11th March 2012, 09:42 PM
Some employers compensate drivers by paying all their travel time, with passengers only get paid after the first half hour to hour of travel. This seems to work ok, but personally I'd like to see all employees getting paid their work-related travel beyond their standard commute (and yes, defining this is difficult, but many employers seem to have managed it ok).
The recommendations for transparency on adverts would probably be the easier to bring about (BAJR has already indicated it will look at them), and would allow applicants to see what is being paid and for what, rather than a headline wage with no indication of anything else. This will hopefully be simple, easy to implement and police, and effective in giving Diggers what they need. That is the first acheivable goal, then we are looking at creating an 'app' that allows you to punch in the T&C of a potential employer and see what you would be really paid. We created a spreadsheet for this to create the employee scenarios for the report, potentially we could do this with additional variables for costs such as fuel and travel costs. It is astounding what a difference proper travel pay and subs make, this calculator would let you compare and contrast different employers and make an informed decision. There are of course lots of non-financial factors in comparing employers, but knowing the true fiscal value of the employment will enable all this to be weighed up from a more informed position.
The issue with maintaining and updating a full-on comparison website is a real one, if it was an 'official' site then the employers could do this, moderated by third party checks! We thought we'd put it out there as an option and see what people thought. The main thing is that both potential and existing employees know exactly what they are getting paid for, and what they aren't -and how that compares to other employers.
Surely overtime is paid at set rates and within set parameters at your company? Do they drop your basic wage if they have an awkward client too? Seems odd to me, but then I will never be surprised again at the 'business' of archaeology.
The recommendations for transparency on adverts would probably be the easier to bring about (BAJR has already indicated it will look at them), and would allow applicants to see what is being paid and for what, rather than a headline wage with no indication of anything else. This will hopefully be simple, easy to implement and police, and effective in giving Diggers what they need. That is the first acheivable goal, then we are looking at creating an 'app' that allows you to punch in the T&C of a potential employer and see what you would be really paid. We created a spreadsheet for this to create the employee scenarios for the report, potentially we could do this with additional variables for costs such as fuel and travel costs. It is astounding what a difference proper travel pay and subs make, this calculator would let you compare and contrast different employers and make an informed decision. There are of course lots of non-financial factors in comparing employers, but knowing the true fiscal value of the employment will enable all this to be weighed up from a more informed position.
The issue with maintaining and updating a full-on comparison website is a real one, if it was an 'official' site then the employers could do this, moderated by third party checks! We thought we'd put it out there as an option and see what people thought. The main thing is that both potential and existing employees know exactly what they are getting paid for, and what they aren't -and how that compares to other employers.
Surely overtime is paid at set rates and within set parameters at your company? Do they drop your basic wage if they have an awkward client too? Seems odd to me, but then I will never be surprised again at the 'business' of archaeology.