we were to introduce for ourselves a larger than cost of living increase for our salaries,' he said. Ottawa's 24 city councillors each earned $119,490 in 2024 and $111,111 in 2023. Elected officials received a 2.5 per cent raise in each year of the three-year collective agreement for 2023, 2024 and 2025, tied to raises for non-unionized managers. In January, councillors received a report conducted by consulting firm MNP that found the current renumeration rates for elected officials in Ottawa aligned with the median market rate. 'Therefore, data-driven results across comparators' research do not indicate that a salary increase is needed presently,' the report said. Toronto councillors voted in March to increase their salaries by 24 per cent from $137,537 to $170,588. The Ford government unfroze Ontario MPP salaries held at 116,500 since 2009 last spring. MPPs saw a nearly $41,000 raise to a total of $157,350. Coun. Riley Brockington tells CTV News Ottawa he believes an independent assessment should be done to come up with the right figure. Brockington says outside of inflationary increases, councillors have not had an in-depth review on pay raises for members in over two decades. 'I've met with the mayor on a number of occasions. I floated six, seven different options for us to consider, while talking about the pros and cons of each,' he said. 'I just want something that is reasonable, that is backed up by an independent study.' Brockington says there are different opinions on council for the process moving forward. 'The timing is also a concern but at the end of the day, what we really need is a process that council agrees with so that this does not come up every term of office for city councillors and council as a whole to deal with,' he said. No motion on councillor pay was put forward at Wednesday's city council meeting and it's unclear if or when one will be. with files from CTV News Ottawa's Josh Pringle
The Herald
21-07-2025
- Business
- The Herald
FlySafair pilot strike leads to some flight cancellations
FlySafair has had to cancel 26 flights due to a labour strike by pilots. The Solidarity trade union said more than 200 pilots affiliated to it want a 10% salary increase and improved working conditions. They have rejected the airline's offer to workers of a 5.7% salary increase and adjustments to compensation. In a statement issued at 11pm on Sunday, the airline said while its contingency plans should ensure flight operations continue largely as scheduled on Monday, "unfortunately a quantity of flights have had to be cancelled". "The flights were assigned to pilots who had confirmed their availability to fly, but who late last night reported they would not fly. "All other flights are operating as planned, and affected customers have been contacted directly using details provided at the time of booking. Should there be further disruptions, customers will be notified promptly." Flights cancelled due to the pilot strike: FA112 — 11.45am Cape Town to Johannesburg FA262 — 2.25pm Johannesburg to Durban FA263 — 4.1pm Durban to Johannesburg FA310 — 7.20am Cape Town to Lanseria FA311 — 10am Lanseria to Cape Town FA690 — 3.15pm Cape Town to Johannesburg FA840 — 6.30am Cape Town to Bloemfontein FA841 — 8.40am Bloemfontein to Cape Town FA339 — 6.20am Cape Town to Lanseria FA315 — 9.20am Lanseria to Cape Town FA178 — 12pm Cape Town to Durban FA417 — 2.40pm Durban to Johannesburg FA418 — 4.3pm Johannesburg to Durban FA179 — 6.15pm Durban to Cape Town FA104 — 6.15am Cape Town to Johannesburg FA105 — 8.55am Johannesburg to Cape Town FA110 — 11.55am Cape Town to Johannesburg FA111 — 2.35pm Johannesburg to Cape Town FA540 — 7.45pm Johannesburg to Durban FA541 — 9.3pm Durban to Johannesburg FA306 — 11.30am Cape Town to Lanseria FA305 — 2.05pm Lanseria to Cape Town FA293 — 7am Cape Town to Johannesburg FA292 — 9.40am Johannesburg to Cape Town FA130 — 12.25pm Cape Town to Port Elizabeth FA031 — 2.30pm Port Elizabeth to Cape Town FlySafair said Solidarity's pay hike demand amounts to more than a 20% increase in overall cost to company, if the increase on base salaries and additional flight pay and bonuses are taken into account. This "is an unsustainable escalation for any company". By contrast, the company's offer on base pay and other benefits including a flight pay based bonus brings the total increase to 11.29% on a cost to company basis, Safair said. FlySafair pilots are among the best-compensated professionals in the country, the airline said. Its captains earn between R1.8m and R2.3m annually. "The salaries are regularly benchmarked against those at other local airlines and are higher than most. "In terms of workload, FlySafair captains spent an average of 63 hours last month in the cockpit flying passengers. This is well within regulatory limits set by the Civil Aviation Authority, IATA and ICAO, which cap flight duty at 100 hours per month. Additional responsibilities such as training and office time are factored in, as is standby duty, where pilots must be ready to fly at short notice, which is served from home under minimal restrictions." FlySafair defended the rostering system it implemented at the start of the year, which is a bone of contention with the union. "The system was designed to improve operational efficiency and provide pilots with maximum flexibility," it said. "Thes system, standard across the global airline industry and in force in every other airline in South Africa, allows pilots to receive their full monthly rosters by the 20th of the preceding month, enabling personal planning and scheduling. It also includes a preferential leave bidding process and a structured marketplace to facilitate duty swaps within regulated flight and duty limits. "We deeply regret the impact the situation is having on our customers. Our goal remains to reach a reasonable resolution quickly." What to do if your flight is cancelled. TimesLIVE
Forbes
12-07-2025
- Business
- Forbes
Staying Put: 6 Ways To Keep Your Job And Boost Your Annual Salary
Some workers are discovering that they can stay put in the jobs they have and still make more money, ... More and experts show how you, too, can make this happen. It's hard not to become discouraged in the crowded 2025 job market. Gallup cites that 48% of U.S. employees are seeking new roles. When workers are dissatisfied with their current jobs, the first option is usually job hopping. But there's another option hiding in plain sight, like those looking for their glasses when they're on their head the whole time. Staying put in the job you already have and using different strategies is another option. According to experts, there are ways you can boost your annual salary in the job you already have without job hopping. 5 Tips For Staying Put And Increasing Your Annual Salary To navigate job changes wisely, it's important to focus on long-term career advancement, not short-term gains. Current market conditions and the ability to articulate your career moves can bring you more money and professional growth. Experts offer tips on how you can consider long-term salary gains, shine in the job you already have and increase your annual salary. I spoke by email with Amanda Augustine, certified professional career coach (CPCC) and resident career expert at Careerminds. She suggests that you start by investing in your own professional development by upgrading your skills. She recommends completing a certification, joining a training program or building in-demand skills during your off-hours. 'This helps position you as a more valuable employee who's worth a bump in compensation,' she points out. 'You might also find opportunities to earn more by taking on high-impact projects, leading cross-functional initiatives or volunteering to work less desirable shifts that offer time-and-a-half pay.' Augustine suggests that you check in with HR or long-time colleagues to make sure you're taking advantage of all the benefits your company already has to offer. 'From pre-tax commuter stipends and wellness reimbursements, to mentorship programs and professional-development budgets, these offerings can reduce your expenses and add value to your career,' she explains. 'Some companies even offer employee referral bonuses for helping to recruit great talent or extra pay for internal training or mentoring.' Don't be afraid to ask for what you need to improve your salary. Sam Hammock, CHRO of Verizon, told me it's important to advocate for yourself—whether it's a promotion, a better work-life balance or even just more resources on your team. Hammock says you have to think about what you need and have the courage to ask for it. She suggests that if you're scared, remember that negotiations are conversations, not confrontations. If you're asking for a promotion or a raise, it's important to have a list of your achievements and cite how they have had a positive effect on your team and the organization. Time your request by learning your company's cycles and business needs. Typically, the four best times to explain why you deserve more compensation is during an annual performance review, after completing a successful project, when the company reports strong financial results and after you achieve a significant personal milestone like completing a major certification, receiving an award or exceeding performance targets. If a raise isn't possible right now, Augustine recommends that you think about other negotiables that offer real value, such as a flexible schedule, additional paid time off (PTO) or covering the cost of a certification or conference. 'No matter what, track your accomplishments and wins in your digital 'brag book' throughout the year so you're ready to make your case when the time is right,' she advises. "Remember, raises and cost-of-living adjustments (COLAs) aren't automatically doled out, so it's important to be proactive in managing and advancing your career." Side hustles have become the new normal for having your own revenue stream, giving you confidence at the negotiation table, whether you're pursuing a promotion or negotiating a raise. Experts argue that side hustles are no longer a luxury but that everyone needs a gig job to supplement their current jobs in today's uncertain economy. If you're tight for income, side hustles can help you get back and stay on your feet. Consider joining the increasing numbers of workers taking back their earning potential with their own plan, on their own schedule, driving their own future career destination. Salary supplement is the leading motivator for side hustles, with some earning as much as $45,000 annually from gig work. According to one in six Americans report earning at least $2,000 per month from freelancing. If you're looking for the fastest growing side hustles in the U.S. and Canada, you can find them here. If you're wondering how to make quick easy cash fast and how to get started, you can find a few leads here and make as much as $1,000 extra per month. Atalia Horenshtien, head of AI practice at Customertimes, told me that if you're concerned about losing your job in the age of AI, there are ways to future-proof in the job you're in. One of the best steps you can take is to learn how to partner with AI, instead of resist it. Horenshtien advises that you don't have to become a data scientist, but you do need to know how to make AI tools useful, adding that the ability to bridge the gap between tech and business outcomes is what will set you apart. She also mentions that AI will likely replace tasks, not whole jobs, especially those rooted in repetition. 'What it still can't replicate well," she points out, "is original thinking, emotional intelligence, ethical judgment and complex decision-making. If your role leans heavily on these, double down. If not, it's time to pivot.' She suggests the worst move is to stay still. 'If your role includes repetitive tasks, assume they're next in line for automation. Up-skilling now, whether in AI tools, business strategy or adjacent fields, puts you ahead of the curve and out of the risk zone when change hits.' According to one in five Americans are planning to quit their jobs in 2025, with Millennials and Gen Z leading the way. Other employees are choosing to avoid the stress of job hunting, keep their heads down and work hard in a dead-end job that doesn't pay well. But sometimes the simplest, easiest and most lucrative option is staying put and figuring out strategies right in front of your eyes that can save you the stress of job hopping and boost your annual salary to boot.
Forbes
10-07-2025
- Business
- Forbes
5 Ways To Turn AI Anxiety Into A Big Salary Boost
With the right strategies, you can turn AI anxiety into a well-deserved salary increase. Worried that artificial intelligence could take over your job? AI anxiety isn't just hype. A recent edX survey reveals that nearly half of workers believe artificial intelligence poses a threat to their jobs. While this technology creates uncertainty, it also opens new doors. Employees who respond to AI anxiety by embracing change and developing new skills find these efforts lead to better job security and a higher salary. In fact, the latest PwC Global AI Jobs Barometer shows that workers with AI skills command a 56% wage premium, up from 25% last year. Recognizing that AI anxiety is widespread is the first step toward channeling it into constructive energy. The five strategies below show how you can transform AI apprehension into a real salary boost. 1. Reframe AI Anxiety Into Opportunity AI anxiety differs from pure fear because it carries productive concern. While fear paralyzes, anxiety can actually motivate action when you channel it correctly. Start with a simple exercise: Write down your top three AI worries, then flip each one into a "How can I..." question. This mental shift moves you from victim to problem-solver. Worry statement: "What if AI automates my job out of existence?" Flip the script: "How can I use AI to automate the repetitive parts of my job so I can focus on higher-value work that AI can't do?" Worry statement: "I'll never be able to keep up with all these new AI tools." Flip the script: "How can I pick one or two AI tools to master this quarter, so I stay ahead of the curve without feeling overwhelmed?" Worry statement: "AI will make my current skills obsolete." Flip the script: "How can I combine my unique experience with AI capabilities to create a skill set that's even more valuable?" This reframing exercise transforms anxiety from a paralyzing force into fuel for growth. 2. Audit Your Daily Activities For AI Leverage Points Before you can leverage AI effectively, you need to understand where it can make the biggest impact in your current role. Start by listing five to 10 recurring tasks that drain your time or energy: • Manual data entry: updating spreadsheets, CRM systems, or project logs • Scheduling meetings: finding mutual availability, sending invites, and managing calendar conflicts • Email management: sorting, prioritizing, and responding to routine messages • Report compilation: repetitive data gathering and formatting for weekly or monthly status updates • Presentation preparation: updating similar templates with new data or creating decks with standard formats Once you've identified these tasks, evaluate which could be partly or fully automated. Create a simple "AI Opportunity Map" that ranks each task by potential time savings and implementation difficulty. This visual tool helps you prioritize where to focus your initial efforts for maximum impact. 3. Upskill with Purpose Random AI learning leads to random results. Strategic upskilling aligned with your audit creates measurable value. Select one or two tools that directly address your highest-priority automation opportunities. If your audit revealed email management as a major time drain, focus on mastering AI-powered email tools and prompt engineering for automated responses. Set SMART micro-goals that are time-boxed and outcome-focused. Instead of "learn AI," commit to "reduce weekly report preparation time by 50% using AI summarization tools within four weeks." This specificity creates accountability and measurable progress. Implement spaced-practice "AI sprints" rather than marathon learning sessions. Schedule two to three focused 20-30 minute sessions per week, each targeting a specific mini-goal. This approach leverages research showing that distributed practice leads to better long-term retention than cramming. Tap into free resources like Coursera, LinkedIn Learning, and YouTube tutorials. Both OpenAI and Anthropic offer comprehensive documentation and free AI courses. The key is consistent, focused practice rather than consuming endless content without application. 4. Implement, Track, And Quantify Your AI Gains Learning without implementation creates no value. Run weekly AI experiments on one task at a time, treating each as a mini-pilot program with clear success metrics. Before implementing any AI solution, establish baseline measurements. If you're automating report generation, track how long the current process takes, how many errors typically occur, and what resources are required. Document these metrics carefully, because they become the foundation for demonstrating your value. Record post-AI metrics using the same criteria as your baseline. Track hours saved, error-rate reduction, faster turnaround times and improved quality measures. The PwC report shows that industries most exposed to AI achieve three times higher growth in revenue per employee, demonstrating the measurable impact of AI adoption. Keep a simple "AI Impact Log" using a spreadsheet or slide deck to visualize your gains. Include before-and-after comparisons, specific tools used and quantified benefits. This documentation becomes crucial evidence when negotiating salary increases or seeking new opportunities. Share your experiments and results with colleagues and supervisors. This transparency builds trust while positioning you as an AI leader within your organization. 5. Package Your Wins And Negotiate Your Raise Documentation without communication won't advance your career. Transform your AI Impact Log into a compelling narrative that demonstrates your increased value to the organization. Craft a concise "AI Impact Summary" that highlights key metrics and real outcomes. Focus on business impact rather than technical details. Instead of explaining how you configured a particular AI tool, emphasize that you reduced report preparation time by 60% while improving accuracy by 25%. Share your wins proactively through team updates, one-on-one meetings and performance reviews. Don't wait for annual reviews to showcase your AI-enhanced capabilities. Regular communication keeps your contributions visible and top-of-mind for decision-makers. Propose the next AI initiative to demonstrate leadership and forward-thinking. Suggest piloting a team-wide automation project or training colleagues on tools you've mastered. This positions you as an AI champion rather than just a user, increasing your strategic value to the organization. When negotiating compensation, anchor your request with market benchmarks for AI-enabled roles. Research comparable positions in your industry and location to establish realistic but ambitious targets. Present your case as an investment in continued AI innovation rather than just recognition for past achievements. Outline how additional compensation will enable you to pursue advanced AI training or lead larger automation initiatives. Remember that salary negotiations extend beyond base pay. Consider requesting professional development budgets for AI training, conference attendance or certification programs. These investments compound your value while demonstrating commitment to continued growth. AI anxiety is a natural response to technological change, but it doesn't have to define your career path. The edX survey found that while 62% of workers are considering upskilling due to AI advancements, only 4% are currently pursuing AI-related education. By taking action now, you position yourself among the early adopters who capture the greatest benefits from this historic shift. Not only will you future-proof your skills and increase your value, but you'll also be ready to negotiate a well-deserved salary bump as AI expertise grows in demand.
Globe and Mail
08-07-2025
- Business
- Globe and Mail
Most US employers not budging on budgets, salary increases remain flat
NEW YORK, July 08, 2025 (GLOBE NEWSWIRE) -- Average salary increase budgets for US companies in 2026 are expected to remain stable at 3.5%, matching 2025's actual increases. This is according to the latest Salary Budget Planning Report by WTW (NASDAQ: WTW), a leading global advisory, broking and solutions company. Three out of five organizations saw their salary budgets change in the last pay cycle. More than half (53%) of these organizations reported no change between their anticipated and actual pay budgets in 2025. For the nearly one-third (31%) of these organizations that are projecting lower salary increase budgets than last year, the most common reasons cited are an anticipated recession or weaker financial results (51%) and concerns related to cost management (45%). Tight labor markets (59%) and inflationary pressures (30%) are the most commonly cited reasons for change among the relatively few organizations that are projecting higher salary increase budgets. 'While top-line budgets are generally holding steady, the real shift is happening beneath the surface. Organizations are being more deliberate about how they allocate pay, where they focus investment and what outcomes they expect to drive. Employers are no longer simply reacting to economic signals; they're reimagining how to best support broader business goals despite uncertainty,' said Brittany Innes, director, Rewards Data Intelligence. Despite stable pay increases, employees are staying put. Fewer organizations this year have found employee stability challenging compared to the past two years. Less than one-third of organizations (30%) report difficulty attracting or retaining employees, representing a decrease of 11 percentage points since 2023. In response to market conditions in which turnover is relatively low and burnout and disengagement remains a concern, organizations have taken a number of actions to support their workforce, including improving the employee experience (47%), enhancing health and wellness benefits (43%) and increasing training opportunities (40%). Additionally, employers are adjusting compensation programs to address the competitive labor market and inflationary pressures. These actions have included conducting a compensation review of all employees (50%), performing a compensation review of specific employee groups (48%), hiring people higher in relevant salary ranges (45%) and raising starting salary ranges (40%). Over two-fifths of organizations (43%) have enhanced their use of retention bonuses or spot awards and 37% have targeted base salary increases for specific employee groups. As organizations focus on these efforts, they continue to wrestle with higher annual payroll expenses. The average annual payroll expense increased by nearly 4% (3.6%), and 7 in 10 organizations report total annual payroll expenses higher than last year. 'As employers navigate continued economic uncertainty, ongoing increases in labor costs and the changing needs and expectations of employees, they are positioning themselves for what is to come and making investments in their workforces that go beyond pay raises. These include career development, wellbeing, flexibility and equity—because these are critical for performance, retention and resilience in a shifting market,' said Lori Wisper, managing director, Work & Rewards. About the survey The Salary Budget Planning Report is compiled by WTW's Rewards Data Intelligence practice. The survey was conducted from April to June of 2025. Approximately 29,128 responses were received from companies across 157 countries worldwide. In the U.S., 1,569 organizations responded. About WTW At WTW (NASDAQ: WTW), we provide data-driven, insight-led solutions in the areas of people, risk and capital. Leveraging the global view and local expertise of our colleagues serving 140 countries and markets, we help organizations sharpen their strategy, enhance organizational resilience, motivate their workforce and maximize performance. Working shoulder to shoulder with our clients, we uncover opportunities for sustainable success—and provide perspective that moves you. Learn more at Media contacts: Ileana Feoli
