MEMO To: Human Resource Department Date: January 26, 2009 Re: New Employee Compensation As InterClean embarks on our new strategic direction I have composed a compensation plan for our new employees. I would like to take this time to discuss some of these compensation plans with you and show you how these will not only make our current employees happier and more loyal but will help to attract more qualified employees in the future. It is not only important to maintain good compensation for our employees but to be competitive in the future we need to be able to recruit knowledgeable and qualified employees. To be successful we not only have to be able to compete in the way of salaries but in all forms of compensation. To be competitive we have to be able to offer a total rewards package which will include salaries, health insurance, profit sharing options, bonuses, vacation, retirement, employee pension, and paid time off. Salary: We will offer the employees a fixed salary range for each position type. There will be a minimum and maximum level within these pay ranges.(Obringer) Employees will start at or close to the bottom of each pay level. I have placed my team in these ranges and assessed their pay ranges. Each job type will have different levels associated with that job. There will be levels 31-36 and the higher the level the higher the job responsibilities and salary. I have set each level up as following from minimum to maximum: level 31 will be $41,200 - $75,300; level 32 will be $51,200 - $85,300; level 33 will be $61,200 - $95,300; level 34 will be $71,200 - $115,300; level 35 will be $81,200 - $135,300; level 36 will be $91,200 - $155,300. The minimum and maximum will be reviewed and adjusted at the end of every year to account for inflation. Employees will be eligible for retirement once they have a combo of 90. This will be calculated by years of service plus their age at time of retirement. Insurance: Insurance in today’s world does not only...