1. Is the company at the point where it should be setting up a formal salary structure based on a complete job evaluation? Why?
2. Is Jack Carter’s policy of paying 10% more than the prevailing rates a sound one, and how could that be determined?
3. Similarly, is Carter’s male–female differential wise? If not, why not?
4. Specifically, what would you suggest Jennifer do now with respect to her company’s pay plan?