Sample records for compensating wage differentials

  1. The Effect of Military Enlistment on Earnings and Education

    DTIC Science & Technology

    2011-01-01

    to compensate individuals for their sacrifice and service (a “compensating wage differential ”). We do not directly test these alternative hypotheses...earnings effects are attributable to a compensating wage differential . For Category I and II enlistees, it seems likely that this differential explains...the need for the military to pay a compensating wage differential to attract young men and women to endure the hardships of military service. Some of

  2. Bobbing for Widgets: Compensating Wage Differentials

    ERIC Educational Resources Information Center

    Eckel, Catherine; McInnes, Melayne Morgan; Solnick, Sara; Ensminger, Jean; Fryer, Roland; Heiner, Ronald; Samms, Gavin; Sieberg, Katri; Wilson, Rick

    2005-01-01

    The authors describe a classroom game that introduces the concept of compensating wage differentials by allowing students to negotiate over the assignment of jobs and wages. Two jobs are designed so that neither job requires special skills, but one is significantly more unpleasant than the other. By varying the job titles and duties, students can…

  3. The marriage premium and compensating wage differentials.

    PubMed

    Reed, W R; Harford, K

    1989-12-01

    This paper proposes and tests an alternative explanation of the marriage premium that relies upon differences in workers' tastes and compensating wage differentials. A key assumption is that marital status proxies for the consumption of family goods, such as children, and that these are costly. Workers whose greater demands for family goods are taste- generated and shown to choose jobs that offer greater wage, and less non-pecuniary compensation. This creates an observed wage premium that has nothing to do with differences in workers' productivities. Supporting empirical evidence for this hypothesis is presented, including a reevaluation of previous studies.

  4. Compensating Differentials and Income Taxes: Are the Wages of Dangerous Jobs More Responsive to Tax Changes than the Wages of Safe Jobs?

    ERIC Educational Resources Information Center

    Powell, David

    2012-01-01

    Income taxes distort the relationship between wages and nontaxable amenities. When the marginal tax rate increases, amenities become more valuable as the compensating differential for low-amenity jobs is taxed away. While there is evidence that the provision of amenities responds to taxes, the literature has ignored the consequences for job…

  5. Wage Differentials between Heat-Exposure Risk and No Heat-Exposure Risk Groups

    PubMed Central

    Kim, Donghyun; Lim, Up

    2017-01-01

    The goal of this study is to investigate the wage differential between groups of workers who are exposed to heat and those who are not. Workers in the heat-exposure risk group are defined as workers who work in conditions that cause them to spend more than 25% of their work hours at high temperatures. To analyze the wage differential, the Blinder-Oaxaca and Juhn-Murphy-Pierce methods were applied to Korea Working Condition Survey data. The results show that the no heat-exposure risk group received higher wages. In most cases, this can be interpreted as the endowment effect of human capital. As a price effect that lowers the endowment effect, the compensating differential for the heat-exposure risk group was found to be 1%. Moreover, education level, work experience, and employment status counteracted the compensating differentials for heat-exposure risks. A comparison of data sets from 2011 and 2014 shows that the increasing wage gap between the two groups was not caused by systematic social discrimination factors. This study suggests that wage differential factors can be modified for thermal environmental risks that will change working conditions as the impact of climate change increases. PMID:28672804

  6. Wage Differentials between Heat-Exposure Risk and No Heat-Exposure Risk Groups.

    PubMed

    Kim, Donghyun; Lim, Up

    2017-06-24

    The goal of this study is to investigate the wage differential between groups of workers who are exposed to heat and those who are not. Workers in the heat-exposure risk group are defined as workers who work in conditions that cause them to spend more than 25% of their work hours at high temperatures. To analyze the wage differential, the Blinder-Oaxaca and Juhn-Murphy-Pierce methods were applied to Korea Working Condition Survey data. The results show that the no heat-exposure risk group received higher wages. In most cases, this can be interpreted as the endowment effect of human capital. As a price effect that lowers the endowment effect, the compensating differential for the heat-exposure risk group was found to be 1%. Moreover, education level, work experience, and employment status counteracted the compensating differentials for heat-exposure risks. A comparison of data sets from 2011 and 2014 shows that the increasing wage gap between the two groups was not caused by systematic social discrimination factors. This study suggests that wage differential factors can be modified for thermal environmental risks that will change working conditions as the impact of climate change increases.

  7. Implications to Postsecondary Faculty of Alternative Calculation Methods of Gender-Based Wage Differentials.

    ERIC Educational Resources Information Center

    Hagedorn, Linda Serra

    1998-01-01

    A study explored two distinct methods of calculating a precise measure of gender-based wage differentials among college faculty. The first estimation considered wage differences using a formula based on human capital; the second included compensation for past discriminatory practices. Both measures were used to predict three specific aspects of…

  8. Compensating differentials, labor market segmentation, and wage inequality.

    PubMed

    Daw, Jonathan; Hardie, Jessica Halliday

    2012-09-01

    Two literatures on work and the labor market draw attention to the importance of non-pecuniary job amenities. Social psychological perspectives on work suggest that workers have preferences for a range of job amenities (e.g. Halaby, 2003). The compensating differentials hypothesis predicts that workers navigate tradeoffs among different job amenities such that wage inequality overstates inequality in utility (Smith, 1979). This paper joins these perspectives by constructing a new measure of labor market success that evaluates the degree to which workers' job amenity preferences and outcomes match. This measure of subjective success is used to predict workers' job satisfaction and to test the hypothesis that some degree of labor force inequality in wages is due to preference-based tradeoffs among all job amenities. Findings demonstrate that the new measure predicts workers' job satisfaction and provides evidence for the presence of compensating differentials in the primary and intermediate, but not secondary, labor markets. Copyright © 2012 Elsevier Inc. All rights reserved.

  9. Emotional labor demands and compensating wage differentials.

    PubMed

    Glomb, Theresa M; Kammeyer-Mueller, John D; Rotundo, Maria

    2004-08-01

    The concept of emotional labor demands and their effects on workers has received considerable attention in recent years, with most studies concentrating on stress, burnout, satisfaction, or other affective outcomes. This study extends the literature by examining the relationship between emotional labor demands and wages at the occupational level. Theories describing the expected effects of job demands and working conditions on wages are described. Results suggest that higher levels of emotional labor demands are associated with lower wage rates for jobs low in cognitive demands and with higher wage rates for jobs high in cognitive demands. Implications of these findings are discussed. (c) 2004 APA

  10. Intra-regional amenities, wages, and home prices: The role of forests in the Southwest

    Treesearch

    Michael S. Hand; Jennifer A. Thacher; Daniel W. McCollum; Robert P. Berrens

    2008-01-01

    Forests provide non-market goods and services that people are implicitly willing to pay for through hedonic housing and labor markets. But it is unclear if compensating differentials arise in these markets at the regional level. This empirical question is addressed in a study of Arizona and New Mexico. Hedonic regressions of housing prices and wages using census and...

  11. Gender-based wage differentials among registered dietitians.

    PubMed

    Pollard, Prudence; Taylor, Maxine; Daher, Noha

    2007-01-01

    The debate on compensation equity is broad-based, addressing many organizational, personal, and outcome factors. Central to compensation philosophy is the issue of gender equity. Health care, like many other industries, remains fraught with gender inequity in compensation. This inequity is partially explained by choice of practice area. However, much remains unexplained. Health care is a female-dominated industry with most of the women working in the allied health professions (eg, nurses, dietitians, etc). Registered dietitians (RD) may experience wage discrimination, similar to registered nurses, but prior to the present study, the assumption was not tested. Using data from the first comprehensive study of RD compensation, we examined gender equity in total cash compensation to RDs. Data were collected on total cash compensation, and questions focused on career progression and work outcomes. For purposes of our study, we analyzed data on 5,477 full-time RDs. Ninety-six percent were women, the median age was 43, and median total cash compensation for RDs employed in the position for at least 1 year was $45,500.00. Women earned $45,285.00 and men earned $50,250.00. A median wage gap of $4,965.00 between women and men was observed. Variability in total cash compensation to women was best explained by size of budget, years of experience, work setting, and educational level. Variability for men was explained by size of budget, years of experience, educational level, and employer status. Conclusions suggest that given the wage discrimination that female RDs experience, work organizations should evaluate their pay plans to monitor pay equity. Factors that women can manage to receive compensation that is equal to that of the men include size of budgets they manage, years of experience in the field, employer status, work setting, and educational level attained. Findings are useful for career advisers, human resource specialists, compensation specialists, supervisors, RDs, and compensation researchers.

  12. The Impact of Taxes on Competition for CEOs.

    PubMed

    Krenn, Peter

    2017-07-03

    This paper contributes to the question of how taxation of corporate profits and wages affects competition among firms for highly skilled human resources such as CEOs. Use of a theoretical model shows that wage taxes can have a substantial impact on the outcome of such a competition if marginal tax rates are different as in an international labor market. Further, the paper shows that increasing the wage tax rate unilaterally can have an ambiguous effect on observed gross compensation levels. However, in a local labor market for CEOs, observed gross fixed salaries should decline in the wage tax rate. Tax effects in a market for CEOs is a particularly interesting topic because recent developments with respect to compensation practices of top-level managers have opened a public debate about the use of instruments for regulating compensation of those managers. Furthermore, many countries around the world use tax incentives in order to facilitate immigration of highly skilled human resources. The investigation follows an analytical economics-based approach by extending an LEN model with elements of competition for scarce human resources and income taxation. It investigates the impact of differential taxation on the competition between two firms for the exclusive service of a unique, highly skilled CEO.

  13. 45 CFR 303.108 - Quarterly wage and unemployment compensation claims reporting to the National Directory of New...

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 2 2010-10-01 2010-10-01 false Quarterly wage and unemployment compensation... OPERATIONS § 303.108 Quarterly wage and unemployment compensation claims reporting to the National Directory of New Hires. (a) What definitions apply to quarterly wage and unemployment compensation claims...

  14. 45 CFR 303.108 - Quarterly wage and unemployment compensation claims reporting to the National Directory of New...

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 45 Public Welfare 2 2012-10-01 2012-10-01 false Quarterly wage and unemployment compensation... OPERATIONS § 303.108 Quarterly wage and unemployment compensation claims reporting to the National Directory of New Hires. (a) What definitions apply to quarterly wage and unemployment compensation claims...

  15. 45 CFR 303.108 - Quarterly wage and unemployment compensation claims reporting to the National Directory of New...

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 45 Public Welfare 2 2013-10-01 2012-10-01 true Quarterly wage and unemployment compensation claims... OPERATIONS § 303.108 Quarterly wage and unemployment compensation claims reporting to the National Directory of New Hires. (a) What definitions apply to quarterly wage and unemployment compensation claims...

  16. 45 CFR 303.108 - Quarterly wage and unemployment compensation claims reporting to the National Directory of New...

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 45 Public Welfare 2 2014-10-01 2012-10-01 true Quarterly wage and unemployment compensation claims... OPERATIONS § 303.108 Quarterly wage and unemployment compensation claims reporting to the National Directory of New Hires. (a) What definitions apply to quarterly wage and unemployment compensation claims...

  17. 45 CFR 303.108 - Quarterly wage and unemployment compensation claims reporting to the National Directory of New...

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 45 Public Welfare 2 2011-10-01 2011-10-01 false Quarterly wage and unemployment compensation... OPERATIONS § 303.108 Quarterly wage and unemployment compensation claims reporting to the National Directory of New Hires. (a) What definitions apply to quarterly wage and unemployment compensation claims...

  18. Measuring the Value of Statistical Life: Estimating Compensating Wage Differentials among Workers in India

    ERIC Educational Resources Information Center

    Madheswaran, S.

    2007-01-01

    Policy makers confronted with the need to introduce health and safety regulations often wonder how to value the benefits of these regulations. One way that a monetary value could be placed on reductions in health risks, including risk of death, is through understanding how people are compensated for the different risks they take. While there is an…

  19. The Impact of Taxes on Competition for CEOs

    PubMed Central

    Krenn, Peter

    2017-01-01

    Abstract This paper contributes to the question of how taxation of corporate profits and wages affects competition among firms for highly skilled human resources such as CEOs. Use of a theoretical model shows that wage taxes can have a substantial impact on the outcome of such a competition if marginal tax rates are different as in an international labor market. Further, the paper shows that increasing the wage tax rate unilaterally can have an ambiguous effect on observed gross compensation levels. However, in a local labor market for CEOs, observed gross fixed salaries should decline in the wage tax rate. Tax effects in a market for CEOs is a particularly interesting topic because recent developments with respect to compensation practices of top-level managers have opened a public debate about the use of instruments for regulating compensation of those managers. Furthermore, many countries around the world use tax incentives in order to facilitate immigration of highly skilled human resources. The investigation follows an analytical economics-based approach by extending an LEN model with elements of competition for scarce human resources and income taxation. It investigates the impact of differential taxation on the competition between two firms for the exclusive service of a unique, highly skilled CEO. PMID:29097851

  20. Trading jobs for health: ionizing radiation, occupational ethics, and the welfare argument.

    PubMed

    Shrader-Frechette, Kristin

    2002-04-01

    Blue-collar workers throughout the world generally face higher levels of pollution than the public and are unable to control many health risks that employers impose on them. Economists tend to justify these risky workplaces on the grounds of the compensating wage differential (CWD). The CWD, or hazard-pay premium, is the alleged increment in wages, all things being equal, that workers in hazardous environments receive. According to this theory, employees trade safety for money on the job market, even though they realize some of them will bear the health consequences of their employment in a risky occupational environment. To determine whether the CWD or hazard-pay premium succeeds in justifying alleged environmental injustices in the workplace, this essay (1) surveys the general theory behind the "compensating wage differential"; (2) presents and evaluates the "welfare argument" for the CWD; (3) offers several reasons for rejecting the CWD, as a proposed rationale for allowing apparent environmental injustice in the workplace; and (4) applies the welfare argument to an empirical case, that of US nuclear workers. The essay concludes that this argument fails to provide a justification for the apparent environmental injustice faced by the 600,000 US workers who have labored in government nuclear-weapons plants and laboratories.

  1. Beyond Your Paycheck: An Employee Benefits Primer.

    ERIC Educational Resources Information Center

    Stanton, Michael

    1990-01-01

    Discusses fringe benefits and points out that employee benefits in medium and large firms account for more than 27 percent of total compensation. Differentiates among statutory (required by law), compensatory (wages paid for time not worked such as vacation and sick leave), and supplementary (including insurance and pension plans) benefits and…

  2. Nurses wanted Is the job too harsh or is the wage too low?

    PubMed

    Di Tommaso, M L; Strøm, S; Saether, E M

    2009-05-01

    When entering the job market, nurses choose among different kind of jobs. Each of these jobs is characterized by wage, sector (primary care or hospital) and shift (daytime work or shift). This paper estimates a multi-sector-job-type random utility model of labor supply on data for Norwegian registered nurses (RNs) in 2000. The empirical model implies that labor supply is rather inelastic; 10% increase in the wage rates for all nurses is estimated to yield 3.3% increase in overall labor supply. This modest response shadows for much stronger inter-job-type responses. Our approach differs from previous studies in two ways: First, to our knowledge, it is the first time that a model of labor supply for nurses is estimated taking explicitly into account the choices that RN's have regarding work place and type of job. Second, it differs from previous studies with respect to the measurement of the compensations for different types of work. So far, it has been focused on wage differentials. But there are more attributes of a job than the wage. Based on the estimated random utility model we therefore calculate the expected value of compensation that makes a utility maximizing agent indifferent between types of jobs, here between shift work and daytime work. It turns out that Norwegian nurses working shifts may be willing to work shift relative to daytime work for a lower wage than the current one.

  3. Compensating wage differentials and the impact of health insurance in the public sector on wages and hours.

    PubMed

    Qin, Paige; Chernew, Michael

    2014-12-01

    This paper examines the trade-off between wages and employer spending on health insurance for public sector workers, and the relationship between coverage and hours worked. Our primary approach compares trends in wages and hours for public employees with and without state/local government provided health insurance using individual-level micro-data from the 1992-2011 CPS. To adjust for differences between insured and uninsured public sector employees, we create a matched sample based on an employee's propensity to receive health insurance. We assess the relationship between state contribution to the health plan premium, state-level healthcare spending, and the wages and hours of state and local government employees. We find modest reductions in wages are associated with having employer-sponsored health insurance (ESHI), although this effect is not precisely measured. The reduction in wages associated with having ESHI is larger among non-unionized workers. Further, we find little evidence that provision of health insurance increases hours worked. Copyright © 2014 Elsevier B.V. All rights reserved.

  4. Long Term Illness and Wages

    ERIC Educational Resources Information Center

    Sandy, Robert; Elliott, Robert R.

    2005-01-01

    Long-term illness (LTI) is a more prevalent workplace risk than fatal accidents but there is virtually no evidence for compensating differentials for a broad measure of LTI. In 1990 almost 3.4 percent of the U.K. adult population suffered from a LTI caused solely by their working conditions. This paper provides the first estimates of compensating…

  5. Are Public School Teacher Salaries Paid Compensating Wage Differentials for Student Racial and Ethnic Characteristics?

    ERIC Educational Resources Information Center

    Martin, Stephanie M.

    2010-01-01

    The present paper examines the relationship between public school teacher salaries and the racial concentration and segregation of students in the district. A particularly rich set of control variables is included to better measure the effect of racial characteristics. Additional analyses included Metropolitan Statistical Area fixed effects and…

  6. 20 CFR 25.202 - How is the Special Schedule applied for Japanese seamen?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ..., DEPARTMENT OF LABOR FEDERAL EMPLOYEES' COMPENSATION ACT COMPENSATION FOR DISABILITY AND DEATH OF NONCITIZEN... total disability. Weekly compensation shall be paid at 75 percent of the weekly wage rate. (c) Temporary... compensation shall be paid at 75 percent of the weekly wage rate and that the number of weeks allowed for...

  7. 20 CFR 25.202 - How is the Special Schedule applied for Japanese seamen?

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ..., DEPARTMENT OF LABOR FEDERAL EMPLOYEES' COMPENSATION ACT COMPENSATION FOR DISABILITY AND DEATH OF NONCITIZEN... total disability. Weekly compensation shall be paid at 75 percent of the weekly wage rate. (c) Temporary... compensation shall be paid at 75 percent of the weekly wage rate and that the number of weeks allowed for...

  8. Reserve Participation and Cost Under a New Approach to Reserve Compensation

    DTIC Science & Technology

    2012-01-01

    current system to one involving RMC and incentive pay could lead to greater differentiation in pay among reservists. Currently, some reservists may be paid...arguing that incentive pay and cost savings could be used for greater differentiation in pay and the introduc- tion of novel contracts, changes that...Cawley et al., 1999) finds positive returns of AFQT-component test scores to log wage 1 We will try to allow for discount-rate heterogeneity in

  9. Health Insurance Costs and Employee Compensation: Evidence from the National Compensation Survey.

    PubMed

    Anand, Priyanka

    2017-12-01

    This paper examines the relationship between rising health insurance costs and employee compensation. I estimate the extent to which total compensation decreases with a rise in health insurance costs and decompose these changes in compensation into adjustments in wages, non-health fringe benefits, and employee contributions to health insurance premiums. I examine this relationship using the National Compensation Survey, a panel dataset on compensation and health insurance for a sample of establishments across the USA. I find that total hourly compensation reduces by $0.52 for each dollar increase in health insurance costs. This reduction in total compensation is primarily in the form of higher employee premium contributions, and there is no evidence of a change in wages and non-health fringe benefits. These findings show that workers are absorbing at least part of the increase in health insurance costs through lower compensation and highlight the importance of examining total compensation, and not just wages, when examining the relationship between health insurance costs and employee compensation. Copyright © 2016 John Wiley & Sons, Ltd. Copyright © 2016 John Wiley & Sons, Ltd.

  10. 20 CFR 25.202 - How is the Special Schedule applied for Japanese seamen?

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ..., DEPARTMENT OF LABOR FEDERAL EMPLOYEES' COMPENSATION ACT COMPENSATION FOR DISABILITY AND DEATH OF NONCITIZEN...) Temporary total disability. Weekly compensation shall be paid at 75 percent of the weekly wage rate. (c... wage rate and that the number of weeks allowed for specified losses shall be changed as follows: (i...

  11. 20 CFR 25.202 - How is the Special Schedule applied for Japanese seamen?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ..., DEPARTMENT OF LABOR FEDERAL EMPLOYEES' COMPENSATION ACT COMPENSATION FOR DISABILITY AND DEATH OF NONCITIZEN...) Temporary total disability. Weekly compensation shall be paid at 75 percent of the weekly wage rate. (c... wage rate and that the number of weeks allowed for specified losses shall be changed as follows: (i...

  12. 20 CFR 25.202 - How is the Special Schedule applied for Japanese seamen?

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ..., DEPARTMENT OF LABOR FEDERAL EMPLOYEES' COMPENSATION ACT COMPENSATION FOR DISABILITY AND DEATH OF NONCITIZEN...) Temporary total disability. Weekly compensation shall be paid at 75 percent of the weekly wage rate. (c... wage rate and that the number of weeks allowed for specified losses shall be changed as follows: (i...

  13. A comparison of salary-wage and hourly-wage acute care nursing units: a pilot study.

    PubMed

    Hickey, Rosa G; Buchko, Barbara L; Coe, Paula F; Woods, Anne B

    2015-05-01

    This pilot study examined differences in RN perception of the professional practice environment and financial indicators between salary-wage and hourly-wage compensation models. There is a dearth of current information regarding use of salary-wage models for compensation for direct care nurses. A descriptive, comparative design was used to examine the Revised Professional Practice Environment Scale (RPPE) and financial indicators of nurses in a nonprofit healthcare system over a 6-month period. Mean scores on the RPPE were significantly lower for hourly-wage RNs, and the hourly-wage model resulted in a 1.2% additional cost for overtime hours compared with the fixed cost of the salary-wage model. Nurses in an hourly-wage unit reported a significantly lower perception of the clinical practice environment than did their peers in a salary-wage unit, indicating that professional practice perceptions in a salary-wage unit may provide a more effective professional practice environment. Financial analysis resulted in a budget-neutral impact.

  14. Determinants of general practitioners' wages in England.

    PubMed

    Morris, Stephen; Goudie, Rosalind; Sutton, Matt; Gravelle, Hugh; Elliott, Robert; Hole, Arne Risa; Ma, Ada; Sibbald, Bonnie; Skåtun, Diane

    2011-02-01

    We analyse the determinants of annual net income and wages (net income/hours) of general practitioners (GPs) using data for 2271 GPs in England recorded during Autumn 2008. The average GP had an annual net income of £97,500 and worked 43 h per week. The mean wage was £51 per h. Net income and wages depended on gender, experience, list size, partnership size, whether or not the GP worked in a dispensing practice, whether they were salaried of self-employed, whether they worked in a practice with a nationally or locally negotiated contract, and the characteristics of the local population (proportion from ethnic minorities, rurality, and income deprivation). The findings have implications for pay discrimination by GP gender and ethnicity, GP preferences for partnership size, incentives for competition for patients, and compensating differentials for local population characteristics. They also shed light on the attractiveness to GPs in England of locally negotiated (personal medical services) versus nationally negotiated (general medical services) contracts.

  15. 20 CFR 10.102 - How and when is a claim for wage loss compensation filed?

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... compensation filed? (a) Form CA-7 is used to claim compensation for periods of disability not covered by COP... disability continues, the employee should submit a claim on Form CA-7 each two weeks until otherwise... 20 Employees' Benefits 1 2014-04-01 2012-04-01 true How and when is a claim for wage loss...

  16. 20 CFR 10.102 - How and when is a claim for wage loss compensation filed?

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... compensation filed? (a) Form CA-7 is used to claim compensation for periods of disability not covered by COP... disability continues, the employee should submit a claim on Form CA-7 each two weeks until otherwise... 20 Employees' Benefits 1 2013-04-01 2012-04-01 true How and when is a claim for wage loss...

  17. 20 CFR 10.102 - How and when is a claim for wage loss compensation filed?

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... compensation filed? (a) Form CA-7 is used to claim compensation for periods of disability not covered by COP... disability continues, the employee should submit a claim on Form CA-7 each two weeks until otherwise... 20 Employees' Benefits 1 2012-04-01 2012-04-01 false How and when is a claim for wage loss...

  18. 20 CFR 404.221 - Computing your average monthly wage.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... your average monthly wage, we consider all the wages, compensation, self-employment income, and deemed... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Computing your average monthly wage. 404.221... DISABILITY INSURANCE (1950- ) Computing Primary Insurance Amounts Average-Monthly-Wage Method of Computing...

  19. 20 CFR 404.221 - Computing your average monthly wage.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... your average monthly wage, we consider all the wages, compensation, self-employment income, and deemed... 20 Employees' Benefits 2 2011-04-01 2011-04-01 false Computing your average monthly wage. 404.221... DISABILITY INSURANCE (1950- ) Computing Primary Insurance Amounts Average-Monthly-Wage Method of Computing...

  20. 20 CFR 10.102 - How and when is a claim for wage loss compensation filed?

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... compensation filed? (a) Form CA-7 is used to claim compensation for periods of disability not covered by COP.... Therefore, while disability continues, the employee should submit a claim on Form CA-7 each two weeks until... 20 Employees' Benefits 1 2011-04-01 2011-04-01 false How and when is a claim for wage loss...

  1. 20 CFR 10.102 - How and when is a claim for wage loss compensation filed?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... compensation filed? (a) Form CA-7 is used to claim compensation for periods of disability not covered by COP.... Therefore, while disability continues, the employee should submit a claim on Form CA-7 each two weeks until... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false How and when is a claim for wage loss...

  2. 26 CFR 509.101 - Introductory.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... artists, musicians and athletes. Article XI (1)(a) Wages, salaries and similar compensation, and pensions paid by the United States or by the political subdivisions or territories thereof to an individual... tax. (b) Wages, salaries and similar compensation and pensions paid by Switzerland or by any agency or...

  3. 26 CFR 509.101 - Introductory.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... artists, musicians and athletes. Article XI (1)(a) Wages, salaries and similar compensation, and pensions paid by the United States or by the political subdivisions or territories thereof to an individual... tax. (b) Wages, salaries and similar compensation and pensions paid by Switzerland or by any agency or...

  4. 26 CFR 509.101 - Introductory.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... artists, musicians and athletes. Article XI (1)(a) Wages, salaries and similar compensation, and pensions paid by the United States or by the political subdivisions or territories thereof to an individual... tax. (b) Wages, salaries and similar compensation and pensions paid by Switzerland or by any agency or...

  5. 26 CFR 509.101 - Introductory.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... artists, musicians and athletes. Article XI (1)(a) Wages, salaries and similar compensation, and pensions paid by the United States or by the political subdivisions or territories thereof to an individual... tax. (b) Wages, salaries and similar compensation and pensions paid by Switzerland or by any agency or...

  6. 28 CFR 301.204 - Continuation of lost-time wages.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Continuation of lost-time wages. 301.204... ACCIDENT COMPENSATION Lost-Time Wages § 301.204 Continuation of lost-time wages. (a) Once approved, the inmate shall receive lost-time wages until the inmate: (1) Is released; (2) Is transferred to another...

  7. Do Students Expect Compensation for Wage Risk?

    ERIC Educational Resources Information Center

    Schweri, Juerg; Hartog, Joop; Wolter, Stefan C.

    2011-01-01

    We use a unique data set about the wage distribution that Swiss students expect for themselves ex ante, deriving parametric and non-parametric measures to capture expected wage risk. These wage risk measures are unfettered by heterogeneity which handicapped the use of actual market wage dispersion as risk measure in earlier studies. Students in…

  8. New BLS Data on Staff Nurse Compensation and Inflation-Adjusted Wages.

    PubMed

    McMenamin, Peter

    2014-01-01

    The wages of hospital staff RNs are a measure of the economic well-being of nurses across the board. The good news is the estimated average annual compensation for hospital RNs is now $107,307, consisting of $72,862 in wages and $34,445 in fringe benefits. The bad news is inflation has taken away virtually all of those increases. How long will it take the hospital industry to respond to the economic recovery, the decline of unemployment, and increased insurance coverage of the general population? Managing the transition will require greater attention to maintaining the equilibrium of hospital nurse wages.

  9. Effects of employer-sponsored health insurance costs on Social Security taxable wages.

    PubMed

    Burtless, Gary; Milusheva, Sveta

    2013-01-01

    The increasing cost of employer contributions for employee health insurance reduces the share of compensation subject to the Social Security payroll tax. Rising insurance contributions can also have a more subtle effect on the Social Security tax base because they influence the distribution of money wages above and below the taxable maximum amount. This article uses the Medical Expenditure Panel Survey to analyze trends in employer health insurance contributions and the distribution of those costs up and down the wage distribution. Our analysis shows that employer health insurance contributions increased faster than overall compensation during 1996-2008, but such contributions grew only slightly faster among workers earning less than the taxable maximum than they did among those earning more. Because employer health insurance contributions represent a much higher percentage of compensation below the taxable maximum, health insurance cost trends exerted a disproportionate downward pressure on money wages below the taxable maximum.

  10. 26 CFR 509.113 - Government wages, salaries, and pensions.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 26 Internal Revenue 19 2010-04-01 2010-04-01 false Government wages, salaries, and pensions. 509...) REGULATIONS UNDER TAX CONVENTIONS SWITZERLAND General Income Tax § 509.113 Government wages, salaries, and pensions. (a) General. Under Article XI of the convention any wage, salary, or similar compensation, or any...

  11. 26 CFR 31.3121(v)(2)-1 - Treatment of amounts deferred under certain nonqualified deferred compensation plans.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... timing rule for wages. Remuneration for employment that constitutes wages within the meaning of section...) taxes imposed under sections 3101 and 3111 at the time the remuneration is actually or constructively... deferred compensation plan—(i) In general. To the extent that remuneration deferred under a nonqualified...

  12. 20 CFR 226.63 - Determining monthly compensation.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... obtained by dividing the average annual wage for the indexing year by the average annual wage for the year... wage for 1951 is used. (2) Indexing year defined. The indexing year is the second year before the year...

  13. 20 CFR 226.63 - Determining monthly compensation.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... obtained by dividing the average annual wage for the indexing year by the average annual wage for the year... wage for 1951 is used. (2) Indexing year defined. The indexing year is the second year before the year...

  14. 20 CFR 226.63 - Determining monthly compensation.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... obtained by dividing the average annual wage for the indexing year by the average annual wage for the year... wage for 1951 is used. (2) Indexing year defined. The indexing year is the second year before the year...

  15. 20 CFR 226.63 - Determining monthly compensation.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... obtained by dividing the average annual wage for the indexing year by the average annual wage for the year... wage for 1951 is used. (2) Indexing year defined. The indexing year is the second year before the year...

  16. 20 CFR 226.63 - Determining monthly compensation.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... obtained by dividing the average annual wage for the indexing year by the average annual wage for the year... wage for 1951 is used. (2) Indexing year defined. The indexing year is the second year before the year...

  17. 29 CFR 1620.33 - Recovery of wages due; injunctions; penalties for willful violations.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 4 2013-07-01 2013-07-01 false Recovery of wages due; injunctions; penalties for willful... OPPORTUNITY COMMISSION THE EQUAL PAY ACT § 1620.33 Recovery of wages due; injunctions; penalties for willful... overtime compensation under the FLSA. This is true both of the additional wages required by the Act to be...

  18. 29 CFR 1620.33 - Recovery of wages due; injunctions; penalties for willful violations.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 4 2012-07-01 2012-07-01 false Recovery of wages due; injunctions; penalties for willful... OPPORTUNITY COMMISSION THE EQUAL PAY ACT § 1620.33 Recovery of wages due; injunctions; penalties for willful... overtime compensation under the FLSA. This is true both of the additional wages required by the Act to be...

  19. 29 CFR 1620.33 - Recovery of wages due; injunctions; penalties for willful violations.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 4 2011-07-01 2011-07-01 false Recovery of wages due; injunctions; penalties for willful... OPPORTUNITY COMMISSION THE EQUAL PAY ACT § 1620.33 Recovery of wages due; injunctions; penalties for willful... overtime compensation under the FLSA. This is true both of the additional wages required by the Act to be...

  20. 29 CFR 1620.33 - Recovery of wages due; injunctions; penalties for willful violations.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 4 2014-07-01 2014-07-01 false Recovery of wages due; injunctions; penalties for willful... OPPORTUNITY COMMISSION THE EQUAL PAY ACT § 1620.33 Recovery of wages due; injunctions; penalties for willful... overtime compensation under the FLSA. This is true both of the additional wages required by the Act to be...

  1. 29 CFR 4.167 - Wage payments-medium of payment.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 1 2014-07-01 2013-07-01 true Wage payments-medium of payment. 4.167 Section 4.167 Labor... Compliance with Compensation Standards § 4.167 Wage payments—medium of payment. The wage payment requirements... the period in which it was earned, are not proper mediums of payment under the Act. If, as is...

  2. 29 CFR 4.167 - Wage payments-medium of payment.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 1 2013-07-01 2013-07-01 false Wage payments-medium of payment. 4.167 Section 4.167 Labor... Compliance with Compensation Standards § 4.167 Wage payments—medium of payment. The wage payment requirements... the period in which it was earned, are not proper mediums of payment under the Act. If, as is...

  3. 29 CFR 4.167 - Wage payments-medium of payment.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 1 2012-07-01 2012-07-01 false Wage payments-medium of payment. 4.167 Section 4.167 Labor... Compliance with Compensation Standards § 4.167 Wage payments—medium of payment. The wage payment requirements... the period in which it was earned, are not proper mediums of payment under the Act. If, as is...

  4. 29 CFR 4.167 - Wage payments-medium of payment.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 1 2011-07-01 2011-07-01 false Wage payments-medium of payment. 4.167 Section 4.167 Labor... Compliance with Compensation Standards § 4.167 Wage payments—medium of payment. The wage payment requirements... the period in which it was earned, are not proper mediums of payment under the Act. If, as is...

  5. 29 CFR 4.167 - Wage payments-medium of payment.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 1 2010-07-01 2010-07-01 true Wage payments-medium of payment. 4.167 Section 4.167 Labor... Compliance with Compensation Standards § 4.167 Wage payments—medium of payment. The wage payment requirements... the period in which it was earned, are not proper mediums of payment under the Act. If, as is...

  6. 29 CFR 1620.12 - Wage “rate.”

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... “rate.” (a) The term wage “rate,” as used in the EPA, refers to the standard or measure by which an employee's wage is determined and is considered to encompass all rates of wages whether calculated on a... rate at which overtime compensation or other special remuneration is paid as well as the rate at which...

  7. 29 CFR 1620.12 - Wage “rate.”

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... “rate.” (a) The term wage “rate,” as used in the EPA, refers to the standard or measure by which an employee's wage is determined and is considered to encompass all rates of wages whether calculated on a... rate at which overtime compensation or other special remuneration is paid as well as the rate at which...

  8. 29 CFR 1620.12 - Wage “rate.”

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... “rate.” (a) The term wage “rate,” as used in the EPA, refers to the standard or measure by which an employee's wage is determined and is considered to encompass all rates of wages whether calculated on a... rate at which overtime compensation or other special remuneration is paid as well as the rate at which...

  9. 29 CFR 1620.12 - Wage “rate.”

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... “rate.” (a) The term wage “rate,” as used in the EPA, refers to the standard or measure by which an employee's wage is determined and is considered to encompass all rates of wages whether calculated on a... rate at which overtime compensation or other special remuneration is paid as well as the rate at which...

  10. 45 CFR 2553.44 - May cost reimbursements received by a RSVP volunteer be subject to any tax or charge, treated as...

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... volunteer be subject to any tax or charge, treated as wages or compensation, or affect eligibility to... VOLUNTEER PROGRAM Eligibility, Cost Reimbursements and Volunteer Assignments § 2553.44 May cost reimbursements received by a RSVP volunteer be subject to any tax or charge, treated as wages or compensation, or...

  11. 45 CFR 2553.44 - May cost reimbursements received by a RSVP volunteer be subject to any tax or charge, treated as...

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... volunteer be subject to any tax or charge, treated as wages or compensation, or affect eligibility to... VOLUNTEER PROGRAM Eligibility, Cost Reimbursements and Volunteer Assignments § 2553.44 May cost reimbursements received by a RSVP volunteer be subject to any tax or charge, treated as wages or compensation, or...

  12. 45 CFR 2553.44 - May cost reimbursements received by a RSVP volunteer be subject to any tax or charge, treated as...

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... volunteer be subject to any tax or charge, treated as wages or compensation, or affect eligibility to... VOLUNTEER PROGRAM Eligibility, Cost Reimbursements and Volunteer Assignments § 2553.44 May cost reimbursements received by a RSVP volunteer be subject to any tax or charge, treated as wages or compensation, or...

  13. 45 CFR 2553.44 - May cost reimbursements received by a RSVP volunteer be subject to any tax or charge, treated as...

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... volunteer be subject to any tax or charge, treated as wages or compensation, or affect eligibility to... VOLUNTEER PROGRAM Eligibility, Cost Reimbursements and Volunteer Assignments § 2553.44 May cost reimbursements received by a RSVP volunteer be subject to any tax or charge, treated as wages or compensation, or...

  14. 20 CFR 229.67 - Redetermination of reduction.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... SOCIAL SECURITY OVERALL MINIMUM GUARANTEE Reduction for Worker's Compensation or Disability Benefits... earnings amount by: (1) The average total wages (including wages that exceed the maximum used in computing social security benefits) of all persons for whom wages were reported to the Secretary of the Treasury...

  15. The effect of Medicaid wage pass-through programs on the wages of direct care workers.

    PubMed

    Baughman, Reagan A; Smith, Kristin

    2010-05-01

    Despite growing demand for nursing and home health care as the US population ages, compensation levels in the low-skill nursing labor market that provides the bulk of long-term care remain quite low. The challenge facing providers of long-term care is that Medicaid reimbursement rates for nursing home and home health care severely restrict the wage growth that is necessary to attract workers, resulting in high turnover and labor shortages. Almost half of US states have responded by enacting "pass-through" provisions in their Medicaid programs, channeling additional long-term care funding directly to compensation of lower-skill nursing workers. We test the effect of Medicaid wage pass-through programs on hourly wages for direct care workers. We estimate several specifications of wage models using employment data from the 1996 and 2001 panels of the Survey of Income and Program Participation for nursing, home health, and personal care aides. The effect of pass-through programs is identified by an indicator variable for states with programs; 20 states adopted pass-throughs during the sample period. Workers in states with pass-through programs earn as much as 12% more per hour than workers in other states after those programs are implemented. Medicaid wage pass-through programs appear to be a viable policy option for raising compensation levels of direct care workers, with an eye toward improving recruitment and retention in long-term care settings.

  16. Variable compensation in Primary Healthcare: a report on the experience in Curitiba, Rio de Janeiro, Brazil, and Lisbon, Portugal.

    PubMed

    Poli Neto, Paulo; Faoro, Nilza Teresinha; Prado Júnior, José Carlos do; Pisco, Luís Augusto Coelho

    2016-05-01

    How professionals are compensated may affect how they perform their tasks. Fixed compensation may take the form of wages, payment for productivity or capitation. In addition to fixed compensation, there are numerous mechanisms for variable compensation. This article describes the experience of Curitiba and Rio de Janeiro in Brazil, and Lisbon in Portugal, using different models of performance-based compensation. In all three of these examples, management felt the need to offer monetary reward to achieve certain goals. The indicators analyzed the structure, processes and outcomes, and assessed professionals individual and as part of healthcare teams. In Lisbon, variable compensation can be as high as 40% of the base wage, while in Curitiba and Rio de Janeiro it is limited to 10%. Despite the growing use of this management tool in Brazil and the world, further studies are required to analyze the effectiveness of variable compensation.

  17. 20 CFR 30.805 - What evidence does OWCP use to determine a covered Part E employee's average annual wage and...

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... covered Part E employee's average annual wage and whether he or she experienced compensable wage-loss... OWCP use to determine a covered Part E employee's average annual wage and whether he or she experienced... the Social Security Administration to establish a covered Part E employee's presumed average annual...

  18. 20 CFR 30.805 - What evidence does OWCP use to determine a covered Part E employee's average annual wage and...

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... covered Part E employee's average annual wage and whether he or she experienced compensable wage-loss... OWCP use to determine a covered Part E employee's average annual wage and whether he or she experienced... the Social Security Administration to establish a covered Part E employee's presumed average annual...

  19. Comparable Worth Theory and Policy.

    ERIC Educational Resources Information Center

    Wittig, Michele Andrisin; Lowe, Rosemary Hays

    1989-01-01

    Provides different perspectives on comparable worth issues. Covers the following topics: (1) competing explanations for the wage gap; (2) indirect approaches to wage equity; (3) the need for a direct approach to wage equity; (4) job evaluation; (5) application of comparable worth principles to compensation systems; and (6) strategies for adopting…

  20. 29 CFR 4.168 - Wage payments-deductions from wages paid.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... wage requirements of the Act will not be met where unauthorized deductions, rebates, or refunds reduce... reduce the employees' compensation below that required by the Act. Since it may be administratively... day regardless of the number of hours the employee may work that day, the preceding weekly amount...

  1. 20 CFR 211.14 - Maximum creditable compensation.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Maximum creditable compensation. 211.14... CREDITABLE RAILROAD COMPENSATION § 211.14 Maximum creditable compensation. Maximum creditable compensation for calendar years after 1984 is the maximum annual taxable wage base defined in section 3231(e)(2)(B...

  2. Differences in wage rates for males and females in the health sector: a consideration of unpaid overtime to decompose the gender wage gap.

    PubMed

    Vecchio, Nerina; Scuffham, Paul A; Hilton, Michael F; Whiteford, Harvey A

    2013-02-25

    In Australia a persistent and sizable gender wage gap exists. In recent years this gap has been steadily widening. The negative impact of gender wage differentials is the disincentive to work more hours. This implies a substantial cost on the Australian health sector. This study aimed to identify the magnitude of gender wage differentials within the health sector. The investigation accounts for unpaid overtime. Given the limited availability of information, little empirical evidence exists that accounts for unpaid overtime. Information was collected from a sample of 10,066 Australian full-time employees within the health sector. Initially, ordinary least-squares regression was used to identify the gender wage gap when unpaid overtime was included and then excluded from the model. The sample was also stratified by gender and then by occupation to allow for comparisons. Later the Blinder-Oaxaca decomposition method was employed to identify and quantify the contribution of individual endowments to wage differentials between males and females. The analyses of data revealed a gender wage gap that varied across occupations. The inclusion of unpaid overtime in the analysis led to a slight reduction in the wage differential. The results showed an adjusted wage gap of 16.7%. Unpaid overtime made a significant but small contribution to wage differentials. Being female remained the major contributing factor to the wage gap. Given that wage differentials provide a disincentive to work more hours, serious attempts to deal with the skilled labour shortage in the health sector need to address the gender wage gap.

  3. 20 CFR 655.731 - What is the first LCA requirement, regarding wages?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... compensation for services must be offered in accordance with paragraph (c)(3) of this section. (2) “Cash wages... training, going to an interview or meeting with a customer, or studying for a licensing examination, and... wages? 655.731 Section 655.731 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF...

  4. Gender-Based Wage Differentials in a Predominantly Female Profession: Observations from Nursing

    ERIC Educational Resources Information Center

    Jones, Cheryl, Bland; Gates, Michael

    2004-01-01

    Despite numerous studies examining nursing wages, very little attention has focused on nursing wage differentials. We build on previous research by modeling nursing wages and examining male-female wage differences within the context of the current nursing shortage. Our results show that male nurses do earn a wage premium, largely explained by…

  5. Differences in wage rates for males and females in the health sector: a consideration of unpaid overtime to decompose the gender wage gap

    PubMed Central

    2013-01-01

    Background In Australia a persistent and sizable gender wage gap exists. In recent years this gap has been steadily widening. The negative impact of gender wage differentials is the disincentive to work more hours. This implies a substantial cost on the Australian health sector. This study aimed to identify the magnitude of gender wage differentials within the health sector. The investigation accounts for unpaid overtime. Given the limited availability of information, little empirical evidence exists that accounts for unpaid overtime. Methods Information was collected from a sample of 10,066 Australian full-time employees within the health sector. Initially, ordinary least-squares regression was used to identify the gender wage gap when unpaid overtime was included and then excluded from the model. The sample was also stratified by gender and then by occupation to allow for comparisons. Later the Blinder–Oaxaca decomposition method was employed to identify and quantify the contribution of individual endowments to wage differentials between males and females. Results The analyses of data revealed a gender wage gap that varied across occupations. The inclusion of unpaid overtime in the analysis led to a slight reduction in the wage differential. The results showed an adjusted wage gap of 16.7%. Conclusions Unpaid overtime made a significant but small contribution to wage differentials. Being female remained the major contributing factor to the wage gap. Given that wage differentials provide a disincentive to work more hours, serious attempts to deal with the skilled labour shortage in the health sector need to address the gender wage gap. PMID:23433245

  6. Wage Differentials by Field of Study--The Case of German University Graduates

    ERIC Educational Resources Information Center

    Grave, Barbara S.; Goerlitz, Katja

    2012-01-01

    Using data on German university graduates, this paper analyzes wage differentials by field of study at labor market entry and five to six years later. At both points of time, graduates from arts/humanities have lower average monthly wages compared to other fields. Blinder-Oaxaca decompositions show that these wage differentials can be explained…

  7. 26 CFR 1.401(l)-1 - Permitted disparity in employer-provided contributions or benefits.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... the average (without indexing) of the taxable wage bases in effect for each calendar year during the... covered compensation as the average (without indexing) of the taxable wage bases in effect for each...

  8. 26 CFR 1.401(l)-1 - Permitted disparity in employer-provided contributions or benefits.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... the average (without indexing) of the taxable wage bases in effect for each calendar year during the... covered compensation as the average (without indexing) of the taxable wage bases in effect for each...

  9. 26 CFR 1.401(l)-1 - Permitted disparity in employer-provided contributions or benefits.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... the average (without indexing) of the taxable wage bases in effect for each calendar year during the... covered compensation as the average (without indexing) of the taxable wage bases in effect for each...

  10. Wage Equity and Female Faculty Job-Satisfaction: The Role of Wage Differentials in a Job Satisfaction Causal Model. ASHE Annual Meeting Paper.

    ERIC Educational Resources Information Center

    Hagedorn, Linda Serra

    This study examined the role of female/male wage differentials in a model of job satisfaction. It is based on data from 5,021 respondents to the 1989 Carnegie Foundation for the Advancement of Teaching national faculty survey. The model considers the interrelated effects of the calculated wage differential, stress, social perceptions of students,…

  11. An Investigation into the Level of Compensation in the Aerospace Industry

    DTIC Science & Technology

    1983-06-01

    which the observations that have been made may be more fully understood. W. K. Liang in Toward an Institutional Theory of Wage [Ref. 45] discussed...commodity was considered obsolete, and in his work, Toward an Institutional Theory of Wage, he went on to develop an institutional theory of wage, based... Institutional Theory of Wage, New York, 1974. 46. Ibid. , pp. 1-2. 47. Ibid., p. 10. 48. Ibid. , p. 20. 49. Ibid. , pp. 44-45. 50. Ibid. , pp. 26

  12. 76 FR 33026 - Agency Information Collection Activity; Proposed Collection

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-06-07

    ... deferred under or paid from a nonqualified deferred compensation plan are taken into account as wages for...)(2), relating to treatment of certain nonqualified deferred compensation, was added to the Code by... maintain nonqualified deferred compensation plans and to participants in those plans. Current Actions...

  13. 20 CFR 30.811 - How will OWCP calculate the duration and extent of a covered Part E employee's initial period of...

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... exceed 50 percent of his or her average annual wage, OWCP will pay the employee $15,000 as compensation... did not exceed 75 percent of such average annual wage, OWCP will pay the employee $10,000 as... EEOICPA Determinations of Average Annual Wage and Percentages of Loss § 30.811 How will OWCP calculate the...

  14. 20 CFR 30.811 - How will OWCP calculate the duration and extent of a covered Part E employee's initial period of...

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... exceed 50 percent of his or her average annual wage, OWCP will pay the employee $15,000 as compensation... did not exceed 75 percent of such average annual wage, OWCP will pay the employee $10,000 as... EEOICPA Determinations of Average Annual Wage and Percentages of Loss § 30.811 How will OWCP calculate the...

  15. Quits and job changes among home care workers in Maine: the role of wages, hours, and benefits.

    PubMed

    Morris, Lisa

    2009-10-01

    Figuring out how to make home care jobs more attractive has become a top policy priority. This study investigates the impact of wages, hours, and benefits on the retention of home care workers. Using a 2-wave survey design and a sample of home care workers from Maine, the factors associated with turnover intentions, actual turnover, and job-to-job transitions are examined. The analysis uses actual data on hours, wages, and benefits at current and subsequent jobs and controls for perceived rewards and work conditions, personal characteristics, and local labor market conditions. Although the analysis finds that improved work conditions and non-pecuniary rewards of home-based direct care work have significant negative effects on turnover intentions, compensation accounts for more actual job turnover. Higher wages, more hours, and travel cost reimbursement are found to be significantly associated with reduced turnover. Although wages and hours appear to have stronger effects, health benefits do appear to have some significance in predicting job-to-job transitions. Although improving compensation presents budgetary challenges to home care agencies, for this low-income workforce, the ability to earn higher wages and work more hours may be more of an imperative than improved work conditions.

  16. Implementation of a salaried compensation program for registered nurses.

    PubMed

    Sills, L R

    1993-01-01

    Compensation is a key variable in recruitment and retention of registered nurses. A 6-month trial of an exempt/salaried wage program for registered nurses, based on normative change theory, was implemented in the adult critical care division of a 491-bed community hospital. A total of 58 registered nurses participated in the trial. At the end of 6 months on salary, 94% (53) of the nurses voted to remain salaried. The staff perceived that the new wage program increased flexibility in work schedules and promoted teamwork and professional autonomy.

  17. 28 CFR 301.314 - Establishing the amount of award.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... ACCIDENT COMPENSATION Compensation for Work-Related Physical Impairment or Death § 301.314 Establishing the... body members or organs (section 8107). (c) All awards of Inmate Accident Compensation shall be based upon the minimum wage (as prescribed by the Fair Labor Standards Act). (1) For body members or organs...

  18. Pay at Risk: Compensation and Employment Risk in the United States and Canada.

    ERIC Educational Resources Information Center

    Turner, John A., Ed.

    This document's seven papers examine compensation and employment risk in the United States and Canada. "Introduction" (John A. Turner) discusses compensation risk bearing in labor markets. "Wage and Job Risk for Workers" (John A. Turner) explores the problems of macroeconomic instability, job turnover, job and earnings…

  19. Interindustry Wage Differentials and the Gender Wage Gap.

    ERIC Educational Resources Information Center

    Fields, Judith; Wolff, Edward N.

    1995-01-01

    Wages of female workers differ significantly by industry. The average woman earns about 65% as much as the average man; 12%-22% of the gap is explained by differences in patterns of interindustry wage differentials and 15%-19% by differences in gender distribution of workers. Combined industry effects explain about one-third of the gender wage…

  20. Male-Female Wage Differentials in the United States.

    ERIC Educational Resources Information Center

    Kiker, B. F.; Crouch, Henry L.

    The primary objective of this paper is to describe a method of estimating female-male wage ratios. The estimating technique presented is two stage least squares (2SLS), in which equations are estimated for both men and women. After specifying and estimating the wage equations, the male-female wage differential is calculated that would remain if…

  1. California's minimum-nurse-staffing legislation and nurses' wages.

    PubMed

    Mark, Barbara; Harless, David W; Spetz, Joanne

    2009-01-01

    In 2004, California became the first state to implement minimum-nurse-staffing ratios in acute care hospitals. We examined the wages of registered nurses (RNs) before and after the legislation was enacted. Using four data sets-the National Sample Survey of Registered Nurses, the Current Population Survey, the National Compensation Survey, and the Occupational Employment Statistics Survey-we found that from 2000 through 2006, RNs in California metropolitan areas experienced real wage growth as much as twelve percentage points higher than the growth in the wages of nurses employed in metropolitan areas outside of California.

  2. 29 CFR 780.1001 - General explanatory statement.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... Employment of Home- workers in Making Wreaths; Exemption From Minimum Wage, Overtime Compensation, and Child... 29 Labor 3 2010-07-01 2010-07-01 false General explanatory statement. 780.1001 Section 780.1001 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS...

  3. Wage differentials between college graduates with and without learning disabilities.

    PubMed

    Dickinson, David L; Verbeek, Roelant L

    2002-01-01

    Wage differential studies examining legally protected groups typically focus on gender or racial differences. Legislation also fully protects individuals with learning disabilities (LD). This article is the first to decompose wage differentials between adults with and without LD. An original data set of college graduates with documented LD was constructed, and these individuals were compared to a control group from the National Longitudinal Survey of Youth (NLSY). Our results show that much of the observed lower wages for individuals with LD is due to differences in productivity characteristics. However, there is an unexplained portion of the wage gap that could possibly be considered wage discrimination against individuals with LD. This possibility seems smaller due to the fact that the subsample of the employers who knew of the employee's learning disabilities did not appear to pay significantly lower wages to these individuals. Alternative hypotheses are discussed, as are sample-specific issues.

  4. 20 CFR 10.422 - May compensation payments be issued in a lump sum?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ...-sum payments for wage-loss benefits, OWCP will not exercise further discretion in the matter. This... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false May compensation payments be issued in a lump sum? 10.422 Section 10.422 Employees' Benefits OFFICE OF WORKERS' COMPENSATION PROGRAMS, DEPARTMENT OF...

  5. Compensation in Higher Education. ERIC/Higher Education Research Currents.

    ERIC Educational Resources Information Center

    Trivett, David A.

    Compensation in higher education is an inclusive term, since all the benefits associated with teaching, research, work with people, and work with knowledge might be included. But in terms of purchasing power it appears that compensation for work in higher education has lost ground against inflation. In contrast, wage and salary earners in many…

  6. 20 CFR 226.74 - Redetermination of reduction.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... average of the total wages (including wages that exceed the maximum used in computing social security... COMPUTING EMPLOYEE, SPOUSE, AND DIVORCED SPOUSE ANNUITIES Reduction for Workers' Compensation and Disability... computed. If the result is not a multiple of $1, it is rounded to the next lower multiple of $1; or (2) If...

  7. 75 FR 7958 - 2010 Rates for Pilotage on the Great Lakes

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-02-23

    ...-AB39 2010 Rates for Pilotage on the Great Lakes AGENCY: Coast Guard, DHS. ACTION: Final rule. SUMMARY... investment. This increase reflects an August 1, 2010, increase in benchmark contractual wages and benefits... designated waters, we approximate the master's compensation (first mates' wages multiplied by 150% plus...

  8. Effect of the Salary Model on Sustainability of a Professional Practice Environment.

    PubMed

    Hickey, Rosa G; Buchko, Barbara L; Coe, Paula F; Woods, Anne B

    2017-10-01

    This replication study examined differences in RN perception of the professional practice environment (PPE) between salary- and hourly-wage compensation models over time. A previous study demonstrated that nurses in a salary-wage model had a significantly higher perception of the PPE compared with their peers receiving hourly wages. A descriptive, comparative design was used to examine the Revised Professional Practice Environment (RPPE) scale of nurses in the same units surveyed in the previous study 2 years later. Mean scores on the RPPE continued to be significantly lower for hourly-wage RNs compared with the RNs in the salary-wage model. Nurses in an hourly-wage unit have significantly lower perceptions of the clinical practice environment than their peers in a salary-wage unit, indicating that professional practice perceptions in a salary-wage unit were sustained for a 2-year period and may provide a more effective PPE.

  9. Pricing health benefits: a cost-minimization approach.

    PubMed

    Miller, Nolan H

    2005-09-01

    We study the role of health benefits in an employer's compensation strategy, given the overall goal of minimizing total compensation cost (wages plus health-insurance cost). When employees' health status is private information, the employer's basic benefit package consists of a base wage and a moderate health plan, with a generous plan available for an additional charge. We show that in setting the charge for the generous plan, a cost-minimizing employer should act as a monopolist who sells "health plan upgrades" to its workers, and we discuss ways tax policy can encourage efficiency under cost-minimization and alternative pricing rules.

  10. The role of wages in the migration of health care professionals from developing countries

    PubMed Central

    Vujicic, Marko; Zurn, Pascal; Diallo, Khassoum; Adams, Orvill; Dal Poz, Mario R

    2004-01-01

    Several countries are increasingly relying on immigration as a means of coping with domestic shortages of health care professionals. This trend has led to concerns that in many of the source countries – especially within Africa – the outflow of health care professionals is adversely affecting the health care system. This paper examines the role of wages in the migration decision and discusses the likely effect of wage increases in source countries in slowing migration flows. This paper uses data on wage differentials in the health care sector between source country and receiving country (adjusted for purchasing power parity) to test the hypothesis that larger wage differentials lead to a larger supply of health care migrants. Differences in other important factors affecting migration are discussed and, where available, data are presented. There is little correlation between the supply of health care migrants and the size of the wage differential between source and destination country. In cases where data are available on other factors affecting migration, controlling for these factors does not affect the result. At current levels, wage differentials between source and destination country are so large that small increases in health care wages in source countries are unlikely to affect significantly the supply of health care migrants. The results suggest that non-wage instruments might be more effective in altering migration flows. PMID:15115549

  11. 29 CFR 778.313 - Computing overtime pay under the Act for employees compensated on task basis.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Computing overtime pay under the Act for employees compensated on task basis. 778.313 Section 778.313 Labor Regulations Relating to Labor (Continued) WAGE AND... TO REGULATIONS OVERTIME COMPENSATION Special Problems âtaskâ Basis of Payment § 778.313 Computing...

  12. The Occupational Cost of Being Illegal in the United States: Legal Status, Job Hazards, and Compensating Differentials1

    PubMed Central

    Hall, Matthew; Greenman, Emily

    2014-01-01

    Considerable research and pervasive cultural narratives suggest that undocumented immigrant workers are concentrated in the most dangerous, hazardous, and otherwise unappealing jobs in U.S. labor markets. Yet, owing largely to data limitations, little empirical work has addressed this topic. Using data from the 2004 and 2008 panels of the Survey of Income and Program Participation, we impute legal status for Mexican and Central American immigrants and link their occupations to BLS data on occupational fatalities and occupational hazard data from the Department of Labor to explore racial and legal status differentials on several specific measures of occupational risk. Results indicate that undocumented workers face heightened exposure to numerous dimensions of occupational hazard – including higher levels of physical strain, exposure to heights, and repetitive motions – but are less exposed than native workers to some of the potentially most dangerous environments. We also show that undocumented workers are rewarded less for employment in hazardous settings, receiving low or no compensating differential for working in jobs with high fatality, toxic materials, or exposure to heights. Overall, this study suggests that legal status plays an important role in determining exposure to job hazard and in structuring the wage returns to risky work. PMID:26190867

  13. The Occupational Cost of Being Illegal in the United States: Legal Status, Job Hazards, and Compensating Differentials.

    PubMed

    Hall, Matthew; Greenman, Emily

    2015-01-01

    Considerable research and pervasive cultural narratives suggest that undocumented immigrant workers are concentrated in the most dangerous, hazardous, and otherwise unappealing jobs in U.S. labor markets. Yet, owing largely to data limitations, little empirical work has addressed this topic. Using data from the 2004 and 2008 panels of the Survey of Income and Program Participation, we impute legal status for Mexican and Central American immigrants and link their occupations to BLS data on occupational fatalities and occupational hazard data from the Department of Labor to explore racial and legal status differentials on several specific measures of occupational risk. Results indicate that undocumented workers face heightened exposure to numerous dimensions of occupational hazard - including higher levels of physical strain, exposure to heights, and repetitive motions - but are less exposed than native workers to some of the potentially most dangerous environments. We also show that undocumented workers are rewarded less for employment in hazardous settings, receiving low or no compensating differential for working in jobs with high fatality, toxic materials, or exposure to heights. Overall, this study suggests that legal status plays an important role in determining exposure to job hazard and in structuring the wage returns to risky work.

  14. Returns to Seniority among Public School Teachers.

    ERIC Educational Resources Information Center

    Ballou, Dale; Podgursky, Michael

    2002-01-01

    Review of public school compensation policies and comparison of teacher salaries with those of other white-collar workers found that public schools spend the same percentage of wage-rewarding seniority as other employers. A steeper wage-tenure profile reduces turnover, but turnover costs are likely not high enough to make this an optimal use of…

  15. 20 CFR 10.519 - What action will OWCP take if an employee refuses to undergo vocational rehabilitation?

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... monetary compensation based on the amount which would likely have been his or her wage-earning capacity had... monetary compensation accordingly (that is, to zero). This reduction will remain in effect until such time...

  16. The research subject as wage earner.

    PubMed

    Anderson, James A; Weijer, Charles

    2002-01-01

    The practice of paying research subjects for participating in clinical trials has yet to receive an adequate moral analysis. Dickert and Grady argue for a wage payment model in which research subjects are paid an hourly wage based on that of unskilled laborers. If we accept this approach, what follows? Norms for just working conditions emerge from workplace legislation and political theory. All workers, including paid research subjects under Dickert and Grady's analysis, have a right to at least minimum wage, a standard work week, extra pay for overtime hours, a safe workplace, no fault compensation for work-related injury, and union organization. If we accept that paid research subjects are wage earners like any other, then the implications for changes to current practice are substantial.

  17. 20 CFR 30.102 - In general, how does an employee file a claim for additional impairment or wage-loss under Part E...

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000, AS AMENDED Filing Claims; Evidence and Burden of Proof; Special... covered illness or illnesses from the impairment rating that formed the basis for the last award of such...

  18. Wage Determination and Discrimination among Older Workers.

    ERIC Educational Resources Information Center

    Quinn, Joseph F.

    1979-01-01

    Analyzed determinants of wage rates of older workers and the large discrepancies existing between wage earned by Whites, non-Whites, men, and women. Human capital and geographic variables were important wage determinants. Differences in variables cannot completely explain the wage differentials of race and sex. (Author)

  19. 20 CFR 10.519 - What action will OWCP take if an employee refuses to undergo vocational rehabilitation?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... benefit from them, an injured employee who has a loss of wage-earning capacity shall be presumed to be... monetary compensation based on the amount which would likely have been his or her wage-earning capacity had... rehabilitation effort (that is, meetings with the OWCP nurse, interviews, testing, counseling, functional...

  20. 29 CFR 776.5 - Coverage not dependent on method of compensation.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... less than a specified rate “an hour”. 15 This does not mean that employees cannot be paid on a... Section 776.5 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR... THE GENERAL COVERAGE OF THE WAGE AND HOURS PROVISIONS OF THE FAIR LABOR STANDARDS ACT OF 1938 General...

  1. 34 CFR 674.35 - Deferment of repayment-Federal Perkins loans made before July 1, 1993.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 1954. (ii) The borrower provides service to low-income persons and their communities to assist them in... Act of 1938 (the Federal minimum wage), except that the tax-exempt organization may provide health... (3) Is being compensated at a rate which is not more than $1.00 over the minimum hourly wage...

  2. 20 CFR 616.6 - Definitions.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Definitions. 616.6 Section 616.6 Employees... unemployment benefits under the unemployment compensation law of that State using combined wages and employment... base period and benefit year applicable under the unemployment compensation law of the paying State...

  3. The earnings of informal carers: wage differentials and opportunity costs.

    PubMed

    Heitmueller, Axel; Inglis, Kirsty

    2007-07-01

    A substantial proportion of working age individuals in Britain are looking after sick, disabled or elderly people, often combining their work and caring responsibilities. Previous research has shown that informal care is linked with substantial opportunity costs for the individual due to forgone wages as a result of non-labour market participation. In this paper we show that informal carers exhibit further disadvantages even when participating. Using the British Household Panel Study (BHPS) we decompose wage differentials and show that carers can expect lower returns for a given set of characteristics, with this wage penalty varying along the pay distribution and by gender. Furthermore, opportunity costs from forgone wages and wage penalties are estimated and found to be substantial.

  4. 20 CFR 603.23 - What information must State UC agencies obtain from other agencies, and crossmatch with wage...

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What information must State UC agencies obtain from other agencies, and crossmatch with wage information, for purposes of an IEVS? 603.23 Section 603.23 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR FEDERAL-STATE UNEMPLOYMENT COMPENSATION (UC) PROGRAM;...

  5. An Ultimatum Game Approach to Billet Assignments

    DTIC Science & Technology

    2015-09-01

    time for reviewing instructions, searching existing data sources, gathering and maintaining the data needed , and completing and reviewing this...treatments are needed for this investigation. To conserve the subject pool and meet the budget, we elected to pursue treatments that covered salient...across billets can be partially offset through compensating wages ( hedonic wages) and/or the potential of future superior assignments. In the

  6. Wage differentials among Appalachian sawmills

    Treesearch

    Charles H. Wolf

    1977-01-01

    Wage differences among Appalachian sawmills were investigated, using multiple-regression analysis. Wages and fringe benefits were found to vary with type of product sawed, education of the work force, distance to urban areas, general wage levels, and use of collective-bargaining agreements between management and labor.

  7. Motherhood and the Wages of Women in Professional Occupations.

    PubMed

    Buchmann, Claudia; McDaniel, Anne

    2016-08-01

    It is well established that mothers are paid less than childless women and that fathers tend to earn higher wages relative to childless men, but we do not know whether these findings apply to workers in all occupations. Using IPUMS and ACS data from 1980 and 2010, we examine the family wage gap for highly educated professionals, the most advantaged sector of the occupational distribution. Results indicate that the size of the negative wage differential for motherhood has declined over time in all professions. Moreover, in the traditionally male-dominated professions of STEM, medicine, and law, women with children experience a positive wage differential, whereas their counterparts in female-dominated professions continue to experience a negative one. The positive differential for fatherhood has remained stable over time. These findings underscore the growing heterogeneity of women's experiences in combining work and family and raise important questions for further research.

  8. Motherhood and the Wages of Women in Professional Occupations

    PubMed Central

    BUCHMANN, CLAUDIA; MCDANIEL, ANNE

    2017-01-01

    It is well established that mothers are paid less than childless women and that fathers tend to earn higher wages relative to childless men, but we do not know whether these findings apply to workers in all occupations. Using IPUMS and ACS data from 1980 and 2010, we examine the family wage gap for highly educated professionals, the most advantaged sector of the occupational distribution. Results indicate that the size of the negative wage differential for motherhood has declined over time in all professions. Moreover, in the traditionally male-dominated professions of STEM, medicine, and law, women with children experience a positive wage differential, whereas their counterparts in female-dominated professions continue to experience a negative one. The positive differential for fatherhood has remained stable over time. These findings underscore the growing heterogeneity of women’s experiences in combining work and family and raise important questions for further research. PMID:29177191

  9. 48 CFR 731.205-6 - Compensation for personal services.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... whom the contractor will be working. (b) Salaries and wages. It is USAID policy that if an employee's... USAID Direct Contracting (available at http://www.usaid.gov/policy/ads/300/302.pdf), it will be... CST in ADS 302 have been followed. USAID policies on compensation of third country national or...

  10. Innovative Compensation Systems: Implications for Employers, Unions, and Government. Background Paper No. 33.

    ERIC Educational Resources Information Center

    Schuster, Michael

    An examination of the innovative compensation systems called gainsharing, profit-sharing, pay-for-knowledge, two-tier wage plans, and lump sum bonuses has the following public policy implications: (1) more research is needed to evaluate the private and public sectors' experience with those alternative systems; (2) gainsharing and profit-sharing…

  11. 76 FR 49398 - Non-Discrimination in Compensation; Compensation Data Collection Tool

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-08-10

    ... 1998). \\8\\ See O'Neill, June E., ``The Gender Gap in Wages, Circa 2000,'' American Economic Review (May 2003). \\9\\ Jacobsen, Joyce P., The Economics of Gender (2007). \\10\\ Jacobsen, supra; see also, e.g... practices and potential equal employment- related issues. OFCCP is issuing this Advanced Notice of Proposed...

  12. The relationship between motivation, monetary compensation, and data quality among US- and India-based workers on Mechanical Turk.

    PubMed

    Litman, Leib; Robinson, Jonathan; Rosenzweig, Cheskie

    2015-06-01

    In this study, we examined data quality among Amazon Mechanical Turk (MTurk) workers based in India, and the effect of monetary compensation on their data quality. Recent studies have shown that work quality is independent of compensation rates, and that compensation primarily affects the quantity but not the quality of work. However, the results of these studies were generally based on compensation rates below the minimum wage, and far below a level that was likely to play a practical role in the lives of workers. In this study, compensation rates were set around the minimum wage in India. To examine data quality, we developed the squared discrepancy procedure, which is a task-based quality assurance approach for survey tasks whose goal is to identify inattentive participants. We showed that data quality is directly affected by compensation rates for India-based participants. We also found that data were of a lesser quality among India-based than among US participants, even when optimal payment strategies were utilized. We additionally showed that the motivation of MTurk users has shifted, and that monetary compensation is now reported to be the primary reason for working on MTurk, among both US- and India-based workers. Overall, MTurk is a constantly evolving marketplace where multiple factors can contribute to data quality. High-quality survey data can be acquired on MTurk among India-based participants when an appropriate pay rate is provided and task-specific quality assurance procedures are utilized.

  13. Age and disability: explaining the wage differential.

    PubMed

    Gannon, Brenda; Munley, Margaret

    2009-07-01

    This paper estimates the level of explained and unexplained factors that contribute to the wage gap between workers with and without disabilities, providing benchmark estimates for Ireland. It separates out the confounding impact of productivity differences between disabled and non-disabled, by comparing wage differentials across three groups, disabled with limitations, disabled without limitations and non-disabled. Furthermore, data are analysed for the years 1995-2001 and two sub-samples pre and post 1998 allow us to decompose wage differentials before and after the Employment Equality Act 1998. Results are comparable to those of the UK and the unexplained component (upper bound of discrimination) is lower once we control for productivity differences. The lower bound level depends on the contribution of unobserved effects and the validity of the selection component in the decomposition model.

  14. Equal Pay Act: Wage Differentials for Time of Day Worked

    ERIC Educational Resources Information Center

    Stanford, Richard Alan

    1974-01-01

    The Supreme Court held in Corning Glass Works cases involving male only employees for night shifts that the time of day worked could constitute a factor other than sex whereby the wage differential might qualify as an exception under the Equal Pay Act. Shift differentials could be legal if proven to be nondiscriminatory. (LBH)

  15. Inter-Industry Wage Differentials and the Gender Wage Gap: An Identification Problem.

    ERIC Educational Resources Information Center

    Horrace, William C.; Oaxaca, Ronald L.

    2001-01-01

    States that a method for estimating gender wage gaps by industry yields estimates that vary according to arbitrary choice of omitted reference groups. Suggests alternative methods not susceptible to this problem that can be applied to other contexts, such as racial, union/nonunion, and immigrant/native wage differences. (SK)

  16. 26 CFR 1.401(l)-1 - Permitted disparity in employer-provided contributions or benefits.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... discriminate in favor of highly compensated employees merely because of disparities in employer-provided... compensation within the meaning of section 3231(e). For this purpose, a plan maintained for a self-employed... deemed to be a plan maintained by an employer that pays wages within the meaning of section 3121(a). (ii...

  17. 20 CFR 225.4 - Limitation on amount of earnings used to compute a PIA.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... compute a PIA. 225.4 Section 225.4 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE... earnings used to compute a PIA. Certain PIA's used by the Board are based on a combination of compensation... purposes of crediting earnings when computing any PIA, compensation is always treated as wages. Regardless...

  18. Does whom you work with matter? Effects of referent group gender and age composition on managers' compensation.

    PubMed

    Ostroff, Cheri; Atwater, Leanne E

    2003-08-01

    Much research has examined gender and age effects on compensation, concluding that a wage gap exists favoring men and negative stereotypes against older workers persist. Although the effect of an employee's gender or age has been widely studied, little work has examined the impact of the demographic characteristics of a focal employee's immediate referent groups (e.g., subordinates, peers, or supervisors) on pay. The effect of the gender and age composition of a focal manager's subordinates, peers, and supervisor on the manager's compensation levels was investigated in a sample of 2,178 managers across a wide range of organizations and functional areas. After controlling for a number of human capital variables, results indicated that not only does a wage gap favoring men exist, but also managerial pay is lower when managers' referent groups are largely female, when subordinates are outside the prime age group, and when peers and supervisors are younger.

  19. Incidence of workers compensation indemnity claims across socio-demographic and job characteristics.

    PubMed

    Du, Juan; Leigh, J Paul

    2011-10-01

    We hypothesized that low socioeconomic status, employer-provided health insurance, low wages, and overtime were predictors of reporting workers compensation indemnity claims. We also tested for gender and race disparities. Responses from 17,190 (person-years) Americans participating in the Panel Study of Income Dynamics, 1997-2005, were analyzed with logistic regressions. The dependent variable indicated whether the subject collected benefits from a claim. Odds ratios for men and African-Americans were relatively large and strongly significant predictors of claims; significance for Hispanics was moderate and confounded by education. Odds ratios for variables measuring education were the largest for all statistically significant covariates. Neither low wages nor employer-provided health insurance was a consistent predictor. Due to confounding from the "not salaried" variable, overtime was not a consistently significant predictor. Few studies use nationally representative longitudinal data to consider which demographic and job characteristics predict reporting workers compensation indemnity cases. This study did and tested some common hypotheses about predictors. Copyright © 2011 Wiley-Liss, Inc.

  20. 76 FR 5719 - Pattern of Violations

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-02-02

    ... safety and health record of each mine rather than on a strictly quantitative comparison of mines to... several reservations, given the methodological difficulties involved in estimating the compensating wage...

  1. 29 CFR 785.34 - Effect of section 4 of the Portal-to-Portal Act.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... failure to pay the minimum wage or overtime compensation for time spent in “walking, riding, or traveling... employee is employed to perform either prior to the time on any particular workday at which such employee... from time clock to work-bench) need not be counted as working time unless it is compensable by contract...

  2. The Occupationally Injured Worker: Investigating the Decision to Settle a Workers' Compensation Claim

    ERIC Educational Resources Information Center

    Nay, Andrew Paul

    2010-01-01

    According to the Bureau of Labor Statistics (2007), a total of 4.2 million work-place injuries were reported within the United States in 2005, nearly half of which resulted in days away from work, job transfer, or restriction. In the majority of workers' compensation claims, wage-replacement benefits are paid voluntarily by the employer or…

  3. Labor Needs to Adjust Compensation Benefits It Pays Injured Federal Employees to Levels Appropriate to Their Disabilities.

    DTIC Science & Technology

    1984-03-26

    with little j likelihood of criticism from the claimant. Taken together, p. these factors tend to give examiners little motivation to estab- lish wage...claims examiners are expected to place a high priority on these tasks. Similar motivation does not exist for wage earning capacity determinations. Low 4...8217- pS4 -% ..:4.: .,.,, O :,% ’’- ,’ , , ;" , ’:",,’,i k. ’, ’, , ’ .vv

  4. 26 CFR 521.110 - Government wages, salaries, pensions and similar remuneration.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... TREASURY (CONTINUED) REGULATIONS UNDER TAX CONVENTIONS DENMARK General Income Tax Taxation of Nonresident... residents therein. As to the taxation generally of compensation of alien employees of foreign governments...

  5. Female-Male Earnings Differentials and Occupational Structure.

    ERIC Educational Resources Information Center

    Terrell, Katherine

    1992-01-01

    A review of econometric literature on female-male wage differences and asymmetrical distribution in occupations shows that differences in returns to human capital (i.e., discrimination) explains far more of the wage gap than differences in education and experience. Crowding of women into few occupations depresses wages. (SK)

  6. Applications of a Wage-Turnover Model to the Shipbuilding Industry.

    DTIC Science & Technology

    1980-02-08

    wage differential leaving a firm indifferent between the two groups is 1 3 J2 Because older workers have a shorter work- life expectancy, their rate...discussion of the relationship between current and future wage rates over a worker’s life cycle, see Joanne Salop and Steven Salop, "Self Selection...existing wage scales. 24- F4or an optimal solution to the problem of life -cycle wage Fates from the perspective of the firm, Information is needed on

  7. 29 CFR 553.230 - Maximum hours standards for work periods of 7 to 28 days-section 7(k).

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ...-section 7(k). 553.230 Section 553.230 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR... Compensation Rules § 553.230 Maximum hours standards for work periods of 7 to 28 days—section 7(k). (a) For... 28 consecutive days, no overtime compensation is required under section 7(k) until the number of...

  8. Why Women Earn Less: The Theory and Estimation of Differential Overqualification

    ERIC Educational Resources Information Center

    Frank, Robert H.

    1978-01-01

    A supply mechanism is described whereby nondiscriminating employers are expected to pay lower wages to females than to equally qualified males. Procedures are proposed to estimate the portion of the unexplained male-female wage differential that arises because of family locational considerations. Single copies available from the Secretary, C.…

  9. 29 CFR 4.184 - Posting of notice.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... to assure that it is seen by such employees, additional copies of the poster may be obtained without... compensation due or attach to the poster any applicable wage determination specified in the contract listing...

  10. 29 CFR 4.184 - Posting of notice.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... to assure that it is seen by such employees, additional copies of the poster may be obtained without... compensation due or attach to the poster any applicable wage determination specified in the contract listing...

  11. 29 CFR 4.184 - Posting of notice.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... to assure that it is seen by such employees, additional copies of the poster may be obtained without... compensation due or attach to the poster any applicable wage determination specified in the contract listing...

  12. 29 CFR 4.184 - Posting of notice.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... to assure that it is seen by such employees, additional copies of the poster may be obtained without... compensation due or attach to the poster any applicable wage determination specified in the contract listing...

  13. 29 CFR 4.184 - Posting of notice.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... to assure that it is seen by such employees, additional copies of the poster may be obtained without... compensation due or attach to the poster any applicable wage determination specified in the contract listing...

  14. 26 CFR 521.110 - Government wages, salaries, pensions and similar remuneration.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... (CONTINUED) REGULATIONS UNDER TAX CONVENTIONS DENMARK General Income Tax Taxation of Nonresident Aliens Who... residents therein. As to the taxation generally of compensation of alien employees of foreign governments...

  15. Share capitalism and worker wellbeing.

    PubMed

    Bryson, Alex; Clark, Andrew E; Freeman, Richard B; Green, Colin P

    2016-10-01

    We show that worker wellbeing is determined not only by the amount of compensation workers receive but also by how compensation is determined. While previous theoretical and empirical work has often been preoccupied with individual performance-related pay, we find that the receipt of a range of group-performance schemes (profit shares, group bonuses and share ownership) is associated with higher job satisfaction. This holds conditional on wage levels, so that pay methods are associated with greater job satisfaction in addition to that coming from higher wages. We use a variety of methods to control for unobserved individual and job-specific characteristics. We suggest that half of the share-capitalism effect is accounted for by employees reciprocating for the "gift"; we also show that share capitalism helps dampen the negative wellbeing effects of what we typically think of as "bad" aspects of job quality.

  16. 20 CFR 404.1408 - Compensation to be treated as wages.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... DISABILITY INSURANCE (1950- ) Interrelationship of Old-Age, Survivors and Disability Insurance Program With... industry are considered to be employment as defined in section 210 of the Social Security Act (see § 404...

  17. 48 CFR 50.103-7 - Contract requirements.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ...—Overtime Compensation; 52.222-6, Construction Wage Rate Requirements; 52.222-10, Compliance With Copeland...,000; 52.222-26, Equal Opportunity; and 52.232-23, Assignment of Claims. [72 FR 63030, Nov. 7, 2007, as...

  18. 29 CFR 516.23 - Employees of hospitals and residential care facilities compensated for overtime work on the basis...

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... employee's 14-day work period begins, (2) Hours worked each workday and total hours worked each 14-day work period, (3) Total straight-time wages paid for hours worked during the 14-day period, (4) Total overtime excess compensation paid for hours worked in excess of 8 in a workday and 80 in the work period. (b) A...

  19. Wages and Unequal Access to Organizational Power: An Empirical Test of Gender Discrimination.

    ERIC Educational Resources Information Center

    Hultin, Mia; Szulkin, Ryszard

    1999-01-01

    A study of Swedish workers investigated whether earnings are affected by the gender composition of firms' managerial staff. Gender-differentiated access to organizational power structures proved essential to explaining women's relatively low wages. Women working in male-dominated establishments had lower wages than firms with more women managers.…

  20. Occupational Mobility and Wage Differentiation: A Qualitative Study. HSRC Investigation into Manpower Issues: Manpower Studies No. 6.

    ERIC Educational Resources Information Center

    Human, Linda; And Others

    This study, the third of three undertaken by the School of Business Leadership at the University of South Africa, involves an analysis of wage differentiation and occupational mobility at the microlevel among blacks in a number of South African companies. The report argues that the political, legal, economic and social factors which impinge on…

  1. 29 CFR Appendix C to Part 510 - Government Corporations Eligible for Minimum Wage Phase-In

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    .... Organizations for which no data were provided are subject to Tier 1 treatment. Tier Organization 1 Automobile Accidents Compensation Administration. 1 Cardiovascular Center Corporation of Puerto Rico and the Caribbean...

  2. Share capitalism and worker wellbeing⋆, ⋆⋆

    PubMed Central

    Clark, Andrew E.; Freeman, Richard B.; Green, Colin P.

    2017-01-01

    We show that worker wellbeing is determined not only by the amount of compensation workers receive but also by how compensation is determined. While previous theoretical and empirical work has often been preoccupied with individual performance-related pay, we find that the receipt of a range of group-performance schemes (profit shares, group bonuses and share ownership) is associated with higher job satisfaction. This holds conditional on wage levels, so that pay methods are associated with greater job satisfaction in addition to that coming from higher wages. We use a variety of methods to control for unobserved individual and job-specific characteristics. We suggest that half of the share-capitalism effect is accounted for by employees reciprocating for the “gift”; we also show that share capitalism helps dampen the negative wellbeing effects of what we typically think of as “bad” aspects of job quality. PMID:28725118

  3. Cyclical and noncyclical unemployment differences among demographic groups.

    PubMed

    Lynch, G J; Hyclak, T

    1984-01-01

    The objective of this study was to determine if 1) the full employment-unemployment rate, or natural unemployment rate, changed between 1954-79 differentially for various subgroups in the US population; 2) minimum wage laws and unemployment compensation impacted differentially on subgroups in the population; and 3) there were structural shifts in the determinants of unemployment and labor force participation rates among subgroups. The 6 subgroups investigated were white and nonwhite teenagers, white and nonwhite females, and white and nonwhite males. Trends and cycles in unemployment were analyzed using regression techniques and basic time series models, and structural changes in the unemployment rate were analyzed by using a technique developed by Brown, Durbin, and Evans to test for change in estimated regression coefficients. Results indicated that the natural unemployment rate in the US increased from 4.70% to 5.14% between 1959-79. This increase was due in part to the unemployment rate increases observed among different subgroups in the population, and expecially among teenagers. In 1979 the unemployment rates among teenagers were 13.6% for whites and 28.72% for nonwhites. Respective rates in 1979 for white and nonwhite adult females were 4.20% and 9.98%, and for white and nonwhite adult males they were 2.78% and 6.36%. Other findings were 1) increases in minimum wage had a positive impact on the nonwhite teenagers' jobless rates, no effect on the white teenager jobless rate, and a negative impact on the adult unemployment rate; 2) increased unemployment compensation was positively associated with higher jobless rates for adult males and nonwhite teenagers; 3) the jobless rate was not significantly related to changes between 1954-79 in the proportion of different age, sex, and race groups in the population; and 4) structural shifts in the determinants of unemployment were observed for secondary workers only. Tables provided the results of the regression analysis, estimates of unemployment rates, by race, sex, and age for 1959, 1969, and 1979, and labor force composition and employment rates by race, sex, and age for 1954 and 1981.

  4. Earnings of the internationally educated nurses in the U.S. labor market.

    PubMed

    Walani, Salimah R

    2013-01-01

    Internationally educated registered nurses comprise 5.4% of the U.S. nursing workforce. These nurses perceive unequal treatment in the workplace. However, studies comparing their wages to U.S.-educated registered nurses are limited and inconclusive. It is unclear whether there is a wage differential in the U.S. labor market. The aims of this study were to determine if there is a difference in the wages of internationally and U.S.-educated nurses and to determine the extent to which the wage gap relates to differences in the human capital, employment, and demographic characteristics of the two groups. The 2008 National Sample Survey of Registered Nurses data were used for this secondary data analysis study. The sample included 988 internationally educated nurses and 21,715 U.S.-educated nurses. Multiple regression and Oaxaca decomposition were used to find predictors of log hourly wages. Internationally educated nurses earned 5% higher log hourly wages, controlling for human capital, employment, and demographic characteristics. Male gender, working in a metropolitan area, hospital job, union representation, higher nursing experience, and higher education exerted significant positive effects on hourly wages. Oaxaca decomposition showed that 67% of the wage differential was because of the differences in the characteristics of two groups. If there is any form of discrimination against internationally educated nurses in the United States, it does not translate into wage inequality. Predictors of economic success should be explored in future research.

  5. Meritocracy without Rising Inequality? Wage Rate Differences Are Widening by Education and Narrowing by Gender and Race. Economic Restructuring and the Job Market No. 2.

    ERIC Educational Resources Information Center

    Lerman, Robert I.

    This brief, part of a series on labor trends and their policy implications, uses data on wage rates and hours worked from the Survey of Income and Program Participation (SIPP) to look at two questions about wage inequality since the mid-1980s. One question is whether wage differentials are becoming more related to education and less to gender and…

  6. Factors affecting first return to work following a compensable occupational back injury.

    PubMed

    Oleinick, A; Gluck, J V; Guire, K

    1996-11-01

    Occupational back injuries produced $27 billion in direct and indirect costs in 1988. Predictors of prolonged disability have generally been identified in selected clinical populations, but there have been few population-based studies using statewide registries from workers' compensation systems. This study uses a 1986 cohort of 8,628 Michigan workers with compensable back injuries followed to March 1, 1990. Cox proportional hazards analyses with nine categorical covariates identified factors predicting missed worktime for the first disability episode following the injury. The model distinguished factors affecting the acute (< or = 8 weeks) and chronic disability periods (> 8 weeks). The first disability episode following injury contains 69.6% of the missed worktime observed through follow-up. In the acute phase, which contributes 15.2% of first episode missed worktime, gender, age, number of dependents, industry (construction), occupation, and type of accident predict continued work disability. Marital status, weekly wage compensation rate, and establishment size do not. Beyond 8 weeks, age, establishment size and, to a lesser degree, wage compensation rate predict duration of work disability. Graphs show the predicted disability course for injured workers with specific covariate patterns. Future efforts to reduce missed worktime may require modifications in current clinical practice by patient age group and the development of new strategies to encourage small and medium-size employers to find ways to return their injured employees to work sooner. Recent federal statutes covering disabled workers will only partially correct the strong effect of employer establishment size.

  7. 29 CFR 516.23 - Employees of hospitals and residential care facilities compensated for overtime work on the basis...

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... paragraphs (a) (5) and (7) through (9), and in addition: (1) Time of day and day of week on which the... period, (3) Total straight-time wages paid for hours worked during the 14-day period, (4) Total overtime... compensated for overtime work on the basis of a 14-day work period pursuant to section 7(j) of the Act. 516.23...

  8. Laboring Underground: The Employment Patterns of Hispanic Immigrant Men in Durham, NC.

    PubMed

    Flippen, Chenoa A

    2012-02-01

    The dramatic increase in Hispanic immigration to the United States in recent decades has been coterminous with fundamental shifts in the labor market towards heightened flexibility, instability, and informality. As a result, the low-wage labor market is increasingly occupied by Hispanic immigrants, many of whom are undocumented. While numerous studies examine the implications for natives' employment prospects, our understanding of low-wage immigrants themselves remains underdeveloped. Drawing on original data collected in Durham, North Carolina, this article provides a more holistic account of immigrant Hispanic's labor market experiences, examining not only wages but also employment instability and benefit coverage. The analysis evaluates the role of human capital and immigration characteristics, including legal status, in shaping compensation outcomes, as well as the influence of other employment characteristics. Findings highlight the salience of nonstandard work arrangements such as subcontracting and informal employment to the labor market experiences of immigrant Hispanic men, and describe the constellation of risk factors that powerfully bound immigrant employment outcomes. Keywords: Hispanic; immigration; wages; low-wage labor market; employment relations.

  9. Laboring Underground: The Employment Patterns of Hispanic Immigrant Men in Durham, NC

    PubMed Central

    Flippen, Chenoa A.

    2012-01-01

    The dramatic increase in Hispanic immigration to the United States in recent decades has been coterminous with fundamental shifts in the labor market towards heightened flexibility, instability, and informality. As a result, the low-wage labor market is increasingly occupied by Hispanic immigrants, many of whom are undocumented. While numerous studies examine the implications for natives’ employment prospects, our understanding of low-wage immigrants themselves remains underdeveloped. Drawing on original data collected in Durham, North Carolina, this article provides a more holistic account of immigrant Hispanic’s labor market experiences, examining not only wages but also employment instability and benefit coverage. The analysis evaluates the role of human capital and immigration characteristics, including legal status, in shaping compensation outcomes, as well as the influence of other employment characteristics. Findings highlight the salience of nonstandard work arrangements such as subcontracting and informal employment to the labor market experiences of immigrant Hispanic men, and describe the constellation of risk factors that powerfully bound immigrant employment outcomes. Keywords: Hispanic; immigration; wages; low-wage labor market; employment relations. PMID:22844159

  10. Estimating workers' marginal valuation of employer health benefits: would insured workers prefer more health insurance or higher wages?

    PubMed

    Royalty, Anne Beeson

    2008-01-01

    In recent years the cost of health insurance has been increasing much faster than wages. In the face of these rising costs, many employers will have to make difficult decisions about whether to cut back health benefits or to compensate workers with lower wages or lower wage growth. In this paper, we ask the question, "Which do workers value more -- one additional dollar's worth of health benefits or one more dollar in their pockets?" Using a new approach to obtaining estimates of insured workers' marginal valuation of health benefits this paper estimates how much, on average, employees value the marginal dollar paid by employers for their workers' health insurance. We find that insured workers value the marginal health premium dollar at significantly less than the marginal wage dollar. However, workers value insurance generosity very highly. The marginal dollar spent on health insurance that adds an additional dollar's worth of observable dimensions of plan generosity, such as lower deductibles or coverage of additional services, is valued at significantly more than one dollar.

  11. The macroeconomics of demographic unemployment.

    PubMed

    Carlberg, M

    1990-02-01

    "What are the macroeconomic consequences of an increase in labour supply? In the short run, unemployment occurs, due to both lack of aggregate demand and capital shortage. Demand-side policy and money wage restraint prove to be ineffective in this situation, owing to capital shortage. On the other hand, a reduction in working hours without wage compensation as well as a policy mix of both demand-side policy and investment policy turn out to be effective. The reduction in working hours lowers individual income and raises individual leisure, as compared to the policy mix." (SUMMARY IN GER) excerpt

  12. Rural Hospital Wages and the Area Wage Index

    PubMed Central

    Dalton, Kathleen; Slifkin, Rebecca T.; Howard, Hilda A.

    2002-01-01

    We examined data on hospital hourly wages and the prospective payment system (PPS) wage index from 1990 to 1997, to determine if incremental changes to the index have improved its precision and equity as a regional cost adjuster. The differential between average rural and urban PPS hourly wages has declined by almost one-fourth over the 8-year study period. Nearly one-half of the decrease is attributable to regulatory and reporting changes in the annual hospital wage survey. Patterns of within-market wage variation across rural-urban continuum codes identify three separate sub-markets within the State-level aggregates defining rural labor markets. Geographic reclassification decisions appear to eliminate one of the three. Remaining systematic within-market rural wage differences work to the reimbursement advantage of hospitals in the smaller and more isolated communities. PMID:12545604

  13. 24 CFR 5.214 - Definitions.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... HUD PROGRAM REQUIREMENTS; WAIVERS Disclosure and Verification of Social Security Numbers and Employer... Administration (including wages, net earnings from self-employment, and payments of retirement income), as... respect to which the individual actually received such compensation; (4) Unearned IRS income and self...

  14. 20 CFR 404.1360 - Veterans Administration pension or compensation payable.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... lump-sum death payment based on the death of the World War II veteran without using the wage credits... benefits based on deemed insured status, we— (1) Stop payment of your benefits or recompute the amount of...

  15. 20 CFR 404.1360 - Veterans Administration pension or compensation payable.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... lump-sum death payment based on the death of the World War II veteran without using the wage credits... benefits based on deemed insured status, we— (1) Stop payment of your benefits or recompute the amount of...

  16. 20 CFR 404.1360 - Veterans Administration pension or compensation payable.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... lump-sum death payment based on the death of the World War II veteran without using the wage credits... benefits based on deemed insured status, we— (1) Stop payment of your benefits or recompute the amount of...

  17. 20 CFR 404.1360 - Veterans Administration pension or compensation payable.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... lump-sum death payment based on the death of the World War II veteran without using the wage credits... benefits based on deemed insured status, we— (1) Stop payment of your benefits or recompute the amount of...

  18. 20 CFR 404.1360 - Veterans Administration pension or compensation payable.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... lump-sum death payment based on the death of the World War II veteran without using the wage credits... benefits based on deemed insured status, we— (1) Stop payment of your benefits or recompute the amount of...

  19. Comments on "Towards Balanced Development in Pakistan".

    PubMed

    Fitzgerald, E V

    1992-01-01

    Critical comment on the proposal of Professor Pyatt for balanced development in Pakistan focused on broad methodological issues. Professor Pyatt's approach proposes to balance efficiency criteria with longterm objectives of sustainable economic and human development: changing asset distribution through new investment and shifting investment returns in the social sector to households. I is a systematic attempt to compensate for deficits in human development. Policies would include "tariffisation of quota allocation of goods such as water, differential pricing to protect the poor; national conservation and polluter penalties; foreign aid shift to human maintenance expenditure; and reform of fiscal policy on income and expenditure to allow for support of social objectives." Patterns of property and institutional privilege can be effectively altered through market practices, such that wage goods could be subsidized in order to increase productivity. Constructive rethinking of assumptions underlying the balanced development argument is suggested, because of Pyatt model is contrary to the Dornbusch assumptions behind structural adjustment of the standard World Bank model. The assumption in question is that nontraditional expenditure on health, education, and the environment reduces unit labor costs. Concern is also raised about the approach to "efficiency wages" and the inputs of health and education, and food and housing, which are required to supply labor. Real wages might be conceptualized as affecting labor productivity in a more dynamic way than Professor Pyatt recognized. Use of human capital would be maximized and would be equivalent to the formation of new human capital. Wages may be construed to act like internal trade, where prices and markets are effectively interchanged so that farmers receive not only agricultural products, but also essential and nonessential consumer goods. Professor Pyatt's article is relevant to any country's development planning and important because of the structural constraints that remain on development. Discussion will center on these issues when it becomes apparent that productive investment requires more than monetary stability.

  20. Sex Differences in Occupational Choice, Pay, and Worth: A Supply-Side Approach to Understanding the Male-Female Wage Gap.

    ERIC Educational Resources Information Center

    Hollenbeck, John R.; And Others

    1987-01-01

    Explored utility of adopting supply-side approach to understanding the nature of wage differentials between men and women using job applicants (N=272) as subjects. Results suggested much of the wage gap can be explained by evaluations of outcomes other than pay, and gender-related differences in expectancies, instrumentalities, and valences with…

  1. A structural econometric model of family valuation and choice of employer-sponsored health insurance in the United States.

    PubMed

    Vanness, David J

    2003-09-01

    This paper estimates a fully structural unitary household model of employment and health insurance decisions for dual wage-earner families with children in the United States, using data from the 1987 National Medical Expenditure Survey. Families choose hours of work and the breakdown of compensation between cash wages and health insurance benefits for each wage earner in order to maximize expected utility under uncertain need for medical care. Heterogeneous demand for the employer-sponsored health insurance is thus generated directly from variations in health status and earning potential. The paper concludes by discussing the benefits of using structural models for simulating welfare effects of insurance reform relative to the costly assumptions that must be imposed for identification. Copyright 2003 John Wiley & Sons, Ltd.

  2. 29 CFR 4.166 - Wage payments-unit of payment.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... paid on a daily, weekly, or other time basis, or by piece or task rates, so long as the measure of work... used, however, must ensure that each hour of work in performance of the contract is compensated at not...

  3. 25 CFR 38.14 - Voluntary services.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... services on behalf of Bureau schools from the private sector, including individuals, groups, or students... school operations are improved and enhanced. Volunteer service is limited to personal services received without compensation (salary or wages) by the Bureau from individuals, groups, and students. Nothing in...

  4. 25 CFR 38.14 - Voluntary services.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... services on behalf of Bureau schools from the private sector, including individuals, groups, or students... school operations are improved and enhanced. Volunteer service is limited to personal services received without compensation (salary or wages) by the Bureau from individuals, groups, and students. Nothing in...

  5. 25 CFR 38.14 - Voluntary services.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... services on behalf of Bureau schools from the private sector, including individuals, groups, or students... school operations are improved and enhanced. Volunteer service is limited to personal services received without compensation (salary or wages) by the Bureau from individuals, groups, and students. Nothing in...

  6. 25 CFR 38.14 - Voluntary services.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... services on behalf of Bureau schools from the private sector, including individuals, groups, or students... school operations are improved and enhanced. Volunteer service is limited to personal services received without compensation (salary or wages) by the Bureau from individuals, groups, and students. Nothing in...

  7. Occupational exposure to Mycobacterium tuberculosis. Legal issues in workers' compensation.

    PubMed

    Evenson, W

    1999-08-01

    Occupational exposure to TB remains a significant threat in select high risk occupations despite 5 years of declining disease incidence rates in the United States. TB kills more people on a global scale than any other infectious disease. One third of the global population is currently infected with TB. Workers' compensation insurance may be inadequate to cover lost wages and medical bills in cases of occupational exposure to TB if the source patient is unknown. There is a need to reform state laws for workers' compensation so TB infections in high risk employees are presumed to be work related unless a community exposure to the disease is identified.

  8. 25 CFR 38.14 - Voluntary services.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... services on behalf of Bureau schools from the private sector, including individuals, groups, or students... without compensation (salary or wages) by the Bureau from individuals, groups, and students. Nothing in... supervisor, and the school board, that outlines the responsibilities of each. In the case of students...

  9. 20 CFR 627.315 - Benefits and working conditions.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... to work for employers which do not comply with applicable labor laws, including wage and hour... with respect to injuries suffered by participants. Where a State's workers' compensation law is not applicable, recipients and subrecipients shall secure insurance coverage for injuries suffered by such...

  10. Your Rights in the Workplace.

    ERIC Educational Resources Information Center

    Drake, Larry; Moskowitz, Rachel

    1997-01-01

    Discusses major laws related to the rights of workers. Covers wages and required work hours, unemployment; on-the-job safety, compensation for work-related illness or injury, protection from harassment and discrimination, the right to join a union, and employer administration of drug or polygraph tests. (JOW)

  11. Pay Equity: A Civil Rights Issue.

    ERIC Educational Resources Information Center

    Murphy, Joseph S.

    1987-01-01

    The market principle has not worked. Women have long performed work of equal demand as men, but have not been equally compensated for it. Consitutional law prohibits such wage inequities. Society's resources must be more equitably allocated to make up for and correct that unequal treatment. (PS)

  12. 20 CFR 625.2 - Definitions.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... week during which the individual works less than regular, full-time hours for the individual's regular... week of total unemployment is a week during which the individual performs no work and earns no wages... compensation payable to an individual for weeks of unemployment in an extended benefit period, under those...

  13. 29 CFR 825.209 - Maintenance of employee benefits.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 3 2011-07-01 2011-07-01 false Maintenance of employee benefits. 825.209 Section 825.209 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR OTHER LAWS..., other than reasonable compensation, excluding any profit, for administrative services actually rendered...

  14. Job compensable factors and factor weights derived from job analysis data.

    PubMed

    Chi, Chia-Fen; Chang, Tin-Chang; Hsia, Ping-Ling; Song, Jen-Chieh

    2007-06-01

    Government data on 1,039 job titles in Taiwan were analyzed to assess possible relationships between job attributes and compensation. For each job title, 79 specific variables in six major classes (required education and experience, aptitude, interest, work temperament, physical demands, task environment) were coded to derive the statistical predictors of wage for managers, professionals, technical, clerical, service, farm, craft, operatives, and other workers. Of the 79 variables, only 23 significantly related to pay rate were subjected to a factor and multiple regression analysis for predicting monthly wages. Given the heterogeneous nature of collected job titles, a 4-factor solution (occupational knowledge and skills, human relations skills, work schedule hardships, physical hardships) explaining 43.8% of the total variance but predicting only 23.7% of the monthly pay rate was derived. On the other hand, multiple regression with 9 job analysis items (required education, professional training, professional certificate, professional experience, coordinating, leadership and directing, demand on hearing, proportion of shift working indoors, outdoors and others, rotating shift) better predicted pay and explained 32.5% of the variance. A direct comparison of factors and subfactors of job evaluation plans indicated mental effort and responsibility (accountability) had not been measured with the current job analysis data. Cross-validation of job evaluation factors and ratings with the wage rates is required to calibrate both.

  15. Stagnation only on the surface? The implications of skill and family responsibilities for the gender wage gap in Sweden, 1974-2010.

    PubMed

    Boye, Katarina; Halldén, Karin; Magnusson, Charlotta

    2017-12-01

    The wage differential between women and men persists in advanced economies despite the inflow of women into qualified occupations in recent years. Using five waves of the Swedish Level-of-Living Survey (LNU), this paper explores the gender wage gap in Sweden during the 1974-2010 period overall and by skill level. The empirical analyses showed that the general gender wage gap has been nearly unchanged for the past 30 years. However, the gender difference in wage in less qualified occupations fell considerably, whereas the gender pay gap remained stable for men and women in qualified occupations. The larger significance of family responsibilities for wages in qualified occupations is one likely explanation for this result. © London School of Economics and Political Science 2017.

  16. Analysis of ethnic disparities in workers' compensation claims using data linkage.

    PubMed

    Friedman, Lee S; Ruestow, Peter; Forst, Linda

    2012-10-01

    The overall goal of this research project was to assess ethnic disparities in monetary compensation among construction workers injured on the job through the linkage of medical records and workers' compensation data. Probabilistic linkage of medical records with workers' compensation claim data. In the final multivariable robust regression model, compensation was $5824 higher (P = 0.030; 95% confidence interval: 551 to 11,097) for white non-Hispanic workers than for other ethnic groups when controlling for injury severity, affected body region, type of injury, average weekly wage, weeks of temporary total disability, percent permanent partial disability, death, or attorney use. The analysis indicates that white non-Hispanic construction workers are awarded higher monetary settlements despite the observation that for specific injuries the mean temporary total disability and permanent partial disability were equivalent to or lower than those in Hispanic and black construction workers.

  17. 12 CFR 205.2 - Definitions.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... device means a card, code, or other means of access to a consumer's account, or any combination thereof... of the consumer's wages, salary, or other employee compensation (such as commissions), are made on a... agreement. (c) Act means the Electronic Fund Transfer Act (title IX of the Consumer Credit Protection Act...

  18. 29 CFR 4.165 - Wage payments and fringe benefits-in general.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... and regularly recurring workweek of seven consecutive 24-hour workday periods, and the records must be... 4.165 Labor Office of the Secretary of Labor LABOR STANDARDS FOR FEDERAL SERVICE CONTRACTS... fringe benefits (see § 4.177). (2) The Act makes no distinction, with respect to its compensation...

  19. 29 CFR 778.314 - Special situations.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... demonstrate that the hours for which contract overtime compensation is paid to employees working on a “task... may be applicable in such a case. Effect of Failure To Count or Pay for Certain Working Hours ... Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF GENERAL...

  20. 48 CFR 731.371 - Compensation for personal services.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... employees with whom the contractor will be working. (b) Salaries and wages. (1) The policies set forth in... members working under annual appointments, salary for service under the contract may include the employee... members working under academic year appointments, salary for service under the contract may include the...

  1. 29 CFR 500.122 - Adjustments in insurance requirements when workers' compensation coverage is provided under State...

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS MIGRANT AND SEASONAL AGRICULTURAL WORKER PROTECTION Motor Vehicle Safety and Insurance for Transportation of Migrant and Seasonal Agricultural Workers, Housing Safety and Health for Migrant Workers Insurance § 500.122 Adjustments in insurance requirements...

  2. 28 CFR 301.202 - Determination of work-relatedness.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Determination of work-relatedness. 301... INMATE ACCIDENT COMPENSATION Lost-Time Wages § 301.202 Determination of work-relatedness. (a) When the institution safety manager receives notice, or has reason to believe, a work-related injury may result in time...

  3. 48 CFR 731.205-6 - Compensation for personal services.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... whom the contractor will be working. (b) Salaries and wages. It is USAID policy that if an employee's... Contractor Salary Threshold (USAID CST), as stated in USAID's Automated Directives System (ADS) Chapter 302 USAID Direct Contracting (available at http://www.usaid.gov/policy/ads/300/302.pdf), it will be...

  4. 48 CFR 731.205-6 - Compensation for personal services.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... whom the contractor will be working. (b) Salaries and wages. It is USAID policy that if an employee's... Contractor Salary Threshold (USAID CST), as stated in USAID's Automated Directives System (ADS) Chapter 302 USAID Direct Contracting (available at http://www.usaid.gov/policy/ads/300/302.pdf), it will be...

  5. 48 CFR 731.205-6 - Compensation for personal services.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... whom the contractor will be working. (b) Salaries and wages. It is USAID policy that if an employee's... Contractor Salary Threshold (USAID CST), as stated in USAID's Automated Directives System (ADS) Chapter 302 USAID Direct Contracting (available at http://www.usaid.gov/policy/ads/300/302.pdf), it will be...

  6. Restructuring Teacher Pay to Reward Excellence

    ERIC Educational Resources Information Center

    National Council on Teacher Quality, 2010

    2010-01-01

    When negotiating new teacher contracts, most districts, no doubt, are focusing discussions on averting wage freezes and massive layoffs. But prudent districts--those looking for long-term solutions to budget problems as well as those seeking to more fairly compensate the most effective teachers--are reconsidering the traditional salary schedule,…

  7. How Has the Affordable Care Act Affected Work and Wages?

    PubMed

    Abraham, Jean; Royalty, Anne Beeson

    2017-01-01

    In a review of the evidence, the authors find that the ACA had minimal effect on employment, hours of work, and compensation. This brief provides critical perspective on the effects of reforms on labor markets for federal and state policymakers as they consider changing or repealing the law.

  8. Consumption-leisure tradeoffs in pigeons: Effects of changing marginal wage rates by varying amount of reinforcement.

    PubMed

    Green, L; Kagel, J H; Battalio, R C

    1987-01-01

    Pigeons' rates of responding and food reinforcement under simple random-ratio schedules were compared with those obtained under comparable ratio schedules in which free food deliveries were added, but the duration of each food delivery was halved. These ratio-with-free-food schedules were constructed so that, were the pigeon to maintain the same rate of responding as it had under the simple ratio schedule, total food obtained (earned plus free) would remain unchanged. However, any reduction in responding would reduce total food consumption below that under the simple ratio schedule. These "compensated wage decreases" led to decreases in responding and decreases in food consumption, as predicted by an economic model of labor supply. Moreover, the reductions in responding increased as the ratio value increased (i.e., as wage rates decreased). Pigeons, therefore, substituted leisure for consumption. The relationship between these procedures and negative-income-tax programs is noted.

  9. Education and Women's Labour Market Outcomes in India.

    ERIC Educational Resources Information Center

    Kingdon, Geeta Gandhi; Unni, Jeemol

    2001-01-01

    A study to determine association between level of female education and gender wage differentials in India finds that while gender-based wage discrimination exits, level of female education is not a significant factor. Finds return on investment rises with education level for both sexes. (Contains 37 references.) (PKP)

  10. Closing the Wage Gap. An International Perspective.

    ERIC Educational Resources Information Center

    National Committee on Pay Equity, Washington, DC.

    This document comprises a report on international progress to close the "wage gap", the differential between the earnings of women and men. Information was gathered on pay equity activities from a survey of government agencies, trade unions, women's organizations, and international bodies. Almost all of the jurisdictions surveyed have…

  11. Does it get better? A quasi-cohort analysis of sexual minority wage gaps.

    PubMed

    Waite, Sean

    2015-11-01

    With few exceptions, it has been found that gay men earn less and lesbians earn more than their heterosexual counterparts. Most of the current literature has used single cross-sectional datasets to test possible sources of these wage differentials. This study adds to this literature by presenting a theoretical framework, grounded in gender theory, to explore: (a) whether sexual minority wage gaps have attenuated over the last decade, (b) whether wage gaps vary by age group, and (c) if wage gaps vary with duration in the labor market. Using Canadian census and survey data, this study finds no evidence that wage gaps have attenuated for gay men and only small reductions for lesbians and heterosexual women, relative to heterosexual men. Wage gaps are larger for younger gay men than for older gay men, which may suggest a "coming out penalty". The lesbian wage premium, vis-á-vis heterosexual women, does not appear at initial labor market entry; rather it develops with duration in the labour market. Copyright © 2015 Elsevier Inc. All rights reserved.

  12. Wages and Labour Mobility; A Report by a Group of Independent Experts on the Relation between Changes in Wage Differentials and the Pattern of Employment with a Foreword on the Implications of the Study for Income Policy.

    ERIC Educational Resources Information Center

    deWolff, Pieter; And Others

    To determine the relationship between wage structure and employment patterns available evidence on changes in relative earnings and in relative numbers employed were surveyed for periods up to 15 years in 10 countries: Belgium, Canada, France, Germany, Italy, the Netherlands, Norway, Sweden, the United Kingdom, and the United States. Some findings…

  13. New and Stronger Remedies Are Needed To Reduce Gender-Based Wage Discrimination. Testimony of Heidi I. Hartmann, Ph.D., Director, Institute for Women's Policy Research, Before the U.S. Senate Committee on Health, Education, Labor and Pensions Hearing on Gender-Based Wage Discrimination.

    ERIC Educational Resources Information Center

    Hartmann, Heidi I.

    Studies indicate these potential sources of wage differentials between women and men: women have different skills and qualifications; they work in the same jobs and establishments and have equal qualifications but receive unequal pay; and they work in different jobs or establishments, where pay is low, but have qualifications similar to men…

  14. An examination of pharmacists' labor supply and wages.

    PubMed

    Polgreen, Linnea A; Mott, David A; Doucette, William R

    2011-12-01

    For the last decade, there has been a shortage of pharmacists for most of the United States. This shortage is in part because of demand-side phenomena (eg, increasing prescription drug use, increases in the complexity of drug regimens, and an aging population). However, there also may be supply-side causes. Although the number of pharmacy school graduates has increased, most graduates are women, many of whom may choose to work part-time. Because of the change in sex composition of the workforce, some researchers conclude that pharmacist shortages will be even more critical in the future. The goals of this article are to model pharmacists' decisions to work, estimate pharmacists' wages, and identify influences on the number of hours worked by pharmacists in the United States. Pharmacist labor supply is examined using a static, 3-step, empirical labor supply model that estimates the decision to work, hourly wages, and number of hours worked for U.S. pharmacists. Pharmacists have high starting wages but flat wage trajectories. Although many pharmacists are working part-time, this is true for women and men. Income effects do not dominate substitution effects, even at the high level of compensation found here. Results indicate that previous predictions brought about by the changing sex composition of the pharmacist labor force might not come to pass, and additional pharmacists may be attracted to the profession by higher wages and flexible schedules. Copyright © 2011 Elsevier Inc. All rights reserved.

  15. 29 CFR 553.224 - “Work period” defined.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false âWork periodâ defined. 553.224 Section 553.224 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS APPLICATION... Enforcement Employees of Public Agencies Tour of Duty and Compensable Hours of Work Rules § 553.224 “Work...

  16. 77 FR 54567 - Submission for OMB Review; Comment Request: Requirements for Baby-Bouncers and Walker-Jumpers

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-09-05

    ... (ii) to notify distributors and retailers if the products are subject to recall. B. Estimated Burden... total annual burden of 75 hours per year. CPSC staff estimates that the hourly wage for the time... Statistics: Total compensation rates for management, professional, and related occupations in private goods...

  17. 29 CFR 548.200 - Requirements.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... and preserve for an employee compensated for overtime hours on the basis of a basic rate are described... the employee as a basis for computing daily overtime. 4 Thus, a method rather than a specific rate is... his basic rate. 4 See § 548.302. 5 See § 548.304. (c) Minimum wage. The employee's average hourly...

  18. A Framework for Assessing the Economic Benefits and Costs of Workplace Literacy Training.

    ERIC Educational Resources Information Center

    Hollenbeck, Kevin

    The relative costs and benefits of workplace literacy training were analyzed. An analysis based on eight benefits/costs (training costs; higher productivity; high wages; nonwage compensation; less worker turnover; safer workplace; higher taxes; and improved self-esteem) established that workplace literacy training offers net benefits for workers,…

  19. 26 CFR 1.401(a)(4)-7 - Imputation of permitted disparity.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... + permitted disparity rate (3) Employees whose plan year compensation exceeds taxable wage base. If an... 26 Internal Revenue 5 2010-04-01 2010-04-01 false Imputation of permitted disparity. 1.401(a)(4)-7... Imputation of permitted disparity. (a) Introduction. In determining whether a plan satisfies section 401(a)(4...

  20. 20 CFR 234.20 - Computation of the employee's 1937 Act LSDP basic amount.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... compensation and section 209 of the Social Security Act for a definition of creditable wages.) Closing date... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Computation of the employee's 1937 Act LSDP basic amount. 234.20 Section 234.20 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE...

  1. 29 CFR 780.1008 - Examples of places not considered homes.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Examples of places not considered homes. 780.1008 Section... Employment of Home- workers in Making Wreaths; Exemption From Minimum Wage, Overtime Compensation, and Child... considered homes. The following are examples of workplaces which, on examination, have been considered not to...

  2. 29 CFR 780.1008 - Examples of places not considered homes.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 3 2011-07-01 2011-07-01 false Examples of places not considered homes. 780.1008 Section... Employment of Home- workers in Making Wreaths; Exemption From Minimum Wage, Overtime Compensation, and Child... considered homes. The following are examples of workplaces which, on examination, have been considered not to...

  3. 29 CFR 825.105 - Counting employees for determining coverage.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... full-time employees, are considered to be employed each working day of the calendar week, as long as... Section 825.105 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF... working day of the calendar week, and must be counted whether or not any compensation is received for the...

  4. 29 CFR 778.113 - Salaried employees-general.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... dividing the monthly salary by the number of working days in the month and then by the number of hours of... Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF GENERAL... number of hours which the salary is intended to compensate. If an employee is hired at a salary of $182...

  5. Immigrant Status and the Value of Statistical Life

    ERIC Educational Resources Information Center

    Hersch, Joni; Viscusi, W. Kip

    2010-01-01

    Using data from the Current Population Survey and the New Immigrant Survey, this paper examines the common perception that immigrants are concentrated in high-risk jobs for which they receive little wage compensation. Compared to native U.S. workers, non-Mexican immigrants are not at higher risk and have substantial values of statistical life.…

  6. 29 CFR 553.232 - Overtime pay requirements.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Overtime pay requirements. 553.232 Section 553.232 Labor... Enforcement Employees of Public Agencies Overtime Compensation Rules § 553.232 Overtime pay requirements. If a public agency pays employees subject to section 7(k) for overtime hours worked in cash wages rather than...

  7. 29 CFR 779.501 - Statutory provisions.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... employees are employed, between employees on the basis of sex by paying wages to employees in such establishment at a rate less than the rate at which he pays wages to employees of the opposite sex in such... quality of production; or (iv) a differential based on any other factor other than sex: Provided, That an...

  8. 29 CFR 779.501 - Statutory provisions.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... employees are employed, between employees on the basis of sex by paying wages to employees in such establishment at a rate less than the rate at which he pays wages to employees of the opposite sex in such... quality of production; or (iv) a differential based on any other factor other than sex: Provided, That an...

  9. 29 CFR 779.501 - Statutory provisions.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... employees are employed, between employees on the basis of sex by paying wages to employees in such establishment at a rate less than the rate at which he pays wages to employees of the opposite sex in such... quality of production; or (iv) a differential based on any other factor other than sex: Provided, That an...

  10. 29 CFR 779.501 - Statutory provisions.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... employees are employed, between employees on the basis of sex by paying wages to employees in such establishment at a rate less than the rate at which he pays wages to employees of the opposite sex in such... quality of production; or (iv) a differential based on any other factor other than sex: Provided, That an...

  11. 29 CFR 779.501 - Statutory provisions.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... employees are employed, between employees on the basis of sex by paying wages to employees in such establishment at a rate less than the rate at which he pays wages to employees of the opposite sex in such... quality of production; or (iv) a differential based on any other factor other than sex: Provided, That an...

  12. Accounting for group differences in appraisals of social inequality: differential injustice standards.

    PubMed

    Miron, Anca M; Warner, Ruth H; Branscombe, Nyla R

    2011-06-01

    We tested whether differential appraisals of inequality are a function of the injustice standards used by different groups. A confirmatory standard of injustice is defined as the amount of evidence needed to arrive at the conclusion that injustice has occurred. Consistent with a motivational shifting of standards view, we found that advantaged and disadvantaged group members set different standards of injustice when judging the magnitude of gender (Study 1) and racial (Study 2) wage inequality. In addition, because advantaged and disadvantaged group members formed - based on their differential standards - divergent appraisals of wage inequality, they experienced differential desire to restore inter-group justice. We discuss the implications of promoting low confirmatory standards for changing perceptions of social reality and for motivating justice-restorative behaviour. ©2011 The British Psychological Society.

  13. Characterizing the low wage immigrant workforce: a comparative analysis of the health disparities among selected occupations in Somerville, Massachusetts.

    PubMed

    Panikkar, Bindu; Woodin, Mark A; Brugge, Doug; Hyatt, Raymond; Gute, David M

    2014-05-01

    This study estimates job-related risks among common low wage occupations (cleaning, construction, food service, cashier/baggers, and factory workers) held by predominantly Haitian, El Salvadorian, and Brazilian immigrants living or working in Somerville, Massachusetts. A community-based cross-sectional survey on immigrant occupational health was conducted between 2006 and 2009 and logistic regression was used to assess the job-related risks among the most common low wage occupations. Construction workers reported significantly higher health risks, and lower access to occupational health services than the other occupations. Compared to cashier/baggers, the reference population in this study, cleaners reported significantly lower access to health and safety and work training and no knowledge of workers' compensation. Factory workers reported significantly lower work training compared to cashier/baggers. Food service workers reported the least access to doctors compared to the other occupations. We found significant variability in risks among different low wage immigrant occupations. The type of occupation independently contributed to varying levels of risks among these jobs. We believe our findings to be conservative and recommend additional inquiry aimed at assuring the representativeness of our findings. © 2013 Wiley Periodicals, Inc.

  14. Gender, Parenthood and Wage Differences: The Importance of Time-Consuming Job Characteristics.

    PubMed

    Magnusson, Charlotta; Nermo, Magnus

    2017-01-01

    Using data from the Swedish Level of Living Survey (2000, 2010), we investigate how the gender wage gap varies with occupational prestige and family status and also examine the extent to which this gap is explained by time-consuming working conditions. In addition, we investigate whether there is an association between parenthood, job characteristics and wage (as differentiated by gender). The analyses indicate that there are gender differences regarding prestige-based pay-offs among parents that are partly explained by fathers' greater access to employment characterized by time-consuming conditions. Separate analyses for men and women demonstrate the presence of a marriage wage premium for both genders, although only men have a parenthood wage premium. This fatherhood premium is however only present in high-prestigious occupations. Compared with childless men, fathers are also more advantaged in terms of access to jobs with time-consuming working conditions, but the wage gap between fathers and childless men is not explained by differences in access to such working conditions.

  15. How Welfare States Shape the Gender Pay Gap: A Theoretical and Comparative Analysis

    ERIC Educational Resources Information Center

    Mandel, Hadas; Shalev, Michael

    2009-01-01

    We assess the impact of the welfare state on cross-national variation in the gender wage gap. Earnings inequality between men and women is conceptualized as resulting from their different locations in the class hierarchy, combined with the severity of wage differentials between and within classes. This decomposition contributes to identifying…

  16. Consequences of Immigration Reform for Low-Wage Workers in the Southeastern U.S.: The Case of the Poultry Industry.

    ERIC Educational Resources Information Center

    Griffith, David

    1990-01-01

    In the U.S. poultry industry, which hires predominantly low-wage workers, immigration reform has differentially affected native workers in different industry sectors and different regions. Examines diverse labor recruitment strategies of poultry plant personnel managers, their implications for native and immigrant labor, and their relations to…

  17. 46 CFR 282.24 - Protection and indemnity insurance.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... differential. The adjustment of the wage percentage differential shall not be used for Japan, where operators incur minimal costs for deductible absorptions, rather than no costs. For Japan, the insurance related...

  18. 29 CFR 778.315 - Payment for all hours worked in overtime workweek is required.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... OVERTIME COMPENSATION Special Problems Effect of Failure to Count Or Pay for Certain Working Hours § 778... 29 Labor 3 2010-07-01 2010-07-01 false Payment for all hours worked in overtime workweek is required. 778.315 Section 778.315 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION...

  19. 29 CFR 778.317 - Agreements not to pay for certain nonovertime hours.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... COMPENSATION Special Problems Effect of Failure to Count Or Pay for Certain Working Hours § 778.317 Agreements... 29 Labor 3 2010-07-01 2010-07-01 false Agreements not to pay for certain nonovertime hours. 778.317 Section 778.317 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT...

  20. 29 CFR 541.100 - General rule for executive employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... regularly directs the work of two or more other employees; and (4) Who has the authority to hire or fire....100 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR...: (1) Compensated on a salary basis at a rate of not less than $455 per week (or $380 per week, if...

  1. 29 CFR 778.209 - Method of inclusion of bonus in regular rate.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 3 2012-07-01 2012-07-01 false Method of inclusion of bonus in regular rate. 778.209 Section 778.209 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF... COMPENSATION Payments That May Be Excluded From the âRegular Rateâ Bonuses § 778.209 Method of inclusion of...

  2. 29 CFR 778.209 - Method of inclusion of bonus in regular rate.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 3 2013-07-01 2013-07-01 false Method of inclusion of bonus in regular rate. 778.209 Section 778.209 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF... COMPENSATION Payments That May Be Excluded From the âRegular Rateâ Bonuses § 778.209 Method of inclusion of...

  3. 29 CFR 778.209 - Method of inclusion of bonus in regular rate.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 3 2014-07-01 2014-07-01 false Method of inclusion of bonus in regular rate. 778.209 Section 778.209 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF... COMPENSATION Payments That May Be Excluded From the âRegular Rateâ Bonuses § 778.209 Method of inclusion of...

  4. 29 CFR 780.1006 - In or about a home.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 3 2014-07-01 2014-07-01 false In or about a home. 780.1006 Section 780.1006 Labor... Home- workers in Making Wreaths; Exemption From Minimum Wage, Overtime Compensation, and Child Labor Provisions Under Section 13(d) Requirements for Exemption § 780.1006 In or about a home. Whether the work of...

  5. 29 CFR 780.1006 - In or about a home.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 3 2012-07-01 2012-07-01 false In or about a home. 780.1006 Section 780.1006 Labor... Home- workers in Making Wreaths; Exemption From Minimum Wage, Overtime Compensation, and Child Labor Provisions Under Section 13(d) Requirements for Exemption § 780.1006 In or about a home. Whether the work of...

  6. 29 CFR 780.1006 - In or about a home.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 3 2011-07-01 2011-07-01 false In or about a home. 780.1006 Section 780.1006 Labor... Home- workers in Making Wreaths; Exemption From Minimum Wage, Overtime Compensation, and Child Labor Provisions Under Section 13(d) Requirements for Exemption § 780.1006 In or about a home. Whether the work of...

  7. 29 CFR 780.1006 - In or about a home.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false In or about a home. 780.1006 Section 780.1006 Labor... Home- workers in Making Wreaths; Exemption From Minimum Wage, Overtime Compensation, and Child Labor Provisions Under Section 13(d) Requirements for Exemption § 780.1006 In or about a home. Whether the work of...

  8. 29 CFR 780.1006 - In or about a home.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 3 2013-07-01 2013-07-01 false In or about a home. 780.1006 Section 780.1006 Labor... Home- workers in Making Wreaths; Exemption From Minimum Wage, Overtime Compensation, and Child Labor Provisions Under Section 13(d) Requirements for Exemption § 780.1006 In or about a home. Whether the work of...

  9. 29 CFR 531.56 - “More than $30 a month in tips.”

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... whom the wage credit provided by section 3(m) may be taken in computing the compensation due him under... any deduction for tips received under the provisions of section 3(m). (b) Month. The definition of... for tips is determined under section 3(m). It does not govern or limit the determination of the...

  10. 29 CFR 778.330 - Prizes or contest awards generally.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Prizes or contest awards generally. 778.330 Section 778.330 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF GENERAL POLICY OR INTERPRETATION NOT DIRECTLY RELATED TO REGULATIONS OVERTIME COMPENSATION Special Problems Prizes As Bonuses § 778.330 Prizes...

  11. 29 CFR 778.209 - Method of inclusion of bonus in regular rate.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Method of inclusion of bonus in regular rate. 778.209 Section 778.209 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF... COMPENSATION Payments That May Be Excluded From the âRegular Rateâ Bonuses § 778.209 Method of inclusion of...

  12. 29 CFR 778.209 - Method of inclusion of bonus in regular rate.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 3 2011-07-01 2011-07-01 false Method of inclusion of bonus in regular rate. 778.209 Section 778.209 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF... COMPENSATION Payments That May Be Excluded From the âRegular Rateâ Bonuses § 778.209 Method of inclusion of...

  13. Intercountry comparisons of labor force trends and of related developments: an overview.

    PubMed

    Mincer, J

    1985-01-01

    This paper is a survey of analyses of women's labor force growth in 12 industrialized countries, presented at a conference in Sussex, England in 1983. The main focus is on growth of the labor force of married women from 1960-1980; trends in fertility, wages, and family instability are discussed. In all countries, wages of women were lower than wages of men, although between 1960 and 1980 labor force rates of married women rose in most of the industrialized countries. 2 factors that are associated with this growth are declines in fertility and increases in divorce rates. The 12 countries studied are: 1) Australia, 2) Britain, 3) France, 4) Germany, 5) Israel, 6) Italy, 7) Japan, 8) Netherlands, 9) Spain, 10) Sweden, 11) US, and 12) USSR. The substitution variables (wages of women or their education) have strong positive effects on labor force participation in most cases, and in most cases the positive wage elasticities exceed the negative income elasticities by a sizable margin. A summary table estimating parameters of the P-function for each country, and their predictive performance in time series, are included. From 1960-1980 the average per country growth in participation of married women was 2.84% per year. Wages of working women, in this same period grew, on average, faster than wages of men in most countries, in part due to selectivity by education in labor force growth. While growth rates of real wages across countries have a weak relation with the differential growth rates of married women's labor force, the relation is strong when country parameters are taken into account. The dominance of the "discouraged" over the "added" workers in female labor force growth appears to be upheld internationally. On the average, total fertility rate dropped from 2.42 in 1970 to 1.85 in 1980. Both fertility declines and the growth of family instability appear to represent lagged effects of longer term developments in the labor force of women. Women's wages are lower than men's wages in all countries; wage differentials narrowed in all other countries over the past 2 decades. This narrowing was due both to women's educational attainment catching up with men's, and to a positive educational selectivity of women's labor force growth during this period. Ultimately, without labor market discrimination and with equal educational attainment, the wage gap can be eliminated only when sex differences in lifetime work experience vanish.

  14. Wage determination and discrimination among older workers.

    PubMed

    Quinn, J F

    1979-09-01

    In this study, the determinants of the wage rates of a large sample of individuals aged 58 to 63 are first analyzed. Second, an explanation for the large discrepancies existing between the average wage rates earned by whites and nonwhites and by men and women is attempted. Human capital and geographic variables were found to be important wage determinants. Education, vocational training, years of job tenure, health, region of residence and local cost of living were significant explanators, especially for whites. Differences in these variables, however, cannot completely explain the wage differentials that exist by race and sex. There is a large unexplained component (especially in the male-female comparison) offering evidence of race and sex discrimination among older workers. In the case of sex discrimination, much of the problem appears to be occupational segregation--the crowding of women into low paying industries and occupations.

  15. What Does Age Have to Do with Skills Proficiency? Adult Skills in Focus #3

    ERIC Educational Resources Information Center

    OECD Publishing, 2016

    2016-01-01

    Adults tend to lose their information-processing skills as they age, especially if they do not use them. While older adults may compensate for this loss by developing other valuable skills, the importance of being proficient in information-processing skills in determining wages and employment does not diminish as workers age. Probably the most…

  16. 26 CFR 1.401(a)(5)-1 - Special rules relating to nondiscrimination requirements.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... employees. (d) Certain disparity permitted. Under section 401(a)(5)(C), a plan does not discriminate in... compensation within the meaning of section 3231(e). For this purpose, a plan maintained for a self-employed... deemed to be a plan maintained by an employer that pays wages within the meaning of section 3121(a). (iii...

  17. 48 CFR 52.222-4 - Contract Work Hours and Safety Standards Act-Overtime Compensation.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... work over 40 hours in any workweek unless they are paid at least 1 and 1/2 times the basic rate of pay... excess of the standard workweek of 40 hours without paying overtime wages required by the Contract Work... CLAUSES Text of Provisions and Clauses 52.222-4 Contract Work Hours and Safety Standards Act—Overtime...

  18. 45 CFR 2551.47 - May the cost reimbursements of a Senior Companion be subject to any tax or charge, be treated as...

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 4 2010-10-01 2010-10-01 false May the cost reimbursements of a Senior Companion... compensation, temporary disability, retirement, public assistance, or similar benefit payments or minimum wage... receive assistance from other programs? 2551.47 Section 2551.47 Public Welfare Regulations Relating to...

  19. 26 CFR 1.62-2 - Reimbursements and other expense allowance arrangements.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... wages or other compensation (e.g., the number of hours worked, miles traveled, or pieces produced) meets... travel substantiated in accordance with paragraph (e) of this section. Employee C substantiates six days.... Employer X reimburses Employee C $840 for the six days of travel away from home (2×(120%×$100)+4×(120%×$125...

  20. 20 CFR 25.203 - How is the Special Schedule applied to non-resident aliens in the Territory of Guam?

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... injury or death. (b) Death benefits. 400 weeks' compensation at two-thirds of the weekly wage rate... DEATH OF NONCITIZEN FEDERAL EMPLOYEES OUTSIDE THE UNITED STATES Extensions of the Special Schedule of... modifications or additions specified in paragraphs (b) through (k) of this section, to injury or death occurring...

  1. 20 CFR 25.203 - How is the Special Schedule applied to non-resident aliens in the Territory of Guam?

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... injury or death. (b) Death benefits. 400 weeks' compensation at two-thirds of the weekly wage rate... DEATH OF NONCITIZEN FEDERAL EMPLOYEES OUTSIDE THE UNITED STATES Extensions of the Special Schedule of... modifications or additions specified in paragraphs (b) through (k) of this section, to injury or death occurring...

  2. Estimating Pay Gaps for Workers with Disabilities: Implications from Broadening Definitions and Data Sets

    ERIC Educational Resources Information Center

    Hallock, Kevin F.; Jin, Xin; Barrington, Linda

    2014-01-01

    Purpose: To compare pay gap estimates across 3 different national survey data sets for people with disabilities relative to those without disabilities when pay is measured as wage and salary alone versus a (total compensation) definition that includes an estimate of the value of benefits. Method: Estimates of the cost to the employers of employee…

  3. Comparing the risk factors associated with serious versus and less serious work-related injuries in Ontario between 1991 and 2006.

    PubMed

    Smith, Peter; Hogg-Johnson, Sheilah; Mustard, Cameron; Chen, Cynthia; Tompa, Emile

    2012-01-01

    The objective of this study was to examine and compare the demographic and labor market risks for more serious and less serious work-related injuries and illnesses. Secondary analysis of accepted workers' compensation claims in Ontario, combined with labor force estimates for the period 1991 to 2006. Serious injuries and illnesses were claims resulting in wage replacement. Less serious injuries and illnesses were claims only requiring health care. Regression models examined the relationship between demographic and labor market characteristics (age, gender, industry, job tenure, and unemployment) and claim type. Relative risk estimates for serious and less serious claims were not concordant across age, gender and industry employment groups. For example, while the mining and utilities and the construction industry had an increased probability of reporting NLTCs, they had a decreased probability of reporting LTCs. The risk for serious and less serious work-related injury and illness claims differ by demographic and labor market groups. The use of composite measures that combine wage-replacement and health care only claims should be considered when using compensation data for surveillance and primary prevention targeting strategies. Copyright © 2011 Wiley Periodicals, Inc.

  4. Who pays for public employee health costs?

    PubMed

    Clemens, Jeffrey; Cutler, David M

    2014-12-01

    We analyze the incidence of public-employee health benefits. Because these benefits are negotiated through the political process, relevant labor market institutions deviate significantly from the competitive, private-sector benchmark. Empirically, we find that roughly 15 percent of the cost of recent benefit growth was passed onto school district employees through reductions in wages and salaries. Strong teachers' unions were associated with relatively strong linkages between benefit growth and growth in total compensation. Our analysis is consistent with the view that the costs of public workers' benefits are difficult to monitor, contributing to benefit oriented, and often under-funded, compensation schemes. Copyright © 2014 Elsevier B.V. All rights reserved.

  5. Geographically differentiated pay in the labour market for nurses.

    PubMed

    Elliott, Robert F; Ma, Ada H Y; Scott, Anthony; Bell, David; Roberts, Elizabeth

    2007-01-01

    This novel application of spatial wage theory to health service labour markets analyses the competitiveness of nurse's pay and how this differs between local labour markets in Britain. A switching regression model is estimated to derive standardised spatial wage differentials (SSWDs) for nurses and their comparators. An SSWD gap is constructed and its relationship to vacancies estimated. A reduction in the gap in a local area is shown to result in an increase in the long-term vacancy rate for National Health Service (NHS) nurses. The competitiveness of nursing pay is shown to have a strong effect on the ability of the NHS to attract and retain nurses.

  6. Education and Gender Wage Differentials in Portugal: What Can We Learn from an Age Cohort Analysis?

    ERIC Educational Resources Information Center

    Gonzalez, Pilar; Santos, Luis Delfim; Santos, Maria Clementina

    2009-01-01

    Important changes characterize the recent evolution of the schooling of workers in Portugal. The purpose of this paper is to investigate the consequences of those changes in the gender wage gap. In particular, we analyze and compare the way that this process has evolved in the groups of young workers and older workers. Our findings suggest that…

  7. Is a "wage-payment" model for research participation appropriate for children?

    PubMed

    Bagley, Stephen J; Reynolds, William W; Nelson, Robert M

    2007-01-01

    Our goal was to evaluate the applicability of a "wage-payment" model to inducements for children to participate in research. We interviewed 42 children and adolescents between the ages of 4 and 16 years who had diabetes, asthma, seizures, or no chronic medical condition. The interview explored hypothetical participation decisions for up to 4 research scenarios. To evaluate factors that would influence children and adolescents' decision-making for research participation, we probed for the impact of monetary and other incentives. The interviews were transcribed and coded for specific themes related to money or other rewards and incentives. Older children, mainly those >9 years of age, showed an appreciation for the role and value of money through (a) an accurate concept of the material value of money in society or (b) asking for a realistic amount of money in exchange for their research participation. Younger children, primarily those <9 years of age, showed an inability to appreciate the role and value of money by: (a) asking for excessive monetary amounts that bore no relationship to the sum warranted by participation; (b) having no concept of what that money could buy; (c) not comprehending the meaning of a wage as earning a reward for working; or (d) justifying proposed amounts with reasons unrelated to the time and effort involved. An age-appropriate token of appreciation as an inducement for research participation is appropriate for the younger child who is <9 years old, because they generally have an inadequate understanding of the value of money and, therefore, the meaning of a wage. A wage-payment model for compensating older children (>9 years of age) and adolescents for the time and effort of research participation is appropriate because they generally understand the meaning and value of a wage.

  8. Economic consequences of workplace injuries and illnesses: lost earnings and benefit adequacy.

    PubMed

    Boden, L I; Galizzi, M

    1999-11-01

    This is the first study based on individual data to estimate earnings lost from virtually all reported workplace injuries and illnesses in a state. We estimated lost earnings from workplace injuries and illnesses occurring in Wisconsin in 1989-90, using workers' compensation data and 6 years of unemployment insurance wage data. We used regression techniques to estimate losses relative to a comparison group. The average present value of losses projected 10 years past the observed period is over $8,000 per injury. Women lose a greater proportion of their preinjury earnings than do men. Replacement of after-tax projected losses averages 64% for men and 50% for women. Overall, workers with compensated injuries and illnesses experienced discounted pre-tax losses projected to total over $530,000,000 (1994 dollars), with about 60% of after-tax losses replaced by workers' compensation. Generally, groups losing over eight weeks' work received workers' compensation benefits covering less than 40% of their losses. Copyright 1999 Wiley-Liss, Inc.

  9. Female PAs-Where are we today?

    PubMed

    Curtis, L Gail; Dobbs, Lauren; Hildebrandt, Carol A

    2017-09-01

    As the physician assistant (PA) profession celebrates its 50th birthday, we can be proud of the gains our profession has accomplished. However, despite the positive reports of job satisfaction, a marked increase in female PA leaders, and overall gains in PA compensation, a significant wage gap remains between male and female PAs. The PA profession is flourishing but it is time female PAs are paid equitably.

  10. 26 CFR 1.50A-4 - Exceptions to the application of § 1.50A-3.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... paragraph (a) of § 1.50A-3 if it is determined by the appropriate State administrative agency or State court... compensation), he could reasonably have been found by such administrative agency or court to have been... comparable wages to such employee (within the meaning of paragraph (a)(2) of § 1.50A-3), then paragraph (a)(3...

  11. The Implications of the National Minimum Wage for Training Practices and Skill Utilisation in the United Kingdom Hospitality Industry

    ERIC Educational Resources Information Center

    Norris, Gill; Williams, Steve; Adam-Smith, Derek

    2003-01-01

    Two key issues thrown up by the 1999 introduction of the National Minimum Wage (NMW) in the United Kingdom are its likely impact on employers' training practices in low paying sectors of the economy and the implications for skills. Based on a study of the hospitality industry, this article assesses the limited significance of the differential,…

  12. Occupational Injury and Illness Surveillance: Conceptual Filters Explain Underreporting

    PubMed Central

    Azaroff, Lenore S.; Levenstein, Charles; Wegman, David H.

    2002-01-01

    Occupational health surveillance data are key to effective intervention. However, the US Bureau of Labor Statistics survey significantly underestimates the incidence of work-related injuries and illnesses. Researchers supplement these statistics with data from other systems not designed for surveillance. The authors apply the filter model of Webb et al. to underreporting by the Bureau of Labor Statistics, workers’ compensation wage-replacement documents, physician reporting systems, and medical records of treatment charged to workers’ compensation. Mechanisms are described for the loss of cases at successive steps of documentation. Empirical findings indicate that workers repeatedly risk adverse consequences for attempting to complete these steps, while systems for ensuring their completion are weak or absent. PMID:12197968

  13. The Short-Run Behavior of Skilled Wage Differentials

    ERIC Educational Resources Information Center

    Walsh, William D.

    1977-01-01

    Develops a theory to integrate the effects of three factors--the relative supply elasticities of skilled and unskilled labor, adjustments in skilled labor hiring standards, and the presence of fixed employment costs for skilled labor--on the response of skill differentials to demand variation. (Editor/LAS)

  14. Keeping nurses at work: a duration analysis.

    PubMed

    Holmås, Tor Helge

    2002-09-01

    A shortage of nurses is currently a problem in several countries, and an important question is therefore how one can increase the supply of nursing labour. In this paper, we focus on the issue of nurses leaving the public health sector by utilising a unique data set containing information on both the supply and demand side of the market. To describe the exit rate from the health sector we apply a semi-parametric hazard rate model. In the estimations, we correct for unobserved heterogeneity by both a parametric (Gamma) and a non-parametric approach. We find that both wages and working conditions have an impact on nurses' decision to quit. Furthermore, failing to correct for the fact that nurses' income partly consists of compensation for inconvenient working hours results in a considerable downward bias of the wage effect. Copyright 2002 John Wiley & Sons, Ltd.

  15. Protecting Labor Rights: Roles for Public Health

    PubMed Central

    Gaydos, Megan; Yu, Karen; Weintraub, June

    2013-01-01

    Federal, state, and local labor laws establish minimum standards for working conditions, including wages, work hours, occupational safety, and collective bargaining. The adoption and enforcement of labor laws protect and promote social, economic, and physical determinants of health, while incomplete compliance undermines these laws and contributes to health inequalities. Using existing legal authorities, some public health agencies may be able to contribute to the adoption, monitoring, and enforcement of labor laws. We describe how routine public health functions have been adapted in San Francisco, California, to support compliance with minimum wage and workers' compensation insurance standards. Based on these experiences, we consider the opportunities and obstacles for health agencies to defend and advance labor standards. Increasing coordinated action between health and labor agencies may be a promising approach to reducing health inequities and efficiently enforcing labor standards. PMID:24179278

  16. Protecting labor rights: roles for public health.

    PubMed

    Bhatia, Rajiv; Gaydos, Megan; Yu, Karen; Weintraub, June

    2013-11-01

    Federal, state, and local labor laws establish minimum standards for working conditions, including wages, work hours, occupational safety, and collective bargaining. The adoption and enforcement of labor laws protect and promote social, economic, and physical determinants of health, while incomplete compliance undermines these laws and contributes to health inequalities. Using existing legal authorities, some public health agencies may be able to contribute to the adoption, monitoring, and enforcement of labor laws. We describe how routine public health functions have been adapted in San Francisco, California, to support compliance with minimum wage and workers' compensation insurance standards. Based on these experiences, we consider the opportunities and obstacles for health agencies to defend and advance labor standards. Increasing coordinated action between health and labor agencies may be a promising approach to reducing health inequities and efficiently enforcing labor standards.

  17. Examining the Gap: Compensation Disparities between Male and Female Physician Assistants.

    PubMed

    Smith, Noël; Cawley, James F; McCall, Timothy C

    Compensation disparities between men and women have been problematic for decades, and there is considerable evidence that the gap cannot be entirely explained by nongender factors. The current study examined the compensation gap in the physician assistant (PA) profession. Compensation data from 2014 was collected by the American Academy of PAs in 2015. Practice variables, including experience, specialty, and hours worked, were controlled for in an ordinary least-squares sequential regression model to examine whether there remained a disparity in total compensation. In addition, the absolute disparity in compensation was compared with historical data collected by American Academy of PAs over the previous 1.5 decades. Without controlling for practice variables, a total compensation disparity of $16,052 existed between men and women in the PA profession. Even after PA practice variables were controlled for, a total compensation disparity of $9,695 remained between men and women (95% confidence interval, $8,438-$10,952). A 17-year trend indicates the absolute disparity between men and women has not lessened, although the disparity as a percent of male compensation has decreased in recent years. There remain challenges to ensuring pay equality in the PA profession. Even when compensation-relevant factors such as experience, hours worked, specialty, postgraduate training, region, and call are controlled for, there is still a substantial gender disparity in PA compensation. Remedies that may address this pay inequality include raising awareness of compensation disparities, teaching effective negotiation skills, assisting employers as they develop equitable compensation plans, having less reliance on past salary in position negotiation, and professional associations advocating for policies that support equal wages and opportunities, regardless of personal characteristics. Copyright © 2017 Jacobs Institute of Women's Health. Published by Elsevier Inc. All rights reserved.

  18. Women's Experience in the Workers' Compensation System.

    PubMed

    Guthrie, Robert; Jansz, Janis

    2006-09-01

    Gender differences is a question of major importance within workers' compensation given the increased role of women in the workforce over the past several decades. This article reviews literature relating to women's experiences following work injury. An Australian study is used as background to exploring the broad issue of the question of gender equity in workers' compensation. In doing so it takes account of historical, legal and medical issues. Women's experience in the workers' compensation system is different to that of men due to a range of factors. It is heavily influenced by the industrial environment in which they work. Women are paid less than men in many instances and work in gender-segregated circumstances, which often reduces their industrial bargaining power. Women also suffer different forms of injury and disease to men because of the different nature of their work. The Australian experience suggests that as a consequence of the combination of lesser industrial bargaining power, lower wages and differing forms of injury and disease women often receive less than men in compensation payments, struggle to obtain equity in the dispute resolution process and experience greater difficulties in returning to work following injury or disease.

  19. Prevalence of and interest in unionization among staff pharmacists.

    PubMed

    Zgarrick, David P; McHugh, Patrick P; Droege, Marcus

    2006-09-01

    Although the propensity for staff pharmacists to join a labor union has never been high, conditions in the profession and workplace have changed over the last decade. Some of these changes may result in staff pharmacists joining a labor union, as well as increased interest in staff pharmacists who are currently not union members to join. The objectives of this study were to (1) assess the degree of union membership among staff pharmacists in 6 states, (2) compare the practice settings, work activities and conditions, compensation, and demographic characteristics between union and nonunion staff pharmacists, (3) assess the level of interest in joining a union among nonunion staff pharmacists, and (4) compare the practice settings, work activities and working conditions, wages and benefits, and demographic characteristics between nonunion staff pharmacists interested in joining a union and nonunion staff pharmacists who were not interested in joining a union. A biennial pharmacist compensation study was conducted in 6 states (Florida, Iowa, Illinois, Minnesota, Tennessee, Wisconsin) in late 2003. Randomly selected pharmacists were mailed a self-administered questionnaire asking about their practice setting, work activities and conditions, wages and benefits, and demographic characteristics. Respondents were also asked to indicate current membership in a union and, if not a member, their desire to unionize their workplace. Compensation and unionization data were provided by 2,180 respondents (27% usable response rate), of which 1,226 (56%) were staff pharmacists. Eight percent of the staff pharmacists were union members, whereas 18% of nonunion members would vote to unionize their workplace. There were few statistically significant differences between union and nonunion staff pharmacists regarding work activities, working conditions, and hourly wages. However, the benefits provided to union staff pharmacists differed from those provided to nonunion staff pharmacists in several ways. Union staff pharmacists were younger than their nonunion counterparts (40.9 vs 44.5 years, P=.01), yet had worked for their current employers a longer time (11.1 vs 7.3 years, P=.03). Nonunion staff pharmacists interested in joining a union differed from those who would not by practice location and setting, working conditions, and benefits. Although the union membership rate among staff pharmacists is relatively low, there are geographic and practice areas where membership rates are higher. Differences in work activities, working conditions, wages, and benefits were noted between union and nonunion staff pharmacists as well as between those who would join a union and those who would not. These differences merit further investigation, especially with respect to evaluating the effectiveness of unions and identifying factors that may lead nonunionized staff pharmacists to join a union.

  20. 29 CFR 1620.32 - Recordkeeping requirements.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... employees of the opposite sex in the same establishment, and which may be pertinent to a determination whether such differential is based on a factor other than sex. (c) Each employer shall preserve for at... payment of any wage differential to employees of the opposite sex in the same establishment. (Approved by...

  1. 29 CFR 1620.32 - Recordkeeping requirements.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... employees of the opposite sex in the same establishment, and which may be pertinent to a determination whether such differential is based on a factor other than sex. (c) Each employer shall preserve for at... payment of any wage differential to employees of the opposite sex in the same establishment. (Approved by...

  2. 29 CFR 1620.32 - Recordkeeping requirements.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... employees of the opposite sex in the same establishment, and which may be pertinent to a determination whether such differential is based on a factor other than sex. (c) Each employer shall preserve for at... payment of any wage differential to employees of the opposite sex in the same establishment. (Approved by...

  3. 29 CFR 1620.32 - Recordkeeping requirements.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... employees of the opposite sex in the same establishment, and which may be pertinent to a determination whether such differential is based on a factor other than sex. (c) Each employer shall preserve for at... payment of any wage differential to employees of the opposite sex in the same establishment. (Approved by...

  4. The Taxation of Military Pay and Allowances: A View from 1982.

    DTIC Science & Technology

    1982-08-01

    compensation systems that have evolved have r common characteristic in that they provide a basic wage or salary which reimburs ,-,!rthe individual for...service, the law requires that the Government subsist the ran. And if the Government does not subsist that man, then we will have to reimburse him for...Allowances are essentially intended to be reimbursements for specific costs of the individual member in carrying out his official duties. They include

  5. Unequal depression for equal work? How the wage gap explains gendered disparities in mood disorders.

    PubMed

    Platt, Jonathan; Prins, Seth; Bates, Lisa; Keyes, Katherine

    2016-01-01

    Mood disorders, such as depression and anxiety, are more prevalent among women than men. This disparity may be partially due to the effects of structural gender discrimination in the work force, which acts to perpetuate gender differences in opportunities and resources and may manifest as the gender wage gap. We sought to quantify and operationalize the wage gap in order to explain the gender disparity in depression and anxiety disorders, using data from a 2001-2002 US nationally representative survey of 22,581 working adults ages 30-65. Using established Oaxaca-Blinder decomposition methods to account for gender differences in individual-level productivity, our models reduced the wage gap in our sample by 13.5%, from 54% of men's pay to 67.5% of men's pay. We created a propensity-score matched sample of productivity indicators to test if the direction of the wage gap moderated the effects of gender on depression or anxiety. Where female income was less than the matched male counterpart, odds of both disorders were significantly higher among women versus men (major depressive disorder OR: 2.43, 95% CI: 1.95-3.04; generalized anxiety disorder OR: 4.11, 95% CI: 2.80-6.02). Where female income was greater than the matched male, the higher odds ratios for women for both disorders were significantly attenuated (Major Depressive Disorder OR: 1.20; 95% CI: 0.96-1.52) (Generalized Anxiety Disorder OR: 1.5; 95% CI: 1.04-2.29). The test for effect modification by sex and wage gap direction was statistically significant for both disorders. Structural forms of discrimination may explain mental health disparities at the population level. Beyond prohibiting overt gender discrimination, policies must be created to address embedded inequalities in procedures surrounding labor markets and compensation in the workplace. Copyright © 2015 Elsevier Ltd. All rights reserved.

  6. Unequal Depression for Equal Work? How the wage gap explains gendered disparities in mood disorders

    PubMed Central

    Platt, Jonathan; Prins, Seth; Bates, Lisa; Keyes, Katherine

    2016-01-01

    Mood disorders, such as depression and anxiety, are more prevalent among women than men. This disparity may be partially due to the effects of structural gender discrimination in the work force, which acts to perpetuate gender differences in opportunities and resources and may manifest as the gender wage gap. We sought to quantify and operationalize the wage gap in order to explain the gender disparity in depression and anxiety disorders, using data from a 2001–2002 US nationally representative survey of 22,581 working adults ages 30–65. Using established Oaxaca-Blinder decomposition methods to account for gender differences in individual-level productivity, our models reduced the wage gap in our sample by 13.5%, from 54% of men’s pay to 67.5% of men’s pay. We created a propensity-score matched sample of productivity indicators to test if the direction of the wage gap moderated the effects of gender on depression or anxiety. Where female income was less than the matched male counterpart, odds of both disorders were significantly higher among women versus men (major depressive disorder OR: 2.43, 95% CI: 1.95–3.04; generalized anxiety disorder OR: 4.11, 95% CI: 2.80–6.02). Where female income was greater than the matched male, the higher odds ratios for women for both disorders were significantly attenuated (Major Depressive Disorder OR: 1.20; 95% CI: 0.96–1.52) (Generalized Anxiety Disorder OR: 1.5; 95% CI: 1.04–2.29). The test for effect modification by sex and wage gap direction was statistically significant for both disorders. Structural forms of discrimination may explain mental health disparities at the population level. Beyond prohibiting overt gender discrimination, policies must be created to address embedded inequalities in procedures surrounding labor markets and compensation in the workplace. PMID:26689629

  7. Correcting for compensating mechanisms related to productivity costs in economic evaluations of health care programmes.

    PubMed

    Jacob-Tacken, Karin H M; Koopmanschap, Marc A; Meerding, Willem Jan; Severens, Johan L

    2005-05-01

    In the economic evaluation of health care programmes, productivity costs are often estimated using patients' wages for the period of absence. However, the use of such methods for short periods of absence is controversial. A previous study found that short-term absence is often compensated for during normal working hours and therefore does not lead to productivity losses. As such, the application of any approach almost certainly overestimates productivity costs. In this study, we examined the productivity costs for five different patient populations and one employee population, using the classical method and by identifying when extra effort was needed. In general, the results showed that productivity costs based on identifying extra effort were 25-30% of the classical estimates. For absences of just one day, productivity costs were relevant in only 17-19% of cases. For absences of two weeks or longer, productivity costs were relevant in 35-39% of cases. Measurement of the compensating mechanisms seemed to be valid, since there is considerable agreement between the opinion of supervisors and their employees about whether compensation covers productivity costs. There was much less agreement between supervisors and their employees on specific compensating mechanisms, however. The measurement of compensating mechanisms also seemed to be valid, because--as expected--different compensating mechanisms were reported for different occupations. In our study populations, compensating mechanisms appeared to differ with occupational characteristics, like part-time work, managerial work and shift work. Copyright 2004 John Wiley & Sons, Ltd

  8. When Unified Teacher Pay Scales Meet Differential Alternative Returns

    ERIC Educational Resources Information Center

    Walsh, Patrick

    2014-01-01

    This paper quantifies the extent to which unified teacher pay scales and differential alternatives produce opportunity costs that are asymmetric in math and verbal skills. Data from the Baccalaureate and Beyond 1997 and 2003 follow-ups are used to estimate a fully parametric, selection-corrected wage equation for nonteachers, which is then used to…

  9. Hospital staffing and local pay: an investigation into the impact of local variations in the competitiveness of nurses' pay on the staffing of hospitals in France.

    PubMed

    Combes, Jean-Baptiste; Delattre, Eric; Elliott, Bob; Skåtun, Diane

    2015-09-01

    Spatial wage theory suggests that employers in different regions may offer different pay rates to reflect local amenities and cost of living. Higher wages may be required to compensate for a less pleasant environment or a higher cost of living. If wages in a competing sector within an area are less flexible and therefore less competitive this may lead to an inability to employ staff. This paper considers the market for nursing staff in France where there is general regulation of wages and public hospitals compete for staff with the private hospital and non-hospital sectors. We consider two types of nursing staff, registered and assistant nurses and first establish the degree of spatial variation in the competitiveness of pay of nurses in public hospitals. We then consider whether these spatial variations are associated with variation in the employment of nursing staff. We find that despite regulation of pay in the public and private sector, there are substantial local variations in the competitiveness of nurses' pay. We find evidence that the spatial variations in the competitiveness of pay are associated with relative numbers of assistant nurses but not registered nurses. While we find the influence of the competitiveness of pay is small, it suggests that nonpay conditions may be an important factor in adjusting the labour market as might be expected in such a regulated market.

  10. [Analysis of occupational chronic n-hexane poisoning economic burden].

    PubMed

    Yu, Xintian; Qiu, Xingyuan; Bian, Huanfeng; Zhang, Suli; Zhu, Zhiliang; Wu, Junhua

    2014-07-01

    To study the economic burden caused by occupational chronic n-hexane poisoning. Information about the cost of treatment, compensation, board, wage, diagnosis, escorts, transportation and the days off work were collected in a 34 cases of occupational chronic n-hexane poisoning accident to estimate the economic burden. There were 4 mild, 19 moderate, 11 severe in the 34 cases and the total cost was 6 084 809 yuan. The hospitalization days was respectively (204.0 ± 3.7) d, (226.6 ± 78.3) d and (417.6 ± 94.1) d, averaging (285.8 ± 96.3) d. The treatment cost was respectively 62 525.8, 69 409.7 and 128 155.6 yuan. The compensation was respectively 20 000.0, 20 052.6 and 30 290.9 yuan. The wage was respectively 23 460.0, 26 062.6 and 47 644.0 yuan. The board was respectively 17 566.5, 19 499.8 and 36 230.1 yuan. The days of work was respectively (176.8 ± 3.2) d, (196.4 ± 67.9) d and (361.4 ± 81.6) d, averaging (247.7 ± 83.5). The lost productivity was respectively 1 809 724.8, 2 010 350.4 and 3 699 290.4 yuan. The economic burden of occupational chronic n-hexane poisoning was so heavy that prevention measures should be strengthened.

  11. Partners at work. Catholic social teaching demands that managers respect workers' rights.

    PubMed

    Hanley, K V

    1990-01-01

    For almost 100 years Catholic social teaching has demanded that workers be treated in accord with their dignity as persons created and loved by God. Numerous papal encyclicals, a statement by the 1971 Roman Synod of Bishops, and the U.S. bishops' 1986 pastoral letter all insist on workers' rights to just wages, healthful working conditions, appropriate ways of participation and freedom to form or join unions. Throughout this century the Church has taught that a just wage should provide workers and their families "a standard of living in keeping with the dignity of the human person." Just compensation should also include provisions for adequate healthcare, security for old age or disability, unemployment compensation, and other benefits. Workers should also be able to participate as fully as possible in the enterprise they are a part of. "Each person," Pope John Paul II has written, "is fully entitled to consider himself a part owner of the great workbench at which he is working with everyone else." Finally, Catholic social teaching has consistently defended the rights of all people to form or join unions. Although the existence of this right does not oblige Catholic institutions to give up what they perceive to be their own interests, it does oblige them to avoid adopting an adversarial stance toward unions and to openly acknowledge their employees' right to unionize.

  12. Politics, economics, and nursing shortages: a critical look at United States government policies.

    PubMed

    Elgie, Rob

    2007-01-01

    The economic concept that the independent actions of buyers and sellers tend to move the market toward equilibrium where there is no shortage or surplus is basic in the classic and current literature of economics. The problem with subsidies is that nurses who receive subsidized educations are able to provide nursing services for less compensation because they paid less or nothing for their educations. Subsidies may be politically appealing, but they override market forces of supply and demand. The demand for nurses and nursing instructors can be met and maintained for generations to come with policies that expand roles and reimbursement for APNs and encourage the nurse and nursing instructor labor markets to correct themselves by providing fair compensation under Magnet status working conditions. Politics and policies meant to correct the nursing shortage should focus less on how to reduce the cost of producing nurses, and more on how to afford to compensate nurses with wages and benefits that achieve market equilibrium.

  13. To amend title VII of the Civil Rights Act of 1964 and the Age Discrimination in Employment Act of 1967, and to modify the operation of the Americans with Disabilities Act of 1990 and the Rehabilitation Act of 1973, to clarify that a discriminatory compensation decision or other practice that is unlawful under such Acts occurs each time compensation is paid pursuant to the discriminatory compensation decision or other practice, to amend the Fair Labor Standards Act of 1938 to provide more effective remedies to victims of discrimination in the payment of wages on the basis of sex, and for other purposes.

    THOMAS, 111th Congress

    Rep. Miller, George [D-CA-7

    2009-01-06

    House - 03/06/2009 Referred to the Subcommittee on Health, Employment, Labor, and Pensions. (All Actions) Notes: Pursuant to the provisions of H.Res. 5, the text of H.R. 12 as passed by the House was appended to the end of H.R. 11 as new matter. For further action, see S.181, which became Public Law 111-2 on 1/29/2009. Tracker: This bill has the status Passed HouseHere are the steps for Status of Legislation:

  14. 46 CFR 252.34 - Protection and indemnity insurance.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    .... The adjustment of the wage percentage differential shall not be used for Japan, where operators incur minimal costs for deductible absorptions, rather than no costs. For Japan, the insurance related costs...

  15. 29 CFR 4.53 - Collective bargaining agreement (successorship) determinations.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... by job classification each provision relating to wages (such as the established straight time hourly... differentials) and to fringe benefits (such as holiday pay, vacation pay, sick leave pay, life, accidental death...

  16. 29 CFR 4.53 - Collective bargaining agreement (successorship) determinations.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... by job classification each provision relating to wages (such as the established straight time hourly... differentials) and to fringe benefits (such as holiday pay, vacation pay, sick leave pay, life, accidental death...

  17. Association Between the Type of First Healthcare Provider and the Duration of Financial Compensation for Occupational Back Pain.

    PubMed

    Blanchette, Marc-André; Rivard, Michèle; Dionne, Clermont E; Hogg-Johnson, Sheilah; Steenstra, Ivan

    2017-09-01

    Objective To compare the duration of financial compensation and the occurrence of a second episode of compensation of workers with occupational back pain who first sought three types of healthcare providers. Methods We analyzed data from a cohort of 5511 workers who received compensation from the Workplace Safety and Insurance Board for back pain in 2005. Multivariable Cox models controlling for relevant covariables were performed to compare the duration of financial compensation for the patients of each of the three types of first healthcare providers. Logistic regression was used to compare the occurrence of a second episode of compensation over the 2-year follow-up period. Results Compared with the workers who first saw a physician (reference), those who first saw a chiropractor experienced shorter first episodes of 100 % wage compensation (adjusted hazard ratio [HR] = 1.20 [1.10-1.31], P value < 0.001), and the workers who first saw a physiotherapist experienced a longer episode of 100 % compensation (adjusted HR = 0.84 [0.71-0.98], P value = 0.028) during the first 149 days of compensation. The odds of having a second episode of financial compensation were higher among the workers who first consulted a physiotherapist (OR = 1.49 [1.02-2.19], P value = 0.040) rather than a physician (reference). Conclusion The type of healthcare provider first visited for back pain is a determinant of the duration of financial compensation during the first 5 months. Chiropractic patients experience the shortest duration of compensation, and physiotherapy patients experience the longest. These differences raise concerns regarding the use of physiotherapists as gatekeepers for the worker's compensation system. Further investigation is required to understand the between-provider differences.

  18. Achieving equal pay for comparable worth through arbitration.

    PubMed

    Wisniewski, S C

    1982-01-01

    Traditional "women's jobs" often pay relatively low wages because of the effects of institutionalized stereotypes concerning women and their role in the work place. One way of dealing with sex discrimination that results in job segregation is to narrow the existing wage differential between "men's jobs" and "women's jobs." Where the jobs are dissimilar on their face, this narrowing of pay differences involves implementing the concept of "equal pay for jobs of comparable worth." Some time in the future, far-reaching, perhaps even industrywide, reductions in male-female pay differentials may be achieved by pursuing legal remedies based on equal pay for comparable worth. However, as the author demonstrates, immediate, albeit more limited, relief for sex-based pay inequities found in specific work places can be obtained by implementing equal pay for jobs of comparable worth through the collective bargaining and arbitration processes.

  19. Reflecting on the politics of federal worker health and safety protections, 1962-2012: an interview with Donald Elisburg.

    PubMed

    Weinstock, Deborah

    2013-01-01

    Donald Elisburg has spent his career advocating on behalf of workers. Trained as a labor lawyer, Mr. Elisburg has legal, legislative, policy development, and executive management experience in the fields of labor standards, workers' compensation, environmental and occupational safety and health, wages and hours, and employment and training. In the interview, Elisburg shares his insights on how to move a bureaucracy to advance worker health and safety and workers' rights.

  20. What price glory: paid/volunteer? Managers debate the problem.

    PubMed

    Rosenfeld, J

    1983-09-01

    There are many ways of being "paid" for a job well done. Money, however, is acknowledged by our society as the primary, and in many cases only, appropriate form of compensation. Yet many hospital gift shop managers are not paid wages, though they may be producing hundreds of thousands of dollars in sales each year. It's a retailing phenomenon, and worthy of the discussion which follows between managers who are paid with money and those who choose to accept other considerations as payment in full.

  1. Adaptive Failure Compensation for Aircraft Flight Control Using Engine Differentials: Regulation

    NASA Technical Reports Server (NTRS)

    Yu, Liu; Xidong, Tang; Gang, Tao; Joshi, Suresh M.

    2005-01-01

    The problem of using engine thrust differentials to compensate for rudder and aileron failures in aircraft flight control is addressed in this paper in a new framework. A nonlinear aircraft model that incorporates engine di erentials in the dynamic equations is employed and linearized to describe the aircraft s longitudinal and lateral motion. In this model two engine thrusts of an aircraft can be adjusted independently so as to provide the control flexibility for rudder or aileron failure compensation. A direct adaptive compensation scheme for asymptotic regulation is developed to handle uncertain actuator failures in the linearized system. A design condition is specified to characterize the system redundancy needed for failure compensation. The adaptive regulation control scheme is applied to the linearized model of a large transport aircraft in which the longitudinal and lateral motions are coupled as the result of using engine thrust differentials. Simulation results are presented to demonstrate the effectiveness of the adaptive compensation scheme.

  2. Forced Migration and Changing Livelihoods in the Brazilian Amazon.

    PubMed

    Randell, Heather

    2017-09-01

    Forced migration due to development projects or environmental change impacts livelihoods, as affected households are faced with new-and often less favorable-environmental, social, and economic conditions. This article examines changing livelihood strategies among a population of rural agricultural households displaced by the Belo Monte Dam in the Brazilian Amazon. Using longitudinal data, I find that many households used compensation payments to concentrate income generation efforts on the most lucrative strategies-cacao and cattle production and business or rental income. Poorer households and those that received the least compensation were more likely to continue relying on agricultural wage labor-a less desirable income source associated with not owning land or with persons needing to supplement income with additional work as a day laborer. Results also indicate that the amount of compensation received by most households was sufficient to enable them to make productive investments beyond attaining replacement land and housing. Many households invested in assets such as agricultural infrastructure, cattle, rental houses, or tractors-all of which directly contribute to future income. Displacement compensation, similar to remittances or conditional cash transfers, can therefore act as an important infusion of capital to promote socioeconomic development and poverty reduction.

  3. Forced Migration and Changing Livelihoods in the Brazilian Amazon*

    PubMed Central

    Randell, Heather

    2018-01-01

    Forced migration due to development projects or environmental change impacts livelihoods, as affected households are faced with new—and often less favorable—environmental, social, and economic conditions. This article examines changing livelihood strategies among a population of rural agricultural households displaced by the Belo Monte Dam in the Brazilian Amazon. Using longitudinal data, I find that many households used compensation payments to concentrate income generation efforts on the most lucrative strategies—cacao and cattle production and business or rental income. Poorer households and those that received the least compensation were more likely to continue relying on agricultural wage labor—a less desirable income source associated with not owning land or with persons needing to supplement income with additional work as a day laborer. Results also indicate that the amount of compensation received by most households was sufficient to enable them to make productive investments beyond attaining replacement land and housing. Many households invested in assets such as agricultural infrastructure, cattle, rental houses, or tractors—all of which directly contribute to future income. Displacement compensation, similar to remittances or conditional cash transfers, can therefore act as an important infusion of capital to promote socioeconomic development and poverty reduction. PMID:29720771

  4. The Effects of the Reverse Current Caused by the Series Compensation on the Current Differential Protection

    PubMed Central

    Tang, Cui; Yin, Xianggen; Qi, Xuanwei; Zhang, Zhe

    2014-01-01

    The series capacitor compensation is one of the key technologies in the EHV and UHV long distance power transmission lines. This paper analyzes the operation characteristics of the main protection combined with the engineering practice when the transmission line overcompensation due to the series compensation system is modified and analyzes the influence of the transition resistance and the system operation mode on the current differential protection. According to the simulation results, it presents countermeasure on improving the sensitivity of differential current protection. PMID:25247206

  5. Are the predictors of work absence following a work-related injury similar for musculoskeletal and mental health claims?

    PubMed

    Smith, Peter M; Black, Oliver; Keegel, Tessa; Collie, Alex

    2014-03-01

    To examine if the factors associated with days of absence following a work-related injury are similar for mental health versus musculoskeletal (MSK) conditions. A secondary analysis of wage replacement workers' compensation claims in the state of Victoria, Australia. We examined the relationship between individual, injury, occupational and workplace variables with days of wage replacement over the 2-year period following first day of absence from work separately for mental health claims and MSK claims using negative binomial regression models. Mental health conditions were associated with a greater number of days of absence over the 2 years following first incapacity compared to MSK conditions. Differences were observed in employment, injury and industry variables on absence from work for mental claims compared to MSK claims. Working in the agriculture, forestry, fishing and mining industries and employment with a small organisation were more strongly associated with the number of days of wage-replacement among MSK compared to mental health claims, and working in the public administration and safety, or education and training industries or being employed in a position with high time pressure were associated with greater days of wage-replacement among mental health compared to MSK claims. Predictors of days away from work in the 2 years following an injury differ for mental health versus MSK claims. Given the increasing number of mental health claims in Australia more research is required to understand differences in return-to-work for this group of claimants compared to those with physical injuries.

  6. Productivity cost calculations in health economic evaluations: correcting for compensation mechanisms and multiplier effects.

    PubMed

    Krol, Marieke; Brouwer, Werner B F; Severens, Johan L; Kaper, Janneke; Evers, Silvia M A A

    2012-12-01

    Productivity costs related to paid work are commonly calculated in economic evaluations of health technologies by multiplying the relevant number of work days lost with a wage rate estimate. It has been argued that actual productivity costs may either be lower or higher than current estimates due to compensation mechanisms and/or multiplier effects (related to team dependency and problems with finding good substitutes in cases of absenteeism). Empirical evidence on such mechanisms and their impact on productivity costs is scarce, however. This study aims to increase knowledge on how diminished productivity is compensated within firms. Moreover, it aims to explore how compensation and multiplier effects potentially affect productivity cost estimates. Absenteeism and compensation mechanisms were measured in a randomized trial among Dutch citizens examining the cost-effectiveness of reimbursement for smoking cessation treatment. Multiplier effects were extracted from published literature. Productivity costs were calculated applying the Friction Cost Approach. Regular estimates were subsequently adjusted for (i) compensation during regular working hours, (ii) job dependent multipliers and (iii) both compensation and multiplier effects. A total of 187 respondents included in the trial were useful for inclusion in this study, based on being in paid employment, having experienced absenteeism in the preceding six months and completing the questionnaire on absenteeism and compensation mechanisms. Over half of these respondents stated that their absenteeism was compensated during normal working hours by themselves or colleagues. Only counting productivity costs not compensated in regular working hours reduced the traditional estimate by 57%. Correcting for multiplier effects increased regular estimates by a quarter. Combining both impacts decreased traditional estimates by 29%. To conclude, large amounts of lost production are compensated in normal hours. Productivity costs estimates are strongly influenced by adjustment for compensation mechanisms and multiplier effects. The validity of such adjustments needs further examination, however. Copyright © 2012 Elsevier Ltd. All rights reserved.

  7. Study on Temperature and Synthetic Compensation of Piezo-Resistive Differential Pressure Sensors by Coupled Simulated Annealing and Simplex Optimized Kernel Extreme Learning Machine

    PubMed Central

    Li, Ji; Hu, Guoqing; Zhou, Yonghong; Zou, Chong; Peng, Wei; Alam SM, Jahangir

    2017-01-01

    As a high performance-cost ratio solution for differential pressure measurement, piezo-resistive differential pressure sensors are widely used in engineering processes. However, their performance is severely affected by the environmental temperature and the static pressure applied to them. In order to modify the non-linear measuring characteristics of the piezo-resistive differential pressure sensor, compensation actions should synthetically consider these two aspects. Advantages such as nonlinear approximation capability, highly desirable generalization ability and computational efficiency make the kernel extreme learning machine (KELM) a practical approach for this critical task. Since the KELM model is intrinsically sensitive to the regularization parameter and the kernel parameter, a searching scheme combining the coupled simulated annealing (CSA) algorithm and the Nelder-Mead simplex algorithm is adopted to find an optimal KLEM parameter set. A calibration experiment at different working pressure levels was conducted within the temperature range to assess the proposed method. In comparison with other compensation models such as the back-propagation neural network (BP), radius basis neural network (RBF), particle swarm optimization optimized support vector machine (PSO-SVM), particle swarm optimization optimized least squares support vector machine (PSO-LSSVM) and extreme learning machine (ELM), the compensation results show that the presented compensation algorithm exhibits a more satisfactory performance with respect to temperature compensation and synthetic compensation problems. PMID:28422080

  8. Study on Temperature and Synthetic Compensation of Piezo-Resistive Differential Pressure Sensors by Coupled Simulated Annealing and Simplex Optimized Kernel Extreme Learning Machine.

    PubMed

    Li, Ji; Hu, Guoqing; Zhou, Yonghong; Zou, Chong; Peng, Wei; Alam Sm, Jahangir

    2017-04-19

    As a high performance-cost ratio solution for differential pressure measurement, piezo-resistive differential pressure sensors are widely used in engineering processes. However, their performance is severely affected by the environmental temperature and the static pressure applied to them. In order to modify the non-linear measuring characteristics of the piezo-resistive differential pressure sensor, compensation actions should synthetically consider these two aspects. Advantages such as nonlinear approximation capability, highly desirable generalization ability and computational efficiency make the kernel extreme learning machine (KELM) a practical approach for this critical task. Since the KELM model is intrinsically sensitive to the regularization parameter and the kernel parameter, a searching scheme combining the coupled simulated annealing (CSA) algorithm and the Nelder-Mead simplex algorithm is adopted to find an optimal KLEM parameter set. A calibration experiment at different working pressure levels was conducted within the temperature range to assess the proposed method. In comparison with other compensation models such as the back-propagation neural network (BP), radius basis neural network (RBF), particle swarm optimization optimized support vector machine (PSO-SVM), particle swarm optimization optimized least squares support vector machine (PSO-LSSVM) and extreme learning machine (ELM), the compensation results show that the presented compensation algorithm exhibits a more satisfactory performance with respect to temperature compensation and synthetic compensation problems.

  9. Nursing Gender Pay Differentials in the New Millennium.

    PubMed

    Wilson, Barbara L; Butler, Matthew J; Butler, Richard J; Johnson, William G

    2018-01-01

    The gender pay gap in the United States is an ongoing issue, affecting women in nearly all occupations. Jobs traditionally associated with men tend to pay better than traditionally female-dominated jobs, and there is evidence to suggest within-occupation gender pay differences as well. We compared and contrasted gender wage disparities for registered nurses (RNs), relative to gender wage disparities for another female-dominated occupation, teachers, while controlling for sociodemographic factors. Using data in the American Community Survey, we analyzed the largest U.S. random representative sample of self-identified RNs and primary or secondary school teachers from 2000 to 2013 using fixed-effects regression analysis. There is greater disparity between nurse pay by gender than in teacher pay by gender. In addition, the net return in wages for additional education is higher for school teachers (21.7%) than for RNs (4.7%). Findings support preferential wages for men in nursing, more so than for men in teaching. The substantial gender disparities are an indirect measure of the misallocation of resources in effective patient care. © 2017 Sigma Theta Tau International.

  10. National Association of Psychometrists: 2015 professional practices and salary survey of U.S. and Canadian psychometrists.

    PubMed

    Kippie, Amber; Ryan, Brittany J; McManemy, Heather; Escobar Medina, Maria R; Porter, Pamela M; Malek-Ahmadi, Michael

    2018-05-11

    The National Association of Psychometrists (NAP) conducted a salary survey to collect data regarding common practices and income of individuals employed as psychometrists. An email with a survey link was sent to NAP members and posted on the NAP website. There were 118 responses; most from the United States. Canadian data was excluded from compensation analysis due to imprecision in the survey/exchange rates. Most respondents reported full time employment. Respondents' educations were equally split between bachelor's and master's degrees. More than half reported hourly compensation. Most psychometrists see one patient a day and the most frequent age range was adults between 17-59 years old. Administration times ranged from 3-5 h, except in young pediatric populations. Two hours was the most commonly reported amount of time needed to score a test battery. The average hourly wage was $23.00 ± 4.96. Certified psychometrists reported higher average hourly wages (M = 24.57, SD = 4.73) compared to those who are not certified (M = 21.53, SD = 4.76). This difference was statistically significant (p < .001) with a medium effect size (d = .64). Results of the survey also showed a significant increase in income based on years of experience as a psychometrist. The current survey may be used as a baseline for further study of the income and practices of psychometrists in the United States and Canada.

  11. Differential exposure and differential vulnerability as counteracting forces linking the psychosocial work environment to socioeconomic health differences.

    PubMed

    Vanroelen, C; Levecque, K; Louckx, F

    2010-10-01

    In this article, the link between (1) psychosocial working conditions (job demands, job autonomy, task variation, social support), (2) self-reported health (persistent fatigue, musculoskeletal complaints, emotional well-being) and (3) socioeconomic position (skill levels, occupational status) is explored. The two theoretical pathways linking the psychosocial work environment to socioeconomic differences in health are explored: differential exposure and differential vulnerability. Previously, the focus has often been on social inequalities in exposure to the stressors. The pathway of differential vulnerability in different socioeconomic positions is often neglected. In a representative cross-sectional sample of 11,099 Flemish (Belgian) wage earners, 16-65 years of age (47.5% women), logit modelling is applied. Higher exposure to psychosocial occupational stressors is associated with a higher prevalence of adverse health outcomes. Lower skill levels and subordinate occupational positions show a higher prevalence of musculoskeletal complaints, but not of persistent fatigue or emotional well-being. High demands, job strain and iso-strain are more common in higher-skilled, supervisory and managerial positions, but have the strongest health-damaging effects in lower socioeconomic positions. Low control is more prevalent in lower-skilled and subordinate positions, while having stronger adverse health effects in higher socioeconomic positions-the same holds for social support, although it has no clear socioeconomic distribution. Differential exposure and differential vulnerability constitute two counteracting forces in constituting the association between the psychosocial work environment and socioeconomic differences in self-reported health complaints among wage earners.

  12. Competition or coordination in hospital markets with unionised labour.

    PubMed

    Brekke, Kurt R

    2004-03-01

    This paper study labour market responses to hospital mergers. The market consists of two hospitals providing horizontally and vertically differentiated services. Hospitals compete either in price and quality or just in quality (non-price competition). To provide medical care, hospitals employ health care workers (e.g., physicians, nurses). The workers collectively bargain wages either at a central level, firm level or plant level. Anticipating wage responses, hospitals decide whether or not to merge. The main finding is that the bargaining structure, the nature of competition and the patient copayment rate have a crucial impact on the profitability of hospital mergers.

  13. Use of Economic Compensation to Increase Demand for Voluntary Medical Male Circumcision in Kenya: Qualitative Interviews With Male Participants in a Randomized Controlled Trial and Their Partners.

    PubMed

    Evens, Emily; Lanham, Michele; Murray, Kate; Rao, Samwel; Agot, Kawango; Omanga, Eunice; Thirumurthy, Harsha

    2016-08-15

    Interventions to increase demand for medical male circumcision are urgently needed in eastern and southern Africa. Following promising evidence that providing economic compensation can increase male circumcision uptake in Kenya, there is a need to understand the role of this intervention in individuals' decision-making regarding circumcision and explore perceptions of the intervention and concerns such as coercion. As part of a randomized controlled trial in Kenya that found compensation in the form of food vouchers worth US $8.75-US $15.00 to be effective in increasing male circumcision uptake, we conducted qualitative in-depth interviews with 45 circumcised and uncircumcised male participants and 19 female partners to explore how compensation provision influenced the decision to get circumcised. Interview transcripts were coded and an inductive thematic analysis was conducted to identify patterns in decision-making. Interviews revealed that compensation promoted circumcision uptake by addressing a major barrier to male circumcision uptake: lost wages during and after the circumcision procedure. Participants who did not get circumcised perceived the compensation amounts to be insufficient for offsetting their costs associated with getting circumcised or reported having nonfinancial barriers that were not addressed by the intervention, such as fear of pain. Participants also reported that they did not feel compelled to get circumcised for financial gain. Female partners of circumcised participants felt that the intervention helped to motivate their partners to get circumcised. The results suggest that the provision of economic compensation is an acceptable intervention that can address an important barrier to male circumcision uptake. Providing compensation to circumcision clients in the form of food vouchers warrants further consideration in voluntary medical male circumcision demand creation efforts.

  14. Factors influencing the duration of work-related disability: a population-based study of Washington State workers' compensation.

    PubMed

    Cheadle, A; Franklin, G; Wolfhagen, C; Savarino, J; Liu, P Y; Salley, C; Weaver, M

    1994-02-01

    The purpose of this study was to examine factors predictive of duration of work-related disability. Multivariate survival analysis techniques were used to conduct a population-based, retrospective cohort study on a random sample of 28,473 workers' compensation claims from Washington State filed for injuries occurring in 1987 to 1989. The principal outcome measure was length of time for which compensation for lost wages was paid, used as a surrogate for duration of temporary total disability. The findings suggest that, even after adjusting for severity of injury, older age, female gender, and a diagnosis of carpal tunnel syndrome or back/neck sprain significantly predict longer duration of disability. Other predictors that were stable and significant, but involved lower magnitudes of effect included divorced marital status, firm size of fewer than 50 employees, higher country unemployment rates, and construction and agricultural work. Greater disability prevention efforts targeting these higher risk subgroups could have significant economic and public health effects. The greatest impact may be on claimants who remain disabled at 6 months after an injury that did not require hospitalization.

  15. Federal Pay Equity Act of 1984. Part 1. Hearings before the Subcommittee on Compensation and Employee Benefits of the Committee on Post Office and Civil Service, House of Representatives, Ninety-Eighth Congress, Second Session on H.R. 4599...and H.R. 5092. (April 3-4, 1984).

    ERIC Educational Resources Information Center

    Congress of the U. S., Washington, DC. House Committee on Post Office and Civil Service.

    This document contains two congressional hearings on H.R. 4599, the Federal Pay Equity Act of 1984, and H.R. 5092, the Pay Equity Act of 1984. These bills would mandate the Office of Personnel Management to study wage discrepancies in the Federal classification structure and to devise a more equitable job evaluation program and would require…

  16. Occupational Health in Community Health Centers: Practitioner Challenges and Recommendations.

    PubMed

    Simmons, Juliana M; Liebman, Amy K; Sokas, Rosemary K

    2018-05-01

    Primary care clinicians may be the only source of occupational healthcare for many low-wage, high-risk workers who experience disproportionate occupational hazards. The authors explored barriers to providing occupational healthcare and recommendations for overcoming these challenges. The team conducted six focus groups and eleven key-informant interviews in two community health centers and among clinicians, community health workers, and other personnel from similar settings. Clinicians reported not utilizing occupational information during clinical encounters and identified competing priorities, limited appointment time, and lack of training as key barriers. They cited workers' compensation as a source of confusion and frustration. However, most participants recognized occupation as an important social determinant of health and expressed interest in additional training and resources. Participants agreed that referral mechanisms for occupational medicine specialists and worker centers and changes in quality performance measures and electronic health records would be useful and that workers' compensation and immigration policies need reform.

  17. Setting up your own business. Facing the future as an entrepreneur.

    PubMed

    Brent, N J

    1990-01-01

    Other areas of setting up and running a business also are important to explore, especially if the business plans to use employees. You will become an employer, and you must be familiar with rules and regulations that include areas such as the employee's right to a safe workplace, worker's compensation laws, unemployment compensation laws and tax liabilities, antidiscrimination laws, and wage and tax laws. If independent contractors are going to be used, you must recognize that well-developed contracts are a necessity. If you are going to market a new product, consult with an attorney whose practice concentrates in trademark and patent law before the product is shared with others. Being well informed about the proposed business venture, not only before its establishment but as it develops and grows, can help you be in the best position to have a successful business.

  18. Male-Female Salary Differentials in Educational Compensation: Problems in the Economics of Education.

    ERIC Educational Resources Information Center

    Kustaa, Friedrich Freddy

    This paper provides a synthesis of literature pertaining to differentials in earnings between male and female teachers at the elementary, secondary, and higher levels of education. In addition to sex discrimination, other factors of unequal compensation are examined, some of which include teaching experience, educational preparation, teacher…

  19. Passive Resistor Temperature Compensation for a High-Temperature Piezoresistive Pressure Sensor.

    PubMed

    Yao, Zong; Liang, Ting; Jia, Pinggang; Hong, Yingping; Qi, Lei; Lei, Cheng; Zhang, Bin; Li, Wangwang; Zhang, Diya; Xiong, Jijun

    2016-07-22

    The main limitation of high-temperature piezoresistive pressure sensors is the variation of output voltage with operating temperature, which seriously reduces their measurement accuracy. This paper presents a passive resistor temperature compensation technique whose parameters are calculated using differential equations. Unlike traditional experiential arithmetic, the differential equations are independent of the parameter deviation among the piezoresistors of the microelectromechanical pressure sensor and the residual stress caused by the fabrication process or a mismatch in the thermal expansion coefficients. The differential equations are solved using calibration data from uncompensated high-temperature piezoresistive pressure sensors. Tests conducted on the calibrated equipment at various temperatures and pressures show that the passive resistor temperature compensation produces a remarkable effect. Additionally, a high-temperature signal-conditioning circuit is used to improve the output sensitivity of the sensor, which can be reduced by the temperature compensation. Compared to traditional experiential arithmetic, the proposed passive resistor temperature compensation technique exhibits less temperature drift and is expected to be highly applicable for pressure measurements in harsh environments with large temperature variations.

  20. Passive Resistor Temperature Compensation for a High-Temperature Piezoresistive Pressure Sensor

    PubMed Central

    Yao, Zong; Liang, Ting; Jia, Pinggang; Hong, Yingping; Qi, Lei; Lei, Cheng; Zhang, Bin; Li, Wangwang; Zhang, Diya; Xiong, Jijun

    2016-01-01

    The main limitation of high-temperature piezoresistive pressure sensors is the variation of output voltage with operating temperature, which seriously reduces their measurement accuracy. This paper presents a passive resistor temperature compensation technique whose parameters are calculated using differential equations. Unlike traditional experiential arithmetic, the differential equations are independent of the parameter deviation among the piezoresistors of the microelectromechanical pressure sensor and the residual stress caused by the fabrication process or a mismatch in the thermal expansion coefficients. The differential equations are solved using calibration data from uncompensated high-temperature piezoresistive pressure sensors. Tests conducted on the calibrated equipment at various temperatures and pressures show that the passive resistor temperature compensation produces a remarkable effect. Additionally, a high-temperature signal-conditioning circuit is used to improve the output sensitivity of the sensor, which can be reduced by the temperature compensation. Compared to traditional experiential arithmetic, the proposed passive resistor temperature compensation technique exhibits less temperature drift and is expected to be highly applicable for pressure measurements in harsh environments with large temperature variations. PMID:27455271

  1. Results of the 2005 AORN salary survey--trends for perioperative nursing.

    PubMed

    Bacon, Donald

    2005-12-01

    AORN conducted its annual compensation survey for perioperative nurses in August 2005. A multiple regression model was used to examine how a variety of variables, including job title, education level, certification, experience, and geographic region, affect nursing compensation. This survey also examines the effect of other forms of compensation (eg, on-call compensation, overtime, bonuses, shift differential) on average base compensation rates.

  2. Results of the 2006 AORN salary survey: trends for perioperative nursing.

    PubMed

    Bacon, Donald

    2006-12-01

    AORN CONDUCTED ITS ANNUAL compensation survey for perioperative nurses in August 2006. MULTIPLE REGRESSION MODEL was used to examine how a variety of variables, including job title, education level, certification, experience, and geographic region, affect nursing compensation. THIS SURVEY ALSO EXAMINES the effect of other forms of compensation (eg, on-call compensation, overtime, bonuses, shift differential) on average base compensation rates.

  3. Teacher Labor Markets and the Perils of Using Hedonics to Estimate Compensating Differentials in the Public Sector

    ERIC Educational Resources Information Center

    Goldhaber, Dan; Destler, Katharine; Player, Daniel

    2010-01-01

    Some scholars and policymakers who are concerned about the inequitable distribution of quality teachers suggest offering financial incentives for working in hard-to-staff schools. Previous studies have estimated compensating differentials using hedonic modeling, an approach potentially undermined by district-wide salary schedules and the lack of…

  4. 5 CFR 532.513 - Flexible and compressed work schedules.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Flexible and compressed work schedules... REGULATIONS PREVAILING RATE SYSTEMS Premium Pay and Differentials § 532.513 Flexible and compressed work schedules. Federal Wage System employees who are authorized to work flexible and compressed work schedules...

  5. Federal Pay Equity Act of 1984. Part 2. Hearings before the Subcommittee on Compensation and Employee Benefits of the Committee on Post Office and Civil Service, House of Representatives, Ninety-Eighth Congress, Second Session on H.R. 4599 and H.R. 5092. (May 30, July 17, October 18, 1984).

    ERIC Educational Resources Information Center

    Congress of the U. S., Washington, DC. House Committee on Post Office and Civil Service.

    In these three congressional hearings on pay equity, focuses are on two bills--the Federal Pay Equity Act of 1984, which would examine wage discrimination within the Federal civil service system, and the Pay Equity Act of 1984, which would mandate the Equal Employment Opportunity Commission to report regularly on activities to enforce pay equity…

  6. The home health workforce: a distinction between worker categories.

    PubMed

    Stone, Robyn; Sutton, Janet P; Bryant, Natasha; Adams, Annelise; Squillace, Marie

    2013-01-01

    The demand for home health aides is expected to rise, despite concerns about the sustainability of this workforce. Home health workers receive low wages and little training and have high turnover. It is difficult to recruit and retain workers to improve clinical outcomes. This study presents national estimates to examine how home health workers and the subgroup of workers differ in terms of sociodemographic characteristics, compensation, benefits, satisfaction, and retention. Hospice aides fare better than other categories of workers and are less likely to leave their job. Policymakers should consider strategies to increase the quality and stability of this workforce.

  7. Why and how to compensate living organ donors: ethical implications of the new Australian scheme.

    PubMed

    Giubilini, Alberto

    2015-05-01

    The Australian Federal Government has announced a two-year trial scheme to compensate living organ donors. The compensation will be the equivalent of six weeks paid leave at the rate of the national minimum wage. In this article I analyse the ethics of compensating living organ donors taking the Australian scheme as a reference point. Considering the long waiting lists for organ transplantations and the related costs on the healthcare system of treating patients waiting for an organ, the 1.3 million AUD the Australian Government has committed might represent a very worthwhile investment. I argue that a scheme like the Australian one is sufficiently well designed to avoid all the ethical problems traditionally associated with attaching a monetary value to the human body or to parts of it, namely commodification, inducement, exploitation, and equality issues. Therefore, I suggest that the Australian scheme, if cost-effective, should represent a model for other countries to follow. Nonetheless, although I endorse this scheme, I will also argue that this kind of scheme raises issues of justice in regard to the distribution of organs. Thus, I propose that other policies would be needed to supplement the scheme in order to guarantee not only a higher number of organs available, but also a fair distribution. © 2014 John Wiley & Sons Ltd.

  8. Error compensation for hybrid-computer solution of linear differential equations

    NASA Technical Reports Server (NTRS)

    Kemp, N. H.

    1970-01-01

    Z-transform technique compensates for digital transport delay and digital-to-analog hold. Method determines best values for compensation constants in multi-step and Taylor series projections. Technique also provides hybrid-calculation error compared to continuous exact solution, plus system stability properties.

  9. Results of the 2008 AORN Salary Survey.

    PubMed

    Bacon, Donald

    2008-12-01

    AORN conducted its sixth annual compensation survey for perioperative nurses in August of 2008. A multiple regression model was used to examine how a variety of variables including job title, education level, certification, experience, and geographic region affect nursing compensation. Comparisons between the 2008 and previous years' data are presented. The effects of other forms of compensation, such as on-call compensation, overtime, bonuses, and shift differentials on average base compensation rates also are examined.

  10. Measuring the Benefits of Clean Air and Water.

    ERIC Educational Resources Information Center

    Kneese, Allen V.

    This book examines the current state of the art regarding benefits assessment, including such tools as bidding games, surveys, property-value studies, wage differentials, risk reduction evaluation, and mortality and morbidity cost estimation. It is based on research, sponsored by the United States Environmental Protection Agency, related to the…

  11. Ensuring Successful Personnel Management in the Department of Homeland Security

    DTIC Science & Technology

    2002-01-01

    of Public- Private Sector Wages Allowing for Endogenous Choices of Both Government and Union Status,” Journal of Labor Economics , Vol. 6, 1988...Differential in the United States,” Journal of Labor Economics , Vol. 8, No. 2, 1990. Rosenthal, Douglas, Margaret Barton, Douglas Reynolds, and Beverly Dugan

  12. Gender Politics and Privatization in the London Borough of Camden.

    ERIC Educational Resources Information Center

    Brush, Lisa D.

    1986-01-01

    This article examines the differential impact of the privatization of social services on women in the London borough of Camden. Concludes that women will suffer greater decline than men in employment, wages, and status as a result of the privatization taking place in Great Britain. (JDH)

  13. Academic Salaries and Self-Selection Processes. Some Theoretical Considerations Suggested by the Italian Experience.

    ERIC Educational Resources Information Center

    Chillemi, Ottorino

    1988-01-01

    The author investigates the wisdom of public policy widening the salary differential between researchers and professors. He evaluates the potential problems in adopting a self-selection wage policy, when workers' risk aversion and preferences or the accumulation of human capital are considered. (Author/CH)

  14. The labor force of the future.

    PubMed

    Norwood, J L

    1987-07-01

    In the decades ahead, the US labor force will reflect changes in the industrial structure, with declines in some manufacturing industries and expansion in service industries. The services sector is so diverse that the jobs within it cannot be categorized as either high wage or low wage. The service-producing sector employs 85% of professional specialty workers in the US. In general, information on compensation trends indicates that greater increases in compensation have occurred for workers in service-producing as opposed to goods-producing industries. The increase in service sector jobs has created opportunities for women to enter the labor force and, at present, 5 out of 6 women work in this sector compared to fewer than 2 out of 3 men. Productivity growth rates in the service-producing industries vary substantially and are strongly affected by the business cycle. Central to employment opportunities in the years ahead will be the effect of new technology. To date, the aggregate effect of new technology has been increased employment and higher living standards. Although retraining programs should be in place, the scenario of a huge technology-created labor surplus seems unlikely. In fact, a more likely problem is a shortage of labor resulting from earlier labor force withdrawal and demographic aging of the population. Those in the 25-54-year age group will represent a larger share of the labor force in the years ahead. In addition, blacks are expected to account for 20% of the labor force growth in the next decade. Finally, given increasing labor force participation rates among mothers, employers may have to provide more flexible work schedules, assistance with day care, and more attractive benefits packages.

  15. 29 CFR 1620.25 - Equalization of rates.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Equalization of rates. 1620.25 Section 1620.25 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION THE EQUAL PAY ACT § 1620.25 Equalization of rates. Under the express terms of the EPA, when a prohibited sex-based wage differential has...

  16. Options for Conducting a Pay Equity Study of Federal Pay and Classification Systems.

    ERIC Educational Resources Information Center

    Comptroller General of the U.S., Washington, DC.

    This report discusses ways to determine why female Federal employees earn less than male Federal employees. Two general approaches are discussed: economic analysis and job content. Economic analysis attempts to measure and explain existing wage differentials between men and women using characteristics of individuals, occupations, and the…

  17. The Earnings Gap between Women and Men.

    ERIC Educational Resources Information Center

    Women's Bureau (DOL), Washington, DC.

    The size of the earnings gap between men and women has not changed substantially in recent years. The sustained earnings differential contrasts significantly with recent gains women have made in the job market. Several factors contribute to the wage differences: (1) The majority of women are in lower-paying occupations and lower-status jobs even…

  18. Towards a New Theory of Gender Inequities in Labour Market Outcomes of Education.

    ERIC Educational Resources Information Center

    Quinlan, Liz

    Attempts to explain sex-related wage differentials generally rely on the human capital and segmentation labor market theories. The human capital theory explains individuals' position in the labor market primarily in terms of factors determining their productivity, whereas segmentation theory focuses on differences among jobs as determinants of the…

  19. Marketing and Distribution: Does D.E. Make a Difference?

    ERIC Educational Resources Information Center

    Klaurens, Mary K.

    1978-01-01

    If distributive education graduates are to qualify for better jobs and wages than persons with no training, they must have skills that differentiate them from the average job applicant or employee. The author stresses careful placement for cooperative training, good cooperative training plans, and more attention to selling in the curriculum. (MF)

  20. The Improving Economic Status of Black Americans.

    ERIC Educational Resources Information Center

    Smith, James P.

    The major explanations for the narrowing in wage differentials between blacks and whites can be placed under four general categories: (1) more recent black cohorts begin their job experiences with larger initial stocks of human capital than previous cohorts; (2) the rural South to urban North migration has partly been superceded by Southern blacks…

  1. The Masculinity of Money: Automatic Stereotypes Predict Gender Differences in Estimated Salaries

    ERIC Educational Resources Information Center

    Williams, Melissa J.; Paluck, Elizabeth Levy; Spencer-Rodgers, Julie

    2010-01-01

    We present the first empirical investigation of why men are assumed to earn higher salaries than women (the "salary estimation effect"). Although this phenomenon is typically attributed to conscious consideration of the national wage gap (i.e., real inequities in salary), we hypothesize instead that it reflects differential, automatic economic…

  2. Youth Unemployment--Time to Do Something About It.

    ERIC Educational Resources Information Center

    Department of Labor, Washington, DC.

    Presented in this summary document are 17 charts and statements concerning youth unemployment. Topics covered include: (1) the ratio of teenage to adult unemployment rates, (2) the population explosion, (3) effects of staying in school, (4) state minimum wage patterns, and (5) the effects of a differential on family income. A recommended course of…

  3. 5 CFR 532.509 - Pay for Sunday work.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Pay for Sunday work. 532.509 Section 532... SYSTEMS Premium Pay and Differentials § 532.509 Pay for Sunday work. A wage employee whose regular work... entitled to additional pay under the provisions of section 5544 of title 5, United States Code. [46 FR...

  4. Medicare Program; FY 2016 Hospice Wage Index and Payment Rate Update and Hospice Quality Reporting Requirements. Final rule.

    PubMed

    2015-08-06

    This final rule will update the hospice payment rates and the wage index for fiscal year (FY) 2016 (October 1, 2015 through September 30, 2016), including implementing the last year of the phase-out of the wage index budget neutrality adjustment factor (BNAF). Effective on January 1, 2016, this rule also finalizes our proposals to differentiate payments for routine home care (RHC) based on the beneficiary's length of stay and implement a service intensity add-on (SIA) payment for services provided in the last 7 days of a beneficiary's life, if certain criteria are met. In addition, this rule will implement changes to the aggregate cap calculation mandated by the Improving Medicare Post-Acute Care Transformation Act of 2014 (IMPACT Act), align the cap accounting year for both the inpatient cap and the hospice aggregate cap with the federal fiscal year starting in FY 2017, make changes to the hospice quality reporting program, clarify a requirement for diagnosis reporting on the hospice claim, and discuss recent hospice payment reform research and analyses.

  5. Wage Inequity: Within-Market Comparative Analysis of Salary for Public Health Nurses and Hospital Nurses.

    PubMed

    Issel, L Michele; Lurie, Christine Fitzpatrick; Bekemeier, Betty

    2016-01-01

    The labor market perspective focuses on supply and demand for registered nurses (RNs) as employees. This perspective contrasts with beliefs in the public health sector that RNs working in local health departments (LHD) as public health nurses (PHNs) accept lower wages because of factors other than market demand. This study sought to describe the extent to which hourly wages of RNs working in LHDs are competitive with hospital RN wages within the same county market. A repeated measures survey design was used in collecting 2010 and 2014 data. The unit of analysis was the county, as an RN labor market for LHDs and hospitals. Survey questions captured factors common in human resources benefits and wage packages, such as differential pay, hourly rate pay based on years of experience, components of benefit packages (eg, sick and vacation leave), and reimbursement for education. Within each county, the LHD and all hospitals constituted a "market," yielding a potential 12 markets in our study sample. Human resources representatives from each of the 12 LHDs and from all hospitals within those 12 counties were invited to participate. We conducted comparisons with survey data using t test of mean differences on mean RN wages across years of experience. On average, LHDs paid significantly less than hospitals in their markets, at all levels of RN experience, and this gap increased with RN experience in the sample markets. Salary compression was evident in 2010 and worsened for PHNs in 2014, when compared with hospital RNs. In 2014, 100% of the sample LHDs offered reimbursements for continuing education for PHNs compared with 89% of hospitals providing this benefit. This study contributes to our understanding of the human resources challenges faced by LHDs and provides evidence elucidating resources issues that need to be addressed in order to improve recruitment and retention of PHNs.

  6. Restructuring, ownership and efficiency in the electricity industry

    NASA Astrophysics Data System (ADS)

    Shanefelter, Jennifer Kaiser

    The first chapter considers improvements in productive efficiency that can result from a movement from a regulated framework to one that allows for market-based incentives for industry participants. Specifically, I look at the case of restructuring in the electricity generation industry. Using data from the electricity industry, this analysis considers the total effect of restructuring on one input to the production process, labor, as reflected in employment levels, payroll per employee and aggregate establishment payroll. Using concurrent payroll and employment data from non-utility ("merchant") and utility generators in both restructured and nonrestructured states, I estimate the effect of market liberalization, comprising both new entry and state-level legislation, on employment and payroll in this industry. I find that merchant owners of divested generation assets employ significantly fewer people, but that the payroll per employee is not significantly different from what workers at utility-owned plants are paid. As a result, the new merchant owners of these plants have significantly lower aggregate payroll expenses. Decomposing the effect into a merchant effect and a divestiture effect, I find that merchant ownership is the primary driver of these results. As documented in Chapter 1, merchant power plants have lower overall payroll costs than plants owned by utilities. Employment at merchant power plants is characterized by reduced staffing levels but higher average payroll per employee. A hypothesis set forth in that paper is that merchant generators employ fewer workers at the lower end of the wage distribution, resulting in a higher average payroll per employee. The second chapter of this paper examines whether employment at nonutility power plants, that is, those that are either divested or native merchant power plants, is skewed towards more skilled labor. This chapter also considers the extent to which the difference in employment levels is the result of a reduction in superfluous or redundant employment, as suggested by the broadening of union job titles during the 1990s. Additionally, the second chapter examines the wage trend in the industry, which is not observable using aggregate establishment payroll data. I find that in the electricity industry, after controlling for person-level characteristics, employee wages are statistically equivalent in states with a high degree of restructuring activity as in traditionally regulated states. When the person-level controls are dropped, wages are significantly higher in states with a more competitive industry structure. This supports the hypothesis that employment has been reduced disproportionately among the lower-skilled employees in the industry. Chapters 1 and 2 document the experience of labor in the electricity industry in the post-regulatory restructuring era. Chapter 1 finds evidence that employment has been reduced significantly at electricity generation plants that are owned by nonutilities ("merchants"). That chapter also finds that the nonutility average wage is higher than the utility average wage. Chapter 2 further finds that the average wage is increasing in the industry not because individual employees, adjusting for worker characteristics, are better-compensated to an equal degree, but rather because nonutility-owned plants are using employees with a different set of attributes. Chapter 3 of this analysis considers the shift in the wage distribution, identifying how different types of employees have fared under restructuring, which provides insight into which employees most benefit from restructuring in this industry. Chapters 1 and 2 hypothesize that low-skill employees in this industry were most affected by regulatory restructuring, which eroded the regulatory rents that accrued to this group in the form of employment stabilization. I graph the wage distribution in the electricity industry, breaking the data into different groups to judge how the distribution has changed for each. This yields a visual indication of the impact of changes in the industry wage distribution. Next, using the Oaxaca-Blinder technique, I decompose the wage difference of high- and low-merchant states into a piece that is explained by a shift in worker attributes plus the difference in the valuation that is placed on these attributes. I also look at between-group and within-group changes, concluding that the relative wages of higher-skill workers are increasing in excess of the wages of other workers.

  7. Results of the 2012 AORN salary and compensation survey.

    PubMed

    Bacon, Donald R

    2012-12-01

    AORN conducted its 10th annual compensation survey for perioperative nurses in June 2012. A multiple regression model was used to examine how a number of variables, including job title, education level, certification, experience, and geographic region, affect nurse compensation. Comparisons between the 2012 data and previous years' data are presented. The effects of other forms of compensation, such as on-call compensation, overtime, bonuses, and shift differentials on base compensation rates, also are examined. Additional analyses explore the effect of the current economic downturn on the perioperative work environment. Copyright © 2012 AORN, Inc. Published by Elsevier Inc. All rights reserved.

  8. Results of the 2016 AORN Salary and Compensation Survey.

    PubMed

    Bacon, Donald R; Stewart, Kim A

    2016-12-01

    AORN conducted its 14th annual compensation survey for perioperative nurses in June 2016. A multiple regression model was used to examine how several variables, including job title, education level, certification, experience, and geographic region, affect nurse compensation. Comparisons between the 2016 data and data from previous years are presented. The effects of other forms of compensation (eg, on-call compensation, overtime, bonuses, shift differentials, benefits) on base compensation rates also are examined. Additional analyses explore the effect of the economic downturn on the perioperative work environment. Copyright © 2016 AORN, Inc. Published by Elsevier Inc. All rights reserved.

  9. Results of the 2013 AORN Salary and Compensation Survey.

    PubMed

    Bacon, Donald R; Stewart, Kim A

    2013-12-01

    AORN conducted its 11th annual compensation survey for perioperative nurses in June 2013. A multiple regression model was used to examine how a number of variables, including job title, education level, certification, experience, and geographic region affect nurse compensation. Comparisons among the 2013 data and previous years' data are presented. The effects of other forms of compensation, such as on-call compensation, overtime, bonuses, and shift differentials on base compensation rates are also examined. Additional analyses explore the effect of the current economic downturn on the perioperative work environment. Copyright © 2013 AORN, Inc. Published by Elsevier Inc. All rights reserved.

  10. Results of the 2017 AORN Salary and Compensation Survey.

    PubMed

    Bacon, Donald R; Stewart, Kim A

    2017-12-01

    AORN conducted its 15th annual compensation survey for perioperative nurses in June 2017. A multiple regression model was used to examine how several variables, including job title, educational level, certification, experience, and geographic region, affect nurse compensation. Comparisons between the 2017 data and data from previous years are presented. The effects of other forms of compensation (eg, on-call compensation, overtime, bonuses, shift differentials, benefits) on base compensation rates are examined. Additional analyses explore the current state of the nursing shortage and the sources of job satisfaction and dissatisfaction. Copyright © 2017 AORN, Inc. Published by Elsevier Inc. All rights reserved.

  11. Results of the 2010 AORN Salary and Compensation Survey.

    PubMed

    Bacon, Donald

    2010-12-01

    AORN conducted its eighth annual compensation survey for perioperative nurses in June and July 2010. A multiple regression model was used to examine how a number of variables, including job title, education level, certification, experience, and geographic region, affect nurse compensation. Comparisons between the 2010 data and data from previous years are presented. The effects of other forms of compensation, such as on-call compensation, overtime, bonuses, and shift differentials, on base compensation rates are also examined. Additional analyses explore the effect of the current economic downturn on the perioperative work environment. Published by Elsevier Inc. All rights reserved.

  12. Word Memory Test Predicts Recovery in Claimants With Work-Related Head Injury.

    PubMed

    Colangelo, Annette; Abada, Abigail; Haws, Calvin; Park, Joanne; Niemeläinen, Riikka; Gross, Douglas P

    2016-05-01

    To investigate the predictive validity of the Word Memory Test (WMT), a verbal memory neuropsychological test developed as a performance validity measure to assess memory, effort, and performance consistency. Cohort study with 1-year follow-up. Workers' compensation rehabilitation facility. Participants included workers' compensation claimants with work-related head injury (N=188; mean age, 44y; 161 men [85.6%]). Not applicable. Outcome measures for determining predictive validity included days to suspension of wage replacement benefits during the 1-year follow-up and work status at discharge in claimants undergoing rehabilitation. Analysis included multivariable Cox and logistic regression. Better WMT performance was significantly but weakly correlated with younger age (r=-.30), documented brain abnormality (r=.28), and loss of consciousness at the time of injury (r=.25). Claimants with documented brain abnormalities on diagnostic imaging scans performed better (∼9%) on the WMT than those without brain abnormalities. The WMT predicted days receiving benefits (adjusted hazard ratio, 1.13; 95% confidence interval, 1.04-1.24) and work status outcome at program discharge (adjusted odds ratio, 1.62; 95% confidence interval, 1.13-2.34). Our results provide evidence for the predictive validity of the WMT in workers' compensation claimants. Younger claimants and those with more severe brain injuries performed better on the WMT. It may be that financial incentives or other factors related to the compensation claim affected the performance. Copyright © 2016 American Congress of Rehabilitation Medicine. Published by Elsevier Inc. All rights reserved.

  13. Results of the 2009 AORN salary survey.

    PubMed

    Bacon, Donald

    2009-12-01

    AORN conducted its seventh annual compensation survey for perioperative nurses in August of 2009. A multiple regression model was used to examine how a variety of variables including job title, education level, certification, experience, and geographic region affect nursing compensation. Comparisons between the 2009 data and previous years' data are presented. The effects of other forms of compensation, such as on-call compensation, overtime, bonuses, and shift differentials on average base compensation rates also are examined. Additional analyses explore the effect of the current economic downturn on the perioperative work environment. (c) AORN, Inc, 2009.

  14. New Roles for Medical Assistants in Innovative Primary Care Practices.

    PubMed

    Chapman, Susan A; Blash, Lisel K

    2017-02-01

    To identify and describe new roles for medical assistants (MAs) in innovative care models that improve care while providing training and career advancement opportunities for MAs. Primary data collected at 15 case study sites; 173 key informant interviews and de-identified secondary data on staffing, wages, patient satisfaction, and health outcomes. Researchers used snowball sampling and screening calls to identify 15 organizations using MAs in new roles. Conducted site visits from 2010 to 2012 and updated information in 2014. Thematic analysis explored key topics: factors driving MA role innovation, role description, training required, and wage gains. Categorized outcome data in patient and staff satisfaction, quality of care, and efficiency. New MA roles included health coach, medical scribe, dual role translator, health navigator, panel manager, cross-trained flexible role, and supervisor. Implementation of new roles required extensive training. MA incentives and enhanced compensation varied by role type. New MA roles are part of a larger attempt to reform workflow and relieve primary care providers. Despite some evidence of success, spread has been limited. Key challenges to adoption included leadership and provider resistance to change, cost of additional MA training, and lack of reimbursement for nonbillable services. © Health Research and Educational Trust.

  15. 29 CFR 1620.17 - Jobs requiring equal responsibility in performance.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... justify a wage rate differential between the man's and woman's job if the equal pay provisions otherwise... the higher rate to both men and women who are called upon from time to time to assume such supervisory... either a man or a woman) is authorized and required to determine whether to accept payment for purchases...

  16. 29 CFR 1620.17 - Jobs requiring equal responsibility in performance.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... justify a wage rate differential between the man's and woman's job if the equal pay provisions otherwise... the higher rate to both men and women who are called upon from time to time to assume such supervisory... either a man or a woman) is authorized and required to determine whether to accept payment for purchases...

  17. The Differential Valuation of Women's Work: A New Look at the Gender Gap in Lawyers' Incomes

    ERIC Educational Resources Information Center

    Dinovitzer, Ronit; Reichman, Nancy; Sterling, Joyce

    2009-01-01

    This article seeks to identify the mechanisms underlying the gender wage gap among new lawyers. Relying on nationally representative data to examine the salaries of lawyers working fulltime in private practice, we find a gender gap of about 5 percent. Identifying four mechanisms--work profiles, opportunity paths and structures, credentials, and…

  18. Sex, Money and the Equal Pay Act

    ERIC Educational Resources Information Center

    Feldman, Edwin B.

    1973-01-01

    Institutions who justify a wage differential between male and female custodians on the basis that women typically do the lighter work, and men the heavier, can find themselves in trouble. The Equal Pay Act of 1963 requires that men and women get the same pay for equal work -- and all custodial work is substantially equal to the Labor Department.…

  19. The Effects of Race and Sex Discrimination on Early-Career Earnings.

    ERIC Educational Resources Information Center

    Kohen, Andrew I.; Roderick, Roger D.

    The study uses a multiple-equation model of earnings determination to assess and measure the impact of labor market discrimination according to race and sex. Focusing on full-time, nonresident workers 18-25 years of age in 1968-69, the observed intercolor and intersex wage differentials are decomposed according to their sources. While less than…

  20. An Empirical Investigation of Occupational Choice and Human Capital Accumulation at Mid-Life

    ERIC Educational Resources Information Center

    Xue, Yu

    2010-01-01

    Individual variation in labor supply can arise from more than just a choice among discrete occupation groups, especially given the joint process of wage determination and time allocation. Other factors can include differential preferences for earnings, the time length of work and other related occupational attributes. Using data from the Wisconsin…

  1. Incidence of severe work-related injuries among young adult workers in Brazil: analysis of compensation data.

    PubMed

    Sousa Santana, Vilma; Villaveces, Andrés; Bangdwala, Shrikant L; Runyan, Carol W; Albuquerque Oliveira, Paulo Rogerio

    2012-08-01

    To obtain national estimates of the annual cumulative incidence and incidence density of severe non-fatal injuries using compensation benefits data from the Brazilian National Social Security Institute (INSS), and to describe their sociodemographic distribution among workers aged under 25 years. Data are records of health-related compensation benefits from the Ministry of Social Insurance's information system of compensation benefits of the INSS recorded in 2006. Injuries were cases classified under chapter XIX, ICD-10. The assessment of their relation with work was made by INSS's occupational physician experts. The study population comprised young workers aged 16-24 years. 59,381 workers received compensation benefits for injuries in the study year. Among them 14,491 (24.4%) were work related, 12,501 (86.3%) were male and 1990 were female workers (13.7%). The annual cumulative incidence rate of work-related injuries (ACI-WI) was 2.9×1000 workers, higher among men (4.2×1000) than women (1.0×1000). The incidence density rate (IDR-WI) was 0.7/1000 full-time equivalent (FTE), higher for men (0.97/1000 FTE) than women (0.24/1000 FTE). Both morbidity measures were higher in the younger group (16-19 years), and inversely related to wage, especially for women in the younger group. Logging, extraction, food/beverage and construction industries had higher ACI-WI and IDR-WI for adolescents and young adult workers of both sex groups. These findings suggest that the Brazilian labour laws limiting young adult workers in hazardous settings need to be expanded, adding occupations in other extractive industries and certain types of work in the food/beverage manufacturing industries. Social inequalities associated with sex need to be examined further with more detailed data.

  2. Is Biology Destiny? Birth Weight and Differential Parental Treatment

    PubMed Central

    Hsin, Amy

    2016-01-01

    Time diaries of sibling pairs from the PSID-CDS are used to determine whether maternal time investments compensate for or reinforce birth-weight differences among children. The findings demonstrate that the direction and degree of differential treatment vary by mother's education. Less-educated mothers devote more total time and more educationally oriented time to heavier-birth-weight children, whereas better-educated mothers devote more total and more educationally oriented time to lower-birth-weight children. The compensating effects observed among highly educated mothers are substantially larger than the reinforcing effects among the least-educated mothers. The findings show that families redistribute resources in ways that both compensate for and exacerbate early-life disadvantages. PMID:22865101

  3. Results of the 2014 AORN Salary and Compensation Survey.

    PubMed

    Bacon, Donald R; Stewart, Kim A

    2014-12-01

    AORN conducted its 12th annual compensation survey for perioperative nurses in June and July 2014. A multiple regression model was used to examine how a number of variables, including job title, education level, certification, experience, and geographic region, affect nurse compensation. Comparisons between the data from 2014 and data from previous years are presented. The effects of other forms of compensation (eg, on-call compensation, overtime, bonuses, shift differentials) on base compensation rates also are examined. Additional analyses explore the effect of the economic downturn on the perioperative work environment. Copyright © 2014 AORN, Inc. Published by Elsevier Inc. All rights reserved.

  4. Results of the 2015 AORN Salary and Compensation Survey.

    PubMed

    Bacon, Donald R; Stewart, Kim A

    2015-12-01

    AORN conducted its 13th annual compensation survey for perioperative nurses in June and July 2015. A multiple regression model was used to examine how a number of variables, including job title, education level, certification, experience, and geographic region, affect nurse compensation. Comparisons between the 2015 data and data from previous years are presented. The effects of other forms of compensation (eg, on-call compensation, overtime, bonuses, shift differentials, benefits) on base compensation rates also are examined. Additional analyses explore the effect of the economic downturn on the perioperative work environment. Copyright © 2015 AORN, Inc. Published by Elsevier Inc. All rights reserved.

  5. Results of the 2011 AORN Salary and Compensation Survey.

    PubMed

    Bacon, Donald

    2011-12-01

    AORN conducted its ninth annual compensation survey for perioperative nurses in June and July 2011. A multiple regression model was used to examine how a number of variables, including job title, education level, certification, experience, and geographic region, affect nurse compensation. Comparisons between the 2011 data and data from previous years are presented. The effects of other forms of compensation, such as on-call compensation, overtime, bonuses, and shift differentials, on base compensation rates also are examined. Additional analyses explore the effect of the current economic downturn on the perioperative work environment. Copyright © 2011 AORN, Inc. Published by Elsevier Inc. All rights reserved.

  6. BODY MASS INDEX AND SELF-EMPLOYMENT IN SOUTH KOREA.

    PubMed

    Han, Euna; Kim, Tae Hyun

    2017-07-01

    This study assesses differential labour performance by body mass index (BMI), focusing on heterogeneity across three distinct employment statuses: unemployed, self-employed and salaried. Data were drawn from the Korean Labor and Income Panel Study. The final sample included 15,180 person-year observations (9645 men and 5535 women) between 20 and 65 years of age. The findings show that (i) overweight/obese women are less likely to have salaried jobs than underweight/normal weight women, whereas overweight/obese men are more likely to be employed in both the salaried and self-employed sectors than underweight/normal men, (ii) overweight/obese women have lower wages only in permanent salaried jobs than underweight/normal weight women, whereas overweight/obese men earn higher wages only in salaried temporary jobs than underweight/normal weight women, (iii) overweight/obese women earn lower wages only in service, sales, semi-professional and blue-collar jobs in the salaried sector than underweight/normal weight women, whereas overweight/obese men have lower wages only in sales jobs in the self-employed sector than underweight/normal weight women. The statistically significant BMI penalty in labour market outcomes, which occurs only in the salaried sector for women, implies that there is an employers' distaste for workers with a high BMI status and that it is a plausible mechanism for job market penalty related to BMI status. Thus, heterogeneous job characteristics across and within salaried versus self-employed sectors need to be accounted for when assessing the impact of BMI status on labour market outcomes.

  7. Real options approach to inter-sectoral migration of U.S.farm labor

    Treesearch

    Gulcan Onel; Barry K. Goodwin

    2014-01-01

    The core of the literature on inter-sectoral labor migration is based on net present value models of investment in which individuals are assumed to migrate to take advantage of positive wage differentials. In this article, we argue that a real options approach, taken together with the adjustment costs associated with sectoral relocation, may provide a basis for...

  8. Husbands' and Wives' Relative Earnings: Exploring Variation by Race, Human Capital, Labor Supply, and Life Stage

    ERIC Educational Resources Information Center

    Winslow-Bowe, Sarah

    2009-01-01

    Whereas much research has explored the causes and consequences of the gender wage gap, far less has examined earnings differentials within marriage. This article contributes to this literature by utilizing the 2000 wave of the 1979 National Longitudinal Survey of Youth to examine variation in husbands' and wives' relative income by race/ethnicity,…

  9. Impacts of Hospital Budget Limits in Rochester, New York

    PubMed Central

    Friedman, Bernard; Wong, Herbert S.

    1995-01-01

    During 1980-87, eight hospitals in the Rochester, New York area participated in an experimental program to limit total revenue. This article analyzes: increase of costs for Rochester hospitals; trends for inputs and compensation; and cash flow margins. Real expense per case grew annually by about 3 percent less in Rochester. However, after 1984, Medicare prospective payment had an effect of similar size outside Rochester. Some capital inputs to hospital care were restrained, as were wages and particularly benefits. The program did not generally raise or stabilize hospital revenue margins, while the ratio of cash flow to debt trended down. Financial stringency of this program relative to alternatives may have contributed to its end. PMID:10151889

  10. Impacts of hospital budget limits in Rochester, New York.

    PubMed

    Friedman, B; Wong, H S

    1995-01-01

    During 1980-87, eight hospitals in the Rochester, New York area participated in an experimental program to limit total revenue. This article analyzes: increase of costs for Rochester hospitals; trends for inputs and compensation; and cash flow margins. Real expense per case grew annually by about 3 percent less in Rochester. However, after 1984, Medicare prospective payment had an effect of similar size outside Rochester. Some capital inputs to hospital care were restrained, as were wages and particularly benefits. The program did not generally raise or stabilize hospital revenue margins, while the ratio of cash flow to debt trended down. Financial stringency of this program relative to alternatives may have contributed to its end.

  11. Pay, working conditions, and teacher quality.

    PubMed

    Hanushek, Eric A; Rivkin, Steven G

    2007-01-01

    Eric Hanushek and Steven Rivkin examine how salary and working conditions affect the quality of instruction in the classroom. The wages of teachers relative to those of other college graduates have fallen steadily since 1940. Today, average wages differ little, however, between urban and suburban districts. In some metropolitan areas urban districts pay more, while in others, suburban districts pay more. But working conditions in urban and suburban districts differ substantially, with urban teachers reporting far less administrator and parental support, worse materials, and greater student problems. Difficult working conditions may drive much of the difference in turnover of teachers and the transfer of teachers across schools. Using rich data from Texas public schools, the authors describe in detail what happens when teachers move from school to school. They examine how salaries and student characteristics change when teachers move and also whether turnover affects teacher quality and student achievement. They note that both wages and student characteristics affect teachers' choices and result in a sorting of teachers across schools, but they find little evidence that teacher transitions are detrimental to student learning. The extent to which variations in salaries and working conditions translate into differences in the quality of instruction depends importantly on the effectiveness of school personnel policies in hiring and retaining the most effective teachers and on constraints on both entry into the profession and the firing of low performers. The authors conclude that overall salary increases for teachers would be both expensive and ineffective. The best way to improve the quality of instruction would be to lower barriers to becoming a teacher, such as certification, and to link compensation and career advancement more closely with teachers' ability to raise student performance.

  12. The stem cell debate continues: the buying and selling of eggs for research.

    PubMed

    Baylis, F; McLeod, C

    2007-12-01

    Now that stem cell scientists are clamouring for human eggs for cloning-based stem cell research, there is vigorous debate about the ethics of paying women for their eggs. Generally speaking, some claim that women should be paid a fair wage for their reproductive labour or tissues, while others argue against the further commodification of reproductive labour or tissues and worry about voluntariness among potential egg providers. Siding mainly with those who believe that women should be financially compensated for providing eggs for research, the new stem cell guidelines of the International Society for Stem Cell Research (ISSCR) legitimise both reimbursement of direct expenses and financial compensation for many women who supply eggs for research. In this paper, the authors do not attempt to resolve the thorny issue of whether payment for eggs used in human embryonic stem cell research is ethically legitimate. Rather, they want to show specifically that the ISSCR recommended payment practices are deeply flawed and, more generally, that all payment schemes that aim to avoid undue inducement of women risk the global exploitation of economically disadvantaged women.

  13. A comparison of average wages with age-specific wages for assessing indirect productivity losses: analytic simplicity versus analytic precision.

    PubMed

    Connolly, Mark P; Tashjian, Cole; Kotsopoulos, Nikolaos; Bhatt, Aomesh; Postma, Maarten J

    2017-07-01

    Numerous approaches are used to estimate indirect productivity losses using various wage estimates applied to poor health in working aged adults. Considering the different wage estimation approaches observed in the published literature, we sought to assess variation in productivity loss estimates when using average wages compared with age-specific wages. Published estimates for average and age-specific wages for combined male/female wages were obtained from the UK Office of National Statistics. A polynomial interpolation was used to convert 5-year age-banded wage data into annual age-specific wages estimates. To compare indirect cost estimates, average wages and age-specific wages were used to project productivity losses at various stages of life based on the human capital approach. Discount rates of 0, 3, and 6 % were applied to projected age-specific and average wage losses. Using average wages was found to overestimate lifetime wages in conditions afflicting those aged 1-27 and 57-67, while underestimating lifetime wages in those aged 27-57. The difference was most significant for children where average wage overestimated wages by 15 % and for 40-year-olds where it underestimated wages by 14 %. Large differences in projecting productivity losses exist when using the average wage applied over a lifetime. Specifically, use of average wages overestimates productivity losses between 8 and 15 % for childhood illnesses. Furthermore, during prime working years, use of average wages will underestimate productivity losses by 14 %. We suggest that to achieve more precise estimates of productivity losses, age-specific wages should become the standard analytic approach.

  14. Patterns of mRNA and protein expression during minus-lens compensation and recovery in tree shrew sclera.

    PubMed

    Gao, Hong; Frost, Michael R; Siegwart, John T; Norton, Thomas T

    2011-04-12

    To increase our understanding of the mechanisms that remodel the sclera during the development of lens-induced myopia, when the sclera responds to putative "go" signals of retinal origin, and during recovery from lens-induced myopia, when the sclera responds to retinally-derived "stop" signals. Seven groups of tree shrews were used to examine mRNA levels during minus lens compensation and recovery. Starting 24 days after eye opening (days of visual experience [VE]) lens compensation animals wore a monocular -5D lens for 1, 4, or 11 days. Recovery animals wore the -5D lens for 11 days, which was then removed for 1 or 4 days. Normal animals were examined at 24 and 38 days of VE. All groups contained 8 animals. Scleral mRNA levels were examined in the treated and contralateral control eyes with quantitative real-time polymerase chain reaction (qPCR) for 27 genes divided into four categories: 1) signaling molecules, 2) matricellular proteins, 3) metalloproteinases (MPs) and tissue inhibitors of metalloproteinases (TIMPs), and 4) cell adhesion and other proteins. Four groups (n=5 per group) were used to examine protein levels. One group wore a -5D lens for 4 days. A second group recovered for 4 days after 11 days of -5D lens treatment. Two groups were used to examine age-matched normal protein levels at 28 and 39 days of VE. The levels of six scleral proteins that showed differential mRNA expression were examined with quantitative western blots. Nineteen of the genes showed differential (treated eye versus control eye) expression of mRNA levels in at least one group of animals. Which genes showed differential expression differed after 1 and 4 days of compensation and after 1 or 4 days of recovery. The mRNA level for one gene, a disintegrin and metalloproteinase with thrombospondin motifs 1 (ADAMTS1), was upregulated in the treated eyes after 1 day of compensation. After 4 days, transforming growth factor beta receptor 3 (TGFBR3), transforming growth factor-beta-induced protein ig-h3 (TGFBI), and matrix metalloproteinase 14 (MMP14) mRNA levels were upregulated. Downregulated were mRNA levels for transforming growth factor beta-1 (TGFB1), transforming growth factor beta-2 (TGFB2), thrombospondin 1 (THBS1), tenascin (TNC), osteonectin (SPARC), osteopontin (SPP1), tissue inhibitor of metalloproteinases 3 (TIMP3), and a disintegrin and metalloproteinase with thrombospondin motifs 5 (ADAMTS5). After 11 days of lens wear, there was no differential expression. During recovery, after 1 day, treated-eye mRNA downregulation was found for TGFB2, TGFBR1, TGFBR2, TGFBR3, SPARC, ADAMTS1, ADAMTS5, syndecan 4 (SDC4), and collagen type VI, alpha 1 (COL6A1). After 4 days, TGFB1, TGFB2, TGFB3, THBS2, and TIMP3 mRNA levels were upregulated in the recovering eye. Significant downregulation, relative to normal eyes, was found in both the control and treated eyes for most genes after 1 day of compensation; a similar decrease was found, compared to lens-compensated eyes, after one day of recovery. Protein levels for THBS1 showed positive correlation with the differential mRNA levels and TGFBR3 showed a negative correlation. No differential protein expression was found for TGFB2, TGFBI, MMP14, and TIMP3. The different patterns of differential mRNA expression during minus lens compensation (hyperopia) and recovery (myopia) show that scleral fibroblasts distinguish between "go" and "stop" conditions. There is evidence of binocular global downregulation of genes at the start of both lens wear and recovery. As additional information accumulates about changes in gene expression that occur during compensation and recovery the "signature" of differential changes may help us to understand in more detail how the sclera responds in "go" and "stop" conditions.

  15. Quantitative evaluation method for differentiation of C2C12 myoblasts by ultrasonic microscopy

    NASA Astrophysics Data System (ADS)

    Takanashi, Kyoichi; Washiya, Mamoru; Ota, Kazuki; Yoshida, Sachiko; Hozumi, Naohiro; Kobayashi, Kazuto

    2017-07-01

    Cell differentiation was evaluated by ultrasonic microscopy. However, there were some regions that showed a lower acoustic impedance than the culture liquid. It was considered that, in such regions, the cells were not perfectly in contact with the film substrate. Hence, a waveform analysis was performed, and compensated acoustic impedances in such regions were in a reasonable range of values. By the same analysis, the displacements of partially floated cells were also successfully calculated. The elapsed day transitions of the compensated acoustic impedances and displacements were successfully evaluated. In the process of differentiation, actin fibers comprising the cytoskeleton are supposed to loosen in order to induce cellular fusion. In addition, the progress in cell differentiation accompanied by a change into a three-dimensional structure can partially be assessed by the displacement between a cell and a cultured film. Hence, we believe that cell differentiation can be evaluated using an ultrasonic microscope.

  16. Cone signals for spectacle-lens compensation: differential responses to short and long wavelengths.

    PubMed

    Rucker, Frances J; Wallman, Josh

    2008-09-01

    Chick eyes compensate for defocus imposed by spectacle lenses by making compensatory changes in eye length and choroidal thickness, a laboratory model of emmetropization. To investigate the roles of longitudinal chromatic aberration and of chromatic mechanisms in emmetropization, we examined the participation of different cone classes, and we compared the efficacy of lens compensation under monochromatic illumination with that under white light of the same illuminance to the chick eye. Chicks wore positive or negative 6D or 8D lenses on one eye for 3 days, under either blue (460 nm) or red (620 nm) light at 0.67 lux or under white light at 0.67 or 0.2 lux (all measures are corrected for chick photopic sensitivity). The illumination conditions were chosen to differentially stimulate either the short-wavelength and ultraviolet cones or the long-wavelength and double cones. Measurements are expressed as the relative change: the inter-ocular difference in the amount of change over the 3 days of lens wear. We find that under this low illumination the two components of lens compensation were differentially affected by the monochromatic illumination: in blue light lens compensation was mainly due to changes in eye length, whereas in red light lens compensation was mainly due to changes in choroidal thickness. In general, white light produced better lens compensation than monochromatic illumination. NEGATIVE LENSES: Under white light negative lenses caused an increase in eye length (60 microm) together with a decrease in choroidal thickness (-51 microm) relative to the fellow eye. Under blue light, although there was an increase in eye length (32 microm), there was no change in choroidal thickness (5 microm). In contrast, under red light there was a decrease in choroidal thickness (-62 microm) but no increase in eye length (8 microm). Relative ocular elongation was the same in white and monochromatic light. POSITIVE LENSES: Under white light positive lenses caused a decrease in eye length (-142 microm) together with an increase in choroidal thickness (68 microm) relative to the fellow eye. Under blue light, there was a decrease in eye length (-64 microm), but no change in choroidal thickness (2 microm). In contrast, under red light there was an increase (90 microm) in choroidal thickness but less of a decrease (-36 microm) in eye length. Lens compensation by inhibition of ocular elongation was less effective under monochromatic illumination than under white light (white v red: p=0.003; white v blue p=.014). The differential effects of red and blue light on the choroidal and ocular length compensatory responses suggest that they are driven by different proportions of the cone-types, implying that, although chromatic contrast is not essential for lens compensation and presumably for emmetropization as well, the retinal substrates exist for utilizing chromatic contrast in these compensatory responses. The generally better lens compensation in white than monochromatic illumination suggests that longitudinal chromatic aberration may be used in lens compensation.

  17. COMPENSATIONAL THREE-WAVELENGTH DIFFERENTIAL-ABSORPTION LIDAR TECHNIQUE FOR REDUCING THE INFLUENCE OF DIFFERENTIAL SCATTERING ON OZONE-CONCENTRATION MEASUREMENTS.

    EPA Science Inventory

    A three-wavelength differential-absorption lidar (DIAL) technique for the UV spectral region is presented that reduces the influence of aerosol differential scattering on measured O3-concentration profiles. The principal advantage of this approach is that, to a good first approxi...

  18. Nursing home work practices and nursing assistants' job satisfaction.

    PubMed

    Bishop, Christine E; Squillace, Marie R; Meagher, Jennifer; Anderson, Wayne L; Wiener, Joshua M

    2009-10-01

    To estimate the impact of nursing home work practices, specifically compensation and working conditions, on job satisfaction of nursing assistants employed in nursing homes. Data are from the 2004 National Nursing Assistant Survey, responses by the nursing assistants' employers to the 2004 National Nursing Home Survey, and county-level data from the Area Resource File. Multinomial logistic regression was used to estimate effects of compensation and working conditions on nursing assistants' overall job satisfaction, controlling for personal characteristics and local labor market characteristics. Wages, benefits, and job demands, measured by the ratio of nursing assistant hours per resident day, were associated with job satisfaction. Consistent with previous studies, job satisfaction was greater when nursing assistants felt respected and valued by their employers and had good relationships with supervisors. Nursing assistants were more satisfied when they had enough time to complete their work, when their work was challenging, when they were not subject to mandatory overtime, and where food was not delivered to residents on trays. This is the first investigation of nursing assistant job satisfaction using a nationally representative sample of nursing assistants matched to information about their employing nursing homes. The findings corroborate results of previous studies in showing that compensation and working conditions that provide respect, good relationships with supervisors, and better staffing levels are important to nursing assistant job satisfaction.

  19. Equalizer tap length requirement for mode group delay-compensated fiber link with weakly random mode coupling.

    PubMed

    Bai, Neng; Li, Guifang

    2014-02-24

    The equalizer tap length requirement is investigated analytically and numerically for differential modal group delay (DMGD) compensated fiber link with weakly random mode coupling. Each span of the DMGD compensated link comprises multiple pairs of fibers which have opposite signs of DMGD. The result reveals that under weak random mode coupling, the required tap length of the equalizer is proportional to modal group delay of a single DMGD compensated pair, instead of the total modal group delay (MGD) of the entire link. By using small DMGD compensation step sizes, the required tap length (RTL) can be potentially reduced by 2 orders of magnitude.

  20. Rapid measurement and compensation method of eccentricity in automatic profile measurement of the ICF capsule.

    PubMed

    Li, Shaobai; Wang, Yun; Wang, Qi; Ma, Xianxian; Wang, Longxiao; Zhao, Weiqian; Zhang, Xusheng

    2018-05-10

    In this paper, we propose a new measurement and compensation method for the eccentricity of the inertial confinement fusion (ICF) capsule, which combines computer vision and the laser differential confocal method to align the capsule in rotation measurement. This technique measures the eccentricity of the capsule by obtaining the sub-pixel profile with a moment-based algorithm, then performs the preliminary alignment by the two-dimensional adjustment. Next, we use the laser differential confocal sensor to measure the height data of the equatorial surface of the capsule by turning it around, then obtain and compensate the remaining eccentricity ultimately. This method is a non-contact, automatic, rapid, high-precision measurement and compensation technique of eccentricity for the capsule. Theoretical analyses and preliminary experiments indicate that the maximum measurement range of eccentricity of this proposed method is 1.8 mm for the capsule with a diameter of 1 mm, and it could eliminate the eccentricity to less than 0.5 μm in 30 s.

  1. Dosage compensation, the origin and the afterlife of sex chromosomes.

    PubMed

    Larsson, Jan; Meller, Victoria H

    2006-01-01

    Over the past 100 years Drosophila has been developed into an outstanding model system for the study of evolutionary processes. A fascinating aspect of evolution is the differentiation of sex chromosomes. Organisms with highly differentiated sex chromosomes, such as the mammalian X and Y, must compensate for the imbalance in gene dosage that this creates. The need to adjust the expression of sex-linked genes is a potent force driving the rise of regulatory mechanisms that act on an entire chromosome. This review will contrast the process of dosage compensation in Drosophila with the divergent strategies adopted by other model organisms. While the machinery of sex chromosome compensation is different in each instance, all share the ability to direct chromatin modifications to an entire chromosome. This review will also explore the idea that chromosome-targeting systems are sometimes adapted for other purposes. This appears the likely source of a chromosome-wide targeting system displayed by the Drosophila fourth chromosome.

  2. 29 CFR 1620.22 - Employment cost not a “factor other than sex.”

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 4 2012-07-01 2012-07-01 false Employment cost not a âfactor other than sex.â 1620.22... THE EQUAL PAY ACT § 1620.22 Employment cost not a “factor other than sex.” A wage differential based on claimed differences between the average cost of employing workers of one sex as a group and the...

  3. 29 CFR 1620.22 - Employment cost not a “factor other than sex.”

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 4 2013-07-01 2013-07-01 false Employment cost not a âfactor other than sex.â 1620.22... THE EQUAL PAY ACT § 1620.22 Employment cost not a “factor other than sex.” A wage differential based on claimed differences between the average cost of employing workers of one sex as a group and the...

  4. 29 CFR 1620.22 - Employment cost not a “factor other than sex.”

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 4 2011-07-01 2011-07-01 false Employment cost not a âfactor other than sex.â 1620.22... THE EQUAL PAY ACT § 1620.22 Employment cost not a “factor other than sex.” A wage differential based on claimed differences between the average cost of employing workers of one sex as a group and the...

  5. 29 CFR 1620.22 - Employment cost not a “factor other than sex.”

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 4 2014-07-01 2014-07-01 false Employment cost not a âfactor other than sex.â 1620.22... THE EQUAL PAY ACT § 1620.22 Employment cost not a “factor other than sex.” A wage differential based on claimed differences between the average cost of employing workers of one sex as a group and the...

  6. 29 CFR 1620.22 - Employment cost not a “factor other than sex.”

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Employment cost not a âfactor other than sex.â 1620.22... THE EQUAL PAY ACT § 1620.22 Employment cost not a “factor other than sex.” A wage differential based on claimed differences between the average cost of employing workers of one sex as a group and the...

  7. The Persistent Gap: Understanding Male-Female Salary Differentials amongst Canadian Academic Staff. CAUT Equity Review. Number 5

    ERIC Educational Resources Information Center

    Canadian Association of University Teachers, 2011

    2011-01-01

    There has been a long-standing concern amongst policymakers, economists, and trade unions over the persistent earnings gap between men and women in the Canadian labour market. Although this gap has narrowed over time, women's average hourly wages still remain about 16% lower than that earned by men. The reasons for this inequality in male and…

  8. The socio-economic distribution of health-related occupational stressors among wage-earners in a Post-Fordist labour market

    PubMed Central

    2010-01-01

    Unequal exposure to occupational stressors is a central pathway towards socio-economic health inequalities in working populations. This paper assesses the differential exposure of such stressors within the population of Flemish wage-earners. Our focus is on differences in gender, age, skill levels, occupational and social class positions. Method The analyses are based on the "Flemish Quality of Labour Monitor 2004" (Vlaamse Werkbaarheidsmonitor 2004), a cross-sectional representative sample (N = 11,099) of 16- to 65-year-old wage-earners, living in Flanders. The investigated health-related working conditions are: high quantitative, emotional and physical demands, frequent repetitive movements, atypical work schedules, frequent overtime work and schedule changes, low job autonomy, task variation and superior-support, high job insecurity and exposure to bullying. The distribution of the working conditions is assessed by means of standard logistic regression analyses. Also gender specific analyses are performed. Results At least two clusters of health-related occupational stressors can be identified. On the one hand, high physical demands, atypical schedules, low control over the work environment and high job insecurity are more common in manual, unskilled and subordinate workers. On the other hand, high quantitative and emotional demands, as well as schedule unpredictability are characteristic of higher skilled, professional and managerial employees. Conclusion Since little empirical information on the socio-economic distribution of various health-related occupational stressors is available for Flanders, our results are important for obtaining more insight into the pathways linking occupational health risks to socio-economic health inequalities in the Flemish wage-earning population.

  9. 5 CFR 532.261 - Special wage schedules for leader and supervisory schedules for leader and supervisory wage...

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... supervisory schedules for leader and supervisory wage employees in the Puerto Rico wage area. 532.261 Section... schedules for leader and supervisory wage employees in the Puerto Rico wage area. (a) The Department of... the Puerto Rico wage area. (c) The step 2 rate for the supervisory wage schedule shall be: (1) For...

  10. 5 CFR 532.261 - Special wage schedules for leader and supervisory schedules for leader and supervisory wage...

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... supervisory schedules for leader and supervisory wage employees in the Puerto Rico wage area. 532.261 Section... schedules for leader and supervisory wage employees in the Puerto Rico wage area. (a) The Department of... the Puerto Rico wage area. (c) The step 2 rate for the supervisory wage schedule shall be: (1) For...

  11. 5 CFR 532.261 - Special wage schedules for leader and supervisory schedules for leader and supervisory wage...

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... supervisory schedules for leader and supervisory wage employees in the Puerto Rico wage area. 532.261 Section... schedules for leader and supervisory wage employees in the Puerto Rico wage area. (a) The Department of... the Puerto Rico wage area. (c) The step 2 rate for the supervisory wage schedule shall be: (1) For...

  12. 5 CFR 532.261 - Special wage schedules for leader and supervisory schedules for leader and supervisory wage...

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... supervisory schedules for leader and supervisory wage employees in the Puerto Rico wage area. 532.261 Section... schedules for leader and supervisory wage employees in the Puerto Rico wage area. (a) The Department of... the Puerto Rico wage area. (c) The step 2 rate for the supervisory wage schedule shall be: (1) For...

  13. 5 CFR 532.261 - Special wage schedules for leader and supervisory schedules for leader and supervisory wage...

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... supervisory schedules for leader and supervisory wage employees in the Puerto Rico wage area. 532.261 Section... schedules for leader and supervisory wage employees in the Puerto Rico wage area. (a) The Department of... the Puerto Rico wage area. (c) The step 2 rate for the supervisory wage schedule shall be: (1) For...

  14. Adaptive Failure Compensation for Aircraft Tracking Control Using Engine Differential Based Model

    NASA Technical Reports Server (NTRS)

    Liu, Yu; Tang, Xidong; Tao, Gang; Joshi, Suresh M.

    2006-01-01

    An aircraft model that incorporates independently adjustable engine throttles and ailerons is employed to develop an adaptive control scheme in the presence of actuator failures. This model captures the key features of aircraft flight dynamics when in the engine differential mode. Based on this model an adaptive feedback control scheme for asymptotic state tracking is developed and applied to a transport aircraft model in the presence of two types of failures during operation, rudder failure and aileron failure. Simulation results are presented to demonstrate the adaptive failure compensation scheme.

  15. Solenoid Valve With Self-Compensation

    NASA Technical Reports Server (NTRS)

    Woeller, Fritz H.; Matsumoto, Yutaka

    1987-01-01

    New solenoid-operated miniature shutoff valve provides self-compensation of differential pressure forces that cause jamming or insufficient valve closure as in single-seal valves. Dual-seal valve is bidirectional. Valve simultaneously seals both inlet and outlet tubes by pressing single disk of silicone rubber against ends of both.

  16. 20 CFR 404.1247 - When to report wages-for wages paid prior to 1987.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false When to report wages-for wages paid prior to... Report Wages and Contributions-for Wages Paid Prior to 1987 § 404.1247 When to report wages—for wages paid prior to 1987. A State shall report wages for the calendar year in which they were actually paid...

  17. 75 FR 37457 - Maintenance Wage Rate Wage Recommendation and Maintenance Wage Survey; Report of Additional...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-06-29

    ... DEPARTMENT OF HOUSING AND URBAN DEVELOPMENT [Docket No. FR-5376-N-54] Maintenance Wage Rate Wage Recommendation and Maintenance Wage Survey; Report of Additional Classification and Wage Rate AGENCY: Office of... requirement described below has been submitted to the Office of Management and Budget (OMB) for review, as...

  18. 75 FR 4099 - Maintenance Wage Rate Wage Recommendation and Maintenance Wage Survey; Report of Additional...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-01-26

    ... DEPARTMENT OF HOUSING AND URBAN DEVELOPMENT [Docket No. FR-5376-N-06] Maintenance Wage Rate Wage Recommendation and Maintenance Wage Survey; Report of Additional Classification and Wage Rate AGENCY: Office of... requirement described below has been submitted to the Office of Management and Budget (OMB) for review, as...

  19. New low-level a-c amplifier provides adjustable noise cancellation and automatic temperature compensation

    NASA Technical Reports Server (NTRS)

    Smith, J. R., Jr.

    1964-01-01

    Circuit utilizing a transistorized differential amplifier is developed for biomedical use. This low voltage operating circuit provides adjustable cancellation at the input for unbalanced noise signals, and automatic temperature compensation is accomplished by a single active element across the input-output ends.

  20. Compensated for Life: Sex Work and Disease Risk

    ERIC Educational Resources Information Center

    Arunachalam, Raj; Shah, Manisha

    2013-01-01

    Sex workers draw a premium for engaging in unprotected sex. We theoretically motivate a test of whether this premium represents a compensating differential for disease, thereby mitigating sex workers' propensity to use condoms. Using transaction-level data and biological STI markers from sex workers in Ecuador, we exploit within-worker variation…

  1. Administrative Compensation: A Preliminary Investigation of the Male/Female Salary Differential.

    ERIC Educational Resources Information Center

    Pounder, Diana

    This paper examines typical explanations offered for the existence of an "earnings gap" between male and female educational administrators, evaluates the relevance of these explanations, and proposes and tests a model process for detecting gender bias in the compensation of school administrators. Common explanations for male/female wage…

  2. PMD compensation in fiber-optic communication systems with direct detection using LDPC-coded OFDM.

    PubMed

    Djordjevic, Ivan B

    2007-04-02

    The possibility of polarization-mode dispersion (PMD) compensation in fiber-optic communication systems with direct detection using a simple channel estimation technique and low-density parity-check (LDPC)-coded orthogonal frequency division multiplexing (OFDM) is demonstrated. It is shown that even for differential group delay (DGD) of 4/BW (BW is the OFDM signal bandwidth), the degradation due to the first-order PMD can be completely compensated for. Two classes of LDPC codes designed based on two different combinatorial objects (difference systems and product of combinatorial designs) suitable for use in PMD compensation are introduced.

  3. Evolution of vertebrate sex chromosomes and dosage compensation.

    PubMed

    Graves, Jennifer A Marshall

    2016-01-01

    Differentiated sex chromosomes in mammals and other vertebrates evolved independently but in strikingly similar ways. Vertebrates with differentiated sex chromosomes share the problems of the unequal expression of the genes borne on sex chromosomes, both between the sexes and with respect to autosomes. Dosage compensation of genes on sex chromosomes is surprisingly variable - and can even be absent - in different vertebrate groups. Systems that compensate for different gene dosages include a wide range of global, regional and gene-by-gene processes that differ in their extent and their molecular mechanisms. However, many elements of these control systems are similar across distant phylogenetic divisions and show parallels to other gene silencing systems. These dosage systems cannot be identical by descent but were probably constructed from elements of ancient silencing mechanisms that are ubiquitous among vertebrates and shared throughout eukaryotes.

  4. NAFTA and the Mexican Economy

    DTIC Science & Technology

    2008-11-04

    Paper, GDP Growth, Potential Output, and Output Gaps in Mexico, by Ebrima Faal, May 2005. 12 EIU, Country Reports: Mexico, various years. 13 EIU...positive overall effect on the Mexican economy, narrowing the U.S.-Mexico gap in prices of goods and services and the differential in real wages...improve economic conditions in Mexico and narrow the income gap between Mexico and the United States. Studies that have addressed the issue of

  5. JPRS Report, East Europe.

    DTIC Science & Technology

    1990-12-27

    of the country as a whole : prohibiting strikes by law; wage differentials not to exceed 300 percent; wid- ening the scope of the rationing system...prestige. As a matter of ultimate recourse, the member- ship of such states in the Council of Europe may be suspended or discontinued based on...principles with the whole of the interna- tional legal system, and if necessary, to change certain legal provisions. As far as human rights are concerned

  6. 20 CFR 404.1041 - Wages.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ...' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1041 Wages. (a) The term wages means remuneration paid to you as an employee for employment unless specifically excluded. Wages are...

  7. 20 CFR 404.1041 - Wages.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ...' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1041 Wages. (a) The term wages means remuneration paid to you as an employee for employment unless specifically excluded. Wages are...

  8. 20 CFR 404.1041 - Wages.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ...' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1041 Wages. (a) The term wages means remuneration paid to you as an employee for employment unless specifically excluded. Wages are...

  9. 20 CFR 404.1041 - Wages.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ...' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1041 Wages. (a) The term wages means remuneration paid to you as an employee for employment unless specifically excluded. Wages are...

  10. 20 CFR 404.1041 - Wages.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ...' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1041 Wages. (a) The term wages means remuneration paid to you as an employee for employment unless specifically excluded. Wages are...

  11. 29 CFR 520.409 - When will authority to pay apprentices special minimum wages become effective and what is the...

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... wages become effective and what is the special minimum wage rate? 520.409 Section 520.409 Labor... apprentices special minimum wages become effective and what is the special minimum wage rate? (a) An... Division. (b) The wage rate specified by the apprenticeship program becomes the special minimum wage rate...

  12. 29 CFR 779.17 - Wage and wage payments to tipped employees.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... ACT AS APPLIED TO RETAILERS OF GOODS OR SERVICES General Some Basic Definitions § 779.17 Wage and wage... per centum of the applicable minimum wage rate, except that in the case of an employee who (either... 29 Labor 3 2010-07-01 2010-07-01 false Wage and wage payments to tipped employees. 779.17 Section...

  13. The Effect of Minimum Wages on Youth Employment in Canada: A Panel Study.

    ERIC Educational Resources Information Center

    Yuen, Terence

    2003-01-01

    Canadian panel data 1988-90 were used to compare estimates of minimum-wage effects based on a low-wage/high-worker sample and a low-wage-only sample. Minimum-wage effect for the latter is nearly zero. Different results for low-wage subgroups suggest a significant effect for those with longer low-wage histories. (Contains 26 references.) (SK)

  14. THE AMERICAN HIGH SCHOOL GRADUATION RATE: TRENDS AND LEVELS.

    PubMed

    Heckman, James J; Lafontaine, Paul A

    2010-05-01

    This paper applies a unified methodology to multiple data sets to estimate both the levels and trends in U.S. high school graduation rates. We establish that (a) the true rate is substantially lower than widely used measures; (b) it peaked in the early 1970s; (c) majority/minority differentials are substantial and have not converged for 35 years; (d) lower post-1970 rates are not solely due to increasing immigrant and minority populations; (e) our findings explain part of the slowdown in college attendance and rising college wage premiums; and (f) widening graduation differentials by gender help explain increasing male-female college attendance gaps.

  15. THE AMERICAN HIGH SCHOOL GRADUATION RATE: TRENDS AND LEVELS*

    PubMed Central

    Heckman, James J.; LaFontaine, Paul A.

    2009-01-01

    This paper applies a unified methodology to multiple data sets to estimate both the levels and trends in U.S. high school graduation rates. We establish that (a) the true rate is substantially lower than widely used measures; (b) it peaked in the early 1970s; (c) majority/minority differentials are substantial and have not converged for 35 years; (d) lower post-1970 rates are not solely due to increasing immigrant and minority populations; (e) our findings explain part of the slowdown in college attendance and rising college wage premiums; and (f) widening graduation differentials by gender help explain increasing male-female college attendance gaps. PMID:20625528

  16. Human Capital Investment and the Gender Division of Labor in a Brawn-Based Economy

    PubMed Central

    Pitt, Mark M.; Rosenzweig, Mark R.; Hassan, Nazmul

    2013-01-01

    We use a model of human capital investment and activity choice to explain facts describing gender differentials in the levels and returns to human capital investments. These include the higher return to and level of schooling, the small effect of healthiness on wages, and the large effect of healthiness on schooling for females relative to males. The model incorporates gender differences in the level and responsiveness of brawn to nutrition in a Roy-economy setting in which activities reward skill and brawn differentially. Empirical evidence from rural Bangladesh provides support for the model and the importance of the distribution of brawn. PMID:25152536

  17. 48 CFR 22.404 - Davis-Bacon Act wage determinations.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 48 Federal Acquisition Regulations System 1 2010-10-01 2010-10-01 false Davis-Bacon Act wage... Involving Construction 22.404 Davis-Bacon Act wage determinations. The Department of Labor is responsible for issuing wage determinations reflecting prevailing wages, including fringe benefits. The wage...

  18. Can money heal all wounds? Social exchange norm modulates the preference for monetary versus social compensation.

    PubMed

    Cao, Yulong; Yu, Hongbo; Wu, Yanhong; Zhou, Xiaolin

    2015-01-01

    Compensation is a kind of pro-social behavior that can restore a social relationship jeopardized by interpersonal transgression. The effectiveness of a certain compensation strategy (e.g., repaying money, sharing loss, etc.) may vary as a function of the social norm/relationship. Previous studies have shown that two types of norms (or relationships), monetary/exchange and social/communal, differentially characterize people's appraisal of and response to social exchanges. In this study, we investigated how individual differences in preference for these norms affect individuals' perception of others' as well as the selection of their own reciprocal behaviors. In a two-phase experiment with interpersonal transgression, we asked the participant to perform a dot-estimation task with two partners who occasionally and unintentionally inflicted noise stimulation upon the participant (first phase). As compensation one partner gave money to the participant 80% of the time (the monetary partner) and the other bore the noise for the participant 80% of the time (the social partner). Results showed that the individuals' preference for compensation (repaying money versus bearing noise) affected their relationship (exchange versus communal) with the partners adopting different compensation strategies: participants tended to form communal relationships and felt closer to the partner whose compensation strategy matched their own preference. The participants could be differentiated into a social group, who tended to form communal relationship with the social partner, and a monetary group, who tended to form communal relationship with the monetary partner. In the second phase of the experiment, when the participants became transgressors and were asked to compensate for their transgression with money, the social group offered more compensation to the social partners than to the monetary partners, while the monetary group compensated less than the social group in general and showed no difference in their offers to the monetary and social partners. These findings demonstrate that the effectiveness of compensation varies as a function of individuals' preference for communal versus monetary norm and that monetary compensation alone does not heal all wounds.

  19. Can money heal all wounds? Social exchange norm modulates the preference for monetary versus social compensation

    PubMed Central

    Cao, Yulong; Yu, Hongbo; Wu, Yanhong; Zhou, Xiaolin

    2015-01-01

    Compensation is a kind of pro-social behavior that can restore a social relationship jeopardized by interpersonal transgression. The effectiveness of a certain compensation strategy (e.g., repaying money, sharing loss, etc.) may vary as a function of the social norm/relationship. Previous studies have shown that two types of norms (or relationships), monetary/exchange and social/communal, differentially characterize people’s appraisal of and response to social exchanges. In this study, we investigated how individual differences in preference for these norms affect individuals’ perception of others’ as well as the selection of their own reciprocal behaviors. In a two-phase experiment with interpersonal transgression, we asked the participant to perform a dot-estimation task with two partners who occasionally and unintentionally inflicted noise stimulation upon the participant (first phase). As compensation one partner gave money to the participant 80% of the time (the monetary partner) and the other bore the noise for the participant 80% of the time (the social partner). Results showed that the individuals’ preference for compensation (repaying money versus bearing noise) affected their relationship (exchange versus communal) with the partners adopting different compensation strategies: participants tended to form communal relationships and felt closer to the partner whose compensation strategy matched their own preference. The participants could be differentiated into a social group, who tended to form communal relationship with the social partner, and a monetary group, who tended to form communal relationship with the monetary partner. In the second phase of the experiment, when the participants became transgressors and were asked to compensate for their transgression with money, the social group offered more compensation to the social partners than to the monetary partners, while the monetary group compensated less than the social group in general and showed no difference in their offers to the monetary and social partners. These findings demonstrate that the effectiveness of compensation varies as a function of individuals’ preference for communal versus monetary norm and that monetary compensation alone does not heal all wounds. PMID:26441783

  20. Wage Leadership in Construction.

    DTIC Science & Technology

    1981-01-01

    LEADERSHIP IN CONSTRUCTION Wage leadership is the theory that wage increases in one sector lead to imitative increases elsewhere. In this paper we...test this theory in a large industry where wage leadership is supposed to be dominant- construction. Alternate theories of wage determination (excess...demand, real wage bargaining) are also tested, along with %he efficacy of the 1971-73 wagecotls BACKGROUND The theory of wage leadership is an important

  1. A living wage for research subjects.

    PubMed

    Phillips, Trisha B

    2011-01-01

    Offering cash payments to research subjects is a common recruiting method, but this practice continues to be controversial because of its potential to compromise the protection of human subjects. Federal regulations and guidelines currently allow researchers to pay subjects for participation, but they say very little about how much researchers can pay their subjects. This paper argues that the federal regulations and guidelines should implement a standard payment formula. It argues for a wage payment model, and critically examines three candidates for a base wage: the nonfarm production wage, the FLSA minimum wage, and a living wage. After showing that the nonfarm production wage is too high to satisfy ethical criteria, and the minimum wage is too low, this paper concludes that the wage payment model with a base wage equivalent to a living wage is the best candidate for a standard payment formula in human subjects research. © 2011 American Society of Law, Medicine & Ethics, Inc.

  2. 5 CFR 551.311 - Subminimum wage.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... FAIR LABOR STANDARDS ACT Minimum Wage Provisions Subminimum Wage § 551.311 Subminimum wage. An agency... minimum wage specified in section 6(a)(1) of the Act. [45 FR 85664, Dec. 30, 1980] ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Subminimum wage. 551.311 Section 551.311...

  3. Low-Wage Counties Face Locational Disadvantages.

    ERIC Educational Resources Information Center

    Gibbs, Robert; Cromartie, John B.

    2000-01-01

    Small populations and remoteness are the most salient features of low-wage counties. These locational attributes coincide with fewer high-wage jobs, yet low wages within industries define low-wage counties more than industry composition. Although adults in low-wage counties have less education and labor force participation overall, the role played…

  4. Exploring trends and determinants of pharmacist wage rates: evidence from the 2000 and 2004 National Pharmacist Workforce Survey.

    PubMed

    Mott, David A; Cline, Richard R; Kreling, David H; Pedersen, Craig A; Doucette, William R; Gaither, Caroline A; Schommer, Jon C

    2008-01-01

    To examine pharmacists' hourly wage rates, growth rates in pharmacists' wage rates, and factors associated with pharmacists' wage rates in 2000 and 2004. Descriptive, non-experimental, cross-sectional study. United States. 1,644 and 1,129 pharmacists from the 2000 and 2004 National Pharmacist Workforce Survey, respectively. Secondary data from surveys of pharmacists were analyzed. Pharmacists' wage rates in 2000 and 2004 and growth rates in wage rates between 2000 and 2004. Wage rates for pharmacists, expressed in 2004 dollars, increased 4.9% per year between 2000 and 2004, suggesting real wage growth for pharmacists. In 2004, wage rates for pharmacists working part-time were $1.56 (3.4%) less than wages for pharmacists working full-time. In 2004, pharmacists who reported spending higher amounts of time in patient care activities earned significantly lower wages. In 2000 and 2004, wage rates were significantly less in independently owned pharmacies compared with all other practice settings. In 2004, women pharmacists earned significantly less per hour (4.9%) compared with men pharmacists. Pharmacists experienced real wage growth between 2000 and 2004, which reflects the excess demand for pharmacists. The location of pharmacists' employment and the tasks performed by pharmacists in their jobs affect wage rates.

  5. The effect of unions on the distribution of wages of hospital-employed registered nurses in the United States.

    PubMed

    Spetz, Joanne; Ash, Michael; Konstantinidis, Charalampos; Herrera, Carolina

    2011-01-01

    We estimate the impact of unionisation on the wage structure of hospital-employed registered nurses in the USA. We examine whether unions have an effect on wage differences associated with race, gender, immigration status, education and experience, as well as whether there is less unexplained wage variation among unionised nurses. In the past decade, there has been resurgence in union activity in the health care industry in the USA, particularly in hospitals. Numerous studies have found that unions are associated with higher wages. Unions may also affect the structure of wages paid to workers, by compressing the wage structure and reducing unexplained variation in wages. Cross-sectional analysis of pooled secondary data from the United States Current Population Survey, 2003-2006. Multivariate regression analysis of factors that predict wages, with models derived from labour economics. There are no wage differences associated with gender, race or immigration status among unionised nurses, but there are wage penalties for black and immigrant nurses in the non-union sector. For the most part, the pay structures of the union and non-union sectors do not significantly differ. The wage penalty associated with diploma education for non-union nurses disappears among unionised nurses. Unionised nurses receive a lower return to experience, although the difference is not statistically significant. There is no evidence that unexplained variation in wages is lower among unionised nurses. While in theory unions may rationalise wage-setting and reduce wage dispersion, we found no evidence to support this hypothesis. The primary effect of hospital unions is to raise wages. Unionisation does not appear to have other important wage effects among hospital-employed nurses. © 2010 Blackwell Publishing Ltd.

  6. Seattle's minimum wage ordinance did not affect supermarket food prices by food processing category.

    PubMed

    Spoden, Amanda L; Buszkiewicz, James H; Drewnowski, Adam; Long, Mark C; Otten, Jennifer J

    2018-06-01

    To examine the impacts of Seattle's minimum wage ordinance on food prices by food processing category. Supermarket food prices were collected for 106 items using a University of Washington Center for Public Health Nutrition market basket at affected and unaffected supermarket chain stores at three times: March 2015 (1-month pre-policy enactment), May 2015 (1-month post-policy enactment) and May 2016 (1-year post-policy enactment). Food items were categorized into four food processing groups, from minimally to ultra-processed. Data were analysed across time using a multilevel, linear difference-in-differences model at the store and price level stratified by level of food processing. Six large supermarket chain stores located in Seattle ('intervention') affected by the policy and six same-chain but unaffected stores in King County ('control'), Washington, USA. One hundred and six food and beverage items. The largest change in average price by food item was +$US 0·53 for 'processed foods' in King County between 1-month post-policy and 1-year post-policy enactment (P < 0·01). The smallest change was $US 0·00 for 'unprocessed or minimally processed foods' in Seattle between 1-month post-policy and 1-year post-policy enactment (P = 0·94). No significant changes in averaged chain prices were observed across food processing level strata in Seattle v. King County stores at 1-month or 1-year post-policy enactment. Supermarket food prices do not appear to be differentially impacted by Seattle's minimum wage ordinance by level of the food's processing. These results suggest that the early implementation of a city-level minimum wage policy does not alter supermarket food prices by level of food processing.

  7. Improved Differential Ion Mobility Separations Using Linked Scans of Carrier Gas Composition and Compensation Field

    NASA Astrophysics Data System (ADS)

    Santiago, Brandon G.; Harris, Rachel A.; Isenberg, Samantha L.; Ridgeway, Mark E.; Pilo, Alice L.; Kaplan, Desmond A.; Glish, Gary L.

    2015-07-01

    Differential ion mobility spectrometry (DIMS) separates ions based on differences in their mobilities in low and high electric fields. When coupled to mass spectrometric analyses, DIMS has the ability to improve signal-to-background by eliminating isobaric and isomeric compounds for analytes in complex mixtures. DIMS separation power, often measured by resolution and peak capacity, can be improved through increasing the fraction of helium in the nitrogen carrier gas. However, because the mobility of ions is higher in helium, a greater number of ions collide with the DIMS electrodes or housing, yielding losses in signal intensity. To take advantage of the benefits of helium addition on DIMS separations and reduce ion losses, linked scans were developed. In a linked scan the helium content of the carrier gas is reduced as the compensation field is increased. Linked scans were compared with conventional compensation field scans with constant helium content for the protein ubiquitin and a tryptic digest of bovine serum albumin (BSA). Linked scans yield better separation of ubiquitin charge states and enhanced peak capacities for the analysis of BSA compared with compensation field scans with constant helium carrier gas percentages. Linked scans also offer improved signal intensity retention in comparison to compensation field scans with constant helium percentages in the carrier gas.

  8. 5 CFR 532.247 - Wage change surveys.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Wage change surveys. 532.247 Section 532... SYSTEMS Prevailing Rate Determinations § 532.247 Wage change surveys. (a) Wage change surveys shall be conducted in each wage area in years during which full-scale wage surveys are not conducted. (b) Data shall...

  9. 5 CFR 532.247 - Wage change surveys.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false Wage change surveys. 532.247 Section 532... SYSTEMS Prevailing Rate Determinations § 532.247 Wage change surveys. (a) Wage change surveys shall be conducted in each wage area in years during which full-scale wage surveys are not conducted. (b) Data shall...

  10. 5 CFR 532.247 - Wage change surveys.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 5 Administrative Personnel 1 2012-01-01 2012-01-01 false Wage change surveys. 532.247 Section 532... SYSTEMS Prevailing Rate Determinations § 532.247 Wage change surveys. (a) Wage change surveys shall be conducted in each wage area in years during which full-scale wage surveys are not conducted. (b) Data shall...

  11. 5 CFR 532.247 - Wage change surveys.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Wage change surveys. 532.247 Section 532... SYSTEMS Prevailing Rate Determinations § 532.247 Wage change surveys. (a) Wage change surveys shall be conducted in each wage area in years during which full-scale wage surveys are not conducted. (b) Data shall...

  12. 76 FR 31785 - Prevailing Rate Systems; Abolishment of Cumberland, ME, as a Nonappropriated Fund Federal Wage...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-06-02

    ... of Cumberland, ME, as a Nonappropriated Fund Federal Wage System Wage Area AGENCY: U.S. Office of... (NAF) Federal Wage System (FWS) wage area and redefine Cumberland, Kennebec, and Penobscot Counties, ME, to the York, ME, NAF wage area. Aroostook, Hancock, Knox, Sagadahoc, and Washington Counties, ME...

  13. 76 FR 70321 - Prevailing Rate Systems; Abolishment of Cumberland, ME, as a Nonappropriated Fund Federal Wage...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-11-14

    ... abolish the Cumberland, Maine, nonappropriated fund (NAF) Federal Wage System (FWS) wage area and redefine... closure of the Naval Air Station Brunswick left the Cumberland wage area without an activity having the... Cumberland, Maine, nonappropriated fund (NAF) Federal Wage System (FWS) wage area and redefine Cumberland...

  14. 5 CFR 551.301 - Minimum wage.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Minimum wage. 551.301 Section 551.301... FAIR LABOR STANDARDS ACT Minimum Wage Provisions Basic Provision § 551.301 Minimum wage. (a)(1) Except... employees wages at rates not less than the minimum wage specified in section 6(a)(1) of the Act for all...

  15. Minimum Wage Effects throughout the Wage Distribution

    ERIC Educational Resources Information Center

    Neumark, David; Schweitzer, Mark; Wascher, William

    2004-01-01

    This paper provides evidence on a wide set of margins along which labor markets can adjust in response to increases in the minimum wage, including wages, hours, employment, and ultimately labor income. Not surprisingly, the evidence indicates that low-wage workers are most strongly affected, while higher-wage workers are little affected. Workers…

  16. Quantile regression analysis of body mass and wages.

    PubMed

    Johar, Meliyanni; Katayama, Hajime

    2012-05-01

    Using the National Longitudinal Survey of Youth 1979, we explore the relationship between body mass and wages. We use quantile regression to provide a broad description of the relationship across the wage distribution. We also allow the relationship to vary by the degree of social skills involved in different jobs. Our results find that for female workers body mass and wages are negatively correlated at all points in their wage distribution. The strength of the relationship is larger at higher-wage levels. For male workers, the relationship is relatively constant across wage distribution but heterogeneous across ethnic groups. When controlling for the endogeneity of body mass, we find that additional body mass has a negative causal impact on the wages of white females earning more than the median wages and of white males around the median wages. Among these workers, the wage penalties are larger for those employed in jobs that require extensive social skills. These findings may suggest that labor markets reward white workers for good physical shape differently, depending on the level of wages and the type of job a worker has. Copyright © 2011 John Wiley & Sons, Ltd.

  17. Money for nothing? The net costs of medical training.

    PubMed

    Barros, Pedro P; Machado, Sara R

    2010-09-01

    One of the stages of medical training is the residency programme. Hosting institutions often claim compensation for the training provided. How much should this compensation be? According to our results, given the benefits arising from having residents among the house staff, no transfer (either tuition fee or subsidy) should be set to compensate the hosting institution for providing medical training. This paper quantifies the net costs of medical training, defined as the training costs over and above the wage paid. We jointly consider two effects. On the one hand, residents take extra time and resources from both the hosting institution and the supervisor. On the other hand, residents can be regarded as a less expensive substitute to nurses and/or graduate physicians, in the production of health care, both in primary care centres and hospitals. The net effect can be either positive or negative. We use the fact that residents, in Portugal, are centrally allocated to National Health Service hospitals to treat them as a fixed exogenous production factor. The data used comes from Portuguese hospitals and primary care centres. Cost function estimates point to a small negative marginal impact of residents on hospitals' (-0.02%) and primary care centres' (-0.9%) costs. Nonetheless, there is a positive relation between size and cost to the very large hospitals and primary care centres. Our approach to estimation of residents' costs controls for other teaching activities hospitals might have (namely undergraduate Medical Schools). Overall, the net costs of medical training appear to be quite small.

  18. A power compensated differential scanning calorimeter for protein stability characterization

    DOE PAGES

    Wang, Shuyu; Yu, Shifeng; Siedler, Michael; ...

    2017-10-07

    This study presented a power compensated MEMS differential scanning calorimeter (DSC) for protein stability characterization. In this microfabricated sensor, PDMS (Polydimethylsiloxane) and polyimide were used to construct the adiabatic chamber (1 μL) and temperature sensitive vanadium oxide was used as the thermistor material. A power compensation system was implemented to maintain the sample and reference at the same temperature. The resolution study and step response characterization indicated the high sensitivity (6 V/W) and low noise level (60 μk) of the device. The test with IgG1 antibody (mAb1) samples showed clear phase transitions and the data was confirmed to be reasonablemore » by comparing it with the results of commercial DSC’s test. Finally, this device used ~1uL sample amount and could complete the scanning process in 4 min, significantly increasing the throughput of the bimolecular thermodynamics study like drug formulation process.« less

  19. Wages, wage violations, and pesticide safety experienced by migrant farmworkers in North Carolina.

    PubMed

    Robinson, Erin; Nguyen, Ha T; Isom, Scott; Quandt, Sara A; Grzywacz, Joseph G; Chen, Haiying; Arcury, Thomas A

    2011-01-01

    Farmworkers have the potential to receive wages that fail to meet minimum wage standards. This analysis describes wages and minimum wage violations among farmworkers, and it determines associations of wage violations with personal characteristics and pesticide safety regulation violations. Data are from a cross-sectional survey of 300 eastern North Carolina farmworkers conducted in June through August, 2009. Most farmworkers (90.0%) were paid by the hour, but 11.7 percent received piece-rate pay. Wage violations were prevalent among farmworkers: 18.3 percent of all farmworkers, 45.3 percent of farmworkers without H-2A visas, and 3.6 percent of farmworkers with H-2A visas experienced wage violations. Most farmworkers experienced numerous pesticide safety violations. Personal characteristics were not associated with wage violations among farmworkers without H-2A visas, but some pesticide safety violations were associated with wage violations. The association of violations indicates that some growers generally violate regulations. Greater enforcement of all regulations is needed.

  20. WAGES, WAGE VIOLATIONS, AND PESTICIDE SAFETY EXPERIENCED BY MIGRANT FARMWORKERS IN NORTH CAROLINA*

    PubMed Central

    ROBINSON, ERIN; NGUYEN, HA T.; ISOM, SCOTT; QUANDT, SARA A.; GRZYWACZ, JOSEPH G.; CHEN, HAIYING; ARCURY, THOMAS A.

    2012-01-01

    Farmworkers have the potential to receive wages that fail to meet minimum wage standards. This analysis describes wages and minimum wage violations among farmworkers, and it determines associations of wage violations with personal characteristics and pesticide safety regulation violations. Data are from a cross-sectional survey of 300 eastern North Carolina farmworkers conducted in June through August, 2009. Most farmworkers (90.0%) were paid by the hour, but 11.7 percent received piece-rate pay. Wage violations were prevalent among farmworkers: 18.3 percent of all farmworkers, 45.3 percent of farmworkers without H-2A visas, and 3.6 percent of farmworkers with H-2A visas experienced wage violations. Most farmworkers experienced numerous pesticide safety violations. Personal characteristics were not associated with wage violations among farmworkers without H-2A visas, but some pesticide safety violations were associated with wage violations. The association of violations indicates that some growers generally violate regulations. Greater enforcement of all regulations is needed. PMID:21733804

  1. Promotion Opportunities of Minorities to the Controlled Grades in the Navy Nurse Corps

    DTIC Science & Technology

    1992-12-01

    and Smith, in their book Modern Labor Economics (1991), note two types of wage differential with different sources and, therefore, potentially...Role Strain," Health Services Research, Vol. 24, No. 5, December, 1989, p. 693-707. Ehrenberg, Ronald G., and Smith, Robert S., Modern Labor ... Economics : Theory and Public Policy, Fourth Edition, HarperCollins Publishers, New York, 1991. Felder, Emma, and Riesch, Susan, "The Status of Minority Nurses

  2. Rising above the Minimum Wage.

    ERIC Educational Resources Information Center

    Even, William; Macpherson, David

    An in-depth analysis was made of how quickly most people move up the wage scale from minimum wage, what factors influence their progress, and how minimum wage increases affect wage growth above the minimum. Very few workers remain at the minimum wage over the long run, according to this study of data drawn from the 1977-78 May Current Population…

  3. Period Effects, Cohort Effects, and the Narrowing Gender Wage Gap

    PubMed Central

    Campbell, Colin; Pearlman, Jessica

    2015-01-01

    Despite the abundance of sociological research on the gender wage gap, questions remain. In particular, the role of cohorts is under investigated. Using data from the Current Population Survey, we use Age-Period-Cohort analysis to uniquely estimate age, period, and cohort effects on the gender wage gap. The narrowing of the gender wage gap that occurred between 1975 and 2009 is largely due to cohort effects. Since the mid-1990s, the gender wage gap has continued to close absent of period effects. While gains in female wages contributed to declines in the gender wage gap for cohorts born before 1950, for later cohorts the narrowing of the gender wage gap is primarily a result of declines in male wages. PMID:24090861

  4. 17 CFR 143.9 - Administrative wage garnishment orders.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 17 Commodity and Securities Exchanges 1 2010-04-01 2010-04-01 false Administrative wage... JURISDICTION Administrative Wage Garnishment § 143.9 Administrative wage garnishment orders. Whenever an... administrative wage garnishment proceeding against a delinquent debtor. ...

  5. Effects on the medical revenue of comprehensive pricing reform in Chinese urban public hospitals after removing drug markups: case of Nanjing.

    PubMed

    Tang, Wenxi; Xie, Jing; Lu, Yijuan; Liu, Qizhi; Malone, Daniel; Ma, Aixia

    2018-04-01

    The State Council of China requires that all urban public hospitals must eliminate drug markups by September 2017, and that hospital drugs must be sold at the purchase price. Nanjing-one of the first provincial capital cities to implement the reform-is studied to evaluate the effects of the comprehensive reform on drug prices in public hospitals, and to explore differential compensation plans. Sixteen hospitals were selected, and financial data were collected over the 48-month period before the reform and for 12 months after the reform. An analysis was carried out using a simple linear interrupted time series model. The average difference ratio of drug surplus fell 13.39% after the reform, and the drug markups were basically eliminated. Revenue from medical services showed a net growth of 28.25%. The overall compensation received from government financial budget and medical service revenue growth was 103.69% for the loss from policy-permitted 15% markup sales, and 116.48% for the net loss. However, there were large differences in compensation levels at different hospitals, ranging from -21.92% to 413.74% by medical services revenue growth, causing the combined rate of both financial and service compensation to vary from 28.87-413.74%, There was a significant positive correlation between the services compensation rate and the proportion of medical service revenue (p < .001), and the compensation rate increased by 8% for every 1% increase in the proportion of services revenue. Nanjing's pricing and compensation reform has basically achieved the policy targets of eliminating the drug markups, promoting the growth of medical services revenue, and adjusting the structure of medical revenue. However, the growth rate of service revenue of hospitals varied significantly from one another. Nanjing's reform represents successful pricing and compensation reform in Chinese urban public hospitals. It is recommended that a differentiated and dynamic compensation plan should be established in accordance with the revenue structure of different hospitals.

  6. New Evidence against a Causal Marriage Wage Premium

    PubMed Central

    Killewald, Alexandra; Lundberg, Ian

    2017-01-01

    Recent research shows that men’s wages rise more rapidly than expected prior to marriage, but diverges on whether this indicates selection or a causal effect of anticipating marriage. We seek to adjudicate this debate by bringing together literatures on: (1) the male marriage wage premium, (2) selection into marriage based on men’s economic circumstances, and (3) the transition to adulthood, during which both union formation and unusually rapid improvements in work outcomes often occur. Using data from the NLSY79, we evaluate these perspectives. We show that wage declines predate rather than follow divorce, indicating no evidence that staying married benefits men’s wages. We find that older grooms experience no unusual wage patterns at marriage, suggesting that the observed marriage premium may simply reflect co-occurrence with the transition to adulthood for younger grooms. We show that men entering shotgun marriages experience similar premarital wage gains as other grooms, casting doubt on the claim that anticipation of marriage drives wage increases. We conclude that the observed wage patterns are most consistent with men marrying when their wages are already rising more rapidly than expected and divorcing when their wages are already falling, with no additional causal effect of marriage on wages. PMID:28332136

  7. New Evidence Against a Causal Marriage Wage Premium.

    PubMed

    Killewald, Alexandra; Lundberg, Ian

    2017-06-01

    Recent research has shown that men's wages rise more rapidly than expected prior to marriage, but interpretations diverge on whether this indicates selection or a causal effect of anticipating marriage. We seek to adjudicate this debate by bringing together literatures on (1) the male marriage wage premium; (2) selection into marriage based on men's economic circumstances; and (3) the transition to adulthood, during which both union formation and unusually rapid improvements in work outcomes often occur. Using data from the National Longitudinal Survey of Youth 1979, we evaluate these perspectives. We show that wage declines predate rather than follow divorce, indicating no evidence that staying married benefits men's wages. We find that older grooms experience no unusual wage patterns at marriage, suggesting that the observed marriage premium may simply reflect co-occurrence with the transition to adulthood for younger grooms. We show that men entering shotgun marriages experience similar premarital wage gains as other grooms, casting doubt on the claim that anticipation of marriage drives wage increases. We conclude that the observed wage patterns are most consistent with men marrying when their wages are already rising more rapidly than expected and divorcing when their wages are already falling, with no additional causal effect of marriage on wages.

  8. Venus - Ishtar gravity anomaly

    NASA Technical Reports Server (NTRS)

    Sjogren, W. L.; Bills, B. G.; Mottinger, N. A.

    1984-01-01

    The gravity anomaly associated with Ishtar Terra on Venus is characterized, comparing line-of-sight acceleration profiles derived by differentiating Pioneer Venus Orbiter Doppler residual profiles with an Airy-compensated topographic model. The results are presented in graphs and maps, confirming the preliminary findings of Phillips et al. (1979). The isostatic compensation depth is found to be 150 + or - 30 km.

  9. Period effects, cohort effects, and the narrowing gender wage gap.

    PubMed

    Campbell, Colin; Pearlman, Jessica

    2013-11-01

    Despite the abundance of sociological research on the gender wage gap, questions remain. In particular, the role of cohorts is under investigated. Using data from the Current Population Survey, we use age-period-cohort analysis to uniquely estimate age, period, and cohort effects on the gender wage gap. The narrowing of the gender wage gap that occurred between 1975 and 2009 is largely due to cohort effects. Since the mid-1990s, the gender wage gap has continued to close absent of period effects. While gains in female wages contributed to declines in the gender wage gap for cohorts born before 1950, for later cohorts the narrowing of the gender wage gap is primarily a result of declines in male wages. Copyright © 2013 Elsevier Inc. All rights reserved.

  10. Improving Direct-Care Compensation in Nursing Homes: Medicaid Wage Pass-through Adoption, 1999 – 2004

    PubMed Central

    Miller, Edward Alan; Wang, Lili; Feng, Zhanlian; Mor, Vincent

    2013-01-01

    Because states play such a prominent role in the U.S. health care system, they have long grappled with how to best control health care costs while maintaining high quality of care. There are many policy tools available to address efficiency and quality concerns — from pure state regulation to market-oriented competition designs. Given public discourse and official party platforms, one would assume that states controlled by Democrats would be more likely to adopt regulatory reforms. This study examines whether party control, as well as other economic and political factors, is associated with adopting wage pass-through (WPT) policies, which direct a portion of Medicaid reimbursement or its increase toward nursing home staff in an effort to reduce staff turnover, thereby increasing efficiency and the quality of care provided. Contrary to expectations, results indicate that states with Republican governors were against WPT adoption only when for-profit industry pressure increased; otherwise, they were more likely to favor adoption than their Democratic counterparts. This suggests a more complex relationship between partisanship and state-level policy adoption than is typically assumed. Results also indicate that state officials reacted predictably to prevailing political and economic conditions affecting state fiscal-year decisions but required sufficient governing capacity to successfully integrate WPTs into existing reimbursement system arrangements. This suggests that WPTs represent a hybrid between comprehensive and incremental policy change. PMID:22323236

  11. The role of the health care sector in the U.S. economy.

    PubMed

    Foley, J

    1993-10-01

    This Issue Brief discusses factors that contribute to the growth of health care expenditures and the reasons that many individuals, employers, and policymakers consider health expenditures too high. In addition, it describes various industries that make up the health care delivery system and their role in the U.S. economy as employers, producers, exporters, and suppliers of research and development. The report also discusses the economic implications of rising health care expenditures for individuals, employers, and the federal government and the potential impact of proposed health care reform on the health care sector and the U.S. economy as a whole. Health care delivery industries such as pharmaceuticals and medical equipment suppliers have higher than average research and development levels, in addition to a positive balance of trade. Moreover, while the total number of jobs in the private sector declined between 1990 and 1993, the number of jobs in the relatively high paid health services sector continued to grow. In aggregate, employer spending on health care represents only 6.6 percent of total labor costs. In comparison, wages and salaries represent 83 percent of total labor costs. Consequently, the growth rate of health care expenditures has a smaller impact on the growth rate of total compensation than does the growth rate in wages and salaries. Using job multipliers developed by the U.S. Department of Commerce, it is estimated that the 18,600 health care services jobs in Rochester, Minnesota in 1993 created another 32,000 jobs in the area. Any contraction of the health care sector in cities that have a large concentration of employment in health services would result in reduced employment in restaurants, retail stores, janitorial services, and other local businesses. EBRI's simulations estimated that between 200,000 and 1.2 million workers could become unemployed as a direct result of a mandate that employers provide health benefits to their employees, assuming that wages and salaries did not adjust at all. Others find that approximately 50,000 individuals would lost their jobs, assuming that wages and other labor costs adjust downward to completely account for increased costs. As is apparent, the estimates of job loss (and of the total costs of the policy) are extremely sensitive to the assumptions used in the simulation.

  12. Dosage Compensation of the Sex Chromosomes

    PubMed Central

    Disteche, Christine M.

    2013-01-01

    Differentiated sex chromosomes evolved because of suppressed recombination once sex became genetically controlled. In XX/XY and ZZ/ZW systems, the heterogametic sex became partially aneuploid after degeneration of the Y or W. Often, aneuploidy causes abnormal levels of gene expression throughout the entire genome. Dosage compensation mechanisms evolved to restore balanced expression of the genome. These mechanisms include upregulation of the heterogametic chromosome as well as repression in the homogametic sex. Remarkably, strategies for dosage compensation differ between species. In organisms where more is known about molecular mechanisms of dosage compensation, specific protein complexes containing noncoding RNAs are targeted to the X chromosome. In addition, the dosage-regulated chromosome often occupies a specific nuclear compartment. Some genes escape dosage compensation, potentially resulting in sex-specific differences in gene expression. This review focuses on dosage compensation in mammals, with comparisons to fruit flies, nematodes, and birds. PMID:22974302

  13. 76 FR 82115 - Wage Methodology for the Temporary Non-Agricultural Employment H-2B Program; Delay of Effective Date

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-12-30

    ... year (FY) 2012. The Wage Rule revised the methodology by which we calculate the prevailing wages to be... 19, 2011, 76 FR 3452. The Wage Rule revised the methodology by which we calculate the prevailing... November 30, 2011. When the Wage Rule goes into effect, it will supersede and make null the prevailing wage...

  14. 76 FR 60720 - Wage Methodology for the Temporary Non-Agricultural Employment H-2B Program; Postponement of...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-09-30

    ... wage determinations based on the new prevailing wage methodology set forth in the Wage Rule, as to the... comment, we published a Final Rule on August 1, 2011, which set the new effective date for the Wage Rule... date of the Wage Methodology for the Temporary Non- agricultural Employment H-2B Program Final Rule...

  15. Stall in Women's Real Wage Growth Slows Progress in Closing the Wage Gap. Briefing Paper.

    ERIC Educational Resources Information Center

    Hartmann, Heidi; Whittaker, Julie

    Since 1979, the wage gap between women and men has narrowed significantly, falling by more than 10 percent overall. The closing of the wage gap has slowed considerably in the 1990's, however, with women's real wages (adjusted for inflation) stagnating in recent year and men's wages continuing to decline. The lack of growth in both women's and…

  16. The Impact of Wages on the Probability of Completing an Apprenticeship or Traineeship. NCVER Monograph Series 04/2010

    ERIC Educational Resources Information Center

    Karmel, Tom; Mlotkowski, Peter

    2010-01-01

    The primary focus of this research is the impact of wages on the decision not to continue with an apprenticeship or traineeship. The approach taken is to model three wages relevant to apprentices and trainees: the wage during training; the expected wage in alternative employment; and, the expected wage on completion. The results of these models…

  17. Dosage compensation proteins targeted to X chromosomes by a determinant of hermaphrodite fate.

    PubMed

    Dawes, H E; Berlin, D S; Lapidus, D M; Nusbaum, C; Davis, T L; Meyer, B J

    1999-06-11

    In many organisms, master control genes coordinately regulate sex-specific aspects of development. SDC-2 was shown to induce hermaphrodite sexual differentiation and activate X chromosome dosage compensation in Caenorhabditis elegans. To control these distinct processes, SDC-2 acts as a strong gene-specific repressor and a weaker chromosome-wide repressor. To initiate hermaphrodite development, SDC-2 associates with the promoter of the male sex-determining gene her-1 to repress its transcription. To activate dosage compensation, SDC-2 triggers assembly of a specialized protein complex exclusively on hermaphrodite X chromosomes to reduce gene expression by half. SDC-2 can localize to X chromosomes without other components of the dosage compensation complex, suggesting that SDC-2 targets dosage compensation machinery to X chromosomes.

  18. 75 FR 68416 - Administrative Wage Garnishment

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-11-08

    ... FEDERAL TRADE COMMISSION 16 CFR Part 1 Administrative Wage Garnishment AGENCY: Federal Trade... 31 U.S.C. 3720D) authorizes collection of Federal agency debt by administrative wage garnishment. Wage garnishment is a process whereby an employer withholds amounts from an employee's wages and pays...

  19. Does Human Capital Raise Earnings for Immigrants in the Low-Skill Labor Market?

    PubMed Central

    HALL, MATTHEW; FARKAS, GEORGE

    2008-01-01

    We use monthly Survey of Income and Program Participation data from 1996–1999 and 2001–2003 to estimate the determinants of differentiation in intercepts and slopes for age/earnings profiles of low-skill immigrant and native male workers. Our findings provide further depth of understanding to the “mixed” picture of earnings determination in the low-skill labor market that has been reported by others. On the positive side, many immigrants are employed in similar occupations and industries as natives. Both groups show substantial wage gains over time and generally receive similar returns to years of schooling completed. Immigrants also receive substantial returns to acculturation, measured as age at arrival and English language skill. These results cast doubt on the strong version of segmented labor market theory, in which low-skill immigrants are permanently consigned to dead-end jobs with no wage appreciation. On the negative side, immigrants earn approximately 24% less than natives and are less likely to occupy supervisory and managerial jobs. Latino immigrants receive lower returns to education than do white immigrants. Furthermore, age at arrival and language ability do not explain the lower returns to education experienced by Latino immigrants. These results suggest that Latino immigrants in particular may suffer from barriers to mobility and/or wage discrimination. Whether these negative labor market experiences occur primarily for illegal immigrants remains unknown. PMID:18939664

  20. Does human capital raise earnings for immigrants in the low-skill labor market?

    PubMed

    Hall, Matthew; Farkas, George

    2008-08-01

    We use monthly Survey of Income and Program Participation data from 1996-1999 and 2001-2003 to estimate the determinants of differentiation in intercepts and slopes for age/earnings profiles of low-skill immigrant and native male workers. Our findings provide further depth of understanding to the "mixed"picture of earnings determination in the low-skill labor market that has been reported by others. On the positive side, many immigrants are employed in similar occupations and industries as natives. Both groups show substantial wage gains over time and generally receive similar returns to years of schooling completed. Immigrants also receive substantial returns to acculturation, measured as age at arrival and English language skill. These results cast doubt on the strong version of segmented labor market theory, in which low-skill immigrants are permanently consigned to dead-end jobs with no wage appreciation. On the negative side, immigrants earn approximately 24% less than natives and are less likely to occupy supervisory and managerial jobs. Latino immigrants receive lower returns to education than do white immigrants. Furthermore, age at arrival and language ability do not explain the lower returns to education experienced by Latino immigrants. These results suggest that Latino immigrants in particular may suffer from barriers to mobility and/or wage discrimination. Whether these negative labor market experiences occur primarily for illegal immigrants remains unknown.

  1. Great expectations: Past wages and unemployment durations☆

    PubMed Central

    Böheim, Renè; Horvath, Gerard Thomas; Winter-Ebmer, Rudolf

    2011-01-01

    Decomposing wages into worker and firm wage components, we find that firm-fixed components are sizeable parts of workers' wages. If workers can only imperfectly observe the extent of firm-fixed components in their wages, they might be misled about the overall wage distribution. Such misperceptions may lead to unjustified high reservation wages, resulting in overly long unemployment durations. We examine the influence of previous wages on unemployment durations for workers after exogenous lay-offs and, using Austrian administrative data, we find that younger workers are, in fact, unemployed longer if they profited from high firm-fixed components in the past. We interpret our findings as evidence for overconfidence generated by imperfectly observed productivity. PMID:22211003

  2. Finite-dimensional compensators for infinite-dimensional systems via Galerkin-type approximation

    NASA Technical Reports Server (NTRS)

    Ito, Kazufumi

    1990-01-01

    In this paper existence and construction of stabilizing compensators for linear time-invariant systems defined on Hilbert spaces are discussed. An existence result is established using Galkerin-type approximations in which independent basis elements are used instead of the complete set of eigenvectors. A design procedure based on approximate solutions of the optimal regulator and optimal observer via Galerkin-type approximation is given and the Schumacher approach is used to reduce the dimension of compensators. A detailed discussion for parabolic and hereditary differential systems is included.

  3. Rank Regressions, Wage Distributions, and the Gender Gap.

    ERIC Educational Resources Information Center

    Fortin, Nicole M.; Lemieux, Thomas

    1998-01-01

    Current Population Survey data from 1979 and 1991 were used to decompose changes in the gender wage gap into three components: skill distribution, wage structure, and improvements in women's position. Relative wage gains by women may have been a source of increasing wage inequality among men. (SK)

  4. 24 CFR 17.170 - Administrative wage garnishment.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Administrative wage garnishment. 17... Administrative Wage Garnishment § 17.170 Administrative wage garnishment. (a) General. The Secretary may collect a debt by using administrative wage garnishment. Regulations in 31 CFR 285.11 governs collection...

  5. A New Look at Gender and Minority Differences in Officer Career Progression in the Military

    DTIC Science & Technology

    2012-01-01

    1990s, RAND analyzed the retention and promotion pipeline of minority and female officers and decomposed the pipeline into promo- tion versus...affected the management of all officers, not specifically minority and female officers, and it is unclear whether there are differential effects for...are less clear, but some information can be gained by considering the trends in the growth of civilian wages of college graduates relative to high

  6. 5 CFR 532.233 - Preparation for full-scale wage surveys.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Preparation for full-scale wage surveys... REGULATIONS PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.233 Preparation for full-scale wage... the local wage survey committee. (e) Selection and appointment of data collectors. (1) The local wage...

  7. 41 CFR 50-202.2 - Minimum wage in all industries.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 41 Public Contracts and Property Management 1 2010-07-01 2010-07-01 true Minimum wage in all... Public Contracts PUBLIC CONTRACTS, DEPARTMENT OF LABOR 202-MINIMUM WAGE DETERMINATIONS Groups of Industries § 50-202.2 Minimum wage in all industries. In all industries, the minimum wage applicable to...

  8. 29 CFR 783.45 - Deductions from wages.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Deductions from wages. 783.45 Section 783.45 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF GENERAL... TO EMPLOYEES EMPLOYED AS SEAMEN Computation of Wages and Hours § 783.45 Deductions from wages. Where...

  9. 20 CFR 616.10 - Reuse of employment and wages.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Reuse of employment and wages. 616.10 Section 616.10 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR INTERSTATE ARRANGEMENT FOR COMBINING EMPLOYMENT AND WAGES § 616.10 Reuse of employment and wages. Employment and wages...

  10. 6 CFR 11.5 - Administrative wage garnishment.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 6 Domestic Security 1 2010-01-01 2010-01-01 false Administrative wage garnishment. 11.5 Section 11.5 Domestic Security DEPARTMENT OF HOMELAND SECURITY, OFFICE OF THE SECRETARY CLAIMS § 11.5 Administrative wage garnishment. DHS may collect debts from a debtor's wages by means of administrative wage...

  11. 75 FR 22752 - Federal Advisory Committee; Department of Defense Wage Committee; Charter Renewal

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-04-30

    ... Wage Committee; Charter Renewal AGENCY: Department of Defense (DoD). ACTION: Renewal of Federal... charter for the Department of Defense Wage Committee (hereafter referred to as the Committee). FOR FURTHER... wage surveys and the establishment of wage schedules for all appropriated fund and non- appropriated...

  12. 29 CFR 531.59 - The tip wage credit.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false The tip wage credit. 531.59 Section 531.59 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS WAGE PAYMENTS UNDER THE FAIR LABOR STANDARDS ACT OF 1938 Interpretations Payment of Wages to Tipped Employees...

  13. 17 CFR 204.65 - Wage garnishment order.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 17 Commodity and Securities Exchanges 2 2010-04-01 2010-04-01 false Wage garnishment order. 204.65... DEBT COLLECTION Administrative Wage Garnishment § 204.65 Wage garnishment order. (a) Unless the... to thirty times the minimum wage See 29 CFR 870.10. (3) When a debtor's pay is subject to withholding...

  14. 29 CFR 1.5 - Procedure for requesting wage determinations.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 1 2010-07-01 2010-07-01 true Procedure for requesting wage determinations. 1.5 Section 1.5 Labor Office of the Secretary of Labor PROCEDURES FOR PREDETERMINATION OF WAGE RATES § 1.5 Procedure for requesting wage determinations. (a) The Department of Labor publishes general wage...

  15. 77 FR 58856 - Notice of Proposed Information Collection: Comment Request; Maintenance Wage Rate Recommendation...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-09-24

    ...-assisted low-income or affordable housing are paid no less than prevailing wages that are determined or... Information Collection: Comment Request; Maintenance Wage Rate Recommendation, and Maintenance Wage Rate Survey; and Report of Additional Classification and Wage Rate AGENCY: Office of Departmental Operations...

  16. 24 CFR 965.101 - Preemption of State prevailing wage requirements.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 24 Housing and Urban Development 4 2010-04-01 2010-04-01 false Preemption of State prevailing wage... URBAN DEVELOPMENT PHA-OWNED OR LEASED PROJECTS-GENERAL PROVISIONS Preemption of State Prevailing Wage Requirements § 965.101 Preemption of State prevailing wage requirements. (a) A prevailing wage rate including...

  17. Introduction of a National Minimum Wage Reduced Depressive Symptoms in Low-Wage Workers: A Quasi-Natural Experiment in the UK.

    PubMed

    Reeves, Aaron; McKee, Martin; Mackenbach, Johan; Whitehead, Margaret; Stuckler, David

    2017-05-01

    Does increasing incomes improve health? In 1999, the UK government implemented minimum wage legislation, increasing hourly wages to at least £3.60. This policy experiment created intervention and control groups that can be used to assess the effects of increasing wages on health. Longitudinal data were taken from the British Household Panel Survey. We compared the health effects of higher wages on recipients of the minimum wage with otherwise similar persons who were likely unaffected because (1) their wages were between 100 and 110% of the eligibility threshold or (2) their firms did not increase wages to meet the threshold. We assessed the probability of mental ill health using the 12-item General Health Questionnaire. We also assessed changes in smoking, blood pressure, as well as hearing ability (control condition). The intervention group, whose wages rose above the minimum wage, experienced lower probability of mental ill health compared with both control group 1 and control group 2. This improvement represents 0.37 of a standard deviation, comparable with the effect of antidepressants (0.39 of a standard deviation) on depressive symptoms. The intervention group experienced no change in blood pressure, hearing ability, or smoking. Increasing wages significantly improves mental health by reducing financial strain in low-wage workers. © 2016 The Authors. Health Economics published by John Wiley & Sons Ltd. © 2016 The Authors. Health Economics published by John Wiley & Sons Ltd.

  18. Shrinkage and growth compensation in common sunflowers: refining estimates of damage

    USGS Publications Warehouse

    Sedgwick, James A.; Oldemeye, John L.; Swenson, Elizabeth L.

    1986-01-01

    Shrinkage and growth compensation of artificially damaged common sunflowers (Helianthus annuus) were studied in central North Dakota during 1981-1982 in an effort to increase accuracy of estimates of blackbird damage to sunflowers. In both years, as plants matured damaged areas on seedheads shrank at a greater rate than the sunflower heads themselves. This differential shrinkage resulted in an underestimation of the area damaged. Sunflower head and damaged-area shrinkage varied widely by time and degree of damage and by size of the seedhead damaged. Because variation in shrinkage by time of damage was so large, predicting when blackbird damage occurs may be the most important factor in estimating seed loss. Yield'occupied seed area was greater (P < 0.05) for damaged than undamaged heads and tended to increase as degree of damage inflicted increased, indicating growth compensation was occurring in response to lost seeds. Yields of undamaged seeds in seedheads damaged during early seed development were higher than those of heads damaged later. This suggested that there was a period of maximal response to damage when plants were best able to redirect growth to seeds remaining in the head. Sunflowers appear to be able to compensate for damage of ≤ 15% of the total hear area. Estimates of damage can be improved by applying empirical results of differential shrinkage and growth compensations.

  19. Caloric, but not macronutrient, compensation by humans for required-eating occasions with meals and snack varying in fat and carbohydrate.

    PubMed

    Foltin, R W; Rolls, B J; Moran, T H; Kelly, T H; McNelis, A L; Fischman, M W

    1992-02-01

    Six subjects participated in a residential study assessing the effects of covert macronutrient and energy manipulations during three required-eating occasions (breakfast, lunch, and afternoon snack) on total macronutrient and energy intakes. Overall, energy content of the occasions varied between approximately 3000 and approximately 7000 kJ (approximately 700 and approximately 1700 kcal) with the majority of the differential derived from either fat or carbohydrate (CHO). Each condition (high, medium, and low fat; high, medium, and low CHO; and no required eating) was examined for 2 d. Subjects compensated for the energy content of the required occasions such that only under the low-CHO condition (11,297 +/- 3314 kJ) was total daily energy intake lower than that observed in the absence of required occasions (13,297 +/- 1356 kJ). Only total energy intake under the high-fat condition (12,326 +/- 2548 kJ) was significantly different from its matched CHO condition (high-CHO condition: 14,665 +/- 2686 kJ). In contrast to the clear evidence for caloric compensation, there were no differential effects of condition on macronutrient intake, ie, there was no macronutrient compensation.

  20. Value of ecosystem hydropower service and its impact on the payment for ecosystem services.

    PubMed

    Fu, B; Wang, Y K; Xu, P; Yan, K; Li, M

    2014-02-15

    Hydropower is an important service provided by ecosystems. We surveyed all the hydropower plants in the Zagunao River Basin, Southwest China. Then, we assessed the hydropower service by using the InVEST (The Integrated Value and Tradeoff of Ecosystem Service Tools) model. Finally, we discussed the impact on ecological compensation. The results showed that: 1) hydropower service value of ecosystems in the Zagunao River Basin is 216.29 Euro/hm(2) on the average, of which the high-value area with more than 475.65 Euro/hm(2) is about 750.37 km(2), accounting for 16.12% of the whole watershed, but it provides 53.47% of the whole watershed service value; 2) ecosystem is an ecological reservoir with a great regulation capacity. Dams cannot completely replace the reservoir water conservation function of ecosystems, and has high economic and environmental costs that must be paid as well. Compensation for water conservation services should become an important basis for ecological compensation of hydropower development. 3) In the current PES cases, the standard of compensation is generally low. Cascade development makes the value of upstream ecosystem services become more prominent, reflecting the differential rent value, and the value of ecosystem services should be based on the distribution of differentiated ecological compensation. Copyright © 2013 Elsevier B.V. All rights reserved.

  1. Are ecosystem services stabilized by differences among species? A test using crop pollination.

    PubMed

    Winfree, Rachael; Kremen, Claire

    2009-01-22

    Biological diversity could enhance ecosystem service provision by increasing the mean level of services provided, and/or by providing more consistent (stable) services over space and time. Ecological theory predicts that when an ecosystem service is provided by many species, it will be stabilized against disturbance by a variety of 'stabilizing mechanisms.' However, few studies have investigated whether stabilizing mechanisms occur in real landscapes affected by human disturbance. We used two datasets on crop pollination by wild native bees to screen for and differentiate among three stabilizing mechanisms: density compensation (negative co-variance among species' abundances); response diversity (differential response to environmental variables among species); and cross-scale resilience (response to the same environmental variable at different scales by different species). In both datasets, we found response diversity and cross-scale resilience, but not density compensation. We conclude that stabilizing mechanisms may contribute to the stability of pollination services in our study areas, emphasizing the insurance value of seemingly 'redundant' species. Furthermore, the absence of density compensation that we found at the landscape scale contrasts with findings of previous small-scale experimental and modelling work, suggesting that we should not assume that density compensation will stabilize ecosystem services in real landscapes.

  2. The coupled nonlinear dynamics of a lift system

    DOE Office of Scientific and Technical Information (OSTI.GOV)

    Crespo, Rafael Sánchez, E-mail: rafael.sanchezcrespo@northampton.ac.uk, E-mail: stefan.kaczmarczyk@northampton.ac.uk, E-mail: phil.picton@northampton.ac.uk, E-mail: huijuan.su@northampton.ac.uk; Kaczmarczyk, Stefan, E-mail: rafael.sanchezcrespo@northampton.ac.uk, E-mail: stefan.kaczmarczyk@northampton.ac.uk, E-mail: phil.picton@northampton.ac.uk, E-mail: huijuan.su@northampton.ac.uk; Picton, Phil, E-mail: rafael.sanchezcrespo@northampton.ac.uk, E-mail: stefan.kaczmarczyk@northampton.ac.uk, E-mail: phil.picton@northampton.ac.uk, E-mail: huijuan.su@northampton.ac.uk

    2014-12-10

    Coupled lateral and longitudinal vibrations of suspension and compensating ropes in a high-rise lift system are often induced by the building motions due to wind or seismic excitations. When the frequencies of the building become near the natural frequencies of the ropes, large resonance motions of the system may result. This leads to adverse coupled dynamic phenomena involving nonplanar motions of the ropes, impact loads between the ropes and the shaft walls, as well as vertical vibrations of the car, counterweight and compensating sheave. Such an adverse dynamic behaviour of the system endangers the safety of the installation. This papermore » presents two mathematical models describing the nonlinear responses of a suspension/ compensating rope system coupled with the elevator car / compensating sheave motions. The models accommodate the nonlinear couplings between the lateral and longitudinal modes, with and without longitudinal inertia of the ropes. The partial differential nonlinear equations of motion are derived using Hamilton Principle. Then, the Galerkin method is used to discretise the equations of motion and to develop a nonlinear ordinary differential equation model. Approximate numerical solutions are determined and the behaviour of the system is analysed.« less

  3. Height premium for job performance.

    PubMed

    Kim, Tae Hyun; Han, Euna

    2017-08-01

    This study assessed the relationship of height with wages, using the 1998 and 2012 Korean Labor and Income Panel Study data. The key independent variable was height measured in centimeters, which was included as a series of dummy indicators of height per 5cm span (<155cm, 155-160cm, 160-165cm, and ≥165cm for women; <165cm, 165-170cm, 170-175cm, 175-180cm, and ≥180cm for men). We controlled for household- and individual-level random effects. We used a random-effect quantile regression model for monthly wages to assess the heterogeneity in the height-wage relationship, across the conditional distribution of monthly wages. We found a non-linear relationship of height with monthly wages. For men, the magnitude of the height wage premium was overall larger at the upper quantile of the conditional distribution of log monthly wages than at the median to low quantile, particularly in professional and semi-professional occupations. The height-wage premium was also larger at the 90th quantile for self-employed women and salaried men. Our findings add a global dimension to the existing evidence on height-wage premium, demonstrating non-linearity in the association between height and wages and heterogeneous changes in the dispersion and direction of the association between height and wages, by wage level. Copyright © 2017 Elsevier B.V. All rights reserved.

  4. 5 CFR 532.229 - Local wage survey committee.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Local wage survey committee. 532.229... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.229 Local wage survey committee. (a)(1) A lead agency shall establish a local wage survey committee in each wage area for which it has lead agency...

  5. 5 CFR 532.229 - Local wage survey committee.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 5 Administrative Personnel 1 2012-01-01 2012-01-01 false Local wage survey committee. 532.229... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.229 Local wage survey committee. (a)(1) A lead agency shall establish a local wage survey committee in each wage area for which it has lead agency...

  6. 5 CFR 532.229 - Local wage survey committee.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false Local wage survey committee. 532.229... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.229 Local wage survey committee. (a)(1) A lead agency shall establish a local wage survey committee in each wage area for which it has lead agency...

  7. 5 CFR 532.229 - Local wage survey committee.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Local wage survey committee. 532.229... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.229 Local wage survey committee. (a)(1) A lead agency shall establish a local wage survey committee in each wage area for which it has lead agency...

  8. Financing Educational Facility Construction: Prevailing Wage Litigation.

    ERIC Educational Resources Information Center

    Goldblatt, Steven M.; Wood, R. Craig

    This chapter presents an up-to-date analysis of prevailing state wage laws that affect educational facility construction or renovation and highlights relevant prevailing wage litigation in many states. Currently, 13 states have no prevailing wage laws for public works. The other 37 states and the District of Columbia do have prevailing wage laws…

  9. 24 CFR 70.4 - Procedure for implementing prevailing wage exemptions for volunteers.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... prevailing wage exemptions for volunteers. 70.4 Section 70.4 Housing and Urban Development Office of the... AND HUD-DETERMINED WAGE RATES § 70.4 Procedure for implementing prevailing wage exemptions for... otherwise subject to Davis-Bacon or HUD-determined prevailing wage rates which propose to use volunteers and...

  10. 29 CFR 525.10 - Prevailing wage rates.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Prevailing wage rates. 525.10 Section 525.10 Labor... OF WORKERS WITH DISABILITIES UNDER SPECIAL CERTIFICATES § 525.10 Prevailing wage rates. (a) A prevailing wage rate is a wage rate that is paid to an experienced worker not disabled for the work to be...

  11. Minimum Wage Laws and the Distribution of Employment.

    ERIC Educational Resources Information Center

    Lang, Kevin

    The desirability of raising the minimum wage long revolved around just one question: the effect of higher minimum wages on the overall level of employment. An even more critical effect of the minimum wage rests on the composition of employment--who gets the minimum wage job. An examination of employment in eating and drinking establishments…

  12. 29 CFR 525.13 - Renewal of special minimum wage certificates.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Renewal of special minimum wage certificates. 525.13... minimum wage certificates. (a) Applications may be filed for renewal of special minimum wage certificates.... (c) Workers with disabilities may not continue to be paid special minimum wages after notice that an...

  13. 29 CFR 525.24 - Advisory Committee on Special Minimum Wages.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Advisory Committee on Special Minimum Wages. 525.24 Section 525.24 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR... Special Minimum Wages. The Advisory Committee on Special Minimum Wages, the members of which are appointed...

  14. 29 CFR 8.5 - Filing of wage determination record.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 1 2010-07-01 2010-07-01 true Filing of wage determination record. 8.5 Section 8.5 Labor... SERVICE CONTRACTS Review of Wage Determinations § 8.5 Filing of wage determination record. The Associate... record upon which the wage determination was based. Under no circumstances shall source data obtained by...

  15. 29 CFR 7.6 - Filing of wage determination record.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 1 2010-07-01 2010-07-01 true Filing of wage determination record. 7.6 Section 7.6 Labor... AND FEDERALLY ASSISTED CONSTRUCTION CONTRACTS Review of Wage Determinations. § 7.6 Filing of wage determination record. (a) In representing the officer issuing the wage determination the Solicitor shall, among...

  16. 29 CFR 783.44 - Board and lodging as wages.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Board and lodging as wages. 783.44 Section 783.44 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF GENERAL... TO EMPLOYEES EMPLOYED AS SEAMEN Computation of Wages and Hours § 783.44 Board and lodging as wages...

  17. 76 FR 9694 - Prevailing Rate Systems; Redefinition of the Northeastern Arizona and Colorado Appropriated Fund...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-02-22

    ... appropriated fund Federal Wage System (FWS) wage areas. The proposed rule would redefine Dolores, Montrose... appropriated fund Federal Wage System (FWS) wage areas. This proposed rule would redefine Dolores, Montrose... defined to the Southern Colorado wage area, with distance being the deciding factor. Dolores County is...

  18. The impact of the UK National Minimum Wage on mental health.

    PubMed

    Kronenberg, Christoph; Jacobs, Rowena; Zucchelli, Eugenio

    2017-12-01

    Despite an emerging literature, there is still sparse and mixed evidence on the wider societal benefits of Minimum Wage policies, including their effects on mental health. Furthermore, causal evidence on the relationship between earnings and mental health is limited. We focus on low-wage earners, who are at higher risk of psychological distress, and exploit the quasi-experiment provided by the introduction of the UK National Minimum Wage (NMW) to identify the causal impact of wage increases on mental health. We employ difference-in-differences models and find that the introduction of the UK NMW had no effect on mental health. Our estimates do not appear to support earlier findings which indicate that minimum wages affect mental health of low-wage earners. A series of robustness checks accounting for measurement error, as well as treatment and control group composition, confirm our main results. Overall, our findings suggest that policies aimed at improving the mental health of low-wage earners should either consider the non-wage characteristics of employment or potentially larger wage increases.

  19. Return-to-work for multiple jobholders with a work-related musculoskeletal disorder: A population-based, matched cohort in British Columbia.

    PubMed

    Maas, Esther T; Koehoorn, Mieke; McLeod, Christopher B

    2018-01-01

    Multiple jobholders (MJHs) have a higher risk of injury compared to single jobholders (SJHs), but it is unknown if return-to-work (RTW) after a work injury is affected by multiple jobholding. This study examined the association between multiple versus single jobholding and time to RTW for workers with a work-related musculoskeletal disorder (MSD). We used administrative workers' compensation data to identify injured workers with an accepted MSD lost-time claim between 2010-2014 in British Columbia, Canada (n = 125,639 SJHs and 9,029 MJHs). The outcome was days until RTW during twelve months after the first day of time-loss. The MJH and SJH cohorts were balanced using coarsened exact matching that yielded a final matched cohort of 8,389 MJHs and 8,389 SJHs. The outcome was estimated with Cox regression, using piecewise models, and the hazard ratios were stratified by type of MSD, a serious injury indicator, gender, weekly workdays preceding MSD, and wage categories. MJHs were less likely to RTW compared to SJHs within the first six months after the first time-loss day, with greater and longer lasting effects for males, workers with a serious injury, and a higher wage. No difference between MJHs and SJHs was found for workers who had a six- or seven-day work week preceding MSD, for workers with dislocations, and for workers who were still off work after six months. Overall, MJHs with a workweek of maximum five days are disadvantaged compared to SJHs in terms of RTW following a work-related MSD within the first six months after the first time-loss day. This difference might be caused by more precarious job contracts for MJHs that challenges RTW because of lack of support for modified work, higher workload, and reduced likelihood that MJHs file a workers' compensation claim. Despite adjusting for type of MSD, severity of injury and occupation, the differences persisted for the vast majority of the study sample.

  20. Return-to-work for multiple jobholders with a work-related musculoskeletal disorder: A population-based, matched cohort in British Columbia

    PubMed Central

    Koehoorn, Mieke; McLeod, Christopher B.

    2018-01-01

    Introduction Multiple jobholders (MJHs) have a higher risk of injury compared to single jobholders (SJHs), but it is unknown if return-to-work (RTW) after a work injury is affected by multiple jobholding. This study examined the association between multiple versus single jobholding and time to RTW for workers with a work-related musculoskeletal disorder (MSD). Methods We used administrative workers’ compensation data to identify injured workers with an accepted MSD lost-time claim between 2010–2014 in British Columbia, Canada (n = 125,639 SJHs and 9,029 MJHs). The outcome was days until RTW during twelve months after the first day of time-loss. The MJH and SJH cohorts were balanced using coarsened exact matching that yielded a final matched cohort of 8,389 MJHs and 8,389 SJHs. The outcome was estimated with Cox regression, using piecewise models, and the hazard ratios were stratified by type of MSD, a serious injury indicator, gender, weekly workdays preceding MSD, and wage categories. Results MJHs were less likely to RTW compared to SJHs within the first six months after the first time-loss day, with greater and longer lasting effects for males, workers with a serious injury, and a higher wage. No difference between MJHs and SJHs was found for workers who had a six- or seven-day work week preceding MSD, for workers with dislocations, and for workers who were still off work after six months. Conclusions Overall, MJHs with a workweek of maximum five days are disadvantaged compared to SJHs in terms of RTW following a work-related MSD within the first six months after the first time-loss day. This difference might be caused by more precarious job contracts for MJHs that challenges RTW because of lack of support for modified work, higher workload, and reduced likelihood that MJHs file a workers’ compensation claim. Despite adjusting for type of MSD, severity of injury and occupation, the differences persisted for the vast majority of the study sample. PMID:29614128

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