IA3
Busi 352
Samantha Twist
November 5, 2018
, Pay strategy determines who will be attracted, and stay, at the company. It also reflects
the values and size of the company. It takes into account any different components of the
company such as job structure, pay structure, market survey data, benefits, and more. Base pay
is the annual pay an employee gets. Lush should have a base pay in place as well as benefits and
occasional bonuses. In a public relations role Lush should have a performance related pay (i.e.
bonuses) every quarter, on top of base pay, depending on PR effectiveness and brand image
percentage increases. Benefits would be needed in a headquarters job. These are adults now,
not young teens and students working in retail stores. Retail stores would not need benefits
except maybe managers. There are mandatory Canadian benefits like the Canadian Pension
Plan and EI. Health also should be offered. Other benefits should include bus passes for public
transit since they ask employees to live greener and they are located so easily close to public
transit. Not to mention that parking in Vancouver is very expensive. They should also provide
some sort of gym membership. They should offer this because it is not only something valued
by most employees but more active employees have more endorphins in them which makes
them happier and more effective employees. It also fits in with the lifestyle that Lush promotes.
Lush should, and does, give a 50% discount on Lush products to employees. This allows Lush
employees to be very familiar with the products. Lush should also have performance related
pay. In retail this is most commonly commission. However, commission makes places a more
competitive atmosphere and that works better for an Aritzia and not a Lush which values
coming together, unity, and being a voice for the social and environmental issues. If a store
manager does exceptionally well, exceeding all of the goals and other stores, maybe they could
Busi 352
Samantha Twist
November 5, 2018
, Pay strategy determines who will be attracted, and stay, at the company. It also reflects
the values and size of the company. It takes into account any different components of the
company such as job structure, pay structure, market survey data, benefits, and more. Base pay
is the annual pay an employee gets. Lush should have a base pay in place as well as benefits and
occasional bonuses. In a public relations role Lush should have a performance related pay (i.e.
bonuses) every quarter, on top of base pay, depending on PR effectiveness and brand image
percentage increases. Benefits would be needed in a headquarters job. These are adults now,
not young teens and students working in retail stores. Retail stores would not need benefits
except maybe managers. There are mandatory Canadian benefits like the Canadian Pension
Plan and EI. Health also should be offered. Other benefits should include bus passes for public
transit since they ask employees to live greener and they are located so easily close to public
transit. Not to mention that parking in Vancouver is very expensive. They should also provide
some sort of gym membership. They should offer this because it is not only something valued
by most employees but more active employees have more endorphins in them which makes
them happier and more effective employees. It also fits in with the lifestyle that Lush promotes.
Lush should, and does, give a 50% discount on Lush products to employees. This allows Lush
employees to be very familiar with the products. Lush should also have performance related
pay. In retail this is most commonly commission. However, commission makes places a more
competitive atmosphere and that works better for an Aritzia and not a Lush which values
coming together, unity, and being a voice for the social and environmental issues. If a store
manager does exceptionally well, exceeding all of the goals and other stores, maybe they could
