What is wage compression?
Great question. On May 31, 2013, I submitted a post regarding the recent wage proposal for the State of California. Over time, the current rate of $8.00 per hour would go to $9.25. While it may be easy to figure that your financial impact would be those at or below the current minimum wage rate to the new minimum wage rate multiplied by the collective number of hours they work, there is more to the story.
The notion of compression is that the workforce would get "compressed" and certain disparities that are created when the rate artificially goes up (a wage increase for a promotion or merit would not be considered an artificial increase; increases on account of law or legislation would be considered an artificial increase). For example, let's say worker A earns $8.10 per hour. In 2014, he or her rate would be below the minimum wage rate and therefore would need to be brought up to $8.50. Great...he or she just got a bump of $0.40 per hour. But what about Worker B who is already at $8.50 before any legislation went into effect? They may have tenure of 2-3 years and started at the minimum wage level but have since been promoted. After all that hard work, they are now back at the minimum wage rate level and they aren't too happy.
Not fair you say? Maybe or maybe not. The notion of fair is not for me to judge here. I will say the story doesn't end there. What if Worker B made a (compelling) case for their rate to go up also, say another $0.40 to $8.90? Now the impact is a total of $0.80 per hour times the number hour hours worked by Workers A and B. Meanwhile Worker C is hot that their rate is now in line with Worker B's. And, by the way, Worker C has been with the company for twice the number of years as Worker B. It can go on and on.
As a restaurant owner/manager, the good news is that the farther you get from the minimum wage rate level, the less impactful it becomes, meaning there will be fewer gripes and issues with who's earning what compared to whom. The bad news is that you need to figure out a sliding scale that accommodates your workers so that the change isn't all black and white. The rate for Worker A has to go to $8.50 as required. But perhaps after that the increase for Workers C, D and others might be a percentage of the $0.40 increase so that the financial impact is lessened and there is parity among your workforce. Over time, merit increases and overall rate increases might also work any disparity out among the workforce.
In the meantime, having an objective way to handle the minimum wage rate increase so that the restaurateur is law-abiding and their workers don't feel cheated, jealous is important.
Employee morale is also critical here, and handling it judiciously, decisively and objectively is the name of the game. Do not overlook the key topic of employee morale. Left unattended, it can have a worse financial blow than any minimum wage legislation.
Interestingly, I performed an analysis like this for a restaurant chain in the late 1990s and the results were telling. If the analysis is set up right, the compression amount can be manipulated to see what the impact (or its sensitivity) is on the total financial impact of the increase. It was a great and important exercise for the restaurant's leadership to go through to not only understand the financial impact but to understand the human side of the change and what worker reaction would be. After all and like it or not, it is often the case that the same workers who are affected by this rate change are the ones interacting the most with your customers. You don't want to make them mad or disenfranchised, do you?
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Michael Viola, CPA, MBA, is the president and founder of PURE Restaurant Solutions, an accounting firm that specializes in restaurant accounting. PURE is located in Orange County, California, but with the help of cloud computing, PURE's clients are nationwide. With nearly 14 years of service in the industry, he has worked with some of the leading restaurant concepts as an employee, auditor (through his "Big 4" audit clients) or as a Controller/CFO. Michael is passionate about restaurants and enjoys seeing concepts succeed. He can be contacted at blog [at] go-pure.com.