Living Wage

Living Wage Part Some politicians have been involved in debates revolving around the importance of imposing a living wage. Additionally, the federal government has addressed these issues to some extent with the use of guidelines for the minimum wage. On the other hand, many cities and states have gone beyond and imposed a living wage, which allows people to make payments for necessities and give them a chance to own enough money to live beyond the poverty level. Nevertheless, how can working people still live below the poverty level? Or does this depend on the nature of the jobs and salaries? Some people would state that employees who live below the poverty level should increase their skills that are set to increase their value to the organization.
In the American magazine, the article “is a living wage just a wage” on the 19th February 2001, addresses the issues revolving around the wage bill. The article states that legislation on the living wage requires businesses, agencies and some organizations, which offer acceptance to government contracts to make payments to their full time employees as a living wage (Melden, 1967). The most vulnerable ethics theory that applies to the above incidence is the deontology theory. This theory states that people should keep their roles obligations and responsibilities when analysing an ethical dilemma. However, this theory lacks the issue of employees’ rights, which is much important. The choice of decision creates a state of dictatorship since no one is entitled to provide his/her views, but only entitled to his/her duties. Ethics provides equity among people who are given a living wage.
Employees feel that they at times discriminated against when they apply for jobs. If an employee is denied a position, which he is qualified for, he/she tends to think that it has to do with his social class. A call for employers to follow the “uniform guidelines on employee selection procedures” should be availed to take into consideration the protected classes on the basis of race, sex, disability, age or religion.
Part 2
In response to the utilitarianism theory, which is found on the basis of predicting the impacts of a given decision or action. The article “What You Should Look for When Selecting among Employer Health Coverage” published on 16th November 2008 is related to this theory. If an employer selects an employee on racial, religion, age, nationality, sex and disability bases, he is practicing unethical activities, which are discouraged by the utilitarianism theory (The Washington Post 3). However, this theory does not put the side effects of practicing the unethical issues when selecting employees. Additionally, the choice of decision creates a boundary in an organization, which may lead to vote of no confidence against the leader.
When a position is advertised, so many people apply for the job. As a managing director, I choose candidates with their qualification and not racial, colour, religion or any other social class. With the recent position advertised both internally and externally, I had to choose a candidate either from the staff members or outside the staff. This position of a sales manager was to get a qualified candidate who has experience and the ability of doing the job. I had to pick a candidate with no gender consideration. That is a male or female will be eligible. After making my decision of picking an external male candidate, a female sues me of sex discrimination to EEOC. I can’t say I chose the male candidate because the other candidate was a female. There are several guidelines to choose a better and qualified candidate.
As a marketing manager, checklist that I would use to select employees contains:
Academic qualifications
Experience
Skills and attributes required for a sales manager
Age and personal qualities
My checklist does not require applicants to have a particular gender, religious beliefs, or race. thus, EEOC would not find me at fault of sexual discrimination. I would move pass the legal issues because dismissing the female candidate was based on personal attributes rather than gender.
References
Lamoureux P. A. (2001, February 19). Is a living wage a just wage?. America magazine, 340, 1-2
What You Should Look For When Selecting Among Employer Health Coverage. (2008, November 16). The Washington Post, pp. 3-4