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(MoneyNewsWire.Net, May 21, 2015 ) Dallas, TX -- Kings III & SoloProtect gained attention and extended loyalty of employees, with a decision to increase internal minimum wage to $17 per hour. The employee compensation packages implemented by Kings III Emergency Communications, provides a living wage increase for all employees via the generosity of Owner and Chairman, George Broady. In an effort to provide a proper pay scale for all employees, the pay increase will affect 100% of the employees at Kings III and SoloProtect, both here in the US and those working abroad. Parent company Kings III provides emergency communications for help phones across North America and lone worker safety division, SoloProtect, provides employee monitoring solutions for worker safety across the globe.
An insider account of the transaction noted, “He made the announcement that starting in June, the company’s minimum wage salary would be increased to $17.00 an hour. Additionally, anyone making more than $17.00 an hour currently, would receive proportional adjustments up to a threshold, but that everyone in the company up to but not including the Vice President level, would receive a minimum of a $2,000 increase to their annual pay. After George asked if there were any questions, Karin Walsh, VP of Finance and Human Relations Kings III & SoloProtect US spoke for the whole company as she expressed gratitude to George, calling him an honorable man and stating that she could only hope other leaders would follow his example in the future.”
Dennis Mason, President, took the opportunity to highlight George’s generosity and encouraged employees to “make the gift last for years to come by filtering some of the new income to the company matched 401K, to savings or to pay down existing debt. Take advantage of this opportunity to really have this increase make a difference in your life.”
“Rostin Ventures has had the opportunity to work with many companies throughout the years. We have worked with investors, CEOs, Operations, Finance and Marketing executives, many who have mentioned the desire to implement a company plan to give back to the community and employees. None have taken the initiative to this extent. This executive initiated the program by individually donating the money to make it happen. It is one thing to take investor money, or company earnings to initiate an employee compensation model, but to personally invest the money back into the better good of each employee is another thing altogether,” said Julie Ross.
Quoted in an article published in NY Times in 2014, Mark Rank, Professor at the Washington State University, remarked, "People in the top 20% of income, roughly $100,000 in 2013 - have taken all the economic gains of the past 40 years. Of course the top 1% and even the top .01% has taken an even more disproportionate share."
MIT notes “In many American communities, families working in low-wage jobs make insufficient income to live locally given the local cost of living. Recently, in a number of high-cost communities, community organizers and citizens have successfully argued that the prevailing wage offered by the public sector and key businesses should reflect a wage rate required to meet minimum standards of living. Therefore we have developed a living wage calculator to estimate the cost of living in your community or region. The calculator lists typical expenses, the living wage and typical wages for the selected location.”
Poverty Wage, Minimum Wage and Living Wage estimates for Dallas County are shown at http://livingwage.mit.edu. There is a wide range and distinct difference between a living wage, poverty, and minimum wage earnings. Estimates reveal individual and per adult in family earning requirements.
The organization’s ability to attract qualified talent and retain valuable employees begins with compensation. Determining the proper living wage is essential for productivity. Setting employee compensation too low causes recruiting challenges. However, setting the scale too high also can present challenges. High wages usually include comparable benefits packages.
Wikipedia notes, “Typically, cash compensation consists of a wage or salary, and may include commissions or bonuses. Benefits consist of retirement plans, health insurance, life insurance, disability insurance, vacation, employee stock ownership plans, etc.”
Kings III and SoloProtect executives realized that paying employees too little affects the employee, their ability to live and to work. George Broady recognized a genuine opportunity to give back to those who have made a difference to his life, through his company. As the company grows, so will the legacy of this new employee compensation package, which will be assumed by the respective companies. Video on the announcement is available to the public and was provided to employees to share with family and friends in social media. View extended footage on the proper living wage and internal minimum wage package via that provided video link.
Founded in 1989, Kings III is the nation’s only full service provider of emergency communications solutions, providing maintenance and monitoring services to tens of thousands of emergency help phones throughout the U.S. and Canada. The North American division of SoloProtect is a new division of Kings III Emergency Communications, with US headquarters in Dallas, Texas. www.Kingsiii.com
SoloProtect, a division of Kings III Emergency Communications, features the award-winning, Identicom lone worker safety device. Kings III emergency communications services are fully integrated, providing employee monitoring solutions for worker safety, which include device provisioning, maintenance and 24/7/365 professional emergency monitoring. www.SoloProtect.com/US
SoloProtect
Katie Thomas
972.906.7006
kthomas@kingsiii.com
Source: EmailWire.Com 
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