- Iris White. Iris has been on the job for four years. Her previous performance appraisals were all average. In addition, she has received below-average increases for the past two years. However, Iris recently approached Gina and told her she feels she was discriminated against in the past due to both her age and her sex. Gina believes Iris's work so far has been satisfactory but not superior. Most employees do not seem to sympathize with Iris's accusations of sex and age discrimination. Present salary: $34,000 Questions 1. How much is the total pool of raises available to Gina? 2. What criteria should Gina use in determining the size of the raises? 3. If you were Gina, what size raise would you give each of these employees (list the amount for each employee)? 4. If you knew the employees would find out about the raises each other received, would that change your recommendations? Why or why not? If yes, does this have any legal ramifications? Gina Hernandez was promoted to supervisor just three months ago for the bookkeeping department for a large Midwestern property management company. Gina has been told by human resources that her annual performance reviews must be completer for all her employees in the next week. She doesn't feel comfortable in making salary recommendations since she has been in her job only a short time. Sadly, the previous supervisor she replaced has left the company and is unavailable for consultation. To make matters worse, that supervisor kept incomplete records regarding employee performance. HR has told Gina that she has quite a bit of flexibility as there are no hard and fast rules about what raises can be awarded to each individual employee, Gina's boss told her that her team's share of total amount of money available for raises would be 4 percent of the group's total payroll for the past year. In other words, if the sum total of the salaries for all of Gina's employees was $100,000 Gina would have $4,000 to allocate for raises. Gina is free to distribute the raises just about any way she wants, within reason. After doing quite a bit of digging in her predecessor's files, Gina has found the following information on each of her employees. She has also made notes on her observations during her short time as supervisor. - Keisha Battle. As far as Gina can tell, Keisha is one of her best employees. Her previous performance appraisals also indicate she is a superior performer. In addition, Gina knows Keisha badly needs a substantial salary increase due to some personal problems. In addition, all of Gina's employees are aware of Keisha's problems. She appears to be well respected by her coworkers. Present salary: $35,000. - Barbara Correra. Barbara has been on the job for three years. Her previous performance appraisals have indicated superior performance. However, Gina does not believe the previous evaluations are accurate. She thinks Barbara's performance is average at best. Barbara appears to be well liked by all of her coworkers. Just last year she became widowed and is presently the sole supporter of her five-year-old child. Present salary: $38,000. - Rathin Patel. Rathin has been with Gina's department for only four months. In fact, he was hired just before Gina was promoted into the supervisor's job. Rathin is single and seems to be a carefree bachelor. His job performance so far has been above average, but Gina has received some negative comments about Rathin from his coworkers. Present salary: $36,000. - Edgar Whitcome. Edgar has been performing his present job for eight years. The job is more technical than that of other members of the work group, and Edgar would be difficult to replace. However, as far as Gina can discern, Edgar is not a good employee. He is irritable and hard to work with. In spite of this, Edgar has received above-average pay increases for the past two years. Present salary: $40,000. - Iris White. Iris has been on the job for four years. Her previous performance appraisals were all average. In addition, she has