Promotion & Pay Plan

I remember everytime I got a promotion at ERAC. About 4 times, higher position or bigger volume store. I had to relocate to another city 40 miles or more away, with NO relocation package. And I was screwed on every pay plan. My Area Mgr. would either give me a lower commission % than the previous ABM (s) that ran that branch or said he was too busy to sit down and discuss my pay plan. Onetime, I went 3 months w/ no commission but w/ a base salary. MTs & MAs were making more w/ OT pay, than I as a ABM. When I confronted my Area Mgr. on doing what is "fair." Then my reputation w/ uppermanagement was consider a bitter employee. Has anyone heard or experience anything similiar to this???

This is a perfect example of a Area Manager killing any credibility with the people they need on thier side in the trenches.

A promotion/pay plan should always put you in a better position than the one you just were promoted from.

Sometimes the percentage thing would mess with people and get all bent out of shape if they got a smaller percentage at the new branch than the one that they got promoted from. What I always tried to do was show them how the $$ came out in thier favor.

Also... the company relocation plan really sucks until you get promoted to L3 and above. Branch Managers really get hosed compared to relocations that my friends at other large companies recieved.

Happened to me. I got promoted to BM to the worst performing branch in GP 32. No OP for 12 months in a row. They put me at 7.5%. Six months later, FLIP is out of control at over 150 per car and we're OP'ing at around 80. We also fleeted up from 75 to 150 cars. I was making a killing when my ARM called me into a meeting. I thought, they were gonna promote me or give me some sort of free lunch or something for making them a boat load of cash. Guess, what? I got a freakin' pay cut. They said, I was earning too much. WTF?!

Needless to say, I starting looking for another job right away on marketing days. Well, the days I wasn't getting high and surfing. So it took me a month to find. Meanwhile, I had other issues with my ARM regarding the class action suit vs. assistants that also helped me run out the door.

With all the crap they sell on "running your own business," when you start making "too much" money, they punish you. "Do the right thing." LMFAO @ ERAC.

When I was studying for my grill, I constantly learned and was taught that personnel expense was the largest and most controllable cost. However, erac tends to control that cost through unpaid lunches and the kind of things mentioned above. Examples like this are exactly why erac looks so profitable in their income reports that they brag about to their employees. To those Erac lovers that brag about how the company remains profitable.....no sh1t a company will continue to rake in the profits...when they get rid of those pesky costs. Ah, but they fail to mention that little detail when they share the raw number of their profitablity reports with their loyal employees.

I agree with past responses. The company would take good performers, place them in under performing branches....full popping them on commisions...then once they get the branch turned around and profitable....cut the commission on the BM. I am sorry, what type of incentive is that? Being the base salary was so low that you could barely survive on that, and also at time the MT's were making more money than the AM and BM who supposedly were making bank on the commission plan.
Been there, done that.....
There are ample opportunities outside of ERAC that you work less hours and make more. You just need to take the time to actually look. Oooops, sorry....I forgot that if you are still employed with ERAC....when would you have the actual time....730 - 6...630...7...730......