What are the four basic steps in establishing a comparable-worth plan?
What will be an ideal response?
The steps in establishing a comparable-worth plan are typically the following:
| 1. | Adopt a single gender-neutral point job evaluation plan for all jobs within a unit. The |
| 2. | All jobs with equal job evaluation results should be paid the same. Although each |
| 3. | Identify the percentages of male and female employees in each job group. A job group |
| 4. | The wage-to-job evaluation point ratio should be based on the wages paid for |
You might also like to view...
Coca Cola's original marketing strategy that offered a single drink Coca Cola Classic in a single sized
bottle with the advertising theme "Coke is it," is an example of ________ marketing. A) concentrated B) niche C) differentiated D) micro E) undifferentiated
Andrews Corporation's liability account balances at June 30, 2013, included a 10 percent note payable. The note is dated October 1, 2011, and carried an original principal amount of $600,000 . The note is payable in three equal annual payments of $200,000 plus interest. The first interest and principal payment was made on October 1, 2012 . In Andrews' June 30, 2013, balance sheet, what amount
should be reported as Interest Payable for this note? a. $10,000 b. $15,000 c. $30,000 d. $45,000 e. None of these answers is correct.
Revise for Visual Enhancements Revise the following paragraph to add appropriate visual enhancements, such enumerations or bullets, headings, tables or graphs, and so forth. TO: John Henry, Personnel Director FROM: Lena Rose, Vice President DATE: April
29, 201x SUBJECT: EMPLOYEE COMMUNICATION You will recall the recent survey we conducted to determine why so many of our workers leave our firm to take jobs elsewhere. The analysis of the data gathered on employee terminations has been completed. Our investigation resulted in two findings that are particularly noteworthy. Most workers who leave our firm to work elsewhere do not leave because they believe they are poorly paid. Their primary complaint is that they did not have satisfactory working relationships with their supervisors while working for us. The need for better communication throughout our work force is clear. Accordingly, the following steps will be taken to meet this important need. All supervisors will interview their subordinates once each quarter rather than once each year, as in the past. Also, seminars in management communication skills will be provided for all supervisors and department heads to help them develop more effective communications techniques. We believe these efforts will open channels of communication among our employees and eliminate most of the frustration revealed by former workers in our recent survey. We have also designated an employee-relations officer to personally deal with worker complaints of a particularly serious nature. Finally, a company newsletter will be published monthly to provide an opportunity for employees to express their views publicly and to improve the flow of information throughout the firm. Appointments to the newsletter staff will be announced shortly. These changes will go into effect only July 1 and will be officially announced to all employees the previous week in the first edition of the newsletter. We believe these initiatives will be effective in our efforts to improve communications among employees, upgrade worker morale, and reduce the firm's costly and disruptive employee turnover problems. We will need your support as well as that of other first-level officers if the desired results are to be obtained in this undertaking. Feel free to make suggestions or recommendations that you believe may be helpful. We are hopeful that these changes will be well received by employees at all levels.
A small business owner is likely to face legal questions when determining ways to reduce his small business's taxes
a. True b. False Indicate whether the statement is true or false