please answer thoroughly and elaborate. Questions 10-19,20,21 and 22.

HR IN ACTION CASE INCIDENT 2 Carter Cleaning Company The New Pay Plan stores are paid. Carter Cleaning Centers does not have a formal wage struc- pure nor does it have rate ranges or use compensable factors. Wage rates are based mostly on those prevailing in the sur- rounding community and are tempered with an attempt on the part of Jack Carter to maintain some semblance of equity between what workers with different responsibilities in the Carter does not make any formal surveys when deter- mining what his company should pay. He peruses the want ads almost every day and conducts informal surveys among his friends in the local chapter of the laundry and cleaners trade association. While Jack has taken a "seat-of-the-pants" approach to paying employees, his salary schedule has been guided by several basic pay policies. Although many of his colleagues adhere to a policy of paying minimum rates, Jack has always followed a policy of paying his employees about 10% above what he feels are the prevailing rates, a policy that he believes reduces turnover while fostering employee loy- alty. Of somewhat more concern to Jennifer is her father's informal policy of paying men about 20% more than women for the same job. Her father's explanation is, "They're stron- ger and can work harder for longer hours, and besides they all have families to support." Questions 10-19. Is the company at the point where it should be set- ting up a formal salary structure based on a com- plete job evaluation? Why? 10-20. Is Jack Carter's policy of paying 10% more than the prevailing rates a sound one, and how could that be determined? 10-21. Similarly, is Carter's male-female differential wise? If not, why not? 10-22. Specifically, what would you suggest Jennifer do now with respect to her company's pay plan? EXPERIENTIAL EXERCISE