In a recent discussion with ortho leaders, a compelling dilemma emerged that has sparked a profound debate within the orthopedic device industry in the United States.
A manager, overseeing a fully remote team based in various US cities, presented a challenging scenario. The company followed a localized pay scheme for its remote workforce. This meant that employees in New York were compensated on a New York scale, while those in Memphis received Memphis-scale pay, and so forth.
The predicament arose when a team member reported that another colleague, originally based in an expensive city, had relocated to a more affordable city while still receiving the higher pay associated with their previous location.
This raised the question: Should the manager discipline the employee, despite their stellar performance? Or should she turn a blind eye, potentially upsetting the reporting team member and violating company protocol?
From the perspective of a top recruiter in the orthopedic device industry in the United States, it is evident that highly localized pay schemes are fraught with challenges from the outset. The manager found herself in an untenable situation, with no ideal solution in...
