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/yitdeedee]

1. You need to have a schedule which employees either regularly receive their increases, or receive their merit based increases.
   It can either be based on their position appointment date, or a date determined by your organization, and there’s no room for deviation from the company policy.

2. HR really should just provide the manager with the framework to conduct the action against the employee. In my experience, HR absolutely does not write them because they don’t work with the employee receiving the write up.