Samir GrantCEP, CSI
Head of Reward at Vantage Telecom
São Paulo, Brazil
60 points1 ribbon3 discussions7 replies1 answer accepted
Activity
3 discussions · 7 repliesAsked in Pay Equity & Transparency ·
Are you already testing the 5% joint assessment trigger per category, or waiting?
0 replies
Asked in Compensation ·
Shift leaders earning only 4% more than the operators they supervise: what gap is normal?
0 replies
Replied to in São Paulo Chapter ·
PLR design in a high-inflation year
Have you looked at the split between company and unit indicators? Ours was 50 and 50 like yours, and operations people felt punished for margin pressure they co
Replied to in São Paulo Chapter ·
PLR design in a high-inflation year
Industrial company in the interior of the state, about 6,000 employees. Our union asked for a guaranteed minimum of 0.8 salary whatever the results. We refused
Replied to in São Paulo Chapter ·
PLR design in a high-inflation year
Be careful about changing indicators to rescue a low payout. Our labour counsel is strict that PLR rules need to be clear, objective and agreed in advance for t
Replied to in São Paulo Chapter ·
PLR design in a high-inflation year
We moved to EBITDA margin in 2023 and kept one nominal indicator, net revenue, at 20 percent weight. The commission accepted it because we showed three years of
Posted in São Paulo Chapter ·
Pay equity reporting under the Brazilian Equal Pay Act
2 replies
Replied to in Pay Equity & Transparency ·
Nine months of pay ranges on every Ontario posting: what moved and what did not
Those 22 people below the minimum are the real finding. We had 47 out of 3,300 when we started posting in British Columbia, and fixing them before the adverts w
Replied to in Pay Equity & Transparency ·
Running the analysis under legal privilege: who inside HR gets to see the output?
We run two tracks. The privileged track is the statistical study, commissioned by counsel, seen by five people. The business track is a list of individual pay a
Answered in Benefits & Wellbeing ·
Replacing a benefits platform: which selection criteria turned out to matter?
✓ Accepted answer · I would cut your 60 lines to about eight and make three of them pass or fail. Ours were: a tested payroll file for every country in scope, named implementation
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