“The Right To Know Payroll Form helps employees be better informed in the democratic process by shattering the myth that taxes, regulations, and mandates on businesses do not affect them personally.”

http://www.mackinac.org/article.aspx?ID=17

Same goes for car insurance (and all insurance for that matter) – a total rip for those of us who are responsible.

And the comparison is all that matters (to me). How much am I getting? Do I more or less medical with company x or y for comparable coverage. Those are the questions. Maybe this sheet attempts to answer that, but without identically structured sheets from other companies, its just not useful.

Maybe it answers some curiousity questions I had, but that’s it. Big freakin whoop.

To “Tool Man”…Do you understand the basic tenets of capitalism and competition?

The statement is an eye-opener if you’re at the wrong firm. If you’re at the right firm, it means nothing. It’s a bit of PR spin saying, “Look at all the wonderful things we do for you!” But really, it’s a glaring reality check of what you are/are not receiving. I think my old company meant for people leaving to look at their figures and make sure they asked for a higher, ie non-competitive salary, at their new company and then get denied the higher compensation they were looking to receive and then stay. However, as was my case, the desired salary that I asked for was denied, but I still received a very good package that was still $10K higher than my old company’s total compensation. So my old company can go pound sand for the two years of undervaluation they gave me.

I feel that I might have more to say about this in the next few weeks. I can tell you that receiving this did help push me out the door. I’ll have to dig out my old statement. I bet I saved it.

I seem to think training is part of the companies expense in highering me, I shouldn’t have to bear their burden, IMHO.

There’s A logic to it, the value of which is debatable.

I’ve worked for local gov’t and a non-profit in the past. The salary is lower, but that was partially made up by covering 100% of health care premiums. When I made the move to a corporate position, it was important to know the exact costs so I could make sure that I was adequately compensated (since I now have to pay a portion of my premiums).

Also I was told once that the average employee cost approximately 50% more than their salary for benefits, expenses, etc. Just following this rule and a person could figure out a nice approximation.

And like has been stated, there might be a reason why they give/don’t give the collection of information to you, but seeing how more information isn’t necessarily bad, I’d welcome knowing what the company ‘does’ for me. It’ll help me when I look at a different company and realize that they may pay me more money, but my benefits/other options may suffer because of it.

One point is that the company is paying someone to specifically detail every employee’s compensation package. I’m not saying that non-monetary — or otherwise — compensation shouldn’t be tracked, but it does raise an important question: “Why is the company doing this?”

Another point is that you do not know how much you’re worth until you actually start looking at job boards to find out what the market is willing to pay someone such as yourself with your general skill-sets. For me, it turned out that my current second job (total industry change, actually) pays me >20% more than what I had been making in a previous job that paralleled what I originally went to college for.

Bottom line: The whole discussion is academic until you find out (1) the culture of your company and (2) what anyone else is willing to pay you for doing the same job elsewhere.

Your job is worth precisely and exactly what someone is willing to pay you.