What are the restrictions you believe they’re being fired over?

Hi, so first off, it might be illegal to fire someone if it’s over an injury, particularly if they’ve been there over a year - check in with your HR department. If they’ve been there a year, and the injury could still heal, the person might qualify for FMLA - but they have to apply and be willing/able to get a doctor to fill out a form to submit. Then, know that only covers up to 480 hours of absence per year and does not guarantee pay, just that you can’t be fired at least until after that 480 hours is exhausted. If all of that has already been done and they are past the 480, or they haven’t been there a year, there might be nothing for it. It’s not your position to decide what positions someone else could fill. Your employer is not required to give them a different job than the one they were hired to do. Now about your raise. I don’t see how that’s even related unless you think this person is being let go due to a reduced budget or something. There’s nothing wrong with asking, but I work for a similar department and unless you have some certifications or licenses your coworkers don’t, they probably can’t in all fairness give you more without giving everyone at your level more. What about a promotion? Do they need a team lead or a supervisor? That’s your better bet for more money as it doesn’t require them to lift everyone at once.

When this popped up as a notification on my phone it only said “So I’ve been waiting on a good time”

Am here to take over for supervisor work

Yes along with the restrictions there are budgeting problems. I'm known for being amazing at my job and so is this other person with the many roles they have filled. It's all a mess and most of us are having mental break downs way too often.

Don't bring up the cost of living as a reason for a pay increase. They don't care. Bring data such as any additional duties you've taken on, the pay for other similar roles (check sites like Payscale), any written performance data (not anecdotal), etc. If you come prepared with a business case, they may be more likely to listen.

Your pay is based on the value of your position compared to your contribution. There is no correlation to a living wage. You need to summarize what you have accomplished in relationship to the positive impact on the company. You need to use numbers and percentages. Then you can more successfully ask to be compensated for the level of your contribution.

I used to do the same. Waiting for the perfect time to ask. Then I realized there will never be a perfect time.  The company was always struggling- that’s what we were told. Not true at all once I saw past the BS. Put your accomplishments together. In PPT is what I do. Always keep a running ‘brag list’ Practice your pitch. Schedule time with your boss and ask. Worst case is a no. At least you know. Best is yes. You have to advocate for you

Unsure of your CEOs operations but I believe larger and/or more established companies have a set budget for raises and promotions on an annual basis. If company is not doing well, they could put a freeze on that budget to save money. But it sounds like your colleague is getting fired, which makes me assume it’s not related to money. My suggestion is to start the conversation now and position it as an initial opener to understand what you can do to be on track for a raise. There’s nothing wrong to starting it now and understanding if expectations align and what specific goals you mean to address before getting one. It’s also possible the CEO will also just give it to you, as long as he or she is your manager.

Ask despite the circumstances. This will tell you either they value your worth or its time to leave.