NURS 4455 Are there tasks or functions in your work environment that you believe are redundant, unnecessary, or repetitive or that could be done by a lesser-paid employee?

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NURS 4455 Are there tasks or functions in your work environment that you believe are redundant, unnecessary, or repetitive or that could be done by a lesser-paid employee?

NURS 4455 Are there tasks or functions in your work environment that you believe are redundant, unnecessary, or repetitive or that could be done by a lesser-paid employee?

NURS4455 Nursing Leadership and Management

Module 3 Discussion

Are there tasks or functions in your work environment that you believe are redundant, unnecessary, or repetitive or that could be done by a lesser-paid employee? Explain.

 

ORDER NOW FOR AN ORIGINAL PAPER ASSIGNMENT:NURS 4455 Are there tasks or functions in your work environment that you believe are redundant, unnecessary, or repetitive or that could be done by a lesser-paid employee?

 

Explanations for Pay Disparity

There are often legitimate reasons for treating the compensation of two workers differently.

Education may be one consideration: One worker may hold a certification or advanced degree that the other doesn’t, and that could justify higher pay.

Experience is another factor: An employee who has worked at a company for 10 years may earn less than one who was just hired—even if they are performing the same job duties—because the new hire already put in 12 years at a previous company.

The complainant in the SHRM online discussion, however, had been at the company for several years but was being paid $5,000 less a year than a new hire recently out of college—someone the established employee had to train.

[SHRM members-only platform: SHRM Connect]

NURS 4455 Are there tasks or functions in your work environment that you believe are redundant, unnecessary, or repetitive or that could be done by a lesser-paid employee?

Lesser-Paid Employee NURS 4455

 

In a case like this, some questions that line managers or HR managers may want to ask themselves about the two workers to ensure the pay disparity is fair and legal, Ocasio said, are the following:

Are the two positions really exactly the same?
Has the position of the lower-paid employee changed or evolved since she was hired?
Were there times when the lower-paid employee went above and beyond the call of duty?
What is the comportment and attitude of the lower-paid employee?

Explanations for Pay Disparity

There are often legitimate reasons for treating the compensation of two workers differently.

Education may be one consideration: One worker may hold a certification or advanced degree that the other doesn’t, and that could justify higher pay.

Experience is another factor: An employee who has worked at a company for 10 years may earn less than one who was just hired—even if they are performing the same job duties—because the new hire already put in 12 years at a previous company.

The complainant in the SHRM online discussion, however, had been at the company for several years but was being paid $5,000 less a year than a new hire recently out of college—someone the established employee had to train.

[SHRM members-only platform: SHRM Connect]

In a case like this, some questions that line managers or HR managers may want to ask themselves about the two workers to ensure the pay disparity is fair and legal, Ocasio said, are the following:

Are the two positions really exactly the same?
Has the position of the lower-paid employee changed or evolved since she was hired?
Were there times when the lower-paid employee went above and beyond the call of duty?
What is the comportment and attitude of the lower-paid employee?

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