Team member 1 The industry I will address for this policy is

Team member 1

The industry I will address for this policy is the automotive industry. This industry includes workers with over 20 years of experience and workers with less than one year of experience. That range of experience includes many different skills and skill is a valuable possession for all workers. Some automotive shops pay flat rate which is based on each job that is completed but for this scenario I will focus on hourly wages. The type of employees this industry can have is an automotive technician, master mechanic, and the shop owner (executive level employee). My policy structures wages initially based on skill set and performance from there on out. The right thing to do for workers is increase wages at a sustainable rate for the business. It is important to retain valuable workers and competitive pay and wage increases is one way to do that.

With no experience an entry level mechanic can earn $12.56 per hour (Colorado minimum wage). This type of worker can either be an apprentice to a master mechanic or learn on the job as they go. Noncertified mechanics can earn up to $21 per hour. Based on the entry level mechanics progression, my policy would provide a $1 to $2 raise per hour semiannually.

A master mechanic is a fully certified automotive technician. These workers are very skilled and can earn starting hourly wages of $26 per hour. These workers are valuable to a shop and their advanced skill set allows for more difficult jobs completed in less time generating more profit for the business. With a proven skill set, my policy would increase their wages based on the mechanic’s output and the shops earnings based on the individual. A semiannual $2 per hour raise to begin with.

The owner of an automotive shop can take home at least $70,000 per year. Wage increases would be based on the shops revenues.

The core of my policy is based on skill set and long-term performance. Everyone has different experience and skills so starting salary should be based on that. In Virtue Ethics, “Justice means treating people fairly and giving them what they are owed” (Doolittle, p 4, 2022). If an entry level mechanic is worth minimum wage and a master mechanic is worth $26 per hour, then they will be paid accordingly. My policy reflects libertarianism because if an employee can generate revenue efficiently for the business, then they will be rewarded. It doesn’t matter if it is the first-year technician or master mechanic, if they can generate revenue efficiently then the business will invest into them.

The salary data I used comes from my experience in the field.


Doolittle, R. (2022). Four Theories for Ethical Decision Making. Regis University.

Team member 2

Compensation Dilemma

Restaurant compensation has been a topic of hot debate for as long as I can remember. We take notice on the stark difference between how American and European servers are compensated. European waitstaff are paid by the hour, rather than their American counterparts who work for tips, based on the discretion of the customer. Line cooks and management in the United States are typically paid either by the hour or paid a yearly salary. The hourly wage of American waitstaff has come under extreme scrutiny as they are typically paid below minimum wage and rely on tips to make up the difference. However, the kitchen staff are typically overlooked as they are paid a wage closer to minimum wage and do not receive tips to supplement their income.

My proposal entails keeping most of the salaries and hourly wages static, however adjusting the server’s compensation to share 25 percent of their earned tips with the kitchen staff. I find that this aligns with virtue ethics as there is justice in closing the gap of front of house and back of house employees (Doolittle, 2022). It is no secret that front of house (servers) earn a better wage off of tips than the cooks do.

My proposal falls in line with egalitarian views as noted from the textbook (Bredeson, 2012). Egalitarians believe in closing the gap between employees and employers alike. This is why I suggested sharing of tips between the front of house and back of house employees. It closes the gap in earned wages. I did not offer to adjust the wages of managers as typically front of house staff out earn most of their line level managers.


Bredeson, D. (2012). Applied Business Ethics. South-Western Cengage Learning.

Doolittle, R. (2022). Four Theories for Ethical Decision Making. Regis University.