The Catholic University of America



  1. What is a “just wage”?
  2. An employee is not forced to take any particular job, so if he agrees to work for a specific wage, doesn’t that agreement make the wage just?
  3. What factors should an employer consider to calculate just compensation for an employee?
  4. Whose responsibility is it to see that a just wage is paid?
  5. Is it moral to pay employees more than they could get elsewhere for the same work, for the sake of paying a living wage, if in doing so we would reduce the amount of profits that the firm would earn otherwise?
  6. Should employers provide their firm’s employees with a share in the ownership of the company?
  7. What compensation levels are appropriate for senior executives?
  8. Should we take an employee’s personal circumstances into
    consideration when deciding his compensation (e.g., should a
    married man with a large family receive greater compensation
    than a single man, if both are doing exactly the same job)?


  1. Is there a specific level of healthcare benefits that we are morally obliged to offer our employees?
  2. Is it morally acceptable to offer employees healthcare benefits that cover abortion or birth control?
  3. Is it morally acceptable to extend spousal healthcare benefits to cohabitating companions of our employees?
  4. Is it morally acceptable to extend spousal healthcare benefits to homosexual partners of our employees?

Working Conditions

  1. What general working conditions should be given to employees?
  2. What obligations do we have to ensure the health and safety of our employees as they do their work, beyond the legal (e.g., U.S. Occupational Safety and Health Act of ,64-) requirements?
  3. Are we obliged to offer any kind of training and development opportunities to our staff if business success does not require
  4. Beyond legal requirements, does an employer have an obligation to take into consideration a woman’s family life?
  5. Do we have any obligation to make allowance for employees’ religious observances?
  6. More specifically, do we have an obligation to allow
    employees Sundays off?
  7. Should we make any special allowances for disabled employees?
  8. Does the concept of subsidiarity have any relevance and practical implications for how much authority we delegate to junior staff?

Labor-Management Relations

  1. How ought labor and management conduct themselves in dealing with each other?
  2. Do workers have a right to unionize?
  3. What should be the role of labor unions?
  4. Do workers have a right to strike?

Hiring and Firing

  1. In hiring decisions, may we discriminate against hiring someone whose immoral behavior outside the workplace will likely be demoralizing to other employees?
  2. Is it morally acceptable to lay off staff solely for the purposes of increasing profits and/or improving the company’s share price?
  3. Is there anything wrong with laying off people and replacing them with technology, if this will improve product quality and profits?