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posted by martyb on Monday October 22 2018, @06:46AM   Printer-friendly
from the sudo-make-me-an-offer dept.

In late 2017 California amended its labor laws to forbid employers from inquiring into previous compensation and to compel employers to provide candidates with pay range information upon reasonable request. I refer to Assembly Bills(AB) 168 and 2282, both of which passed and were approved by the Governor:

Assembly Bill 168 ("Employers: salary information") added Section 432.3 to the California Labor Code.

Assembly Bill 2282 ("Salary history information") amended Sections 432.3 and 1197.5 of the Labor Code to provide clarification on AB 168.

A brief summary of the changes brought about by AB 2282 is available on JDSupra: California Clarifies its Salary History Ban.

The California Labor Code is available on-line and you can use these links to read the text of Section 432.3 and of Section 1197.5

If you are a candidate, applying for a job in California:

  • How do you see the recruiters you are working with handling your requests for compensation information?
    • Do they drop you like a hot potato?
    • Do they answer your questions, like a legitimate business partner?
  • How do you see recruiters working from outside California dealing with this issue?
    • Do they even know that the law exists?
    • Do they care?

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  • (Score: 5, Insightful) by julian on Monday October 22 2018, @07:14AM (4 children)

    by julian (6003) Subscriber Badge on Monday October 22 2018, @07:14AM (#751893)

    I asked for an amount; they said it was too high for the position. So I said thank you for the consideration but I was withdrawing my application because the compensation was not acceptable for the cost of living in the area. I also mentioned, verbatim, "Anyone you hire at this rate is going to be so miserable they'll barely be able to function, and will leave as soon as they get a better offer elsewhere." I got a reply back with what I asked for the next week.

    Thankfully, I am a millennial and we don't care about having candid discussions about money. Also, I'm not embarrassed to go back to living with my parent in my 30s. You won't low-ball us. I don't need much to survive but I know what I am worth, and health care simply cannot be automated with current technology--and when it can be automated so will literally everything else and I'll either be dead or being waited on by robot servants

    ...or leading a brigade to depose them. Depends how much Marx our leaders have read and actually understood.

    • (Score: 2) by c0lo on Monday October 22 2018, @07:59AM

      by c0lo (156) Subscriber Badge on Monday October 22 2018, @07:59AM (#751901) Journal

      Have you done the same like 5-7 years ago (when negotiation for a job)?

      --
      https://www.youtube.com/watch?v=aoFiw2jMy-0 https://soylentnews.org/~MichaelDavidCrawford
    • (Score: 5, Interesting) by ledow on Monday October 22 2018, @08:36AM (1 child)

      by ledow (5567) on Monday October 22 2018, @08:36AM (#751906) Homepage

      I see it as quite a common occurrence... even in the UK.

      If you advertise such a laughably low wage, what do you think you're going to get?
      If you advertise a decent wage, you can easily justify your rejections by saying "Sorry, but we were looking for someone a little more".

      Trying to constantly minimise wages tells you what kind of company they are going to be with regards holiday, bonuses, budgets, etc.

      That said, even when I'm working for a company, I know the market rates intimately (because I'm applying to other places just to see... if you don't try, you have no idea if there's anything better out there, and you can always say "Sorry, no, I'm not interested" even if they offer it to you while you're working for an employer you like). If I feel undervalued, that's not a situation that you want... because I will likely go elsewhere for your lack of care, not just the lack of wages. If I feel like you just don't give a shit, I'll look for something better (which doesn't mean more money necessarily).

      However, in an interview, asking me what I used to get is literally unconnected. I don't care what I'm earning now. If you do, it means you just want to pay minimum. Chances are, I wouldn't apply for a job that was "cheaper" than the one I'm already in, but that's because I wouldn't look at them really. But the right job, sure, I'd take less for you if I was sure it was right.

      The wage I demand, however, is set by me. If you can't or don't want to meet that demand (either in the job advert or in negotiations once an offer is made), then it barely matters whether you know what I used to have or not.

      The biggest problem I see is not "what did you used to earn at your previous job" but "what are the company going to do a year after we have you at a price we agree?".

      I'm pretty certain that if you look back at everything I've ever done, I've walked out of more interviews / job offers / negotiations than I've ever accepted for the same kinds of reasons as you - sometimes I've literally spotted something mid-interview and decided "Nah, not for me" and ended it there and then. It's a two-way street, and I'm fortunate enough to be good enough to have the choice. It could be a clash of personalities, a focus on entirely the wrong things (which suggests that the working life there is going to be very painful... one place got annoyed at me because I hadn't memorised their corporate "brand inspiration" word-for-word, and random statistics off their web page... we literally didn't even get to talking about the job in any way. Have fun with all your employers that know that stuff off-by-heart but have no clue how to do their job!), or just unrealistic expectations. Interviews are tests for the job, and if you test on things not related to the job (which includes "what did you used to earn"), then you're going to hire people who are "good" in your interview eyes, but bog-useless at the job itself.

      But my previous salary is not only "not secret" (it's totally legal to ask in my country, but I could easily say I'm subject to an NDA), but it's not actually a good basis on which to start. I state the price I want, if I'm not worth that to you, let's not waste each other's time. What I earned now / before / historically is really neither here nor there. It's what I want to earn and "can I do that?". Using a previously-high salary as an indication that you "can do the job" is a really poor indicator. I'd make an exception for if someone ran their own business (i.e. they made all that money themselves from a successful business) but apart from it really has little correlation to their abilities.

      People are too frightened to say what they actually need, refuse to accept less, or raise a concern. I'll happily "embarrass" myself mid-interview by saying "I'm sorry, but this isn't at all what I thought..." or "I'd need a lot more than that" or "I think you'll struggle to fill this role with a competent person as it stands".

      • (Score: 3, Interesting) by MichaelDavidCrawford on Tuesday October 23 2018, @08:45AM

        by MichaelDavidCrawford (2339) Subscriber Badge <mdcrawford@gmail.com> on Tuesday October 23 2018, @08:45AM (#752411) Homepage Journal

        If they actually have one I ask to see it.

        One place I worked at - before I thought to ask about these - absolutely _required all its comments to be preceeded and followed by eighty asterisks.

        But that particular place had never even heard of C++ exception safety, despite that their product was an industrial control system that was used in ways where exception-unsafe code could get a factory worker killed.

        Another thing I've learned to ask to see is their break room. Almost all the places I've worked had the usual dull and functional break rooms, with endless coffee and sometimes an appealing variety of tea bags. But one place I worked had the recycling bin overflowing with beer bottles onto the floor, and on the top of the cabinets were ten or so lovingly displayed two-liter hard liquor bottles.

        What actually led me to broadcast my letter of immediate resignation was not that the owner devoted a solid hour at the end of each workday to yelling at me in private, but that he once made the mistake to so yell at me in the direct presence of a coworker.

        --
        Yes I Have No Bananas. [gofundme.com]
    • (Score: 3, Interesting) by MichaelDavidCrawford on Tuesday October 23 2018, @08:19AM

      by MichaelDavidCrawford (2339) Subscriber Badge <mdcrawford@gmail.com> on Tuesday October 23 2018, @08:19AM (#752403) Homepage Journal

      My client from 2001-2002 was a hedge fund in the Bahamas, which invested two hundred million dollars of just one guy's money.

      He mostly hired British coders "Because they work cheap".

      Their Director Of Research - really their head coder - asked me what a certain unfamiliar construction was in my C++ source. "That's an initialization list", then I explained that Initialization Lists are part of what enables C++ data initialization to have Transactional Commit-Rollback Semantics, just like databases.

      He and I chatted about this for an hour or so, because their codebase had at least one hundred man-years of C++ source in it, yet I was the very first engineer to even know what an Initialization List was. Perhaps it's no coincidence that their system was always dropping dead. It took days to weeks to restart it, because they had to re-sync their model with real trade price history.

      So what kind of sense does this make?

      That guy who was worth $200M? He emailed me one day to say I should come down on my rate by three grand per month, because I lived in Maine. The going rate for Maine coders was quite a lot less than for Silicon Valley coders. My reply?

      "When I lived in Santa Cruz" - not actually in The Valley, but for business purposes it was - "My code was worth ten grand a month. I'm writing the very same high quality code for you now, so my code is _still_ worth ten grand a month".

      He griped about it every time he paid me, but he did continue to pay me ten grand. However, he tried to stiff me out of half my last paycheck. It took a lawsuit threat to get him to cough up. That only worked because hedge funds are very secretive about their methods, in his cause, secretive about his fund's very existence. He didn't want the lawsuit transcript to become public knowledge.

      --
      Yes I Have No Bananas. [gofundme.com]
  • (Score: 2, Interesting) by Anonymous Coward on Monday October 22 2018, @09:34AM (3 children)

    by Anonymous Coward on Monday October 22 2018, @09:34AM (#751919)

    How do you see the recruiters you are working with handling your requests for compensation information?

            Do they drop you like a hot potato?
            Do they answer your questions, like a legitimate business partner?

    You are NOT their business partner; you are their product.
    I have yet to meet a recruiter that doesn't behave as following: The right person for the right job; the right job is the one I need to fill today, the right person is anything with a pulse.

    • (Score: 1) by nitehawk214 on Monday October 22 2018, @03:47PM (1 child)

      by nitehawk214 (1304) on Monday October 22 2018, @03:47PM (#752015)

      Also, recruiters will badger you to lower your asking salary. This does lower their commission (if it is not fixed), but it ensures they get it with the minimum amount of effort.

      The recruiters hoard the jobs and they hoard the job seekers, thus making it difficult for a company to fill a position without their help.

      And, since they will send any resume they have for any position, the company still has to do all the leg work in seeing if a candidate is appropriate.

      Head hunters are entirely useless and provide no benefit to anyone but themselves.

      --
      "Don't you ever miss the days when you used to be nostalgic?" -Loiosh
      • (Score: 3, Informative) by RandomFactor on Thursday October 25 2018, @03:59PM

        by RandomFactor (3682) Subscriber Badge on Thursday October 25 2018, @03:59PM (#753694) Journal

        They provide some value particularly if someone isn't great at job hunting or is new on the market, since it's their job and they are good enough at it, but yeah, they are mostly making a living off of saving people from having to figure out how to job hunt.

        10 REM Begin
        20 Search Monster (et al.) for available positions, parse out keywords.
        30 Search Monster (et al.) for available workers, parse out keywords.

        40 Perform matching on keywords.

        50 Call candidates, tell them you have potential positions for them. If candidate agrees, notify employer you have potential contractor/consultant/employee for them.
        60 Perform minimal vetting

        70 Put the two together for interview.

        80 If contractor/consultant provide cheesy benefits and skim off huge percentage of contract rate--> Profit!
        90 If employee or temp-to-perm --> Profit!

        100 Goto 10

        --
        В «Правде» нет известий, в «Известиях» нет правды
    • (Score: 2) by MichaelDavidCrawford on Tuesday October 23 2018, @08:21AM

      by MichaelDavidCrawford (2339) Subscriber Badge <mdcrawford@gmail.com> on Tuesday October 23 2018, @08:21AM (#752405) Homepage Journal

      -s.

      These days it is damn near impossible to get a job of any sort in the software industry without going through a recruiter.

      I'm building Soggy Jobs so as to break their monopoly.

      --
      Yes I Have No Bananas. [gofundme.com]
  • (Score: 3, Interesting) by pkrasimirov on Monday October 22 2018, @10:17AM

    by pkrasimirov (3358) Subscriber Badge on Monday October 22 2018, @10:17AM (#751927)

    The company I work in has all these as defaults for world-wide. We have internal web page where employees can check the salary ranges for their department (research, administration, sales etc.) grade levels. Note grade level does not mean specific position so one's grade level is still confidential. But if someone is getting promoted they know what salary range to expect.

    On the hiring side they ask you "how much do you expect to get" annually and before taxes.

    It's an EU company.

    And yes, for the HR drones the only mandatory requirement for hire is to be alive. They couldn't care less if the person is incompetent ("we will train you!"), toxic ("we will coach you!"), or even malicious ("ambitious!").

  • (Score: 5, Interesting) by Anonymous Coward on Monday October 22 2018, @03:14PM (5 children)

    by Anonymous Coward on Monday October 22 2018, @03:14PM (#751994)
    This story starts with a recruiter emailing me at 6:30 in the morning, from the East Coast ... because, you know, we don't have any recruiters on the West Coast.

    The email was a sloppy-seconds or -thirds kinda email, cut-and-paste of a cut-and-paste, with absurd amounts of vertical whitespace rendering it unreadable and the presence of inaccurately-added HTML bullet points not helping much at all. I've cleaned it up so that you can read it.

    OBVIOUSLY, I was not the first recipient of this email. It was Thursday morning, and Harvey Nash was getting desperate ...


    10/18/2018 06:24 AM: (email)

    I hope this email finds you well! I recently came across your resume and I wanted to reach out as I believe you are a great fit for an opportunity I am currently working on -- Software Developer IV with Genentech. This is a 5-month contract opportunity located in San Francisco, CA on a W2 contract basis.

    Below you will find additional details about the opportunity. Please let me know if you would be interested in discussing this role in greater detail or if you have any additional questions! My phone: 502-554-2041 and I am available via email all day

    Genentech IT is seeking a highly motivated and customer-focused individual to join our team. Responsibilities include ownership of numerous complex internally developed and commercial Off-The-Shelf (OTS) software solutions with a focus on continuing system and process improvement. In this role you will have regular engagement with a diverse customer base supporting the Sites Services such as Space Planning and Utilization, Environmental Health and Safety, and Site Operations. Ad-hoc support requirements and tight deadlines are typical. You will be the primary liaison to various the Site Services groups and work independently to manage their requests and meet their needs with high customer satisfaction. Strong results-orientation is essential, with a commitment to producing quality solutions that meet IT Security & Quality standards. Embrace changing IT technology, while managing and supporting a robust portfolio of technical solutions. Work with various teams including System Administrators, Database Administrators, Network Administrators and other IT groups to meet the needs of the your customers. Some off-hours work will be required.

    Responsibilities:

    • Responsible for the day-to-day technical operation and support of numerous solutions.

    • Ownership of IT Service Management ticketing queues

    • Provide application integration and solution support working collaboratively with business partners to achieve their

    • strategic goals.

    • Manage the successful implementation and delivery of solution releases, possibly spanning multiple parallel tracks.

    • Responsible for the technical oversight and leadership of outside vendors and international software developers working on the solutions that you own.

    • Work with various global teams including System Administrators, Database Administrators, and Performance Testing experts at a global level to meet the needs of your customers

    Skills:

    - 8+ years familiarity and troubleshooting experience with variety of LAMP stack based web development technologies including Java, PHP, HTML, XML, and Perl.
    - Database query and reporting experience with Oracle, MySql, and MS SQL.
    - Experience with Tableau or report development is ideal.
    - Ability to troubleshoot client applications on both Windows X and Mac OS X Operating Systems.
    - Knowledge of Single Sign On (SSO), reverse proxy, firewall and load balancer technologies.
    - Experience in working with software source code repositories.
    - Experience interacting directly with business customers to help define their requirements and manage their incoming requests to clearly defined SLAs.
    - Excellent written and verbal communication skills.
    - Strong interpersonal skills: listening, engaging, collaboration, integrity, and confidence.
    - Strong technical analysis and decision-making skills. Can independently prioritize work.
    - Work experience in a Biotech or Pharma environment (desired).

    Education:

    - Bachelor's degree or higher in Computer Science or related field


    Brad Orem
    Technical Recruiter
    502-554-2041
    Brad.Orem -AT- harveynashusa -DOT- com
    Harvey Nash - The Power of Talent



    While I don't want you to get distracted, dear reader, it's important to point out that these bunglers don't know the difference between "software developer" and "systems administrator".

    In fact, job titles don't mean anything any more, to many of these people. They are all about KEYWORDS.

    And so I take that motto - "The Power of Talent" - with a asteroid-sized grain of salt. Harvey Nash isn't looking for talent. They have no idea what it looks like. They have no idea what it's called, or how to describe it, using words, or even crayons.

    They don't read resumes - they SEARCH resumes, for KEYWORDS. Like all the other used car salesmen pretending to be technical recruiters. It's all acronyms and buzzwords, to them. Four-on-the-floor? Zero-to-sixty? STP? Virtual reality? Cluster management? DNS? It's all the same, to them.

    That bothers the hell out of me, because I have worked with better recruiters - and I know that Harvey Nash is not achieving excellence with this approach, and never will.


    So, anyway, when two hours had passed and I hadn't responded to his 6:30 AM email yet, Brad got impatient - probably an asshole of a manager was hanging over him and breathing down his neck and demanding "results" - and so Brad decided to use his Skype client to text my cell phone ...


    Oct 18, 2018 8:42:39 AM: (SMS)

    This is Brad with Harvey Nash, earlier I emailed about a Software Developer role at Genentech. Are you interested?


    I don't like receiving text messages from recruiters.

    As I see it, text messaging is for intimate matters. Family communications. Hookups. Drug deals. Music events. Not car salesmen and cyber-pimps.

    Drinking my second cup of coffee, I replied to the unsolicited intrusion into my morning meditations, appropriately:


    Oct 18, 2018 8:45:00 AM: (SMS)

    When you say "earlier", you are referring to events of less than an hour ago, as it is not even 8:45 AM.

    Oct 18, 2018 8:45:49 AM: (SMS)

    I don't take kindly to being goaded, in general.

    Oct 18, 2018 8:48:06 AM: (SMS)

    You want me to rush, then, I'll never hear another word about it. There will be no follow-through.

    Oct 18, 2018 8:49:56 AM: (SMS)

    You'd get better results if you just waited your turn instead of trying to push to the head of the line. And if you weren't standing in 30 others lines, too.

    Oct 18, 2018 8:51:01 AM: (SMS)

    You're just another cut-and-paste artist. I remember when Harvey Nash stood for excellence. Not churn.


    That got a response ...


    Oct 18, 2018 8:55:48 AM: (SMS)

    all I meant by the message was that earlier this morning I emailed you so that you could find it easier in your inbox. I am on EST so I tried to delay the text until after 8am considering you are on the West Coast. If you do not wish to be considered I'll gladly reach out to you about other roles, I appreciate your time


    Oct 18, 2018 9:05:21 AM: (SMS)

    I'm sensitive to the problems of being on the East Coast but don't be pushy. There are recruiters on the West Coast, too.


    I finished attending to other duties, and checked my email. I read the long job description of all the wonderful things I had to be able to do ... but nowhere did I see any mention of COMPENSATION.

    What is this, some sort of sick game? Why do these assholes do this?


    10/18/2018 09:18: (email)

    What's the range of compensation that is being discussed for this position?


    Three hours passed. I asked, again.


    10/18/2018 12:20: (email)

    I'm still waiting to hear what the range of compensation is.

    Do you know?



    Harvey Nash refused to answer my question.


    10/18/2018 12:22: (email)

    The client would like to bring someone in at the current market rate or close to it. Do you have a figure or range in mind that you are targeting?


    10/18/2018 12:39: (email)

    Yes, I am also looking for market range.

    Has the client given you a range?

    Your corporation is doing business in California. Have you acquainted yourself with Labor Code 432.3? It says YOU are supposed to provide ME with the pay range, not the other way around.

    So this would the third time that I am asking you what the pay range is that your client has given you.

    You know, this is a business transaction. You are supposed to build your profit into the billing you deliver to the client, for the service you provide.

    There is absolutely no reason to stiff your candidate - who is probably going to be a temporary employee, of one sort or another, because, as you should know, if you are a REAL employment professional, California is at at-will employment state - so we are ALL temporary employees, one way or another.

    So quit playing like a blushing bride who's never discussed money before and tell me what the pay range is, like the professional you claim to be. You're just delaying the process.

    How would my subordination to your employer's organizational greed add any value to the overall transaction? The answer: It doesn't. You guys are just robbing Peter to pay Paul.

    Please grow up. Quit playing "keep away" with critical information. There is work waiting to be done. Your employer's self-serving behavior is hurting us all.



    That went over like a lead balloon ...


    10/18/2018 13:37: (email)

    I am Brad's Manager at Harvey Nash - he has supplied me the below correspondence between the two of you.

    It does not look like you will be a good match for Harvey Nash so I will take the necessary steps to remove you from our database so nobody from our company is reaching out to you in the future.

    Thank you.

    Have a great day!

    Erick Bosquez
    Director of Vendor Management Operations
    Senior Technical Recruiter - CPSR
    Harvey Nash - The Power of Talent



    Gee, I'm not sure, but it sure seems like Harvey Nash is

    (a) willfully refusing to comply with California Labor Code 432.3, and

    (b) actively retaliating against candidates who bring it to Harvey Nash's collective attention, that they are in violation of a criminal statute.


    Too bad there aren't any recruiters on the West Coast, eh?

    Is anyone interested in joining a class action lawsuit against Genentech?

    I'll bet they've got deeper pockets than Harvey Nash does.
    • (Score: 0) by Anonymous Coward on Monday October 22 2018, @05:15PM

      by Anonymous Coward on Monday October 22 2018, @05:15PM (#752046)

      That was a delicious read, thank you.

    • (Score: 1, Funny) by Anonymous Coward on Monday October 22 2018, @07:29PM

      by Anonymous Coward on Monday October 22 2018, @07:29PM (#752106)

      Good work!

      I have a set of autoreply messages:
      "What is the salary range"
      "How many days off do I get"
      "It is illegal to ask my DOB or SSN before a job offer, are you offering me a job?"
      "no thank you I'm not interested at this time"

      Fucking waste their time every chance you get. It completely wrecks the business model.

      Also give them sass. The other day someone was looking for an actually nicely compensated job "offer guaranteed" to entry level java devs in the middle of the sticks. I sent him a list of local community colleges and told him he could fill those positions in an hour if he stopped spamming people who already had nice jobs and started bothering people who needed work.

    • (Score: 2) by MichaelDavidCrawford on Tuesday October 23 2018, @08:29AM

      by MichaelDavidCrawford (2339) Subscriber Badge <mdcrawford@gmail.com> on Tuesday October 23 2018, @08:29AM (#752406) Homepage Journal

      Four.

      --
      Yes I Have No Bananas. [gofundme.com]
    • (Score: 2) by MichaelDavidCrawford on Tuesday October 23 2018, @08:33AM (1 child)

      by MichaelDavidCrawford (2339) Subscriber Badge <mdcrawford@gmail.com> on Tuesday October 23 2018, @08:33AM (#752407) Homepage Journal

      Snail mail hardcopies of all your email with full headers to the California State Attorney General, along with a cover letter that lucidly and concisely points out the laws they violated, and that also lucidly and concisely asserts that Harvey Nash quite likely violates those laws on a regular basis with many other candidates, at least some of whom remain unaware that their rights were violated.

      HOWEVER.

      It is quite likely that only California residents have standing to complain. If you lived in Oregon or Washington, that might be the case, but it would be productive to point out that Harvey Nash probably violates the laws when it solicits California residents.

      --
      Yes I Have No Bananas. [gofundme.com]
  • (Score: 3, Insightful) by cwadge on Monday October 22 2018, @03:27PM (1 child)

    by cwadge (3324) on Monday October 22 2018, @03:27PM (#752004) Homepage Journal

    I've never had, nor heard of, anyone having a good experience at a company who started out with a low-ball offer. There are often deep institutional problems in such organizations. Personally, I'd rather give a pass to their likes even if they come back with a reasonable or even excellent counter-offer after declining. It demonstrates that they are a) short sighted and b) do not have your best interests in mind.

    • (Score: 1, Interesting) by Anonymous Coward on Monday October 22 2018, @05:08PM

      by Anonymous Coward on Monday October 22 2018, @05:08PM (#752041)

      This. Salary is just so little of the total rate. My loaded rate here is $276K/year. Probably another $30K in annual travel that I cost the company. I get 40% of that. If you are negotiating even $10K (3% of total employee cost to the company), and the company is balking at it, it is a huge red flag. If the company is trying to pay you 10-20% lower than industry average, and trimming costs from your salary (rather than overhead), you should be very concerned.

      Naturally, know your market. If you are top-of-market and looking for top-of-market pay, you have to prove it. But if you are middle-of-market (like myself), you really have to be concerned about a bottom-of-market offer. What will this company do in 5 years if their primary market differentiation is price? "We undercut competition by paying our employees less" is not a sustainable business plan. Among other things, they will lose the competition to *their own employees* (when the good ones leave and form their own company), on the metric of 'quality'.

  • (Score: 2) by MichaelDavidCrawford on Tuesday October 23 2018, @08:36AM

    by MichaelDavidCrawford (2339) Subscriber Badge <mdcrawford@gmail.com> on Tuesday October 23 2018, @08:36AM (#752409) Homepage Journal

    I used to use http://www.salary.com/ [salary.com] to know how much to ask for, but now http://www.payscale.com/ [payscale.com] takes a lot more factors into account.

    --
    Yes I Have No Bananas. [gofundme.com]
  • (Score: 2) by MichaelDavidCrawford on Tuesday October 23 2018, @08:39AM

    by MichaelDavidCrawford (2339) Subscriber Badge <mdcrawford@gmail.com> on Tuesday October 23 2018, @08:39AM (#752410) Homepage Journal

    Scour the job boards for the term "salary history", specifically, look for the positions that request your salary history be provided in your cover letter.

    It happens that there is some guy who drives his wheelchair lift-equipped van around all day, looking for parking lots that don't have a disabled parking space.

    --
    Yes I Have No Bananas. [gofundme.com]
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