Ty has been working with toddlers for 2 years after receiving a CDA from the national organization, Council for Professional Recognition. Ty's reviews reveal a basic understanding of child development, classroom management, and child assessment. Recently there have been rumors/gossip about the varied pay that each employee makes. Ty speaks with Director Shawnese and states an increase in salary is expected to be in the same bracket as other employees. The Director states this is not possible based on Ty's time invested in the company (2 yrs). Frustrated Ty states that her educational experience warrants the increase and may have to seek other employment if a raise is not issued. Director Shawnese must follow company policy for wages based on experience and education and reminds TY of upcoming professional development opportunities that would be beneficial for Ty's position and career advancement. Ty states that the national CDA is more that acceptable for the current position and doesn't see the need for more training without a pay increase. Director Shawnese faces several concerns in this situation.

In some detail explain how the director will resolve the conflict for the following questions:

1. Director Shawnese must address the discussion of pay and gossip using her knowledge of labor laws, company policy and best practices

2. Director Shawnese must address the employee Ty's lack of interest in professional development opportunities and coach/mentor Ty to use these opportunities for both personal and professional gain.

3. Director Shawnese must address Ty's insistence on a raise for the sake of the increased wage without understanding the company's payscale.