The Living wage
2015 and we are still talking about the living wage. Why? The CBI, the unions, and some politicians say the same thing, it is better for the economy, business and individuals that people receive a fair days pay for a fair days work.
Britain's employers seem to be focused on the notion of pay as little as you can and viewing employees like commodities to be used and replaced when needed.
It has been proved that this thinking will cost company's in the long run.
To have loyal happy employees is what all company's should be looking to achieve, investing in training good HR support and a clear way for employees to be heard goes a long way in ensuring employees buy into the company's ethos.
Having a high staff turnover always shows something is wrong and will cost a company dearly.
If a person has a full time job then they should be able to live on the wages paid and not have to do 2 or 3 jobs just to make ends meet.
When the government is telling us that the recession is over they forget the people who are suffering a permanent recession.
Paying a person £6.50 for an hours work is exploitation. No one with average responsibilities could possibly live on that level of pay.
The benefits system is now paying more to people who are in work rather than the unemployed. Housing benefits counts for billions on the welfare bill because people cannot afford to pay all of their rent.
The government should stop topping up peoples wages and just raise the minimum wage to a living wage. We have posted a number of items surrounding this subject and will continue until we see a change.
There are lots of implications in respect to paying a large portion of the workforce a wage that can not support a basic standard of living.
There will be more articals posted about the minimum wage Vs. the living wage.
Sign up to the living wage foundation name and shame employers that pay the national minimum wage for full time hours,
If you or someone you know is on the minimum wage contact people4people and we will help you to .....
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