YORK, Pa.—Rutter’s is raising its starting wage to $16 an hour, the retailer said in a news release.
This is the company’s third time increasing wages in 2021, and the fifth time in two years—a more than 40% increase in wages since December 2019. The company also is giving its corporate employees a 10% raise.
“At Rutter’s, we believe in recognizing the hard work and dedication in our fantastic employees,” said Suzanne Cramer, Rutter’s vice president of human resources. “We’re thrilled to increase our wages again for our team members and field employees and want to thank them for their efforts that continue to make Rutter’s an industry leader.”
Convenience retailers are increasing their minimum wages to stay competitive. Sheetz also raised its starting pay this year. Some 7-Eleven locations are currently offering $500 new hire bonuses, and select GPM Investments c-stores are offering $2,500 sign-on bonuses. Many other retailers offered hiring bonuses during the summer. In 2020, the average full-time associate starting wage at a convenience store was $11.89 an hour, which was up 40.5% in the past 10 years, according to the NACS State of the Industry Compensation Report® of 2020 Data.
Other retailers also pay above the minimum wage to attract talent in a tight labor market. Walmart pays on average $16.40 in the U.S. Target’s minimum wage is $15 an hour, and it is paying its team members an extra $2 an hour if they work on a Saturday or Sunday between Nov. 20 and Dec. 19, as well as Friday, Dec. 24 and Sunday, Dec. 26. Starbucks also announced it will raise wages at least twice next year, which would bring its starting pay to $15 an hour by next summer and its average pay to $17.
To help convenience retailers attract and retain top-notch people, NACS partnered with the nonprofit Good Jobs Institute in January 2020 to bring the Good Jobs Strategy to the industry.
Retailers can access the Good Jobs Calculator, designed exclusively for NACS and the convenience industry. This tool allows retailers to use their own data and customized assumptions about the amount of improvement or uplift achievable, and executives can run scenarios on the bottom-line impact of a Good Jobs system.
A recent NACS webinar explored how retailers can attract and hire team members today and in the future. From virtual hiring to job shadowing, retailers are employing a host of ways to find and connect with potential workers.
Look for “Understanding Your Local Labor Landscape” in the just-published December issue of NACS Magazine for tips on building an effective employee value proposition and how to gain an edge when competing for candidates.