jchiles wrote:LurkerTurnedMember wrote:Why not casually being it up to the HR person who did your onboarding process? Say something like, "Thank you very much for helping me with the onboarding process. I do have one more question I'm hoping you could clarify. At the time I began working and accepted the position at [firm name], I thought based on the information available to me that my current pay, X, was the standard for attorneys at my class year. I recently realized that this pay is below the summer and first-year associate pay. Is it possible to increase my salary to match the salaries of other attorneys at my class level?
If not, is there a reason for the salary difference? Thank you for any clarification you can give."
And if the person tells you it's cause you accepted the offer that way well.. They're right and you can't be mad at them really. You should've asked more questions during the interview/negotiation process. "Do you have a standard salary scale for this office? What is that scale? Will my salary be [number that corresponds to your class year]?"
How do you casually ask HR to raise your salary by tens of thousands of dollars? It's not like there is any way they would just be like "oh sorry our mistake we will pay you many more dollars next month"
How do you land in a salary below the standard for your class? If there's a standard then the firm usually just gives that without negotiation. So it's already a weird situation. It's ok to approach the hr person if he doesn't frame it as "give me tens of thousands of dollars" but more as a "will my next pay bump take me to the standard and when would that be" so they are (1) aware he knows of the pay difference and (2) know taking him there would just be the standard.