Wilson Minimum Wage in China Discussion 2pg

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Minimum Wage in China Discussion Miss Lee Wang is probably being underpaid because of her gender. According to Li & Lin (2020), a case of unequal pay based on gender is deemed biased and unethical and the victim can pursue legal action. Therefore, as an organization, we would advise Miss Wang to deal with the situation legally as it is under the law and legislation that she is entitle to equal pay or the minimum wage. Therefore, the alternatives that she may use to redress her situation at work include the following. Miss Wang can use the complain-based approach. This approach involves an employee making a complaint against their employer regarding the specific issue they have; and in this case it would be being underpaid (Cooke, 2016). This technique is suitable as it remains proactive. The first step that Miss Wang should take is acknowledging that she is being underpaid and collect information or evidence of regarding the minimum wage (Chan & He, 2018). She should also gather information about the wage discrimination process and find evidence about peers/colleagues to which their wage can be compared with and identify the wage inequity. Miss Wang should as well have familiarity of the other occupations that can be compared with hers. With the information that she gathers, she can now file a case against her employer. Since this approach is proactive, it is not certain how much time would be needed or used to reach a resolution. In addition it may take much time to make a valid ratification that Miss Wang is actually underpaid and whether the pay inequity is due to gender or not. This would call for another approach, which is the gender-based job evaluation technique. This approach is used by both the employer and the employee. As for Miss Wang, she would utilize this approach to assess the pay of a couple of male colleagues that work with her in the same job position (Cooke, 2016). She would later come up with a complete report that includes data and if she determines that there is actually a pay inequity, she can approach the employer through the human resources department to voice her concerns. The technique involves various factors based on the specific job assessment done. Nonetheless, Miss Wang should have complete and updated knowledge and information about her job, the requirements, roles, recruitment criteria, and the minimum wage and use the information accordingly to redress her concerns ( Li & Lin, 2020). While Miss Wang is trying to redress her issues with pay inequity, she is likely to face various challenges. As mentioned earlier, the complain-based approach does not have a specified time

frame. Thus, in case her case takes too much time to solve, she may be forced to quit her job or end up being fired. In other situations, employer may retaliate against an employee who raises a complaint. This would place Miss Wang at a risk of being mistreated at work such as being overworked, increased work pressure and shortened work deadlines, overtime and her performance may be ignored (Chan & He, 2018). She may also experience discrimination at work by her colleagues as some may not want to be associated with her, which can affect her mentally. References Chan, K-C & He, Y. (2018) Chapter 25, entitled “The Transformation of Employment Relations in Contemporary China”, in Wilkinson et al (eds), Routledge Companion to Employment Relations . Cooke, F. L. (2016) ‘Employment relations in China’ in Bamber et al. (eds), International and Comparative Employment Relations , Allen & Unwin, Sydney, 6th Edition, Chapter 12. Li, S., & Lin, C. (Eds.). (2020). Minimum Wages in China: Evolution, Legislation, and Effects . Springer Nature.

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