Ask HR: What’s the Best Way to Ask for a Raise?

SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP, answers HR questions each week for USA Today.

Do you have an HR or work-related question you’d like him to answer? Submit it here.

I have not had a cost-of-living adjustment or merit increase in four years. To keep up with the rising cost of living, I’ve taken a part-time job. Now my boss is concerned that it interferes with my primary job. How can I best approach her to ask for money? Or would it be better to find a new job altogether? –Kymena

Johnny C. Taylor, Jr.: I understand the challenges you’re facing, and it’s important to carefully consider your options before discussing financial concerns with your boss or contemplating a job change.

First, reflect on whether you still enjoy your primary job. If not, it might be worthwhile to explore other job opportunities better aligned with your career goals. On the other hand, if you do enjoy your current role, assess the overall financial health of the business.

If the company is experiencing financial difficulties, cutbacks or layoffs, it may not be the ideal time to request a raise. In such situations, you could continue with your second job and discuss with your manager how to ensure it doesn’t affect your primary responsibilities. Additionally, inquire about the possibility of future raises within the organization.

If you’ve reached the maximum salary for your position, explore internal opportunities offering a higher salary range. Discuss potential career progression with your manager to understand available options.

Consider alternative ways to increase your income within your current role, such as overtime or differential pay for specific tasks. Reach out to your human resources department to clarify your eligibility for such opportunities.

If you’re unsure about the reasons behind the lack of pay increases, do some thorough research. Determine the amount needed to offset the income from your second job. Look into comparable salaries for your position, considering industry and geographic location, and compile a list of your accomplishments to support your request for a raise.

If, after your efforts, you are not provided with a valid reason, your requests are denied or you’re informed that there will be no future increases, it might be worth considering seeking other employment.

Before making any decisions, I recommend having an open and honest conversation with your manager about your concerns. Communication is key to understanding the situation and exploring potential solutions.

Best of luck in navigating this situation and finding the best path forward.

I was recently suspended from my job as a service agent for an auto dealership repair center after I dyed my hair purple. My manager said my appearance did not conform with their image. Is this legal? Can a company fire you or suspend you for your hair color? –Carol

Johnny C. Taylor, Jr.: I’m sorry to hear of your recent suspension. The legality of an employer taking disciplinary action based on an employee’s hair color can depend on various factors.

Currently, there is no federal law specifically prohibiting discrimination based on hair color. However, it’s essential to consider the CROWN Act, which has been enacted in several states and provides protection to employees to wear their hair naturally based on their ethnicity. Additionally, the Equal Employment Opportunity Commission (EEOC) prohibits discrimination based on religious dress and grooming practices, which may include certain hairstyles depending on an employee’s religion.

Outside of these considerations, companies have the flexibility to establish their own dress code policies, which may include restrictions on hair color. Hair color is not typically considered a protected class, allowing companies to discipline, suspend or terminate employees if company policy is not followed.

Organizations often develop dress code policies based on their business needs and the professional image they want to present to customers. Employees play a crucial role in forming the first impression customers have of a company, and vibrant hair colors may impact an organization’s brand image. Most companies have language in their dress code policies outlining what is deemed acceptable and what is not, and effective communication ensures that employees are aware of these expectations.

However, a crucial factor to consider is whether the company is applying its hair color policy consistently to all employees. If the rule is enforced unequally based on race, gender, age or another protected class, it may be considered discriminatory. For instance, if some employees are allowed to have purple hair while others are not, the policy might be applied inconsistently.

Ultimately, if you have further questions about your suspension or the company’s dress code policy, reach out to your human resources department. They can provide more information about the specific circumstances and policies at play in your situation.