Role of labour union at stylo:

There is no role of labor union at Stylo regarding their compensation policies. Compensation policies
are designs by upper level management i.e. Area Sales Manager, Directors, Admin and General
Manager. Financial year of Stylo is June, before every fiscal year Stylo revise their compensation
policies. So its strategy of Stylo to arrange a meeting of all top management before revising their
compensation policies. In meeting managers of all Stylo branches reports their problems to their
Area Sales Manager. Then problems are shared by all top management members. Members of top
management discuss problems and come up with solutions and take corrective actions to resolve
the problems. If someone has issue regarding salaries then they will also consider it and
compensate him.

Methods to deal with equity issues:

In an organization there could be three types of equity issues which can rise if a person is not facing
fineness in his pay and they are:

Individual equity:
Individual equity issue arises when one individual with same job level, experience, skills and abilities
compare his job with others. In Stylo usually employees dont face individual equity issue but if
someone have than the branch manager can increase his grade or benefits which satisfy him.

Internal equity:
Internal equity issue could rise if an employee faces any inequity when compared to other jobs in the
company. Stylo employees dont have the internal equity issue because knowledge, skills, abilities
and pay & incentives are clearly defined for each job. If any internal in equity issue rises the
manager clearly understands it than provide the solution accordingly. To resolve the internal equity
issue Stylo also conduct the job analysis and job evaluation.
External equity:
External equity issue arises when jobs pay rate are compared with other companies in the same
industry. As Stylo are the market leaders they are already paying greater than all of its competitors,
so no issue of external equity in their organization.