Wilkie 2017 stated that there may be pay disparity

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Wilkie (2017) stated that ‘there may be pay disparity between two people performing the same job because one was hired at a time when the market demand was lower; but that doesn’t mean the disparity should continue.’ Joan is reluctant to Deborah conducting a job analysis and job evaluation as she believes an internally consistent compensation system will limit Customers First’s ability to be flexible in the marketplace (Martocchio, 2015). By not implementing an internally consistent compensation system the company is opening itself up to discrimination claims, lowered employee engagement and higher turnover. Wilkie (2017) observes that company should be worried about falling morale and lack of motivation in instances of pay disparity for people performing the same job. As mentioned earlier, female CSRs are paid at a lower rate than male CSRs which can be viewed as discrimination by disparate impact. Wilkie (2017) indicates that ethical companies work to correct disparate treatment when they find it occurring. As Joan does not want to take the appropriate measures to correct the pay inequities, she is engaging in unethical and illegal business practices.
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P a g e | 4 Recommendations I would recommend that Deborah continue with her plan of conducting a job analysis and job evaluation. The company will need to develop new job descriptions for the CSRs with a higher level of responsibilities and skills.
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  • Summer '16
  • Deborah Ketson

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