Since April 2015, Dan Price has executed an US$70K minimum wages at his business. As CEO and owner of Gravity Payments, a Seattle-based credit-card payment-processing firm, he wants to lead by example to reduce the growing income inequality between the highest and lowest paid.
One of his secondary objects, promotion for the stand he has taken, has definitely been reached, but what are the longer-term consequences for his workers, his business and him? This is a high-risk move: would workers be the company more secure and more happy with another compensation arrangement?
PUBLICATION DATE: June 23, 2016 PRODUCT #: HK1083-PDF-ENG
This is just an excerpt. This case is about FINANCE & ACCOUNTING
Related Case Solutions & Analyses:
The TSMC Way: Meeting Customer Needs at Taiwan Semiconductor Manufacturing Co.
Timing of Option Grants in UnitedHealth Group (A)
Race Accountability and the Achievement Gap (B)
What Can a Mosquito Do to an Elephant (B)
SAP AG in 2006: Driving Corporate Transformation
Point of View: Expensing Employee Stock Options Is Improper Accounting
Enrons Demise–Were There Warning Signs
Dendrite International (A) (Condensed)
Laura Martin: Real Options and the Cable Industry
Pinewood Mobile Homes, Inc.
