Of the following, which is NOT considered a guide to fairness in total rewards?

The concept of fairness in total rewards is critical in human resource management, as it ensures that employees feel valued and motivated. Market rates, organizational practices, and internal equity are all established frameworks that guide fairness in compensation and benefits.

Market rates refer to the compensation levels paid for similar positions within the labor market. This benchmark helps organizations to remain competitive and to attract and retain talent, ensuring that pay rates are fair in comparison to what others in the industry or geographic area are offering.

Organizational practices encompass the policies and procedures that relate to compensation structure within a particular organization. They create a systematic approach to how rewards are administered, ensuring consistency and fairness across different roles and departments.

Internal equity involves comparing an employee's pay with that of their peers within the same organization. This form of equity is crucial to maintaining morale and avoiding disparities that could lead to dissatisfaction among staff members doing similar work.

In contrast, "extreme" does not correspond to an established principle for assessing fairness in total rewards. It lacks a clear definition in the context of compensation frameworks and does not provide guidance for ensuring that compensation practices are fair or equitable. Thus, it is correctly identified as the option that is NOT considered a guide to fairness in total rewards.