Thanks John and Jon,

I think that is a little different.

Our newest MA makes less than our MA with a year of experience who, in turn, makes less than our CMA who is certified (they all know there is a dollar raise for being certified -- yet most don't -- crazy) who knows that she will make less than the biller. They all know that.

Now, our annual session with staff to over their performance and give raises is different and can cause friction.

We almost always give the same bonuses based on part-time vs full-time.

While from management's perspective, it makes perfect sense to give a larger bonus to an employee who is working harder, giving less to an employee who thinks they are working just as hard causes ill feelings. It just does.

What we will do is give bonuses throughout the year to employees who have performed exemplary, but they are asked to keep this confidential especially if they wish to get more bonuses.


Bert
Pediatrics
Brewer, Maine