Access Exclusive, Trusted HR News & Resources >>> New Professional Members Save $20 Today
We asked HR professionals to tell us about their time in HR. Here are their stories.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Set yourself up for success with virtual SHRM-CP/SHRM-SCP Certification Prep Seminars.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
HR Magazine asked two experts for their perspectives on this important question.
David Cooper: Yes. Raising the minimum wage would strengthen the workforce and the economy.
In 1934, Henry Ford wrote “Low wages are the most costly any employer
can pay. It is like using low-grade material—the waste makes it very
expensive in the end.” Ford’s observation is as right today as it was
When workers struggle to make ends meet, productivity sags, absenteeism
increases, morale suffers and turnover rises because workers are
constantly hunting for better opportunities.
At the same time, as employees’ pay stagnates or declines, fewer
households have money to spend, meaning businesses see fewer customers.
Consumer spending—which makes up 70 percent of the U.S. economy—is
weakened, and more people go into debt or turn to government assistance
just to get by.
Sadly, millions of Americans are facing this situation. Over the past 45
years, average worker productivity has more than doubled, while pay for
middle- and low-income workers has either flatlined or fallen after
being adjusted for inflation. This is due, in part, to our failure to
raise the minimum wage.
The minimum wage is the floor upon which the entire wage structure is
built. Unless it is periodically raised, a larger and larger segment of
the population sees its living standards decline, in spite of a growing
Today’s minimum of $7.25 an hour is worth 25 percent less than the
minimum in the late 1960s. A full-time, minimum-wage worker earns about
$15,000 per year, which is below the federal poverty line for a worker
with just one child.
When there’s a significant gap between the wage floor and what it
actually takes to live, not only do workers suffer, but good employers
are penalized. Businesses that may want to pay a livable wage fear being
undercut by “low-road” employers who pay dismal wages for even the
slightest price advantage.
We need to raise the minimum wage to the point where the lowest-paid
worker can afford their basic needs. An increase to $10.10 an hour as
proposed by President Barack Obama would restore the wage floor to the
same value it had in the 1960s. In doing so, it would lift earnings for
nearly 28 million workers nationwide—roughly 1 in 5 U.S. workers.
Opponents claim that raising the wage floor will do more harm than good,
forcing businesses to reduce staff, cut hours or hike prices. But
research has shown that modest increases—like the proposed raise to
$10.10—have little to no effect on employment and that affected
businesses can absorb them with negligible price adjustments.
As the country struggled to pull itself out of the Great Depression,
America’s business leaders saw what many employers are coming to
recognize today—that paying dismally low wages has significant costs for
businesses. To build a thriving economy, workers need to be paid wages
upon which they can build a life.
--David Cooper, economic analyst, Economic Policy Institute
James Sherk: No. Increasing the minimum wage would make it harder for unskilled workers to enter the job market.
No one criticizes the salaries at Google, where the average employee
makes more than $140,000 a year. Yet many complain about what McDonald’s
pays. Average wages in the fast-food sector run around $9 an hour. Many
Americans think this makes Google a “good” employer and McDonald’s a
“bad” one. They propose fixing this through a minimum-wage hike. They
seldom notice how this would hurt McDonald’s workers.
Google employs very skilled and educated workers—usually diligent,
motivated self-starters. They come to the job with the skills necessary
to succeed. By contrast, McDonald’s employees often lack work experience
and the soft skills needed on the job: grit, motivation, reliability
and teamwork. Google would not hire them.
McDonald’s teaches its workers how to function on the job, breaking down
the work into tasks they can easily perform. This enables them to gain
those soft skills. Their time at McDonald’s makes them more employable;
most leave shortly for higher-paying jobs. The average McDonald’s
employee leaves within a year.
Google does none of these things. The company pays a premium to hire workers who are already highly skilled.
McDonald’s could pay like Google if it transformed its business model.
It could replace its cashiers with touch pads and its cooks with
mechanized burger cookers. Inventors recently came up with a machine
that cooks almost 400 gourmet hamburgers an hour with no human
intervention. McDonald’s could install these devices, fire its line
workers and hire a few skilled engineers at “good” salaries to keep the
machines running. Would such a transformation benefit low-income
workers? Or would it deprive them of entry-level job opportunities?
In fact, most Americans started off working within a dollar of the
minimum wage. Few stayed there long. Two-thirds of minimum-wage workers
earn raises within a year, typically of about 24 percent. Minimum-wage
jobs provide a gateway to higher-paying work.
Raising the minimum wage will price less productive workers out of such
jobs. Companies pay for productivity. Neither McDonald’s nor Google nor
any other firm will pay its employees more than the value they create.
Higher minimum wages make it harder for unskilled workers to get started
in the job market.
The U.S. Bureau of Labor Statistics reports that most minimum-wage
workers have not yet turned 25. Three-fifths have no more than a high
school diploma. Many of these young adults cannot yet produce $10 an
hour of value for prospective employers. Raising the minimum wage
effectively saws off the bottom rung of their career ladders. It
prevents them from gaining the skills that would qualify them for
higher-paying jobs. That hardly helps their prospects.
Higher minimum wages change who companies hire and how they structure
their businesses. They do not cause businesses to pay workers more than
the value they produce. McDonald’s could operate like Google, but that
would hurt the low-income workers minimum-wage advocates want to help.
--James Sherk, senior policy analyst, labor economics, The Heritage Foundation
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Become a SHRM Member
SHRM’s HR Vendor Directory contains over 3,200 companies