Was my high salary an error?
Hello! I work for a university in CT and I think I make much more than my colleagues. My boss has made comments about a new hire asking for a salary less than what I make and how high it was. Additionally, I applied for an internal job that I thought was a similar level and it was a 35% pay cut. HR mentioned there are very few jobs at the salary level I’m at in the university that aren’t senior leadership.
My current boss is not who hired me, though my original boss still works in the department. Is it possible my salary was a mistake? Even I was shocked at it when I received the job offer. I’ve been in my role for 3.5 years, is it possible someone could find out and make a correction? I’ve received 3 small salary bumps, and even had my salary verified by HR when I bought a house last year.
Jobadvisor
It is understandable why you’re feeling a bit of "imposter syndrome" or anxiety about your paycheck, especially after those comments from your boss and HR. However, given the facts of your situation, it is highly unlikely that your salary is a clerical "error" in the way you might fear.
Here is a breakdown of why you are likely safe and how university compensation systems generally work.
Why it likely wasn’t a "mistake"
The Verification Trail: You mentioned that HR verified your income for a mortgage last year. If there was a glaring error, that is exactly when it would have been flagged. Furthermore, you’ve received three subsequent raises. Every time a cost-of-living adjustment or merit bump is applied, the system re-calculates based on your base pay.
The Approval Chain: In a university setting, a salary isn’t just typed in by one person. It typically requires approval from the Department Head, the Dean’s office, and Budget/Human Resources to ensure the funds actually exist in the budget line.
The "Unicorn" Hire Scenario: It’s possible you were hired during a specific window where the department had a surplus of grant funding, a desperate need for your specific skill set, or they simply "over-hired" for the role to ensure they landed a top candidate (you).
Can they "correct" it downward?
In the state of Connecticut, and within most university policies:
Contractual Protection: If you are part of a union (common in CT public universities), your salary is protected by a collective bargaining agreement. They cannot unilaterally cut your pay.
At-Will Realities: Even if you aren't in a union, "correcting" a salary downward for a high-performing employee of 3.5 years is a human resources nightmare. It creates significant legal liability regarding breach of contract or detrimental reliance.
The "Red Circle" Policy: Most HR departments use a "Red Circle" policy. If they realize an employee is being paid above the maximum range for their grade, they don’t cut the pay; they simply "freeze" it (meaning you might not get raises for a few years) until the range catches up to your salary.
The Reality of University Pay Scales
The 35% difference you saw in the internal job posting is the most telling piece of evidence. It suggests you aren't just at the top of your "level"—you might actually be misclassified. You may be performing a mid-level role but sitting in a senior-level pay bracket or budget line.
While your current boss might find your salary "high" relative to their current budget constraints, that is a budget management issue, not a clerical error on your part.
Advice for Moving Forward
Keep Your Documentation: Save your original offer letter and your mortgage verification papers in a personal file.
Stop Comparing: Budgeting and "market rates" change every year. The fact that a new hire asked for less just means they have less leverage or lower expectations than you had 3.5 years ago.
Stay in Your Current Role: Since you now know that a lateral move might result in a 35% pay cut, you have found your "golden handcuffs." It may be wise to stay put while you enjoy this higher rate.
Should my husband disclose that he was out for a week due to getting sober from alcohol at a detox center?
He went in last Sunday, called in Monday and only stated he was in the hospital without details and that he would be out for the rest of the week. They were very understanding and told him not to worry, to just focus on his health, and come back to work when healthy.
He’s been home for a couple of days and is doing great, thankfully. He returns to work tomorrow. He told me he was going to disclose what actually happened to his boss.
Is this a good idea? Could it give a certain impression of him that is impossible to undo? His boss is a very kind, supportive person. But, at the end of the day, it’s a business and I worry what the potential repercussions could be down the line.
Any advice or tips are much appreciated.
Jobadvisor
This is a deeply personal crossroads, and while your husband’s desire to be honest is likely rooted in the "rigorous honesty" often encouraged in recovery, the workplace is a different environment with different rules.
The short answer: In almost all professional scenarios, it is generally advised NOT to disclose the specific nature of the hospital stay (detox/alcoholism) to a supervisor.
Here is a breakdown of why, and how he can handle the return to work while maintaining his integrity.
1. The "Bell" Cannot Be Unrung
Even the kindest, most supportive bosses are human and subject to unconscious bias. Once a supervisor knows an employee has a struggle with substance abuse, the lens through which they view that employee often changes permanently:
The "Relapse Watch": If your husband has a "bad day," is tired, or makes a minor mistake in six months, a boss who knows the truth may immediately wonder if he is drinking again.
Future Opportunities: If a high-stress promotion comes up, a manager might pass him over—not to be mean, but out of a misguided sense of "protecting" his sobriety from stress.
Business Realities: As you noted, a business prioritizes reliability. If layoffs occur, "health issues that require inpatient stays" are viewed differently than "substance abuse issues," even if that’s unfair.
2. "Medical Privacy" is the Professional Standard
In a professional setting, "I had a medical emergency that required hospitalization" is a complete sentence. He has already told them he was in the hospital; he has met his obligation.
The HIPAA Mindset: He should treat his own health information with the same privacy a doctor would.
It’s Not Lying: Saying "I had a health crisis that is now stabilized/under control" is the absolute truth. Sobriety is a health matter.
3. Protection Under the Law
If he discloses that he is a "recovering alcoholic," he may be protected by the Americans with Disabilities Act (ADA), but those protections are often better used defensively (if the company tries to fire him) rather than proactively.
If he needs accommodations (like leaving early for a meeting), he can provide a doctor's note that mentions a "recurring medical appointment" without specifying it is for recovery.
A Better Script for His Return
If his boss asks how he is doing, he can be warm and appreciative without being specific. He can satisfy his need for honesty by focusing on his commitment to health rather than the substance:
"Thank you so much for the space last week. I had a serious medical situation that came to a head, and I needed immediate treatment. I'm feeling much stronger now, the issue is being managed, and I’m really happy to be back and focused on work."
What if he feels he must tell someone?
If he feels he needs an accountability partner or needs to "come clean" for his own mental health, it is much safer to do that with:
A trusted mentor outside of his direct chain of command.
An Employee Assistance Program (EAP) counselor (which is confidential).
His sponsor or recovery group.
Anyone else mass applying and hearing nothing back?
Well I have been applying like crazy for the past few weeks. Easily 50+ applications across roles I should at least hear back from. However, the result so far:
2 responses. Both rejections.
I’m currently doing my mba, decent resume, internships, live projects, nothing fancy but not empty either. still, its just radio silence. Starting to wonder:
Is the market just that bad? are ats filters killing everything?
For people who cracked roles recently, what actually moved the needle for you? referrals? cold dms? tweaking resumes for every role?
feels a bit brutal rn…
Jobadvisor
It is definitely not just you. As of early 2026, the job market for MBA students is in a strange, "sticky" phase. While macro indicators (like recent interest rate cuts and projected growth for the second half of the year) look promising, companies are still recovering from the uncertainty of 2025.
In short: Hiring is happening, but the barrier to entry has shifted from "qualified" to "hyper-specific."
Here is a breakdown of why 50+ applications are resulting in silence and what is actually moving the needle for people landing roles right now.
1. The Reality of the "MBA Black Hole"
Mass applying (the "spray and pray" method) is currently at its lowest ROI in years.
The AI/ATS Arms Race: Companies are now using more sophisticated AI screening that doesn't just look for keywords; it looks for "Proof of Impact" and "Skill Adjacency." If your resume isn't explicitly showing how you solved a problem using specific tools (SQL, AI integration, ESG metrics), it’s often filtered before a human sees it.
The "Hidden" Market: Statistics for 2026 suggest that up to 70-85% of roles are filled via referrals or internal moves before they even hit a public board.
1 When you apply to a public posting, you are competing with the 500+ other people who also have "decent resumes."
2. What is Actually Moving the Needle?
Based on current hiring trends, three things are "cracking" the code for candidates:
A. Referral-First Strategy
The data is blunt: you are 10x more likely to get an interview through a referral than a cold application.
The Move: Don't apply first. Find an alum or a second-degree connection at the company on LinkedIn. Ask for a 15-minute "info chat" about the culture. Mention you're interested in a specific role at the end. Most will offer to drop your resume in the internal portal because it benefits them too (referral bonuses).
B. The "Proof of Work" Portfolio
In 2026, saying you have an MBA is the baseline. Showing what you did is the differentiator.
The Move: If you're targeting Product or Strategy, don't just list "Live Project." Link to a 1-page Notion site or a slide deck summary of that project. Employers are rewarding candidates who can "ship work fast."
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C. Hyper-Niche Tailoring
Generalist resumes are dying. Even if you want a "General Management" role, your resume needs to speak the language of the specific industry (e.g., "Sustainability KPIs" for Operations or "AI-driven Growth" for Marketing).
The Move: Apply to 5 jobs a week with 100% customization rather than 50 with 10%.
3. High-Growth Sectors to Target
If you are applying to "Traditional Tech" or "General Consulting," competition is at its peak. Consider pivoting your search toward these 2026 "Green Zones":
ESG & Sustainability: Massive talent gap here.
3 If you can speak to carbon reporting or supply chain ethics, you'll stand out.Healthcare/Biotech: This sector is currently outperforming the general market in MBA hiring.
AI Integration: Not just "using ChatGPT," but managing the implementation of AI tools in business workflows.
4. Is the Market "Bad"?
It’s not "bad" in the sense of a total freeze; it’s "skeptical." Companies are hesitant to make sweeping hiring changes.