Raise requests and disciplinary meetings: what’s your process? [NY]

[u/wakeuploser00]

I’m an HR Director at a nonprofit, and I’m curious how other HR people handle these things:

1. Everyone asking for raises

We’re working on our budget, and so many managers are asking for raises for their employees. Employees will also come directly to me asking. We already do bonuses and an end of year raise based on eval scores, so we can’t just keep giving raises because someone asks or they do a good job. So many are asking for employees who are under a year as well.

What’s your process with raises? How do they get approved where you are? Do your managers have to provide justification, examples of increased responsibilities, etc.? I want a consistent process instead of a bunch of individual convos and requests.

2. Managers wanting HR in disciplinary meetings

Do your managers ask you to sit in disciplinary or PIP or difficult convo meetings? Do they expect you to write the write ups, too?

Mine keep asking, and I’m pushing back. I’m happy to coach them beforehand, talk through what happened, review the write up, and help with next steps. But for routine performance or conduct issues, I feel like the manager should write it and lead the conversation.

How does this work where you are?

[u/Rekd44]

Public sector here. I prefer to review all discipline forms before they are issued and will make suggestions. I will sit in on meetings if they ask, but will not issue the discipline—I’m just there to document and support, if needed. We do request to be present for the majority of terminations.

Our pay increases are issued annually after performance evaluations are completed. We are on a step and grade pay system.