For example, someone started working $2019,$ before the pandemic, at $$7\mathrm{.}25$ and through raises earns $$9\mathrm{.}50/$hour around mid$-2020,$ height of pandemic. With the assumed minimum wage increase, should this employee only go to $$10\mathrm{.}60$ like someone who just started yesterday? If someone started at $$9/$hour two years ago and now earns $$10\mathrm{.}90$ through merit raises, should they be left out of the increase in wages altogether? This employee used to be more valued $-$ $$3\mathrm{.}65/$hr $(10\mathrm{.}90-7\mathrm{.}25)$ than a new employee. Are they only $$0\mathrm{.}30$ more valued now? Should they get a $45\%$ raise $($up to $$15\mathrm{.}81)?$ Would you lose these more experienced workers if you don't up their pay?

What about the $20-$year manager making $$50,000/$year and the lowest person at the company getting a raise thus reducing the gap of $$seniority$/$job experience$$ value?

All in all, should only the least experienced be the only benefices? On the flip side, should everyone get a $45\%$ wage boost thus only accomplishing a $45\%$ inflation? Don$$t forget, no one wants to be left out and feel unappreciated.

In addition to your rationalization for the above question, as the owner of your local Mcdonald's franchise, state how you would adjust the pay of the following employees if the new $$10\mathrm{.}60$ an hour minimum wage law was enacted. Explain your rationale to each of the employees:

Abbey $-1$ year experience started at $$8,$ now making $$8\mathrm{.}90/$ hour

Barney $-2$ years experience started at $$7\mathrm{.}80,$ now making $$9\mathrm{.}50/$hour

Joe $-5$ years experience started at $$7\mathrm{.}50,$ now making $$11\mathrm{.}10/$hour

Susan $-5$ years experience as manager started at $$9,$ now making $$15/$hour