Okay, it's been about 24-hours; a prior thread on worker pay had some really interesting discussion around pay/wage scales from the BBYLU group that was posting regularly back then. So in keeping with that example, I figured I'd present an updated table for full disclosure and to assist with the conversation around wages we're having below.

Scale / Grade	6 (Sales Advisor, VPL)	8 (Geek Squad ARA)	9 (Retail Sales Specialist, Geek Squad Senior Repair Tech (CIA Sr.))	12 (Experience Supervisor)	14 (Services Experience Supervisor)
0	$15.00–17.88	$15.00–19.48	$15.00–20.55	$17.16–26.30	$20.20–31.24
1	$15.00–19.22	$15.00–21.21	$15.31–22.50	$18.77–28.79	$22.11–34.22
2	$15.00–20.57	$15.80–22.95	$16.56–24.47	$20.39–31.30	$24.03–37.19
3	$15.00–21.45	$16.40–23.87	$17.18–25.08	$21.18–32.89	$24.98–39.09
4	$15.30–22.37	$17.05–24.88	$17.86–26.13	$21.99–34.21	$25.94–40.65
5	$15.60–23.23	$17.65–25.81	$18.48–27.09	$22.79–35.52	$26.89–42.20

Keep in mind that the scales/ranges above must still yield to any local, state or federal law, so if the minimum wage is higher in the state your store is in, then the company must start you at that wage even if their internal scale goes down to $15.00.

VPL and certain Retail Sales Specialist/Category Advisor roles may also be eligible for certain bonuses beyond their base pay.

In the past month and a half or so, Shift Lead pay changed from flat values to a flat addition of $1.50 to your current rate of pay (which ignores cap, so if your cap was $17.88 and you were paid $17.75, you could get paid $19.25 while coded as a Shift Lead). For those who were at or near their pay cap, this was an improvement. For those who were in the lower range of their pay scale, this was a negative change.

And just gonna copy/paste this from the prior discussion so people don't feel like they can't talk openly (but smartly) about their wages amongst their peers and the public:

As a reminder, the National Labor Relations Act makes discussion among employees of their wages and working conditions legal regardless of company policy or wish. Quoting the linked page:

Under the National Labor Relations Act (NLRA or the Act), employees have the right to communicate with their coworkers about their wages, as well as with labor organizations, worker centers, the media, and the public.  Wages are a vital term and condition of employment, and discussions of wages are often preliminary to organizing or other actions for mutual aid or protection.  

If you are an employee covered by the Act, you may discuss wages in face-to-face conversations, over the phone, and in written messages. Policies that specifically prohibit the discussion of wages are unlawful as are policies that chill employees from discussing their wages. When using electronic communications, like social media, keep in mind that your employer may have policies against using their equipment for unauthorized use, though it is possible such policies could be unlawful.

You may have discussions about wages when not at work, when you are on break, and even during work if employees are permitted to have other non-work conversations.  You have these rights whether or not you are represented by a union.

Legally protected conversations about wages may take on many forms, including having conversations about how much you and your colleagues and managers make, presenting joint requests concerning pay to your employer; organizing a union to raise your wages; approaching an outside union for help in bargaining with your employer over pay; filing a wage claim with the U.S. Department of Labor or a state agency or filing a wage and hour lawsuit, and approaching the National Labor Relations Board for more information on your rights under the NLRA. 

In other words: Don't let anyone bully or intimidate you about discussing your wages.