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[Anonymous User]

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Thanks for the replies. Have a plan of action.

[ExpOriental]

My thought is that you sound like a pain in the ass who is going to hold a grudge against your colleague for their grave sin of being a better negotiator than you.

The notion that this somehow requires a response from you is absurd. Nor is it "obviously frustrating." Expect to acquire a negative reputation if you make a stink about it.

[Anonymous User]

I’m in-house in NY. Very well paid (above market for in-house). Job is fairly easy. It’s a unicorn job and I feel fortunate.

Started this job at the same time as a colleague during Covid, summer 2020. I found out last week that he got a sign-on bonus of $55k! I never asked for nor received a sign-on bonus. We’re otherwise on the same salary and equity scale.

Colleague and I have similar experience and do the same job. I expect to receive an exceeds or greatly exceeds annual review and will likely be compensated well, but I highly doubt it’ll be $55k worth (plus that increase will be for a merit increase which I earned separately).

While I’m generally happy with my pay (like I mentioned, it’s above market), this is obviously frustrating. I was the one who didn’t ask for a sign-on bonus, but it still feels unfair for there to be such a large difference.

I’m thinking of speaking with my manager, probably before annual reviews are completed (so she can advocate and try to get me as much money as possible). Would be respectful, inform her that it’s come to my attention that one or more colleagues are paid more for doing the same job when accounting for one time payments, that I think I provide a lot to the company and enjoy working here, but ask what can be done to address this.

Any thoughts?

What % is $55k of your overall package? You may be able to get an ad-hoc bonus to make up for it, but it depends on where your overall package, in particular your base. At least in my F500 ad-hoc bonus is scaled based on your normal salary.

[luxlisbon]

I understand why you’re upset about it, but it doesn’t seem like bringing this up will help you. That ship has sailed. Sign on bonuses are one time bonuses for when you start a new role. You started a year and a half ago at this point. You didn’t ask for a sign on bonus when you got the offer. You’re no longer a new hire. It seems unlikely they would give it to you now because you point out your colleague got one a year and a half ago.

[Anonymous User]

My thought is that you sound like a pain in the ass who is going to hold a grudge against your colleague for their grave sin of being a better negotiator than you.

The notion that this somehow requires a response from you is absurd. Nor is it "obviously frustrating." Expect to acquire a negative reputation if you make a stink about it.

I'm the third poster in this thread, and I'm not sure if I agree with your view. As I mentioned, there are ways to make one time ad-hoc bonus payments at least at my F500, and I think it's always acceptable to ask especially if OP has been performing well. There may also be comp equity HR guidelines at the company that specifically addresses situations like this with a separate pool of "equity" or "retention" money so the ad-hoc bonus doesn't eat into legal's budget.

[hangtime813]

I'd let this go immediately. It sucks, but you'd risk bad blood between you and your manager, coworker, etc. Plus there could be a lot of factors that went into that sign on bonus that your coworker received which you didn't get (for one, they probably asked for it, market conditions, YOE, hiring needs, etc.)

[Buglaw]

Dude, someone will always get something better than you in some way. It sounds like you really like your job and feel lucky to have it. It also sounds like a great job. I would suggest instead of worrying what to do about this, worry about how to change your mindset. Try and be grateful for all the good things you have and not obsess about something negative. I think you'll be a bunch happier if you take this approach then if you ask for, and somehow receive, additional comp.

[Sackboy]

I'm always an advocate of self-advocacy, but I'd center that around being aggressive in asking for an above-market raise/bonus or other perks when your annual review comes around. You're far beyond sign on bonus territory. At this point, it's a retention bonus, and the optics of asking for a retention bonus are pretty bad from the employee side. It makes you sound like a flight risk (as opposed to being an aggressive negotiator when asking for a higher annual raise/bonus or other perks) for a job that you've described as a "unicorn". Let this be a $30k post-tax lesson to always negotiate aggressively for your comp not only at your current employer but also when leaving to a new one.

[dyemond]

I’m in-house in NY. Very well paid (above market for in-house). Job is fairly easy. It’s a unicorn job and I feel fortunate.

Started this job at the same time as a colleague during Covid, summer 2020. I found out last week that he got a sign-on bonus of $55k! I never asked for nor received a sign-on bonus. We’re otherwise on the same salary and equity scale.

Colleague and I have similar experience and do the same job. I expect to receive an exceeds or greatly exceeds annual review and will likely be compensated well, but I highly doubt it’ll be $55k worth (plus that increase will be for a merit increase which I earned separately).

While I’m generally happy with my pay (like I mentioned, it’s above market), this is obviously frustrating. I was the one who didn’t ask for a sign-on bonus, but it still feels unfair for there to be such a large difference.

I’m thinking of speaking with my manager, probably before annual reviews are completed (so she can advocate and try to get me as much money as possible). Would be respectful, inform her that it’s come to my attention that one or more colleagues are paid more for doing the same job when accounting for one time payments, that I think I provide a lot to the company and enjoy working here, but ask what can be done to address this.

Any thoughts?

ITT, user fails to negotiate a critical business term at outset of documenting an agreement, wonders whether it would be a good tactic to try and renegotiate their deal.

[Anonymous User]

I’m in-house in NY. Very well paid (above market for in-house). Job is fairly easy. It’s a unicorn job and I feel fortunate.

Started this job at the same time as a colleague during Covid, summer 2020. I found out last week that he got a sign-on bonus of $55k! I never asked for nor received a sign-on bonus. We’re otherwise on the same salary and equity scale.

Colleague and I have similar experience and do the same job. I expect to receive an exceeds or greatly exceeds annual review and will likely be compensated well, but I highly doubt it’ll be $55k worth (plus that increase will be for a merit increase which I earned separately).

While I’m generally happy with my pay (like I mentioned, it’s above market), this is obviously frustrating. I was the one who didn’t ask for a sign-on bonus, but it still feels unfair for there to be such a large difference.

I’m thinking of speaking with my manager, probably before annual reviews are completed (so she can advocate and try to get me as much money as possible). Would be respectful, inform her that it’s come to my attention that one or more colleagues are paid more for doing the same job when accounting for one time payments, that I think I provide a lot to the company and enjoy working here, but ask what can be done to address this.

Any thoughts?

I'm surprised everyone thinks this is such a strange topic to broach. OP has a better sense of whether or not relationships and company culture are such that this is an awkward or problematic matter to address with the manager, but it seems to me that if you respectfully and non-confrontationally bring it up, then it would be weird for a manager to be upset. My expectation would be that a manager would point to some specific timing difference in the hiring, some resume difference, or a job role distinction that they'd use a fig leaf justification for the bonus. No harm, though, in asking. I also wouldn't think it would be odd to be flexible about how to get closer to being made whole - i.e. a bonus bump now, maybe not 55k, but something.

It's also normal to have 20/20 hindsight on compensation negotiation. If you're a good employee and they want you to be happy - and they realize they pocketed 55k on your hiring they were prepared to offer and probably budgeted for - it may not be that odd to give you something. This whole scenario just sounds very routine.

[Sackboy]

I'm surprised everyone thinks this is such a strange topic to broach. OP has a better sense of whether or not relationships and company culture are such that this is an awkward or problematic matter to address with the manager, but it seems to me that if you respectfully and non-confrontationally bring it up, then it would be weird for a manager to be upset. My expectation would be that a manager would point to some specific timing difference in the hiring, some resume difference, or a job role distinction that they'd use a fig leaf justification for the bonus. No harm, though, in asking. I also wouldn't think it would be odd to be flexible about how to get closer to being made whole - i.e. a bonus bump now, maybe not 55k, but something.

It's also normal to have 20/20 hindsight on compensation negotiation. If you're a good employee and they want you to be happy - and they realize they pocketed 55k on your hiring they were prepared to offer and probably budgeted for - it may not be that odd to give you something. This whole scenario just sounds very routine.

Asking for a sign on bonus 1.5 years after you were hired is anything but routine. Have you never dealt with office politics? Managers can be upset over anything and everything, regardless of how non-confrontational you are. So, yes, there absolutely can be harm in asking. This is why OP should strongly consider what their personal situation is like and whether it will create bad blood. If there is a remote possibility and OP wants to stay at this "unicorn" job long term, OP should just attempt to negotiate a better raise/annual bonus. Also, no, the Company does not still have $55k budgeted for OP to ask for a signing bonus 1.5 years after the fact.

[Anonymous User]

I'm surprised everyone thinks this is such a strange topic to broach. OP has a better sense of whether or not relationships and company culture are such that this is an awkward or problematic matter to address with the manager, but it seems to me that if you respectfully and non-confrontationally bring it up, then it would be weird for a manager to be upset. My expectation would be that a manager would point to some specific timing difference in the hiring, some resume difference, or a job role distinction that they'd use a fig leaf justification for the bonus. No harm, though, in asking. I also wouldn't think it would be odd to be flexible about how to get closer to being made whole - i.e. a bonus bump now, maybe not 55k, but something.

It's also normal to have 20/20 hindsight on compensation negotiation. If you're a good employee and they want you to be happy - and they realize they pocketed 55k on your hiring they were prepared to offer and probably budgeted for - it may not be that odd to give you something. This whole scenario just sounds very routine.

Asking for a sign on bonus 1.5 years after you were hired is anything but routine. Have you never dealt with office politics? Managers can be upset over anything and everything, regardless of how non-confrontational you are. So, yes, there absolutely can be harm in asking. This is why OP should strongly consider what their personal situation is like and whether it will create bad blood. If there is a remote possibility and OP wants to stay at this "unicorn" job long term, OP should just attempt to negotiate a better raise/annual bonus. Also, no, the Company does not still have $55k budgeted for OP to ask for a signing bonus 1.5 years after the fact.

This seems like a weirdly bad faith reading of what I wrote in the post you're responding too. It's really not clear to me why people are having such stern and heated responses to this topic, but I'll just leave this thread now and hopefully other people will pipe up with some more thoughts. Good luck in any case OP!

[Anonymous User]

I’m in-house in NY. Very well paid (above market for in-house). Job is fairly easy. It’s a unicorn job and I feel fortunate.

Started this job at the same time as a colleague during Covid, summer 2020. I found out last week that he got a sign-on bonus of $55k! I never asked for nor received a sign-on bonus. We’re otherwise on the same salary and equity scale.

Colleague and I have similar experience and do the same job. I expect to receive an exceeds or greatly exceeds annual review and will likely be compensated well, but I highly doubt it’ll be $55k worth (plus that increase will be for a merit increase which I earned separately).

While I’m generally happy with my pay (like I mentioned, it’s above market), this is obviously frustrating. I was the one who didn’t ask for a sign-on bonus, but it still feels unfair for there to be such a large difference.

I’m thinking of speaking with my manager, probably before annual reviews are completed (so she can advocate and try to get me as much money as possible). Would be respectful, inform her that it’s come to my attention that one or more colleagues are paid more for doing the same job when accounting for one time payments, that I think I provide a lot to the company and enjoy working here, but ask what can be done to address this.

Any thoughts?

I'm surprised everyone thinks this is such a strange topic to broach. OP has a better sense of whether or not relationships and company culture are such that this is an awkward or problematic matter to address with the manager, but it seems to me that if you respectfully and non-confrontationally bring it up, then it would be weird for a manager to be upset. My expectation would be that a manager would point to some specific timing difference in the hiring, some resume difference, or a job role distinction that they'd use a fig leaf justification for the bonus. No harm, though, in asking. I also wouldn't think it would be odd to be flexible about how to get closer to being made whole - i.e. a bonus bump now, maybe not 55k, but something.

It's also normal to have 20/20 hindsight on compensation negotiation. If you're a good employee and they want you to be happy - and they realize they pocketed 55k on your hiring they were prepared to offer and probably budgeted for - it may not be that odd to give you something. This whole scenario just sounds very routine.

I'm the third and fifth poster and I agree -- so long as it is not brought up in a confrontational manner, it's totally fine to bring it up. I'm surprised that so many people think otherwise, but I guess this really depends on the culture of different companies. At my F500, a salary mapping/equity analysis can easily be done and there could potentially be adjustments (that doesn't even use your manager's legal budget if it's equity/retention related). The worst that could happen is that your manager says no and you are still not worse off than where you are, and the next time you ask for something your manager would be less likely to say no again, assuming you're otherwise performing. And I'm not sure what OP's practice area is, but it's an applicant's market out there in most practice areas, particularly capital markets/M&A. So I think OP should ask, esp. if OP is in these hot practice areas.

[Anonymous User]

OP here. Thanks for all the replies so far.

To provide some additional context: my company prides itself on pay equity and formulaic pay. They believe formulaic pay is more fair so that employees with similar titles, years of experience, annual review ratings, etc. are all paid roughly equal. I knew that going into the offer, and I thought formulaic pay meant the entire compensation package was formulaic and could not be materially changed. Apparently I was wrong (and it's also BS to not count sign-on bonus when considering pay equity).

What's weird about this situation is that I would've gladly done this job for half the pay, if that's what the regular pay was at this company. But I don't like feeling that I'm not being paid fairly compared to my colleagues, and honestly I'm very comfortable financially and don't need the job in any event (which makes me want to be bolder here). I was thinking I would prob stay no more than a few more years, so this emboldens me.

As for those folks that are commenting on me asking for a sign-on bonus 1.5 years after being hired - note that I never stated I would ask for a sign-on bonus. I would respectfully make my case that I'm being paid less than colleague(s) that are doing the same work, and ask how we might be able to increase my overall compensation (whether by raise/bonus/additional equity) to compensate for that above and beyond my regular merit increase.

I don't think my manager would take it poorly, so I don't think there's much risk to harming that relationship. I also plan to speak with a very senior person at my company in legal that I trust and who has share internal comp info with me previously. I'll wait to get her specific suggestions before considering having any manager conversation.

[Anonymous User]

OP here. Thanks for all the replies so far.

To provide some additional context: my company prides itself on pay equity and formulaic pay. They believe formulaic pay is more fair so that employees with similar titles, years of experience, annual review ratings, etc. are all paid roughly equal. I knew that going into the offer, and I thought formulaic pay meant the entire compensation package was formulaic and could not be materially changed. Apparently I was wrong (and it's also BS to not count sign-on bonus when considering pay equity).

What's weird about this situation is that I would've gladly done this job for half the pay, if that's what the regular pay was at this company. But I don't like feeling that I'm not being paid fairly compared to my colleagues, and honestly I don't need the job/money in any event (which makes me want to be bolder here).

As for those folks that are commenting on me asking for a sign-on bonus 1.5 years after being hired - note that I never stated I would ask for a sign-on bonus. I would respectfully make my case that I'm being paid less than colleague(s) that are doing the same work, and ask how we might be able to increase my overall compensation (whether by raise/bonus/additional equity) to compensate for that above and beyond my regular merit increase.

I don't think my manager would take it poorly, so I don't think there's much risk to harming that relationship. I also plan to speak with a very senior person at my company in legal that I trust and who has share internal comp info with me previously. I'll wait to get her specific suggestions before considering having any manager conversation.

You and your colleague are "on the same salary and equity scale." That seems like "pay equity" to me.

[Anonymous User]

OP here. Thanks for all the replies so far.

To provide some additional context: my company prides itself on pay equity and formulaic pay. They believe formulaic pay is more fair so that employees with similar titles, years of experience, annual review ratings, etc. are all paid roughly equal. I knew that going into the offer, and I thought formulaic pay meant the entire compensation package was formulaic and could not be materially changed. Apparently I was wrong (and it's also BS to not count sign-on bonus when considering pay equity).

What's weird about this situation is that I would've gladly done this job for half the pay, if that's what the regular pay was at this company. But I don't like feeling that I'm not being paid fairly compared to my colleagues, and honestly I don't need the job/money in any event (which makes me want to be bolder here).

As for those folks that are commenting on me asking for a sign-on bonus 1.5 years after being hired - note that I never stated I would ask for a sign-on bonus. I would respectfully make my case that I'm being paid less than colleague(s) that are doing the same work, and ask how we might be able to increase my overall compensation (whether by raise/bonus/additional equity) to compensate for that above and beyond my regular merit increase.

I don't think my manager would take it poorly, so I don't think there's much risk to harming that relationship. I also plan to speak with a very senior person at my company in legal that I trust and who has share internal comp info with me previously. I'll wait to get her specific suggestions before considering having any manager conversation.

You and your colleague are "on the same salary and equity scale." That seems like "pay equity" to me.

There's a $55k pay difference. Clearly not being paid the same for the same job. Next time, make a more compelling argument and explain why you believe that a sign-on bonus isn't relevant for comparing pay.

[dyemond]

OP here. Thanks for all the replies so far.

To provide some additional context: my company prides itself on pay equity and formulaic pay. They believe formulaic pay is more fair so that employees with similar titles, years of experience, annual review ratings, etc. are all paid roughly equal. I knew that going into the offer, and I thought formulaic pay meant the entire compensation package was formulaic and could not be materially changed. Apparently I was wrong (and it's also BS to not count sign-on bonus when considering pay equity).

What's weird about this situation is that I would've gladly done this job for half the pay, if that's what the regular pay was at this company. But I don't like feeling that I'm not being paid fairly compared to my colleagues, and honestly I don't need the money in any event (which makes me want to be bolder here).

As for those folks that are commenting on me asking for a sign-on bonus 1.5 years after being hired - note that I never stated I would ask for a sign-on bonus. I would respectfully make my case that I'm being paid less than colleague(s) that are doing the same work, and ask how we might be able to increase my overall compensation (whether by raise/bonus/additional equity) to compensate for that above and beyond my regular merit increase.

I don't think my manager would take it poorly, so I don't think there's much risk to harming that relationship. I also plan to speak with a very senior person at my company in legal that I trust and who has share internal comp info with me previously. I'll wait to get her specific suggestions before considering having any manager conversation.

They did the extra work of negotiating for an increased comp package. You're not exactly making the case for an "equitable pay" system tbqh.

[Anonymous User]

Disagree. A company that says they pay everyone the same based on position, title, etc. should include sign-on bonus as part of the overall compensation that they’re saying is equal.

[Anonymous User]

OP here. Thanks for all the replies so far.

To provide some additional context: my company prides itself on pay equity and formulaic pay. They believe formulaic pay is more fair so that employees with similar titles, years of experience, annual review ratings, etc. are all paid roughly equal. I knew that going into the offer, and I thought formulaic pay meant the entire compensation package was formulaic and could not be materially changed. Apparently I was wrong (and it's also BS to not count sign-on bonus when considering pay equity).

What's weird about this situation is that I would've gladly done this job for half the pay, if that's what the regular pay was at this company. But I don't like feeling that I'm not being paid fairly compared to my colleagues, and honestly I don't need the money in any event (which makes me want to be bolder here).

As for those folks that are commenting on me asking for a sign-on bonus 1.5 years after being hired - note that I never stated I would ask for a sign-on bonus. I would respectfully make my case that I'm being paid less than colleague(s) that are doing the same work, and ask how we might be able to increase my overall compensation (whether by raise/bonus/additional equity) to compensate for that above and beyond my regular merit increase.

I don't think my manager would take it poorly, so I don't think there's much risk to harming that relationship. I also plan to speak with a very senior person at my company in legal that I trust and who has share internal comp info with me previously. I'll wait to get her specific suggestions before considering having any manager conversation.

They did the extra work of negotiating for an increased comp package. You're not exactly making the case for an "equitable pay" system tbqh.

That doesn’t make sense. Equal pay companies pay the same amount for the same work. Don’t say you’re going to do equal pay, if you’re actually going to pay based on negotiation tactics.

[Anonymous User]

Does the OP know why the colleague received the signing bonus (other than asking for it)? Maybe he/she left a mid-year bonus on the table to join the company.

[Anonymous User]

Keep in mind that a lot of companies require you to keep your pay confidential, so by bringing this up you could not only make yourself look bad, but also get your colleague into trouble for talking about it with you. Getting data points from someone in legal who probably shouldn’t be sharing that with you anyway probably wouldn’t help matters.

[Anonymous User]

Keep in mind that a lot of companies require you to keep your pay confidential, so by bringing this up you could not only make yourself look bad, but also get your colleague into trouble for talking about it with you. Getting data points from someone in legal who probably shouldn’t be sharing that with you anyway probably wouldn’t help matters.

OP here. This is not a concern. Plus, for a company that talks up pay equity, it would be a really poor look.

[CanadianWolf]

Does the OP know why the colleague received the signing bonus (other than asking for it)? Maybe he/she left a mid-year bonus on the table to join the company.

Agree that this is an important aspect that should be considered.

In addition to foregoing a bonus, the other worker may have been on the verge of being fully vested on his or her retirement company contributions to a qualified retirement plan, or the other employee may have incurred significant moving expenses or had other factors relevant to receiving a signing bonus.

OP: Are you a member of a protected class ?

[nixy]

Keep in mind that a lot of companies require you to keep your pay confidential, so by bringing this up you could not only make yourself look bad, but also get your colleague into trouble for talking about it with you. Getting data points from someone in legal who probably shouldn’t be sharing that with you anyway probably wouldn’t help matters.

There may be some weird wrinkle I'm missing, but it's generally illegal to prevent employees from discussing their salaries with each other.

OP, I haven't been in your situation, but your proposed plan of action sounds sensible, especially feeling out your senior colleague before making any requests.

For the other posters who think this is a horrifying ask, there's a growing recognition that relying on applicants' negotiating skills to get the best salary suppresses the salaries of women/BIPOC (and not only because they won't negotiate, but also because their negotiations aren't received in the same way). If the company makes a big thing about pay equity and formulaic pay, asking about this seems reasonable (especially if the OP falls into one of those groups). I have no idea what the result of OP's conversation will be, but it doesn't seem crazy to broach it. Maybe they risk alienating someone, but the optics behind firing someone because they inquired about bringing their compensation up to a colleague's level aren't very good either. If the OP has a good relationship with their bosses and is doing good work, asking respectfully about this stuff shouldn't destroy their standing in the company.

[Anonymous User]

OP - you should have gotten this money 1.5 years ago. Don’t forget the time value of money. You’re opening demand should account for how much that money would be worth today after you had invested it in the market and seen big gains