This document outlines a case study involving promoting employees to supervisory or management roles without providing pay raises. It discusses the related theories of promotion, distributive justice, and equity and how they apply to this case. Recommended solutions include clear communication from management, recognizing employee value, putting a time frame on any pay freeze, and providing other benefits like more time off. The conclusion emphasizes the importance of following principles of justice, managing fairness perceptions, and involving employees in communication.