Working Women Speak: Education, Training, Counseling. A Report on Six Regional Dialogues Sponsored by the National Commission on Working Women.

ERIC Educational Resources Information Center

Harrison, Cynthia

Issues and findings are synthesized from six invitational regional dialogues attended by 730 representatives of the 80% of women in the work force who are concentrated in low-paying, low-status jobs. The discussion of the needs and concerns of this population makes reference to (1) answers to questionnaires (appended, together with compiled data…

A Work Schedule to Increase Productivity.

ERIC Educational Resources Information Center

Atwood, Caleb S.

1979-01-01

Outlines a technique for making a tight economy and energy shortages more palatable by supplementing employee wage increases with benefits such as alternative three and four day "weekends" without loss of regular pay and by enabling business to increase profits. (Author/IRT)

Making Work Pay: How To Design and Implement Financial Work Supports To Improve Family and Child Well-Being and Reduce Poverty. How-To Guide: Technical Assistance for States and Localities.

ERIC Educational Resources Information Center

Greenberger, Debbie; Anselmi, Robert

This guide explains how to design and implement financial work supports in order to improve family and child well-being. The information provided draws heavily from the study of these three programs that increased employment and earnings while improving employment stability, boosting income, and reducing poverty: Minnesota Family Investment…

5 CFR 532.507 - Pay for holiday work.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Pay for holiday work. 532.507 Section 532... SYSTEMS Premium Pay and Differentials § 532.507 Pay for holiday work. (a) An employee who is entitled to holiday premium pay and who performs work on a holiday which is not overtime work shall be paid the...

5 CFR 610.407 - Premium pay for holiday work for employees on compressed work schedules.

Code of Federal Regulations, 2010 CFR

2010-01-01

... schedule who performs work on a holiday is entitled to basic pay, plus premium pay at a rate equal to basic pay, for the work that is not in excess of the employee's compressed work schedule for that day. For... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Premium pay for holiday work for...

Do Work Incentives Have Unintended Consequences? Measuring "Entry Effects" in the Self-Sufficiency Project.

ERIC Educational Resources Information Center

Berlin, Gordon; Bancroft, Wendy; Card, David; Lin, Winston; Robins, Philip K.

The Self-Sufficiency Project (SSP) is a Canadian social demonstration and research project designed to test an employment alternative to welfare. The SSP makes work pay by offering generous earnings supplements to long-term, single-parent welfare recipients who find full-time jobs and leave Canada's Income Assistance (IA) welfare system. The SSP's…

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...

28 CFR 545.26 - Performance pay provisions.

Code of Federal Regulations, 2013 CFR

2013-07-01

... categories as quality of work, quantity of work, initiative, ability to learn, dependability, response to... inmate may receive special bonus pay based on the inmate's exceptional work in a temporary job assignment... WORK AND COMPENSATION Inmate Work and Performance Pay Program § 545.26 Performance pay provisions. (a...

28 CFR 545.26 - Performance pay provisions.

Code of Federal Regulations, 2012 CFR

2012-07-01

... categories as quality of work, quantity of work, initiative, ability to learn, dependability, response to... inmate may receive special bonus pay based on the inmate's exceptional work in a temporary job assignment... WORK AND COMPENSATION Inmate Work and Performance Pay Program § 545.26 Performance pay provisions. (a...

Education in Canada: An Overview.

ERIC Educational Resources Information Center

Dunning, Paula

This reference book provides a basic understanding of how education works in Canada, from preschool to adult education. Chapter 1 examines Canada's elementary and secondary schools and covers: (1) decision making for public schools (roles and responsibilities of provincial, local, and federal governments); (2) paying for public education (revenue…

28 CFR 545.26 - Performance pay provisions.

Code of Federal Regulations, 2010 CFR

2010-07-01

... month that the inmate was working. Performance pay may not be awarded retroactively. (d) An inmate is... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Performance pay provisions. 545.26... WORK AND COMPENSATION Inmate Work and Performance Pay Program § 545.26 Performance pay provisions. (a...

Tribute to an Astronomer: The Work of Max Ernst on Wilhelm Tempel

NASA Astrophysics Data System (ADS)

Nazé, Yaël

2016-05-01

In 1964-1974, the German artist Max Ernst created, with the help of two friends, a series of works (books, movie, and paintings) related to the astronomer Wilhelm Tempel. Mixing actual texts by Tempel and artistic features, this series pays homage to the astronomer by recalling his life and discoveries. Moreover, the core of the project, the book Maximiliana or the Illegal Practice of Astronomy, actually depicts the way science works, making this work of art a most original tribute to a scientist.

Melioration behaviour in the Harvard game is reduced by simplifying decision outcomes.

PubMed

Stillwell, David J; Tunney, Richard J

2009-11-01

Self-control experiments have previously been highlighted as examples of suboptimal decision making. In one such experiment, the Harvard game, participants make repeated choices between two alternatives. One alternative has a higher immediate pay-off than the other, but with repeated choices results in a lower overall pay-off. Preference for the alternative with the higher immediate pay-off seems to be impulsive and will result in a failure to maximize pay-offs. We report an experiment that modifies the Harvard game, dividing the pay-off from each choice into two separate consequences-the immediate and the historic components. Choosing the alternative with the higher immediate pay-off ends the session prematurely, leading to a loss of opportunities to earn further pay-offs and ultimately to a reduced overall pay-off. This makes it easier for participants to learn the outcomes of their actions. It also provides the opportunity for a further test of normative decision making by means of one of its most specific and paradoxical predictions-that the truly rational agent should switch from self-control to impulsivity toward the end of the experimental sessions. The finding that participants maximize their expected utility by both overcoming impulsivity and learning to switch implies that melioration behaviour is not due to the lure of impulsivity, but due to the difficulty of learning which components are included in the pay-off schedules.

75 FR 9544 - Inmate Work and Performance Pay Program

Federal Register 2010, 2011, 2012, 2013, 2014

2010-03-03

... inmate may receive performance pay only for that portion of the month that the inmate was working... Inmate Work and Performance Pay Program AGENCY: Bureau of Prisons, Justice. ACTION: Proposed rule... work and performance pay by removing redundant language and provisions that relate solely to staff...

76 FR 52537 - Pay for Sunday Work

Federal Register 2010, 2011, 2012, 2013, 2014

2011-08-23

... OFFICE OF PERSONNEL MANAGEMENT 5 CFR Parts 532 and 550 RIN 3206-AM08 Pay for Sunday Work AGENCY... the payment of Sunday premium pay for work performed on Sundays. The revised Sunday premium pay... Sunday premium pay, pursuant to 5 U.S.C. 5544(a). Intermittent employees continue to be excluded from...

Aspects of the working life of women in the nursing profession in South Africa: survey results.

PubMed

Erasmus, B J; Brevis, T

2005-05-01

This article reports on a survey done among nurses registered with the South African Nursing Council. The survey was carried out in the last quarter of 2003. The purpose of the survey was to investigate aspects of the working life of women in the nursing profession in South Africa and to make recommendations on how their working environment could be improved. The important findings were that pay-related issues dominate as the main problem at work. Improving pay scales and being paid according to extra experience, responsibilities and qualifications could improve the nurses' working environment. Furthermore, training opportunities, medical insurance and equal opportunities should be addressed as a matter of urgency. In general, respondents had a positive attitude towards their job, which leaves the impression that nurses still regard their jobs as something they do for the sake of a service to the community and not only for the money they earn.

28 CFR 345.56 - Vacation pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Vacation pay. 345.56 Section 345.56... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.56 Vacation pay. Inmate workers are granted FPI vacation pay by the SOI when their continued good work performance justifies such pay, based on...

Performance-related pay for hospital consultants.

PubMed

Cash, Andrew; Somers, Andre

2007-08-01

In the United Kingdom there about 300,000 people who earn at least pounds 100,000 per year. These people represent just 1% of U.K. workers. Hospital consultants are in this exclusive earning group, and so they should be. Following a new pay deal in 2003, which enabled consultants to achieve a record average NHS salary of pounds 110,000 in 2006, there is growing momentum to introduce a system of performance-related pay. Such a system could work. Many believe this would create the necessary leverage to get the consultant body to work with the managers to create a robust NHS that is fit for purpose and can compete healthily against alternative providers in an open marketplace. The resolve to achieve this has never been stronger. The NHS has always been dogged by status and power divides between the different groups of workers. The time has come to make some headway with breaking down these divides and get on with running a business. Let's hope the NHS can transform into a place where managers and doctors trust each other and work better together. This would give the 1.3 million people that work in the NHS the best chance of creating a successful business that cares for ill people. The financial and professional rewards will follow.

[Study on willingness to participate and willingness to pay for hypothetical industrial injury insurance scheme].

PubMed

Wu, Yuan; Dong, Hengjin; Duan, Shengnan; Liu, Xiaofang; Ye, Chiyu; You, Hua; Hu, Huimei; Wang, Linhao; Zhang, Xing; Wang, Jing

2014-10-01

To investigate workers' willingness to participate and wiliness to pay for a hypothetical industrial injury insurance scheme, to analyze the influential factors, and to provide information for policy making of the government. Multistage cluster sampling was used to select subjects: In the first stage, 9 small, medium, orlarge enterprises were selected fromthree cities (counties) in Zhejiang province, China, according to the level of economic development, transportation convenience, and cooperation of government agencies; in the second stage, several workshops were randomly selected from each of the 9 enterprises. Face-to-face interviews among all workers in the workshops were conducted by trained interviewers using a pre-designed questionnaire. It was found that 73.87% (2095) of all workers were willing to participate in the hypothetical work injury insurance scheme and to pay 2.21% of monthly wage (51.77 yuan) on average, and more than half of the workers were willing to pay less than 1%of monthly wage (35 yuan). Of the 741 workers who were not willing to participate, 327 thought that the premium should be borne by the state or enterprises, instead of individuals, and others were not willing to participate because of low income, unstable job, or poor understanding of the hypothetical industrial injury insurance scheme. Logistic regression analysis showed that workers with higher education levels, longer length of services, longer weekly working time, or more knowledge of occupational diseases showed higher willingness to participate in the scheme; workers who were exposed to physical hazards, had health records, or had participated in the existing medical insurance or industrial injury insurance were more willing to participate. Multiple linear regression analysis showed that with increasing average monthly wage, weekly working time, and self?health evaluation, the proportion of workers with willingness to pay increased; however, with increasing work intensity and awareness of occupational disease, the proportion of workers with willingness to pay decreased. The workers who were not covered by the industrial injury insurance paid more than those covered by the industrial injury insurance. The hypothetical industrial injury insurance scheme increased the applicability and advantage of independent third-party running and lifetime insurance, which significantly increased the workers' willingness to participate in or to pay for the insurance scheme. Therefore, the industrial injury insurance can be improved in these aspects to promote workers' willingness to participate in and to pay for the insurance scheme. This conclusion provided a reference for the solution of delayed or shirking corporate responsibility for paying the premium.

Setting the pace: the qualities of physician leaders as entrepreneurial businessmen--what makes them successful?

PubMed

Cascardo, Debra

2008-01-01

As pay-for-performance plans, quality measures, and other initiatives become permanent fixtures in our third-party reimbursement system, it is more important than ever to treat your practice as a business. Operating a practice is never an easy task, but working toward achieving your goals is important. Remember, not all investments pay offimmediately, but streamlining your practice should show results in your efficiency, bottom line, and patient and staff satisfaction levels. The business side of a practice is constantly changing and will continue to change. Visionaries realize that with such a dynamic process, there is no time to sit back when things are running well. They track performance and start experimenting with new ideas to make things even better. Don't continue to do things the way they have always been done. Be open to looking at different and new ways to make both the practice and the processes more efficient and more patient-friendly to see results in your bottom line.

Access to Healthcare in Russia: A Pilot Study in Ekaterinburg.

PubMed

Antonova, Natalia

2016-06-01

The aim of the study was to analyze accessibility of medical assistance in Russian polyclinics (a case study of the city of Ekaterinburg). The research included an anonymous survey of patients in five polyclinics of Ekaterinburg (N=500) conducted by applying a specially developed standardised interview. The following factors of medical care accessibility were analyzed: the patient's financial status and administrative and managerial resources of medical institutions. Medical aid in polyclinics is provided within the framework of the Compulsory Medical Insurance Programme. 72% of the patients polled, however, had to pay for medical services. In order to pay less for medical services and to obtain services faster patients use informal payments: they either pay their doctors directly (4%) or make gifts (58%). Low-income population groups refuse to pay for medical services or to make gifts to the medical staff. They also tend not to follow their doctors' recommendations. The most significant indicators of the organizational and managerial work of a medical institution which limit accessibility are the following: queues in front of doctors' offices (41%) and difficulties with making appointments (17%). To solve the problem of medical aid accessibility in the Russian state healthcare system, it is necessary to develop information and reference materials for patients available in every polyclinic listing the terms of provision of free medical aid and types of free medical services. The difficulties to obtain medical services could be resolved at the management level by using the material and human resources of the administration of medical institutions. Copyright© by the National Institute of Public Health, Prague 2015.

30 CFR 285.500 - How do I make payments under this part?

Code of Federal Regulations, 2011 CFR

2011-07-01

... your lease, you must make credit card or automated clearing house payments through the Pay.gov Web site, and you must include one copy of the Pay.gov confirmation receipt page with your unsolicited request or signed lease instrument. You may access the Pay.gov Web site through links on the MMS Offshore Web...

29 CFR 778.218 - Pay for certain idle hours.

Code of Federal Regulations, 2011 CFR

2011-07-01

... vacation, holiday, illness, failure of the employer to provide sufficient work, or other similar cause... similar period of time, are not made as compensation for his hours of employment. Therefore, such payments... not make them either “holidays” or “vacations,” or days on which the employee is absent because of the...

29 CFR 778.218 - Pay for certain idle hours.

Code of Federal Regulations, 2010 CFR

2010-07-01

... vacation, holiday, illness, failure of the employer to provide sufficient work, or other similar cause... similar period of time, are not made as compensation for his hours of employment. Therefore, such payments... not make them either “holidays” or “vacations,” or days on which the employee is absent because of the...

Microscopic Study of Rocks and Minerals in Introductory Geology Courses.

ERIC Educational Resources Information Center

Singh, Raman J.

1983-01-01

Suggests that introductory geology students, who are mostly nonmajors, would benefit if more laboratory time and the necessary microscopic examination were allowed as part of work on rocks/minerals. Indicates that students need to be taught value/necessity of paying attention to details while gathering data or making observations to make…

Alumni Can Pay Their Way: How to Make a Dues Program Work for You.

ERIC Educational Resources Information Center

Barnum, James A.

1980-01-01

It is proposed that retaining and promoting membership in alumni associations should have equal attention. An attractive membership benefits package can help retain members. Direct-mail promotion can take a number of forms, capitalizing on alumni's varied perceptions and motivations. A calendar is given for targeting promotions. (MSE)

Teachers' Voices: Work Environment Conditions That Impact Teacher Practice and Program Quality

ERIC Educational Resources Information Center

Whitebook, Marcy; King, Elizabeth; Philipp, George; Sakai, Laura

2016-01-01

Early childhood teachers routinely face insufficient teaching supports and inadequate rewards for their education and commitment (e.g., low pay, lack of professional supports, and lack of benefits). These shortcomings contribute to poor program quality and fuel high levels of teacher turnover, preventing program improvement and making it…

A Social Constructionist View of Issues Confronting First-Generation College Students

ERIC Educational Resources Information Center

Coffman, Stephen

2011-01-01

Drawing on interviews with first-generation college students (FGS), the author argues that the students' culture affects college attendance and success. Although FGS often have a vocational perspective to college, the author found that they seek meaningful work with good pay. The author also suggests that good decision making, academic…

75 FR 43207 - Request for Certification of Compliance -Rural Industrialization Loan and Grant Program

Federal Register 2010, 2011, 2012, 2013, 2014

2010-07-23

... business venture to acquire land, pay for design and entitlement work, and cover short-term operating expenses. The NAICS industry codes for this enterprise are: 713990 All Other Amusement and Recreational... Department of Agriculture to make or guarantee loans or grants to finance industrial and business activities...

75 FR 18133 - Pay for Sunday Work

Federal Register 2010, 2011, 2012, 2013, 2014

2010-04-09

...-AM08 Pay for Sunday Work AGENCY: Office of Personnel Management. ACTION: Proposed rule. SUMMARY: The U... provisions of 5 U.S.C. 5546(a), the statute governing the payment of Sunday premium pay for work performed on Sundays. The revised Sunday premium pay regulations would eliminate references to ``full-time'' employees...

Stability of Subsidy Participation and Continuity of Care in the Child Care Assistance Program in Minnesota. Minnesota Child Care Choices Research Brief Series. Publication #2014-55

ERIC Educational Resources Information Center

Davis, Elizabeth E.; Krafft, Caroline; Tout, Kathryn

2014-01-01

The Minnesota Child Care Assistance Program (CCAP) provides subsidies to help low-income families pay for child care while parents are working, looking for work, or attending school. The program can help make quality child care affordable and is intended both to support employment for low-income families and to support the development and…

Financial Health in the Navy: Results of the 2014 Quick Poll

DTIC Science & Technology

2015-06-01

2013). As unemployment rates decline, enlisted personnel may begin taking civilian jobs that they believe pay better, resulting in lower retention ...spouse employment opportunities, stabilizing work schedules to allow for 2nd jobs , and making child care more available and affordable. Only 35% of...enlisted say they are “adequately paid” for the work they do and 82% of enlisted say civilians doing a similar job are paid more. 15. SUBJECT TERMS

Pay What You Want! A Pilot Study on Neural Correlates of Voluntary Payments for Music

PubMed Central

Waskow, Simon; Markett, Sebastian; Montag, Christian; Weber, Bernd; Trautner, Peter; Kramarz, Volkmar; Reuter, Martin

2016-01-01

Pay-what-you-want (PWYW) is an alternative pricing mechanism for consumer goods. It describes an exchange situation in which the price for a given good is not set by the seller but freely chosen by the buyer. In recent years, many enterprises have made use of PWYW auctions. The somewhat contra-intuitive success of PWYW has sparked a great deal of behavioral work on economical decision making in PWYW contexts in the past. Empirical studies on the neural basis of PWYW decisions, however, are scarce. In the present paper, we present an experimental protocol to study PWYW decision making while simultaneously acquiring functional magnetic resonance imaging data. Participants have the possibility to buy music either under a traditional “fixed-price” (FP) condition or in a condition that allows them to freely decide on the price. The behavioral data from our experiment replicate previous results on the general feasibility of the PWYW mechanism. On the neural level, we observe distinct differences between the two conditions: In the FP-condition, neural activity in frontal areas during decision-making correlates positively with the participants’ willingness to pay. No such relationship was observed under PWYW conditions in any neural structure. Directly comparing neural activity during PWYW and the FP-condition we observed stronger activity of the lingual gyrus during PWYW decisions. Results demonstrate the usability of our experimental paradigm for future investigations into PWYW decision-making and provides first insights into neural mechanisms during self-determined pricing decisions. PMID:27458416

28 CFR 545.25 - Eligibility for performance pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Eligibility for performance pay. 545.25... WORK AND COMPENSATION Inmate Work and Performance Pay Program § 545.25 Eligibility for performance pay. (a) An inmate may receive performance pay for accomplishments in one or more of the following areas...

28 CFR 345.58 - Holiday pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Holiday pay. 345.58 Section 345.58... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.58 Holiday pay. An inmate worker in FPI work status shall receive pay at the standard hourly rate, plus longevity where applicable, for all Federal...

Gender, race & the veteran wage gap.

PubMed

Vick, Brandon; Fontanella, Gabrielle

2017-01-01

This paper analyzes earnings outcomes of Iraq/Afghanistan-era veterans. We utilize the 2009-2013 American Community Survey and a worker-matching methodology to decompose wage differences between veteran and non-veteran workers. Among fully-employed, 25-40 year-olds, veteran workers make 3% less than non-veteran workers. While male veterans make 9% less than non-veterans, female and black veterans experience a wage premium (2% and 7% respectively). Decomposition of the earnings gap identifies some of its sources. Relatively higher rates of disability and lower rates of educational attainment serve to increase the overall wage penalty against veterans. However, veterans work less in low-paying occupations than non-veterans, serving to reduce the wage penalty. Finally, among male and white subgroups, non-veterans earn more in the top quintile due largely to having higher educational attainment and greater representation in higher-paying occupations, such as management. Copyright © 2016 Elsevier Inc. All rights reserved.

Willingness-to-pay for a probabilistic flood forecast: a risk-based decision-making game

NASA Astrophysics Data System (ADS)

Arnal, Louise; Ramos, Maria-Helena; Coughlan de Perez, Erin; Cloke, Hannah Louise; Stephens, Elisabeth; Wetterhall, Fredrik; van Andel, Schalk Jan; Pappenberger, Florian

2016-08-01

Probabilistic hydro-meteorological forecasts have over the last decades been used more frequently to communicate forecast uncertainty. This uncertainty is twofold, as it constitutes both an added value and a challenge for the forecaster and the user of the forecasts. Many authors have demonstrated the added (economic) value of probabilistic over deterministic forecasts across the water sector (e.g. flood protection, hydroelectric power management and navigation). However, the richness of the information is also a source of challenges for operational uses, due partially to the difficulty in transforming the probability of occurrence of an event into a binary decision. This paper presents the results of a risk-based decision-making game on the topic of flood protection mitigation, called "How much are you prepared to pay for a forecast?". The game was played at several workshops in 2015, which were attended by operational forecasters and academics working in the field of hydro-meteorology. The aim of this game was to better understand the role of probabilistic forecasts in decision-making processes and their perceived value by decision-makers. Based on the participants' willingness-to-pay for a forecast, the results of the game show that the value (or the usefulness) of a forecast depends on several factors, including the way users perceive the quality of their forecasts and link it to the perception of their own performances as decision-makers.

Stop the Pay, Stop the Play

ERIC Educational Resources Information Center

Gardiner, Steve

2014-01-01

While it may seem almost intuitive that offering rewards to students will yield better results, that is not how it works; the result often is the opposite. The paradox of rewards is that their effect often has a limited impact on students, who then will lose curiosity; it also makes them feel as if they are being controlled--a negative motivating…

Make Your Presentation Powerful

ERIC Educational Resources Information Center

Palmer, Erik

2015-01-01

"I was planning on doing a lot of work today during your presentation, but I couldn't get anything done. I just had to pay attention!" The author received this unexpected feedback from a teacher at the end of a presentation he gave, and although he considered it a compliment, it made him reflect on the dire state of presentations in…

Women in Workplace: Vocational Education and Segregated Division of Labor.

ERIC Educational Resources Information Center

Lasonen, Johanna; Burge, Penny L.

The United States and Finland show a clear gender stratification in work life. The uneven, gender-biased division of labor has been maintained, even though about half of the total U.S. and Finnish labor force are women. In both countries, female students tend to make traditional occupational choices that prepare them for low-paying fields where…

English Teachers and Theatre: Sacrifices and Rewards of a Natural Combination.

ERIC Educational Resources Information Center

Ridgway, Craig S.

1986-01-01

Elaborates on directing theater while teaching English. States that working in an unfamiliar field with different students, materials, and skills is difficult, and the opportunity to sacrifice time, energy, and personal life for low pay and a chance to flop are disadvantages. But the academic and personal rewards make the experience worthwhile.…

Checklists for Learning: When, Why and How to Pay Attention

ERIC Educational Resources Information Center

Blanchard, John

2017-01-01

This article gives an overview of the author's book "Inside Teaching: how to make a difference for every learner and teacher" (Routledge, 2017), and focuses on how checklist processes can be used to help clarify and guide purposes and ways of working. The intention is to be systematic and explicit without being bureaucratic and moribund.…

In Search of "Time-Tested Truths": Historical Perspectives on Educational Administration

ERIC Educational Resources Information Center

Aldrich, Richard

2014-01-01

This article has a dual purpose. The first is to pay tribute to the work of Richard Selleck and Geoffrey Sherington; the second to argue that historians of education can make substantial contributions to current and future educational policy and practice by identifying what Ravitch has called "time-tested truths". The nature and purpose…

26 CFR 53.4958-3 - Definition of disqualified person.

Code of Federal Regulations, 2011 CFR

2011-04-01

... by profession, works part-time at R, a local museum. In the first taxable year in which R employs N, R pays N a salary and provides no additional benefits to N except for free admission to the museum... responsibility for supervising Z's day-to-day operations. For example, E can hire faculty members and staff, make...

Making Space: A Gay-Straight Alliance's Fight to Build Inclusive Environments

ERIC Educational Resources Information Center

Collin, Ross

2013-01-01

Background: Education researchers are paying increasing attention to student activism and to the social production of school spaces. Few studies, however, have brought these two concerns together to examine how student activists work to rebuild school spaces in line with their political commitments. In the present study, I address this gap at the…

Measuring emergency physicians' work: factoring in clinical hours, patients seen, and relative value units into 1 metric.

PubMed

Silich, Bert A; Yang, James J

2012-05-01

Measuring workplace performance is important to emergency department management. If an unreliable model is used, the results will be inaccurate. Use of inaccurate results to make decisions, such as how to distribute the incentive pay, will lead to rewarding the wrong people and will potentially demoralize top performers. This article demonstrates a statistical model to reliably measure the work accomplished, which can then be used as a performance measurement.

"We don't do it for the money" … The scale and reasons of poverty-pay among frontline long-term care workers in England.

PubMed

Hussein, Shereen

2017-11-01

Demographic trends escalate the demands for formal long-term care (LTC) in the majority of the developed world. The LTC workforce is characterised by its very low wages, the actual scale of which is less well known. This article investigates the scale of poverty-pay in the feminised LTC sector and attempts to understand the perceived reasons behind persisting low wages in the sector. The analysis makes use of large national workforce pay data and a longitudinal survey of care workers, as well as interviews with key stakeholders in the sector. The analysis suggests that there are at least between 10 and 13% of care workers who are effectively being paid under the National Minimum Wage in England. Thematic qualitative analysis of 300 interviews with employers, care workers and service users highlight three key explanatory factors of low pay: the intrinsic nature of LTC work, the value of caring for older people, and marketisation and outsourcing of services. © 2017 John Wiley & Sons Ltd.

An official American Thoracic Society policy statement: pay-for-performance in pulmonary, critical care, and sleep medicine.

PubMed

Kahn, Jeremy M; Scales, Damon C; Au, David H; Carson, Shannon S; Curtis, J Randall; Dudley, R Adams; Iwashyna, Theodore J; Krishnan, Jerry A; Maurer, Janet R; Mularski, Richard; Popovich, John; Rubenfeld, Gordon D; Sinuff, Tasnim; Heffner, John E

2010-04-01

Pay-for-performance is a model for health care financing that seeks to link reimbursement to quality. The American Thoracic Society and its members have a significant stake in the development of pay-for-performance programs. To develop an official ATS policy statement addressing the role of pay-for-performance in pulmonary, critical care and sleep medicine. The statement was developed by the ATS Health Policy Committee using an iterative consensus process including an expert workshop and review by ATS committees and assemblies. Pay-for-performance is increasingly utilized by health care purchasers including the United States government. Published studies generally show that programs result in small but measurable gains in quality, although the data are heterogeneous. Pay-for-performance may result in several negative consequences, including the potential to increase costs, worsen health outcomes, and widen health disparities, among others. Future research should be directed at developing reliable and valid performance measures, increasing the efficacy of pay-for-performance programs, minimizing negative unintended consequences, and examining issues of costs and cost-effectiveness. The ATS and its members can play a key role in the design and evaluation of these programs by advancing the science of performance measurement, regularly developing quality metrics alongside clinical practice guidelines, and working with payors to make performance improvement a routine part of clinical practice. Pay-for-performance programs will expand in the coming years. Pulmonary, critical care and sleep practitioners can use these programs as an opportunity to partner with purchasers to improve health care quality.

48 CFR 532.7002 - Solicitation requirements.

Code of Federal Regulations, 2011 CFR

2011-10-01

.... Identify the card brand(s) under the GSA SmartPay program that may be used to make payments under the... the card brand(s) under the GSA SmartPay program that may be used to make payments under the contract...

75 FR 68040 - Proposed Information Collection Activity: Comment Request

Federal Register 2010, 2011, 2012, 2013, 2014

2010-11-04

... DEPARTMENT OF VETERANS AFFAIRS [OMB Control No. 2900-0663 (Pay Now Enter Info Page)] Proposed... of automated collection techniques or the use of other forms of information technology. Title: Pay... make online payments through VA's Pay Now Enter Info Page Web site. Data entered on the Pay Now Enter...

Physician Perception of Pay Fairness and its Association with Work Satisfaction, Intent to Leave Practice, and Personal Health.

PubMed

Kao, Audiey C; Jager, Andrew J; Koenig, Barbara A; Moller, Arlen C; Tutty, Michael A; Williams, Geoffrey C; Wright, Scott M

2018-06-01

Primary care physicians generally earn less than specialists. Studies of other occupations have identified perception of pay fairness as a predictor of work- and life-related outcomes. We evaluated whether physicians' pay fairness perceptions were associated with their work satisfaction, turnover intention, and personal health. Three thousand five hundred eighty-nine physicians were surveyed. Agreement with "my total compensation is fair" was used to assess pay fairness perceptions. Total compensation was self-reported, and we used validated measures of work satisfaction, likelihood of leaving current practice, and health status. Hierarchical logistic regressions were used to assess the associations between pay fairness perceptions and work/life-related outcomes. A total of 2263 physicians completed surveys. Fifty-seven percent believed their compensation was fair; there was no difference between physicians in internal medicine and non-primary care specialties (P = 0.58). Eighty-three percent were satisfied at work, 70% reported low likelihood of leaving their practice, and 77% rated their health as very good or excellent. Higher compensation levels were associated with greater work satisfaction and lower turnover intention, but most associations became statistically non-significant after adjusting for pay fairness perceptions. Perceived pay fairness was associated with greater work satisfaction (OR, 4.90; 95% CI, 3.94-6.08; P < 0.001), lower turnover intention (OR, 2.46; 95% CI, 2.01-3.01; P < 0.001), and better health (OR, 1.33; 95% CI, 1.08-1.65; P < 0.01). Physicians who thought their pay was fair reported greater work satisfaction, lower likelihood of leaving their practice, and better overall health. Addressing pay fairness perceptions may be important for sustaining a satisfied and healthy physician workforce, which is necessary to deliver high-quality care.

The Problems of Parental Leave.

PubMed

Price, Sean

2017-10-01

The United States is the only major industrialized country in the world to not require paid parental leave. Numerous studies have shown that allowing parents time with a newborn makes the child and the parents healthier, both physically and mentally. Many physicians, especially those who work in practices with five or fewer doctors, worry about how to pay for parental leave for themselves and their staff.

Medicare and Other Health Benefits: Your Guide to Who Pays First

MedlinePlus

... working. Call your employer’s benefits administrator for more information before you make a decision. If I’m 65 or older and still ... 800-MEDICARE (1-800-633-4227) for more information, before you use any of the money that was placed in your WCMSA account. TTY users can call 1-877‑486‑2048. • ...

Supportive Services for Disadvantaged Workers and Trainees. Key Issue Series, Number 12.

ERIC Educational Resources Information Center

Heskes, Deborah A.

Improving the lot of those who are the least productive can be approached in two ways. The first is to make the secondary jobs more desirable by increasing the pay rate and improving the working conditions and opportunities for promotion. The second approach concentrates on improving the employability of these individuals by moving them up on the…

Teacher Pay Reforms: The Political Implications of Recent Research. CEDR Working Paper No. 2010-4.0

ERIC Educational Resources Information Center

Goldhaber, Dan

2010-01-01

Education research convincingly shows that teacher quality is the most important "schooling" factor influencing student achievement. A very good teacher as opposed to a very bad one can make as much as a "full year's" difference in learning growth for students. Indeed, the effect of increases in teacher quality swamps the impact of any other…

76 FR 2754 - Agency Information Collection (Pay Now Enter Info Page) Activity Under OMB Review

Federal Register 2010, 2011, 2012, 2013, 2014

2011-01-14

... DEPARTMENT OF VETERANS AFFAIRS [OMB Control No. 2900-0663] Agency Information Collection (Pay Now... No. 2900-0663.'' SUPPLEMENTARY INFORMATION: Title: Pay Now Enter Info Page. OMB Control Number: 2900... participated in VA's benefit programs and owe debts to VA can voluntary make online payments through VA's Pay...

5 CFR 410.402 - Paying premium pay.

Code of Federal Regulations, 2011 CFR

2011-01-01

... firefighter is entitled to a greater amount of pay based on actual work hours during the week in which... Sunday work shall continue to receive that premium pay. This exception does not apply to an employee assigned to full-time training at institutions of higher learning. (2) Training at night. An employee given...

5 CFR 410.402 - Paying premium pay.

Code of Federal Regulations, 2013 CFR

2013-01-01

... firefighter is entitled to a greater amount of pay based on actual work hours during the week in which... Sunday work shall continue to receive that premium pay. This exception does not apply to an employee assigned to full-time training at institutions of higher learning. (2) Training at night. An employee given...

5 CFR 410.402 - Paying premium pay.

Code of Federal Regulations, 2014 CFR

2014-01-01

... firefighter is entitled to a greater amount of pay based on actual work hours during the week in which... Sunday work shall continue to receive that premium pay. This exception does not apply to an employee assigned to full-time training at institutions of higher learning. (2) Training at night. An employee given...

5 CFR 410.402 - Paying premium pay.

Code of Federal Regulations, 2012 CFR

2012-01-01

... firefighter is entitled to a greater amount of pay based on actual work hours during the week in which... Sunday work shall continue to receive that premium pay. This exception does not apply to an employee assigned to full-time training at institutions of higher learning. (2) Training at night. An employee given...

Job Satisfaction and Role Clarity Among University and College Faculty.

ERIC Educational Resources Information Center

Locke, Edwin A.; And Others

1983-01-01

A study of faculty job satisfaction concerned with work achievement, work role clarity, superordinates, co-workers, pay promotions, and facilities is described. Results show that faculty are most dissatisfied with pay, promotions and administration; faculty with higher pay scales are more satisfied than those with lower pay scales. (Author/MLW)

28 CFR 545.31 - Training.

Code of Federal Regulations, 2010 CFR

2010-07-01

... Work and Performance Pay Program § 545.31 Training. The Warden shall ensure that staff receive training on their roles in, and on the operation of, the work and performance pay program. The Warden shall also ensure that the inmate population is informed of the work and performance pay program, and of the...

Impact of satisfactions with psychological reward and pay on Chinese nurses' work attitudes.

PubMed

Chen, Feifei; Yang, Min; Gao, Wei; Liu, Ye; De Gieter, Sara

2015-11-01

To examine the impact of satisfaction with psychological rewards (received from the head nurse and from physicians) and with pay on Chinese nurses' work attitudes. We conducted a cross-sectional survey in China. A total of 413 nurses completed our survey. We examined the effect of satisfactions with psychological rewards and pay on work attitudes by performing a series of hierarchical regression analyses. We found that both satisfaction with pay and satisfaction with psychological rewards from the head nurse significantly predicted work attitudes, whereas satisfaction with psychological rewards from physicians did not. Our results illustrate that when nurses feel satisfied with their pay and the psychological rewards received from the head nurse they exhibit more positive work attitudes. Copyright © 2015 Elsevier Inc. All rights reserved.

EFFECTS OF PAY RESETS FOLLOWING DRUG USE ON ATTENDANCE AND HOURS WORKED IN A THERAPEUTIC WORKPLACE

PubMed Central

Holtyn, August F.; Silverman, Kenneth

2016-01-01

This secondary data analysis examined effects of an abstinence contingency on participation in a therapeutic workplace. Participants exposed to a pay reset after drug use did not differ in overall attendance from participants who were not exposed to a pay reset after drug use; however, they initially worked less after a pay reset than participants who did not receive a pay reset, and their attendance increased as their pay increased. Overall participation was not influenced by the abstinence contingency, but transient decreases in attendance occurred. PMID:26990530

Older women public sector workers in Ireland: Decisions about retirement timing.

PubMed

Léime, Áine Ní

2017-01-01

Older women workers' decision making around retirement is increasingly important given the increasing involvement of older women in paid employment. This article explores influences on the retirement decision making of older women workers in Ireland. It is based on a case study of 57 interviews with women in the Irish civil service exploring work-life decision making. It finds that retirement choices vary according to initial socioeconomic resources and/or life-course trajectories and are particularly affected by gendered caring norms, employment policy, job tenure, and place in organizational hierarchies. Those women with interrupted careers and low pay have fewer choices around retirement timing.

3 CFR 8502 - Proclamation 8502 of April 20, 2010. National Equal Pay Day, 2010

Code of Federal Regulations, 2011 CFR

2011-01-01

... Enforcement Task Force to bolster enforcement of pay discrimination laws, making sure women get equal pay for... National Equal Pay Day. I call upon all Americans to acknowledge the injustice of wage discrimination and... 3 The President 1 2011-01-01 2011-01-01 false Proclamation 8502 of April 20, 2010. National Equal...

Long-Term Effects of Teacher Performance Pay: Experimental Evidence from India

ERIC Educational Resources Information Center

Muralidharan, Karthik

2012-01-01

While the idea of teacher performance-pay is increasingly making its way into policy, the evidence on the effectiveness of such programs is both limited and mixed. The central questions in the literature on teacher performance pay to date have been whether teacher performance pay based on test scores can improve student achievement, and whether…

36 CFR 1202.52 - How do I pay?

Code of Federal Regulations, 2010 CFR

2010-07-01

... 36 Parks, Forests, and Public Property 3 2010-07-01 2010-07-01 false How do I pay? 1202.52 Section... REGULATIONS IMPLEMENTING THE PRIVACY ACT OF 1974 Individual Access to Records § 1202.52 How do I pay? You must pay by check or money order. Make your check or money order payable to the National Archives and...

5 CFR 9901.344 - Other performance payments.

Code of Federal Regulations, 2010 CFR

2010-01-01

... RELATIONS SYSTEMS (DEPARTMENT OF DEFENSE-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF DEFENSE NATIONAL SECURITY PERSONNEL SYSTEM (NSPS) Pay and Pay Administration Performance-Based Pay § 9901.344 Other... officials may make other performance payments to— (1) Reward extraordinary individual performance, as...

Making Work Pay: Changes in Effective Tax Rates and Guarantees in U.S. Transfer Programs, 1983-2002

ERIC Educational Resources Information Center

Ziliak, James P.

2007-01-01

In the 1990s, many states liberalized statutory rules regarding the tax treatment of earned and unearned income for welfare program eligibility and benefit levels. I use quality control data from the AFDC/TANF program over 1983-2002 to document changes in the corresponding effective tax rates and benefit guarantees. After welfare reform I find…

Strengthening the Fabric of Government: A Description of WOVEN (Women's Ohio Volunteer Employment Network).

ERIC Educational Resources Information Center

Miller, Mary E.

WOVEN (Women's Ohio Volunteer Employment Network), is directed at changing the low representation of women in decision making positions in public service. Women comprise more than a third of the work force in the State of Ohio; yet they have typically held the low level, low paying jobs. A 1973 status report on women in State government revealed…

Quality of life benefits of paid work activity in schizophrenia.

PubMed

Bryson, Gary; Lysaker, Paul; Bell, Morris

2002-01-01

In a study of work rehabilitation, 97 participants with schizophrenia or schizoaffective disorder were randomized into either a Pay or a No Pay condition to determine the impact of work activity and pay on rehabilitation outcomes. This report specifically investigates the relationship between work rehabilitation and quality of life (QOL) measures for people with schizophrenia. Previous reports have described improvements in symptoms and work outcomes for participants in the Pay condition. Results in this report reveal that randomization to the Pay condition improved ratings on the Heinrichs Quality of Life Scale (QLS). The improvements are found both in overall QLS and in the domain of Intrapsychic Foundations (motivation, sense of purpose, anhedonia, and empathy). For a larger sample (n = 114) we assessed the relationship between amount of participation and QLS improvement. Degree of participation was related to improvement on the QLS total and Intrapsychic Foundations domain. Finally, improvement in the Interpersonal Relations scale was associated with weeks of participation for the most consistent participants. How participation in work rehabilitation and its interaction with pay improves motivation, interpersonal relatedness, and overall quality of life is discussed.

An immodest proposal: pay equity for nursing faculty who do clinical teaching.

PubMed

Boughn, S

1992-05-01

Pay equity, the concept of equal pay for equal or comparable work, will continue to be of paramount importance to women as the 20th century draws to a close. While it might have been anticipated that women in academic settings would enjoy pay equity, clinical teaching in nursing education provides a model for gender discrimination as related to women's work. Elements of proposal development and a case study for contesting pay inequity are presented.

Evidence-based commissioning in the English NHS: who uses which sources of evidence? A survey 2010/2011.

PubMed

Clarke, Aileen; Taylor-Phillips, Sian; Swan, Jacky; Gkeredakis, Emmanouil; Mills, Penny; Powell, John; Nicolini, Davide; Roginski, Claudia; Scarbrough, Harry; Grove, Amy

2013-05-28

To investigate types of evidence used by healthcare commissioners when making decisions and whether decisions were influenced by commissioners' experience, personal characteristics or role at work. Cross-sectional survey of 345 National Health Service (NHS) staff members. The study was conducted across 11 English Primary Care Trusts between 2010 and 2011. A total of 440 staff involved in commissioning decisions and employed at NHS band 7 or above were invited to participate in the study. Of those, 345 (78%) completed all or a part of the survey. Participants were asked to rate how important different sources of evidence (empirical or practical) were in a recent decision that had been made. Backwards stepwise logistic regression analyses were undertaken to assess the contributions of age, gender and professional background, as well as the years of experience in NHS commissioning, pay grade and work role. The extent to which empirical evidence was used for commissioning decisions in the NHS varied according to the professional background. Only 50% of respondents stated that clinical guidelines and cost-effectiveness evidence were important for healthcare decisions. Respondents were more likely to report use of empirical evidence if they worked in Public Health in comparison to other departments (p<0.0005, commissioning and contracts OR   0.32, 95%CI   0.18 to 0.57, finance OR  0.19, 95%CI 0.05 to 0.78, other departments OR 0.35, 95%CI 0.17 to 0.71) or if they were female (OR 1.8 95% CI 1.01 to 3.1) rather than male. Respondents were more likely to report use of practical evidence if they were more senior within the organisation (pay grade 8b or higher OR 2.7, 95%CI 1.4 to 5.3, p=0.004 in comparison to lower pay grades). Those trained in Public Health appeared more likely to use external empirical evidence while those at higher pay scales were more likely to use practical evidence when making commissioning decisions. Clearly, National Institute for Clinical Excellence (NICE) guidance and government publications (eg, National Service Frameworks) are important for decision-making, but practical sources of evidence such as local intelligence, benchmarking data and expert advice are also influential. New Clinical Commissioning Groups will need a variety of different evidence sources and expert involvement to ensure that effective decisions are made for their populations.

Evidence-based commissioning in the English NHS: who uses which sources of evidence? A survey 2010/2011

PubMed Central

Clarke, Aileen; Taylor-Phillips, Sian; Swan, Jacky; Gkeredakis, Emmanouil; Mills, Penny; Powell, John; Nicolini, Davide; Roginski, Claudia; Scarbrough, Harry; Grove, Amy

2013-01-01

Objectives To investigate types of evidence used by healthcare commissioners when making decisions and whether decisions were influenced by commissioners’ experience, personal characteristics or role at work. Design Cross-sectional survey of 345 National Health Service (NHS) staff members. Setting The study was conducted across 11 English Primary Care Trusts between 2010 and 2011. Participants A total of 440 staff involved in commissioning decisions and employed at NHS band 7 or above were invited to participate in the study. Of those, 345 (78%) completed all or a part of the survey. Main outcome measures Participants were asked to rate how important different sources of evidence (empirical or practical) were in a recent decision that had been made. Backwards stepwise logistic regression analyses were undertaken to assess the contributions of age, gender and professional background, as well as the years of experience in NHS commissioning, pay grade and work role. Results The extent to which empirical evidence was used for commissioning decisions in the NHS varied according to the professional background. Only 50% of respondents stated that clinical guidelines and cost-effectiveness evidence were important for healthcare decisions. Respondents were more likely to report use of empirical evidence if they worked in Public Health in comparison to other departments (p<0.0005, commissioning and contracts OR   0.32, 95%CI   0.18 to 0.57, finance OR  0.19, 95%CI 0.05 to 0.78, other departments OR 0.35, 95%CI 0.17 to 0.71) or if they were female (OR 1.8 95% CI 1.01 to 3.1) rather than male. Respondents were more likely to report use of practical evidence if they were more senior within the organisation (pay grade 8b or higher OR 2.7, 95%CI 1.4 to 5.3, p=0.004 in comparison to lower pay grades). Conclusions Those trained in Public Health appeared more likely to use external empirical evidence while those at higher pay scales were more likely to use practical evidence when making commissioning decisions. Clearly, National Institute for Clinical Excellence (NICE) guidance and government publications (eg, National Service Frameworks) are important for decision-making, but practical sources of evidence such as local intelligence, benchmarking data and expert advice are also influential. New Clinical Commissioning Groups will need a variety of different evidence sources and expert involvement to ensure that effective decisions are made for their populations. PMID:23793669

29 CFR 778.203 - Premium pay for work on Saturdays, Sundays, and other “special days”.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Premium pay for work on Saturdays, Sundays, and other... Paid for Overtime § 778.203 Premium pay for work on Saturdays, Sundays, and other “special days”. Under... one-half which is paid for work on Saturdays, Sundays, holidays, or regular days of rest or on the...

28 CFR 345.51 - Inmate pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Inmate pay. 345.51 Section 345.51... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.51 Inmate pay. (a) Grade levels. Inmate workers in FPI locations receive pay at five levels ranging from 5th grade pay (lowest) to 1st grade pay...

42 CFR 21.73 - Policy.

Code of Federal Regulations, 2010 CFR

2010-10-01

... Human Services to withhold allotments from pay and allowances of commissioned officers on active duty in the Service to make involuntary allotments from pay and allowances as payment of child, or child and... total amount equal to the support payable for two months or longer. Failure to make such payments shall...

Paying the Piper: The High Cost of Funerals in South Africa1

PubMed Central

Case, Anne; Garrib, Anu; Menendez, Alicia; Olgiati, Analia

2013-01-01

We analyze funeral arrangements following the deaths of 3,751 people who died between January 2003 and December 2005 in the Africa Centre Demographic Surveillance Area. We find that, on average, households spend the equivalent of a year's income for an adult's funeral, measured at median per capita African (Black) income. Approximately one-quarter of all individuals had some form of insurance, which helped surviving household members defray some fraction of funeral expenses. However, an equal fraction of households borrowed money to pay for the funeral. We develop a model, consistent with ethnographic work in this area, in which households respond to social pressure to bury their dead in a style consistent with the observed social status of the household and that of the deceased. Households that cannot afford a funeral commensurate with social expectations must borrow money to pay for the funeral. The model leads to empirical tests, and we find results consistent with our model of household decision-making. PMID:24235777

26 CFR 301.9100-16T - Election to accrue vacation pay.

Code of Federal Regulations, 2011 CFR

2011-04-01

... vacation pay is earned. (b) Time for making election. (1) In the case of a taxpayer who established or... 26 Internal Revenue 18 2011-04-01 2011-04-01 false Election to accrue vacation pay. 301.9100-16T... § 301.9100-16T Election to accrue vacation pay. (a) In general. Section 463 provides that taxpayers...

Effects of pay resets following drug use on attendance and hours worked in a therapeutic workplace.

PubMed

Holtyn, August F; Silverman, Kenneth

2016-06-01

This secondary data analysis examined effects of an abstinence contingency on participation in a therapeutic workplace. Participants exposed to a pay reset after drug use did not differ in overall attendance from participants who were not exposed to a pay reset after drug use; however, they initially worked less after a pay reset than participants who did not receive a pay reset, and their attendance increased as their pay increased. Overall participation was not influenced by the abstinence contingency, but transient decreases in attendance occurred. © 2016 Society for the Experimental Analysis of Behavior.

Developing physician pay arrangements: the cash and care equation.

PubMed

Levitch, J H

1998-11-01

Developing physician compensation packages that help a healthcare organization meet its business objectives while satisfying physician pay expectations requires new ways of linking pay to physician performance. Such compensation arrangements specifically should include pay tied to defined performance standards, compensation linked to group performance, performance incentives based on realistic, achievable goals, work performance measured by common criteria, and similar pay ensured for similar work. Final pay arrangements also should include items that are sometimes overlooked, such as fully delineated job responsibilities, performance measures aligned correctly with performance areas, and the value of benefits considered in the cash compensation levels.

29 CFR 778.220 - “Show-up” or “reporting” pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... scheduled work on any day will receive a minimum of 4 hours' work or pay. The employee thus receives not... failure to provide expected work during regular hours. One of the primary purposes of such an arrangement... that an employee entitled to overtime pay after 40 hours a week whose workweek begins on Monday and who...

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.…

Social patterns of pay systems and their associations with psychosocial job characteristics and burnout among paid employees in Taiwan.

PubMed

Yeh, Wan-Yu; Cheng, Yawen; Chen, Chiou-Jung

2009-04-01

Today, performance-based pay systems, also known as variable pay systems, are commonly implemented in workplaces as a business strategy to improve workers' performance and reduce labor costs. However, their impact on workers' job stress and stress-related health outcomes has rarely been investigated. By utilizing data from a nationally representative sample of paid employees in Taiwan, we examined the distribution of variable pay systems across socio-demographic categories and employment sectors. We also examined the associations of pay systems with psychosocial job characteristics (assessed by Karasek's Demand-Control model) and self-reported burnout status (measured by the Chinese version of the Copenhagen Burnout Inventory). A total of 8906 men and 6382 women aged 25-65 years were studied, and pay systems were classified into three categories, i.e., fixed salary, performance-based pay (with a basic salary), and piece-rated or time-based pay (without a basic salary). Results indicated that in men, 57% of employees were given a fixed salary, 24% were given a performance-based pay, and 19% were remunerated through a piece-rated or time-based pay. In women, the distributions of the 3 pay systems were 64%, 20% and 15%, respectively. Among the three pay systems, employees earning through a performance-based pay were found to have the longest working hours, highest level of job control, and highest percentage of workers who perceived high stress at work. Those remunerated through a piece-rated/time-based pay were found to have the lowest job control, shortest working hours, highest job insecurity, lowest potential for career growth, and lowest job satisfaction. The results of multivariate regression analyses showed that employees earning through performance-based and piece-rated pay systems showed higher scores for personal burnout and work-related burnout, as compared to those who were given fixed salaries, after adjusting for age, education, marital status, employment grade, job characteristics, and family care workloads. As variable pay systems have gained in popularity, findings from this study call for more attention on the tradeoff between the widely discussed management advantages of such pay systems and the health burden they place on employees.

28 CFR 345.52 - Premium pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Premium pay. 345.52 Section 345.52... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.52 Premium pay. Payment of premium pay to... inmates at a location. (a) Eligibility. Inmates in first grade pay status may be considered for premium...

5 CFR 1605.13 - Back pay awards and other retroactive pay adjustments.

Code of Federal Regulations, 2010 CFR

2010-01-01

...) The employing agency must give the participant the following options for electing makeup contributions... makeup contributions; or (ii) Instead of making contributions for the period of separation in accordance... deducted before payment or other retroactive pay adjustment. Employee makeup contributions required under...

75 FR 63215 - Federal Salary Council Meeting

Federal Register 2010, 2011, 2012, 2013, 2014

2010-10-14

... Federal employee organizations and experts in the fields of labor relations and pay policy. The Council makes recommendations to the President's Pay Agent (the Secretary of Labor and the Directors of the Office of Management and Budget and the Office of Personnel Management) about the locality pay program...

78 FR 61404 - Federal Salary Council; Meeting

Federal Register 2010, 2011, 2012, 2013, 2014

2013-10-03

... Federal employee organizations and experts in the fields of labor relations and pay policy. The Council makes recommendations to the President's Pay Agent (the Secretary of Labor and the Directors of the Office of Management and Budget and the Office of Personnel Management) about the locality pay program...

76 FR 59175 - Federal Salary Council; Meeting

Federal Register 2010, 2011, 2012, 2013, 2014

2011-09-23

... Federal employee organizations and experts in the fields of labor relations and pay policy. The Council makes recommendations to the President's Pay Agent (the Secretary of Labor and the Directors of the Office of Management and Budget and the Office of Personnel Management) about the locality pay program...

The Opportunity Cost of Smaller Classes: A State-By-State Spending Analysis. Schools in Crisis: Making Ends Meet

ERIC Educational Resources Information Center

Roza, Marguerite; Ouijdani, Monica

2012-01-01

Two seemingly different threads are in play on the issue of class size. The first is manifested in media reports that tell readers that class sizes are rising to concerning levels. The second thread appears in the work of some researchers and education leaders and suggests that repurposing class-size reduction funds to pay for other reforms may…

What Does Washington State Get for Its Investment in Bonuses for Board Certified Teachers? Schools in Crisis: Making Ends Meet. Rapid Response

ERIC Educational Resources Information Center

Simpkins, Jim

2011-01-01

Washington State is set to spend nearly $100 million in the next two years on pay bonuses for teachers who receive national board certification. This investment is supposed to improve the state's teaching force and encourage the most capable teachers to work in high-poverty schools. Does it accomplish those goals? Governor Christine Gregoire's…

5 CFR 550.154 - Rates of premium pay payable under § 550.151.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Rates of premium pay payable under § 550... REGULATIONS PAY ADMINISTRATION (GENERAL) Premium Pay Administratively Uncontrollable Work § 550.154 Rates of premium pay payable under § 550.151. (a) An agency may pay the premium pay on an annual basis referred to...

4 CFR 5.1 - Pay.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 4 Accounts 1 2010-01-01 2010-01-01 false Pay. 5.1 Section 5.1 Accounts GOVERNMENT ACCOUNTABILITY OFFICE PERSONNEL SYSTEM COMPENSATION § 5.1 Pay. (a) Pay principles. Pay of the employees of GAO shall be fixed by the Comptroller General consistent with the principles that— (1) There be equal pay for work of...

Distance Education: More Work, Same Pay for Faculty!

ERIC Educational Resources Information Center

Saba Farhad, Ed.

2000-01-01

Considers workload and pay issues for faculty in distance education courses, and maintains that faculty are doing more work for the same pay. Discusses costs of technology-based instruction; the emerging trend of partnerships in education; venture capital; and the role of the Department of Defense. (LRW)

75 FR 68010 - Federal Salary Council

Federal Register 2010, 2011, 2012, 2013, 2014

2010-11-04

... employee organizations and experts in the fields of labor relations and pay policy. The Council makes recommendations to the President's Pay Agent (the Secretary of Labor and the Directors of the Office of Management and Budget and the Office of Personnel Management) about the locality pay program for General Schedule...

77 FR 59026 - Federal Salary Council

Federal Register 2010, 2011, 2012, 2013, 2014

2012-09-25

... employee organizations and experts in the fields of labor relations and pay policy. The Council makes recommendations to the President's Pay Agent (the Secretary of Labor and the Directors of the Office of Management and Budget and the Office of Personnel Management) about the locality pay program for General Schedule...

78 FR 65717 - Federal Salary Council

Federal Register 2010, 2011, 2012, 2013, 2014

2013-11-01

... employee organizations and experts in the fields of labor relations and pay policy. The Council makes recommendations to the President's Pay Agent (the Secretary of Labor and the Directors of the Office of Management and Budget and the Office of Personnel Management) about the locality pay program for General Schedule...

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.

Using willingness-to-pay to establish patient preferences for cancer testing in primary care.

PubMed

Hollinghurst, Sandra; Banks, Jonathan; Bigwood, Lin; Walter, Fiona M; Hamilton, Willie; Peters, Tim J

2016-08-09

Shared decision making is a stated aim of several healthcare systems. In the area of cancer, patients' views have informed policy on screening and treatment but there is little information about their views on diagnostic testing in relation to symptom severity. We used the technique of willingness-to-pay to determine public preferences around diagnostic testing for colorectal, lung, and pancreatic cancer in primary care in the UK. Participants were approached in general practice waiting rooms and asked to complete a two-stage electronic survey that described symptoms of cancer, the likelihood that the symptoms indicate cancer, and information about the appropriate diagnostic test. Part 1 asked for a binary response (yes/no) as to whether they would choose to have a test if it were offered. Part 2 elicited willingness-to-pay values of the tests using a payment scale followed by a bidding exercise, with the aim that these values would provide a strength of preference not detectable using the binary approach. A large majority of participants chose to be tested for all cancers, with only colonoscopy (colorectal cancer) demonstrating a risk gradient. In the willingness-to-pay exercise participants placed a lower value on an X-ray (lung cancer) than the tests for colorectal or pancreatic cancer and X-ray was the only test where risk was clearly related to the willingness-to-pay value. Willingness-to-pay values did not enhance the binary responses in the way intended; participants appeared to be motivated differently when responding to the two parts of the questionnaire. More work is needed to understand how participants perceive risk in this context and how they respond to questions about willingness-to-pay. Qualitative methods could provide useful insights.

5 CFR 870.204 - Annual rates of pay.

Code of Federal Regulations, 2011 CFR

2011-01-01

... who works at different pay rates is the weighted average of the rates at which the employee is paid... 5 Administrative Personnel 2 2011-01-01 2011-01-01 false Annual rates of pay. 870.204 Section 870... rates of pay. (a) (1) An insured employee's annual pay is his/her annual rate of basic pay as fixed by...

30 CFR 1218.51 - How to make payments.

Code of Federal Regulations, 2012 CFR

2012-07-01

..., General § 1218.51 How to make payments. (a) Definitions. ACH—Automated Clearing House. A type of EFT using... (three-alpha and nine-numeric characters). Pay.gov—A type of EFT using the ACH network that is initiated...) Federal Reserve check. (5) You must include your payor code on all payments. (6) You must pay in U.S...

34 CFR 350.62 - What are the matching requirements?

Code of Federal Regulations, 2012 CFR

2012-07-01

... requirements? (a)(1) The Secretary may make grants to pay for part of the costs of research and demonstration... projects. (2) Each grantee must participate in the costs of those projects. (3) The specific amount of cost... considered in the selection process. (b)(1) The Secretary may make grants to pay for part or all of the costs...

Murphy v. Bord Telecom Eireann, 4 February 1988.

PubMed

1988-01-01

Upon referral by the Irish High Court, the European Court of Justice held that, under Article 119 of the Treaty of Rome, the principle of equal pay for equal work prohibits workers of one sex engaged in work of higher value than the work of workers of the opposite sex from being paid less than the workers of the opposite sex. Upon remand, the Irish High Court sent the case back to the Labour Court with the instruction that the Labour Court should make a ruling as though the applicant women and the male comparator were engaged in "like work." See Common Market Law Reports, No. 2, 1988, p. 753. full text

28 CFR 345.57 - Administrative pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Administrative pay. 345.57 Section 345.57... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.57 Administrative pay. An inmate excused from a job assignment may receive administrative pay for such circumstances as a general recall for an...

28 CFR 345.59 - Inmate performance pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Inmate performance pay. 345.59 Section... INDUSTRIES (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.59 Inmate performance pay. Inmate workers for FPI may also receive Inmate Performance Pay for participation in programs where this award is made...

Working practices and incomes of health workers: evidence from an evaluation of a delivery fee exemption scheme in Ghana

PubMed Central

Witter, Sophie; Kusi, Anthony; Aikins, Moses

2007-01-01

Background This article describes a survey of health workers and traditional birth attendants (TBAs) which was carried out in 2005 in two regions of Ghana. The objective of the survey was to ascertain the impact of the introduction of a delivery fee exemption scheme on both health workers and those providers who were excluded from the scheme (TBAs). This formed part of an overall evaluation of the delivery fee exemption scheme. The results shed light not only on the scheme itself but also on the general productivity of a range of health workers in Ghana. Methods A structured questionnaire was developed, covering individual and household characteristics, working hours and practices, sources of income, and views of the exemptions scheme and general motivation. After field testing, this was administered to 374 respondents in 12 districts of Central and Volta regions. The respondents included doctors, medical assistants (MAs), public and private midwives, nurses, community health nurses (CHNs), and traditional birth attendants, both trained and untrained. Results Health workers were well informed about the delivery fee exemptions scheme and their responses on its impact suggest a realistic view that it was a good scheme, but one that faces serious challenges regarding financial sustainability. Concerning its impact on their morale and working conditions, the responses were broadly neutral. Most public sector workers have seen an increased workload, but counterbalanced by increased pay. TBAs have suffered, in terms of client numbers and income, while the picture for private midwives is mixed. The survey also sheds light on pay and productivity. The respondents report long working hours, with a mean of 54 hours per week for community nurses and up to 129 hours per week for MAs. Weekly reported client loads in the public sector range from a mean of 86 for nurses to 269 for doctors. Over the past two years, reported working hours have been increasing, but so have pay and allowances (for doctors, allowances now make up 66% of their total pay). The lowest paid public health worker now earns almost ten times the average gross national income (GNI) per capita, while the doctors earn 38.5 times GNI per capita. This compares well with average government pay of four times GNI per capita. Comparing pay with outputs, the relatively high number of clients reported by doctors reduces their pay differential, so that the cost per client – $1.09 – is similar to a nurse's (and lower than a private midwife's). Conclusion These findings show that a scheme which increases demand for public health services while also sustaining health worker income and morale, is workable, if well managed, even within the relatively constrained human resources environment of countries like Ghana. This may be linked to the fact that internal comparisons reveal Ghana's health workers to be well paid from public sector sources. PMID:17241454

Show them the money? The role of pay, managerial need support, and justice in a self-determination theory model of intrinsic work motivation.

PubMed

Olafsen, Anja H; Halvari, Hallgeir; Forest, Jacques; Deci, Edward L

2015-08-01

The link between money and motivation has been a debated topic for decades, especially in work organizations. However, field studies investigating the amount of pay in relation to employee motivation is lacking and there have been calls for empirical studies addressing compensation systems and motivation in the work domain. The purpose of this study was to examine outcomes associated with the amount of pay, and perceived distributive and procedural justice regarding pay in relation to those for perceived managerial need support. Participants were 166 bank employees who also reported on their basic psychological need satisfaction and intrinsic work motivation. SEM-analyses tested a self-determination theory (SDT) model, with satisfaction of the competence and autonomy needs as an intervening variable. The primary findings were that amount of pay and employees' perceived distributive justice regarding their pay were unrelated to employees' need satisfaction and intrinsic work motivation, but procedural justice regarding pay did affect these variables. However, managerial need support was the most important factor for promoting need satisfaction and intrinsic work motivation both directly, indirectly, and as a moderator in the model. Hence, the results of the present organizational field study support earlier laboratory experiments within the SDT framework showing that monetary rewards did not enhance intrinsic motivation. This seems to have profound implications for organizations concerned about motivating their employees. © 2015 Scandinavian Psychological Associations and John Wiley & Sons Ltd.

Work-related violence and inconsistent condom use with non-paying partners among female sex workers in Adama City, Ethiopia.

PubMed

Mooney, Alyssa; Kidanu, Aklilu; Bradley, Heather M; Kumoji, Evelyn Kuor; Kennedy, Caitlin E; Kerrigan, Deanna

2013-08-23

Although reported condom use between female sex workers and their clients is high in Ethiopia, condom use with regular, non-paying partners remains low, posing a substantial risk of HIV infection to sex workers, their partners and the general population. Previous studies have identified the synergistic effects of substance abuse, violence and HIV risk, but few have examined these inter-relationships among female sex workers and their regular, non-paying partners. This study explored the associations between work-related violence, alcohol abuse and inconsistent condom use among establishment-based female sex workers and their regular, non-paying partners in Adama City, Ethiopia. A cross-sectional survey was conducted with 350 establishment-based female sex workers, aged 15-35, at 63 bars, hotels and nightclubs. Multivariate logistic regression analysis was conducted to test the association between work-related violence and condom use with regular, non-paying partners, controlling for age, overall income, education and sex workers' total number of sexual partners in the past week. Alcohol abuse was explored as an effect modifier. Respondents reported a high prevalence of work-related violence (59%) and alcohol abuse (51%). Work-related violence was statistically significantly associated with unprotected sex with regular, non-paying partners among those who abused alcohol (OR: 6.34, 95% CI: 2.43-16.56) and among those who did not (OR: 2.98, 95% CI: 1.36-6.54). Alcohol abuse was not associated with inconsistent condom use within these partnerships, though it may strengthen the effect of work-related violence on unprotected sex. Findings suggest violence against establishment-based female sex workers is associated with HIV risk within regular, non-paying partnerships. Qualitative work is needed to better understand the links between a violent work environment and condom use with regular, non-paying partners and how interventions can be implemented in this context to prevent violence against sex workers and reduce HIV transmission.

Reinforcing Productivity in a Job-Skills Training Program for Unemployed Substance-Abusing Adults.

PubMed

Subramaniam, Shrinidhi; Everly, Jeffrey J; Silverman, Kenneth

2017-05-01

Chronically unemployed adults may benefit from intensive job-skills training; however, training programs do not always reliably engage participants in mastering skills. This study examined effects of voucher reinforcement for performance on a job-skills training program in the therapeutic workplace. Participants were four unemployed, substance abusing adults who earned monetary vouchers for working on programs targeting typing skills. Participants were exposed to two payment conditions that differed in whether or not pay was dependent on performance in a within-subject reversal design. In the productivity-pay condition, participants earned $8.00 per hour for attending the workplace plus a bonus for performance. In the base-pay condition, participants were paid an hourly wage that was equivalent to the total hourly earnings from the previous productivity-pay condition. Participants completed less work on the typing programs in the base- than the productivity-pay condition, but the amount of time spent in the workroom and the accuracy and rate of typing were not affected by the pay manipulation. All participants reported preferring base pay over productivity pay. Explicit reinforcement of productivity maintains consistent work in training programs, but more aspects of productivity pay need to be refined for effective, efficient, and socially valid implementation with unemployed, substance-abusing adults.

Reinforcing Productivity in a Job-Skills Training Program for Unemployed Substance-Abusing Adults

PubMed Central

Subramaniam, Shrinidhi; Everly, Jeffrey J.; Silverman, Kenneth

2017-01-01

Chronically unemployed adults may benefit from intensive job-skills training; however, training programs do not always reliably engage participants in mastering skills. This study examined effects of voucher reinforcement for performance on a job-skills training program in the therapeutic workplace. Participants were four unemployed, substance abusing adults who earned monetary vouchers for working on programs targeting typing skills. Participants were exposed to two payment conditions that differed in whether or not pay was dependent on performance in a within-subject reversal design. In the productivity-pay condition, participants earned $8.00 per hour for attending the workplace plus a bonus for performance. In the base-pay condition, participants were paid an hourly wage that was equivalent to the total hourly earnings from the previous productivity-pay condition. Participants completed less work on the typing programs in the base- than the productivity-pay condition, but the amount of time spent in the workroom and the accuracy and rate of typing were not affected by the pay manipulation. All participants reported preferring base pay over productivity pay. Explicit reinforcement of productivity maintains consistent work in training programs, but more aspects of productivity pay need to be refined for effective, efficient, and socially valid implementation with unemployed, substance-abusing adults. PMID:28824954

Terrorism drill shows ED response plan flaws.

PubMed

2005-07-01

Valuable lessons can be learned by paying attention to your processes and communication equipment during a disaster drill. Did your radios and pagers work adequately? If not, it may be time for a new vendor. Going through the drill helps remind the entire ED staff to funnel all communications and key decisions through the disaster response leader. Make sure to update your disaster response handbook to reflect important lessons learned during the drill.

Gender Differences in Pay Histories and Views on Pay Entitlement among University Students.

ERIC Educational Resources Information Center

Desmarais, Serge; Curtis, James

1997-01-01

Examines whether gender differences in recent pay experience influence entitlement views by providing different standards for female and male students' judgments of their entitlements. Responses from 309 undergraduate students reveal that income gaps in the full-time working world extended to their own recent work experiences and that these past…

28 CFR 345.60 - Training pay.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 28 Judicial Administration 2 2011-07-01 2011-07-01 false Training pay. 345.60 Section 345.60... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.60 Training pay. Inmates directed by the SOI to take a particular type of training in connection with a FPI job are to receive FPI pay if the...

28 CFR 345.60 - Training pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Training pay. 345.60 Section 345.60... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.60 Training pay. Inmates directed by the SOI to take a particular type of training in connection with a FPI job are to receive FPI pay if the...

Who Pays to Play Freemium Games? The Profiles and Motivations of Players Who Make Purchases Within Social Casino Games

PubMed Central

Gainsbury, Sally M.; King, Daniel L.; Russell, Alex M. T.; Delfabbro, Paul

2016-01-01

Background and aims Social casino games (SCGs) feature gambling themes and are typically free to download and play with optional in-game purchases. Although few players spend money, this is sufficient to make them profitable for game developers. Little is known about the profile and motivations of paying players as compared to non-paying players. Methods This study compared the characteristics of 521 paying and non-paying Australian social casino game players who completed an online survey. Results Paying players were more likely to be younger, male, speak a non-English language, and have a university education than non-payers. Paying players were more likely to be more highly involved in SCG in terms of play frequency and engagement with games and emphasized social interaction more strongly as a motivation for playing. A cluster analysis revealed distinct subgroups of paying players; these included more frequent moderate spenders who made purchases to avoid waiting for credits and to give gifts to friends as well as less frequent high spenders who made purchases to increase the entertainment value of the game. Discussion These findings suggest that paying players have some fundamental differences from non-paying players and high spenders are trying to maximize their enjoyment, while non-spenders are content with the game content they access. Conclusions Given the structural similarities between SCG and online gambling, understanding subgroups of players may have broader implications, including identifying characteristics of gamers who may also engage in gambling and players who may develop problems related to excessive online gaming. PMID:27306146

Who Pays to Play Freemium Games? The Profiles and Motivations of Players Who Make Purchases Within Social Casino Games.

PubMed

Gainsbury, Sally M; King, Daniel L; Russell, Alex M T; Delfabbro, Paul

2016-06-01

Background and aims Social casino games (SCGs) feature gambling themes and are typically free to download and play with optional in-game purchases. Although few players spend money, this is sufficient to make them profitable for game developers. Little is known about the profile and motivations of paying players as compared to non-paying players. Methods This study compared the characteristics of 521 paying and non-paying Australian social casino game players who completed an online survey. Results Paying players were more likely to be younger, male, speak a non-English language, and have a university education than non-payers. Paying players were more likely to be more highly involved in SCG in terms of play frequency and engagement with games and emphasized social interaction more strongly as a motivation for playing. A cluster analysis revealed distinct subgroups of paying players; these included more frequent moderate spenders who made purchases to avoid waiting for credits and to give gifts to friends as well as less frequent high spenders who made purchases to increase the entertainment value of the game. Discussion These findings suggest that paying players have some fundamental differences from non-paying players and high spenders are trying to maximize their enjoyment, while non-spenders are content with the game content they access. Conclusions Given the structural similarities between SCG and online gambling, understanding subgroups of players may have broader implications, including identifying characteristics of gamers who may also engage in gambling and players who may develop problems related to excessive online gaming.

29 CFR 778.115 - Employees working at two or more rates.

Code of Federal Regulations, 2011 CFR

2011-07-01

... Overtime Pay Requirements Principles for Computing Overtime Pay Based on the âregular Rateâ § 778.115... different types of work for which different nonovertime rates of pay (of not less than the applicable minimum wage) have been established, his regular rate for that week is the weighted average of such rates...

47 CFR 73.5003 - Submission of full payments.

Code of Federal Regulations, 2010 CFR

2010-10-01

... make payment within ten (10) business days after the payment deadline, provided that it also pays a... required to pay the balance of their winning bids in a lump sum prior to the deadline established by the Commission pursuant to § 1.2109(a) of this chapter. If a winning bidder fails to pay the balance of its...

26 CFR 301.9100-16T - Election to accrue vacation pay.

Code of Federal Regulations, 2010 CFR

2010-04-01

... accounts maintained by the taxpayer within a single trade or business if the liability is contingent when vacation pay is earned. (b) Time for making election. (1) In the case of a taxpayer who established or maintained a vacation pay account pursuant to I.T. 3956 and who continued to maintain such account pursuant...

30 CFR 585.500 - How do I make payments under this part?

Code of Federal Regulations, 2012 CFR

2012-07-01

... credit card or automated clearing house payments through the Pay.gov Web site, and you must include one copy of the Pay.gov confirmation receipt page with your unsolicited request or signed lease instrument. You may access the Pay.gov Web site through links on the BOEM Offshore Web site at: http://www.boem...

30 CFR 585.500 - How do I make payments under this part?

Code of Federal Regulations, 2013 CFR

2013-07-01

... credit card or automated clearing house payments through the Pay.gov Web site, and you must include one copy of the Pay.gov confirmation receipt page with your unsolicited request or signed lease instrument. You may access the Pay.gov Web site through links on the BOEM Offshore Web site at: http://www.boem...

30 CFR 285.500 - How do I make payments under this part?

Code of Federal Regulations, 2010 CFR

2010-07-01

... or automated clearing house payments through the Pay.gov Web site, and you must include one copy of the Pay.gov confirmation receipt page with your unsolicited request or signed lease instrument. You may access the Pay.gov Web site through links on the MMS Offshore Web site at: http://www.mms.gov...

Teacher Professionalism under the Recent Reform of Performance Pay in Mainland China

ERIC Educational Resources Information Center

Wang, Lijia; Lai, Manhong; Lo, Leslie Nai-Kwai

2014-01-01

In 2009, a reform in teachers' pay, linking remuneration to performance, was implemented in China. The intention was to improve the quality of education by making teachers more diligent and creative and removing the inequality in pay between teachers in different schools. A review of this reform reveals that it has resolved the problem of…

27 CFR 70.97 - Failure to pay tax.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 27 Alcohol, Tobacco Products and Firearms 2 2013-04-01 2013-04-01 false Failure to pay tax. 70.97... § 70.97 Failure to pay tax. (a) Negligence—(1) General. If any part of any underpayment (as defined in... paragraph (a) of this section, the term “negligence” includes any failure to make a reasonable attempt to...

27 CFR 70.97 - Failure to pay tax.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 27 Alcohol, Tobacco Products and Firearms 2 2011-04-01 2011-04-01 false Failure to pay tax. 70.97... § 70.97 Failure to pay tax. (a) Negligence—(1) General. If any part of any underpayment (as defined in... paragraph (a) of this section, the term “negligence” includes any failure to make a reasonable attempt to...

27 CFR 70.97 - Failure to pay tax.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 27 Alcohol, Tobacco Products and Firearms 2 2012-04-01 2011-04-01 true Failure to pay tax. 70.97... § 70.97 Failure to pay tax. (a) Negligence—(1) General. If any part of any underpayment (as defined in... paragraph (a) of this section, the term “negligence” includes any failure to make a reasonable attempt to...

27 CFR 70.97 - Failure to pay tax.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 27 Alcohol, Tobacco Products and Firearms 2 2014-04-01 2014-04-01 false Failure to pay tax. 70.97... § 70.97 Failure to pay tax. (a) Negligence—(1) General. If any part of any underpayment (as defined in... paragraph (a) of this section, the term “negligence” includes any failure to make a reasonable attempt to...

Pay Equity Act, 17 May 1988.

PubMed

1988-01-01

This document contains major provisions of the 1988 Pay Equity Act of Prince Edward Island, Canada. (Nova Scotia enacted similar legislation in 1988.) This act defines "female-dominated class" or "male-dominated class" as a class with 60% or more female or male incumbents, respectively. The objective of this act is to achieve pay equity among public sector employers and employees by identifying systemic gender discrimination through a comparison of the relative wages and value of the work performed by female- and male-dominated classes. The value of work is to be determined by considering the skill, effort, and responsibility required by the work as well as the conditions under which it is performed. A difference in wages between a female- and male-dominated class performing work of equal or comparable value can be justified by a formal performance appraisal system or formal seniority system that does not discriminate on the basis of gender or by a skills shortage which requires a temporary inflation in wages to attract workers for a certain position. No wages shall be reduced to implement pay equity. Implementation of pay equity will include the work of bargaining agents to achieve agreement on salient points. Pay equity may be implemented in four stages over a period of 24 months.

48 CFR 22.302 - Liquidated damages and overtime pay.

Code of Federal Regulations, 2012 CFR

2012-10-01

... the unpaid wages due laborers and mechanics and the liquidated damages due the Government, make payments in the following order— (1) Pay laborers and mechanics the wages they are owed (or prorate...

48 CFR 22.302 - Liquidated damages and overtime pay.

Code of Federal Regulations, 2010 CFR

2010-10-01

... the unpaid wages due laborers and mechanics and the liquidated damages due the Government, make payments in the following order— (1) Pay laborers and mechanics the wages they are owed (or prorate...

48 CFR 22.302 - Liquidated damages and overtime pay.

Code of Federal Regulations, 2013 CFR

2013-10-01

... the unpaid wages due laborers and mechanics and the liquidated damages due the Government, make payments in the following order— (1) Pay laborers and mechanics the wages they are owed (or prorate...

48 CFR 22.302 - Liquidated damages and overtime pay.

Code of Federal Regulations, 2011 CFR

2011-10-01

... the unpaid wages due laborers and mechanics and the liquidated damages due the Government, make payments in the following order— (1) Pay laborers and mechanics the wages they are owed (or prorate...

Introduction to Focus Issue: nonlinear and stochastic physics in biology.

PubMed

Bahar, Sonya; Neiman, Alexander B; Jung, Peter; Kurths, Jürgen; Schimansky-Geier, Lutz; Showalter, Kenneth

2011-12-01

Frank Moss was a leading figure in the study of nonlinear and stochastic processes in biological systems. His work, particularly in the area of stochastic resonance, has been highly influential to the interdisciplinary scientific community. This Focus Issue pays tribute to Moss with articles that describe the most recent advances in the field he helped to create. In this Introduction, we review Moss's seminal scientific contributions and introduce the articles that make up this Focus Issue.

28 CFR 545.26 - Performance pay provisions.

Code of Federal Regulations, 2014 CFR

2014-07-01

... effective management of the overall performance pay program, the percentage of inmates assigned to each... categories as quality of work, quantity of work, initiative, ability to learn, dependability, response to...

28 CFR 545.26 - Performance pay provisions.

Code of Federal Regulations, 2011 CFR

2011-07-01

... effective management of the overall performance pay program, the percentage of inmates assigned to each... categories as quality of work, quantity of work, initiative, ability to learn, dependability, response to...

43 CFR 30.219 - Who pays for the costs of taking a deposition?

Code of Federal Regulations, 2010 CFR

2010-10-01

... § 30.219 Who pays for the costs of taking a deposition? The party who requests the taking of a deposition must make arrangements for payment of any costs incurred. The judge may assign the costs in the... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false Who pays for the costs of taking a...

40 CFR 1027.130 - How do I make a fee payment?

Code of Federal Regulations, 2013 CFR

2013-07-01

... method available for payment online at www.Pay.gov., or as specified in EPA guidance. (b) Send a... www.Pay.gov., or as provided in EPA guidance. These forms are available on the Internet at http://www.epa.gov/otaq/guidance.htm. (c) You must pay the fee amount due before we will start to process an...

40 CFR 1027.130 - How do I make a fee payment?

Code of Federal Regulations, 2010 CFR

2010-07-01

... method available for payment online at www.Pay.gov., or as specified in EPA guidance. (b) Send a... www.Pay.gov., or as provided in EPA guidance. These forms are available on the Internet at http://www.epa.gov/otaq/guidance.htm. (c) You must pay the fee amount due before we will start to process an...

How wages compare.

PubMed

Buchan, James

2016-09-28

In the autumn, the NHS Pay Review Body (RB) will take evidence from government, employers and nurses' unions. It will then deliberate before making recommendations on what should be a pay rise in April 2017. But as NHS nurses know only too well, this supposedly independent system has been compromised by top down pay freezes initiated by the Westminster government as part of its 'austerity' measures.

48 CFR 222.302 - Liquidated damages and overtime pay.

Code of Federal Regulations, 2010 CFR

2010-10-01

... ACQUISITIONS Contract Work Hours and Safety Standards Act 222.302 Liquidated damages and overtime pay. Upon receipt of notification of Contract Work Hours and Safety Standards Act violations, the contracting...

48 CFR 222.302 - Liquidated damages and overtime pay.

Code of Federal Regulations, 2011 CFR

2011-10-01

... ACQUISITIONS Contract Work Hours and Safety Standards Act 222.302 Liquidated damages and overtime pay. Upon receipt of notification of Contract Work Hours and Safety Standards Act violations, the contracting...

29 CFR 1620.18 - Jobs performed under similar working conditions.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 29 Labor 4 2012-07-01 2012-07-01 false Jobs performed under similar working conditions. 1620.18... THE EQUAL PAY ACT § 1620.18 Jobs performed under similar working conditions. (a) In general. In order for the equal pay standard to apply, the jobs are required to be performed under similar working...

29 CFR 1620.18 - Jobs performed under similar working conditions.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 4 2014-07-01 2014-07-01 false Jobs performed under similar working conditions. 1620.18... THE EQUAL PAY ACT § 1620.18 Jobs performed under similar working conditions. (a) In general. In order for the equal pay standard to apply, the jobs are required to be performed under similar working...

29 CFR 1620.18 - Jobs performed under similar working conditions.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 4 2011-07-01 2011-07-01 false Jobs performed under similar working conditions. 1620.18... THE EQUAL PAY ACT § 1620.18 Jobs performed under similar working conditions. (a) In general. In order for the equal pay standard to apply, the jobs are required to be performed under similar working...

29 CFR 1620.18 - Jobs performed under similar working conditions.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 4 2013-07-01 2013-07-01 false Jobs performed under similar working conditions. 1620.18... THE EQUAL PAY ACT § 1620.18 Jobs performed under similar working conditions. (a) In general. In order for the equal pay standard to apply, the jobs are required to be performed under similar working...

29 CFR 1620.18 - Jobs performed under similar working conditions.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Jobs performed under similar working conditions. 1620.18... THE EQUAL PAY ACT § 1620.18 Jobs performed under similar working conditions. (a) In general. In order for the equal pay standard to apply, the jobs are required to be performed under similar working...

How to acquire customers on the Web.

PubMed

Hoffman, D L; Novak, T P

2000-01-01

Most retailers on the Web spend more to acquire customers than they will ever get back in revenue from them. Many think that sky-high spending on marketing is necessary to stake out their share of Internet space. But is it really? How do retailers know how much to pay? Consider CDnow, which has developed a multifaceted customer-acquisition strategy that reflects a clear understanding of the economics of an on-line business. At the heart of its strategy is affiliate marketing, a concept the company pioneered. Under its BuyWeb program, anyone can put a link to CDnow on his or her Web site, and if a customer uses that link to arrive at CDnow and make a purchase, the referring site owner gets a percentage of the sale. CDnow pays no money if no sale is made, which makes the marketing program completely efficient. But CDnow didn't stop there. Being a Web store, it had complete data on the number of visitors to its site and what they bought, which it used to work out the lifetime value of an average customer. CDnow used that figure to determine how much to wager on the expensive and risky world of traditional advertising to reach a wider audience that wasn't already on-line. CDnow's experience, still a work in progress, contradicts John Wanamaker's oft-quoted lament: "I know half the money I spend on advertising is wasted, but I can never find out which half." As the CDnow example demonstrates, there is a way to find out which half really works.

48 CFR 22.302 - Liquidated damages and overtime pay.

Code of Federal Regulations, 2014 CFR

2014-10-01

... violations do not cover the unpaid wages due laborers and mechanics and the liquidated damages due the Government, make payments in the following order— (1) Pay laborers and mechanics the wages they are owed (or...

The self-pay personal assistance market: make it your business.

PubMed

Caro, F G; Trier, K; Brungo, D

2001-10-01

To be successful in reaching the self-pay market, providers must take a variety of steps, including expanding their service capability, developing an effective marketing strategy, and raising capital to finance service expansion costs.

Why doesn't performance pay work?

PubMed

1993-01-01

Examines performance pay as a means of motivation in the health sector, and indicates possible reasons for its ineffectiveness. Points out that there are various means of motivating employees, with pay being just one of these. Suggests that this is the reason why performance pay has little impact. Concludes that the NHS is about to implement performance pay within its system. Predicts that this may be problematic.

29 CFR 778.319 - Paying for but not counting hours worked.

Code of Federal Regulations, 2010 CFR

2010-07-01

... working time under the Act, coupled with a provision that these hours will not be counted as working time... more hours have been worked, the employee must be paid overtime compensation at not less than one and... 29 Labor 3 2010-07-01 2010-07-01 false Paying for but not counting hours worked. 778.319 Section...

The therapeutic workplace to promote treatment engagement and drug abstinence in out-of-treatment injection drug users: a randomized controlled trial.

PubMed

Holtyn, August F; Koffarnus, Mikhail N; DeFulio, Anthony; Sigurdsson, Sigurdur O; Strain, Eric C; Schwartz, Robert P; Leoutsakos, Jeannie-Marie S; Silverman, Kenneth

2014-11-01

Determine if employment-based reinforcement can increase methadone treatment engagement and drug abstinence in out-of-treatment injection drug users. This study was conducted from 2008 to 2012 in a therapeutic workplace in Baltimore, MD. After a 4-week induction, participants (N=98) could work and earn pay for 26 weeks and were randomly assigned to Work Reinforcement, Methadone & Work Reinforcement, and Abstinence, Methadone & Work Reinforcement conditions. Work Reinforcement participants had to work to earn pay. Methadone & Work Reinforcement and Abstinence, Methadone, & Work Reinforcement participants had to enroll in methadone treatment to work and maximize pay. Abstinence, Methadone, & Work Reinforcement participants had to provide opiate- and cocaine-negative urine samples to maximize pay. Most participants (92%) enrolled in methadone treatment during induction. Drug abstinence increased as a graded function of the addition of the methadone and abstinence contingencies. Abstinence, Methadone & Work Reinforcement participants provided significantly more urine samples negative for opiates (75% versus 54%) and cocaine (57% versus 32%) than Work Reinforcement participants. Methadone & Work Reinforcement participants provided significantly more cocaine-negative samples than Work Reinforcement participants (55% versus 32%). The therapeutic workplace can promote drug abstinence in out-of-treatment injection drug users. Clinical trial registration number: NCT01416584. Copyright © 2014 Elsevier Inc. All rights reserved.

The Therapeutic Workplace to Promote Treatment Engagement and Drug Abstinence in Out-of-Treatment Injection Drug Users: A Randomized Controlled Trial

PubMed Central

Holtyn, August F.; Koffarnus, Mikhail N.; DeFulio, Anthony; Sigurdsson, Sigurdur O.; Strain, Eric C.; Schwartz, Robert P.; Leoutsakos, Jeannie-Marie S.; Silverman, Kenneth

2014-01-01

Objective Determine if employment-based reinforcement can increase methadone treatment engagement and drug abstinence in out-of-treatment injection drug users. Method This study was conducted from 2008–2012 in a therapeutic workplace in Baltimore, MD. After a 4-week induction, participants (N=98) could work and earn pay for 26 weeks and were randomly assigned to Work Reinforcement, Methadone & Work Reinforcement, and Abstinence, Methadone & Work Reinforcement conditions. Work Reinforcement participants had to work to earn pay. Methadone & Work Reinforcement, and Abstinence, Methadone, & Work Reinforcement participants had to enroll in methadone treatment to work and maximize pay. Abstinence, Methadone, & Work Reinforcement participants had to provide opiate- and cocaine-negative urine samples to maximize pay. Results Most participants (92%) enrolled in methadone treatment during induction. Drug abstinence increased as a graded function of the addition of the methadone and abstinence contingencies. Abstinence, Methadone & Work Reinforcement participants provided significantly more urine samples negative for opiates (75% versus 54%) and cocaine (57% versus 32%) than Work Reinforcement participants. Methadone & Work Reinforcement participants provided significantly more cocaine-negative samples than Work Reinforcement participants (55% versus 32%). Conclusion The therapeutic workplace can promote drug abstinence in out-of-treatment injection drug users. PMID:24607365

The impact of affect on willingness-to-pay and desired-set-size.

PubMed

Hafenbrädl, Sebastian; Hoffrage, Ulrich; White, Chris M

2013-01-01

What role does affect play in economic decision making? Previous research showed that the number of items had a linear effect on the willingness-to-pay for those items when participants were computationally primed, whereas participants' willingness-to-pay was insensitive to the amount when they were affectively primed. We extend this research by also studying the impact of affect on nonmonetary costs of waiting for items to be displayed and of screening them in a computer task. We assessed these costs by asking participants how many items they desired to see before making their selection. In our experiment, the effect of priming on desired-set-size was even larger than on willingness-to-pay, which can be explained by the fact that the nonmonetary costs, waiting time, were real, whereas willingness-to-pay was hypothetical. Participants also reported their satisfaction with the choosing process and the chosen items; no linear or nonlinear relationship was found between the self-determined desired-set-size and satisfaction. Copyright © 2013 Elsevier B.V. All rights reserved.

Allocating physicians' overhead costs to services: an econometric/accounting-activity based-approach.

PubMed

Peden, Al; Baker, Judith J

2002-01-01

Using the optimizing properties of econometric analysis, this study analyzes how physician overhead costs (OC) can be allocated to multiple activities to maximize precision in reimbursing the costs of services. Drawing on work by Leibenstein and Friedman, the analysis also shows that allocating OC to multiple activities unbiased by revenue requires controlling for revenue when making the estimates. Further econometric analysis shows that it is possible to save about 10 percent of OC by paying only for those that are necessary.

Finance issue brief: HMO medical directors: year end report-2002.

PubMed

Morgan, Rachel; MacEachern, Lillian

2002-12-31

Medical directors of managed care organizations have the ultimate responsibility of deciding the treatments for which a health plan will pay. Cognizant of consumer concerns over the power inherent in the position, states are seeking to inject more accountability into the decision-making process. Lawmakers have begun to grapple with whether medical directors should be required to hold a medical license from the state in which they work and, by extension, whether they should be under the jurisdiction of the state medical board.

Finance issue brief: HMO medical directors: year end report-2003.

PubMed

MacEachern, Lillian

2003-12-31

Medical directors of managed care organizations have the ultimate responsibility of deciding the treatments for which a health plan will pay. Cognizant of consumer concerns over the power inherent in the position, states are seeking to inject more accountability into the decision-making process. Lawmakers have begun to grapple with whether medical directors should be required to hold a medical license from the state in which they work and, by extension, whether they should be under the jurisdiction of the state medical board.

Using Outperformance Pay to Motivate Academics: Insiders' Accounts of Promises and Problems

ERIC Educational Resources Information Center

Field, Laurie

2015-01-01

Many researchers have investigated the appropriateness of pay for outperformance, (also called "merit-based pay" and "performance-based pay") for academics, but a review of this body of work shows that the voice of academics themselves is largely absent. This article is a contribution to addressing this gap, summarising the…

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...

20 CFR 10.217 - Is COP charged if the employee continues to work, but in a different job that pays less?

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 1 2012-04-01 2012-04-01 false Is COP charged if the employee continues to... COMPENSATION UNDER THE FEDERAL EMPLOYEES' COMPENSATION ACT, AS AMENDED Continuation of Pay Calculation of Cop § 10.217 Is COP charged if the employee continues to work, but in a different job that pays less? If...

20 CFR 10.217 - Is COP charged if the employee continues to work, but in a different job that pays less?

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 1 2014-04-01 2012-04-01 true Is COP charged if the employee continues to... COMPENSATION UNDER THE FEDERAL EMPLOYEES' COMPENSATION ACT, AS AMENDED Continuation of Pay Calculation of Cop § 10.217 Is COP charged if the employee continues to work, but in a different job that pays less? If...

20 CFR 10.217 - Is COP charged if the employee continues to work, but in a different job that pays less?

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 1 2013-04-01 2012-04-01 true Is COP charged if the employee continues to... COMPENSATION UNDER THE FEDERAL EMPLOYEES' COMPENSATION ACT, AS AMENDED Continuation of Pay Calculation of Cop § 10.217 Is COP charged if the employee continues to work, but in a different job that pays less? If...

20 CFR 10.217 - Is COP charged if the employee continues to work, but in a different job that pays less?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Is COP charged if the employee continues to... COMPENSATION UNDER THE FEDERAL EMPLOYEES' COMPENSATION ACT, AS AMENDED Continuation of Pay Calculation of Cop § 10.217 Is COP charged if the employee continues to work, but in a different job that pays less? If...

20 CFR 10.217 - Is COP charged if the employee continues to work, but in a different job that pays less?

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 1 2011-04-01 2011-04-01 false Is COP charged if the employee continues to... COMPENSATION UNDER THE FEDERAL EMPLOYEES' COMPENSATION ACT, AS AMENDED Continuation of Pay Calculation of Cop § 10.217 Is COP charged if the employee continues to work, but in a different job that pays less? If...

Developing academic surgery in a socialized health care system: a 35-year experience.

PubMed

Duranceau, Andre; Martin, Jocelyne; Liberman, Moishe; Ferraro, Pasquale

2012-07-01

The most important benefit of a socialized health care system is the elimination of the threat of personal financial ruin to pay for medical care. Serious disadvantages of a socialized health care system, particularly in a university hospital setting, include restricted financial resources for education and patient care, limited working facilities, and loss of physician-directed decision making in planning and prioritizing. This article describes how a group practice model has supported clinical and academic activities within the faculty of medicine of our university and offers this model as a possible template for other surgical and medical disciplines working in an academic socialized environment.

29 CFR 4.181 - Overtime pay provisions of other Acts.

Code of Federal Regulations, 2010 CFR

2010-07-01

... § 4.180. (b) Contract Work Hours and Safety Standards Act. (1) The Contract Work Hours and Safety... the work performed for the employer is subject to such Act and if, in such workweek, the total hours... not less than 11/2 times their regular rate of pay for all hours worked in excess of the applicable...

Pay-for-Performance: New Developments and Issues. Working Paper 2007-05

ERIC Educational Resources Information Center

Cannon, Mark D.

2007-01-01

Intense competitive pressure and the need for continual improvements have led to a burgeoning interest in and use of pay-for-performance programs. This paper explores the increased use of pay-for-performance, drawing examples from healthcare, education, and the government. Suggestions are made as to how best to implement pay-for-performance…

The Cost of Pay Equity in Public and Private Employment.

ERIC Educational Resources Information Center

National Committee on Pay Equity, Washington, DC.

Implementing the principle of equal pay for work of comparable value, usually called "pay equity" or "comparable worth," should not be a major problem for either the public or private sectors. Information was analyzed from a survey of 24 State and local public sector employers involved in the implementation of pay equity, telephone interviews with…

5 CFR 630.202 - Full biweekly pay period; leave earnings.

Code of Federal Regulations, 2010 CFR

2010-01-01

.... (b) Part-time employees. Hours in a pay status in excess of an agency's basic working hours in a pay period are disregarded in computing the leave earnings of a part-time employee. [33 FR 12475, Sept. 4... biweekly pay period; leave earnings. (a) Full-time employees. A full-time employee earns leave during each...

The effects of pay and job satisfaction on the labour supply of hospital consultants.

PubMed

Ikenwilo, Divine; Scott, Anthony

2007-12-01

There is little evidence about the responsiveness of doctors' labour supply to changes in pay. Given substantial increases in NHS expenditure, new national contracts for hospital doctors and general practitioners that involve increases in pay, and the gradual imposition of a ceiling on hours worked through the European Working Time Directive, knowledge of the size of labour supply elasticities is crucial in examining the effects of these major changes. This paper estimates a modified labour supply model for hospital consultants, using data from a survey of consultants in Scotland. Rigidities in wage setting within the NHS mean that the usual specification of the labour supply model is extended by the inclusion of job quality (job satisfaction) in the equation explaining the optimal number of hours worked. Generalised Method of Moments estimation is used to account for the endogeneity of both earnings and job quality. Our results confirm the importance of pay and non-pay factors on the supply of labour by consultants. The results are sensitive to the exclusion of job quality and show a slight underestimation of the uncompensated earnings elasticity (of 0.09) without controlling for the effect of job quality, and 0.12 when we controlled for job quality. Pay increases in the new contract for consultants will only result in small increases in hours worked. Small and non-significant elasticity estimates at higher quantiles in the distribution of hours suggest that any increases in hours worked are more likely for consultants who work part time. Those currently working above the median number of hours are much less responsive to changes in earnings. Copyright (c) 2007 John Wiley & Sons, Ltd.

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...

5 CFR 610.111 - Establishment of workweeks.

Code of Federal Regulations, 2011 CFR

2011-01-01

... administrative workweek. All work performed by an employee within the first 40 hours is considered regularly scheduled work for premium pay and hours of duty purposes. Any additional hours of officially ordered or... regularly scheduled work for premium pay and hours of duty purposes. (5 U.S.C. 5548 and 6101(c)) [33 FR...

5 CFR 550.707 - Computation of severance pay fund.

Code of Federal Regulations, 2010 CFR

2010-01-01

... hours in the employee's basic work schedule (excluding overtime hours) varies during the year because of part-time work requirements, compute the weekly average of those hours and multiply that average by the... differential pay under 5 U.S.C. 5343(f) varies from week to week under a regularly recurring cycle of work...

Mission, Margin, and the Role of Consumer Governance in Decision-Making at Community Health Centers

PubMed Central

Wright, Brad; Martin, Graham P.

2017-01-01

Objective We explore the role of consumer trustees in decision-making as community health centers (CHCs) work to navigate the tension between pursuing their mission to provide primary care to all regardless of ability to pay and maintaining their limited finances. Methods We interviewed 30 trustees from 16 CHCs in 14 different states, asking extensively about decision-making processes at their CHC related to services and finances, as well as perceived advantages and disadvantages of consumer governance. Results Respondents described mission-dominant, margin-dominant, and balanced decision-making philosophies, and different decision-making pathways for service provision and finances. Consumer trustees were lauded for their role in informing the board of service quality and community needs, but criticized for being professionally unskilled and exhibiting a lack of objective decision-making. Conclusions While CHC boards do play a role in navigating the tension between mission and margin, executive directors and staff appear to be more influential. PMID:24858895

Husbands' and wives' reports of women's decision-making power in Western Guatemala and their effects on preventive health behaviors.

PubMed

Becker, Stan; Fonseca-Becker, Fannie; Schenck-Yglesias, Catherine

2006-05-01

Surveys have attempted to measure married women's decision-making power by asking women who has a say and/or final say in a number of household decisions. In several studies where the same questions were posed to husbands, considerable discrepancies in reports were found. This paper assesses husband and wife reports of decision-making on four matters (whether or not to buy household items; what to do if a child becomes ill; whether or not to buy medicine for a family member who is ill; what to do if a pregnant women becomes very ill) and the relationship of these reports to three recent health behaviors (having an emergency plan during pregnancy; delivering in a health facility; having a postpartum checkup within 4 weeks). A sample of 1000 women in 53 communities in three departments of western Guatemala was selected using a stratified random sampling approach. A standard household questionnaire was used to identify the respondents as well as to obtain data on household characteristics. Husbands of interviewed women were interviewed in every other household giving information on 546 couples for this analysis. Women and men's questionnaires were similar and were designed to obtain information on the respondent's knowledge, attitudes and behaviors regarding maternal health. Consistent with other research, results show that relative to their husbands' report, wives tend to under-report their household decision-making power. In couples with both partners educated and in couples in which women work for pay, both partners were significantly more likely to report that both of them participate in the final decisions than was the case in couples without education or in which the wife did not work for pay. Women's reports of their decision-making power was significantly related to the household having a plan for what to do in case of a maternal emergency, but was not associated with place of childbirth or with having a postpartum checkup, while husband's reports of the wife's decision-making power was negatively associated with the likelihood of having the last birth in a health facility.

Willingness to pay for flexible working conditions of people with type 2 diabetes: discrete choice experiments.

PubMed

Nexo, M A; Cleal, B; Hagelund, Lise; Willaing, I; Olesen, K

2017-12-15

The increasing number of people with chronic diseases challenges workforce capacity. Type 2 diabetes (T2D) can have work-related consequences, such as early retirement. Laws of most high-income countries require workplaces to provide accommodations to enable people with chronic disabilities to manage their condition at work. A barrier to successful implementation of such accommodations can be lack of co-workers' willingness to support people with T2D. This study aimed to examine the willingness to pay (WTP) of people with and without T2D for five workplace initiatives that help individuals with type 2 diabetes manage their diabetes at work. Three samples with employed Danish participants were drawn from existing online panels: a general population sample (n = 600), a T2D sample (n = 693), and a matched sample of people without diabetes (n = 539). Participants completed discrete choice experiments eliciting their WTP (reduction in monthly salary, €/month) for five hypothetical workplace initiatives: part-time job, customized work, extra breaks with pay, and time off for medical consultations with and without pay. WTP was estimated by conditional logits models. Bootstrapping was used to estimate confidence intervals for WTP. There was an overall WTP for all initiatives. Average WTP for all attributes was 34 €/month (95% confidence interval [CI]: 27-43] in the general population sample, 32 €/month (95% CI: 26-38) in the T2D sample, and 55 €/month (95% CI: 43-71) in the matched sample. WTP for additional breaks with pay was considerably lower than for the other initiatives in all samples. People with T2D had significantly lower WTP than people without diabetes for part-time work, customized work, and time off without pay, but not for extra breaks or time off with pay. For people with and without T2D, WTP was present for initiatives that could improve management of diabetes at the workplace. WTP was lowest among people with T2D. Implementation of these initiatives seems feasible and may help unnecessary exclusion of people with T2D from work.

Survey of parental willingness to pay and willingness to stay for "painless" intravenous catheter placement.

PubMed

Walsh, Brooks Myrick; Bartfield, Joel Michael

2006-11-01

This study examined how much parents are willing to pay and/or willing to stay to make their child's intravenous (IV) catheter placement painless. A prospective survey was conducted using a questionnaire administered to a consecutive sample of parents presenting to an emergency department (ED). Eligible subjects were parents accompanying a child 8 years of age or younger. A hypothetical visit to the ED, requiring an IV for their child, was described. Parents were asked if they would prefer to make the IV catheter placement painless and if so, how much of an increase in out-of-pocket cost (none, 15 dollars, and 100 dollars) and/or length of stay they would be willing to incur (no time, 15 minutes, 1 hour). Statistics were chiefly descriptive. Associations of demographic elements with willingness to pay and willingness to stay were analyzed using chi and t tests, where appropriate. One hundred eight subjects were available for analysis. Most parents were mothers (71%), white (53%), and with previous IVs (70%). Most children were boys (55%) with no previous IV placements (55%). The choice of a painless IV placement was independent of demographics and IV experience. Most parents (89%) chose a painless IV placement. Of these parents, 65% chose a willingness to stay of 1 extra hour, and 77% a willingness to pay at least 15 dollars; 37% of parents would pay 100 dollars. Willingness to pay was dependent on both income (P = 0.014) and ethnicity (P = 0.0013). Willingness to stay was independent of both income (P = 0.24) and ethnicity (P = 0.07). Parents are willing to spend both time and money to make their child's IV placement painless. This information should be considered when choosing therapies to reduce the pain of IV placement.

Using Occupational Characteristics Information from O*NET to Identify Occupations for Compensations Comparisons with K-12 Teaching. WCER Working Paper No. 2008-4

ERIC Educational Resources Information Center

Milanowski, Anthony

2008-01-01

A common theme in policy discussions of teacher quality is that K-12 teacher salaries need to be increased. While raising pay may attract more people to the occupation and improve retention, it is not completely obvious how much pay levels should be increased. One way to determine the pay level needed has been to compare teacher pay to pay levels…

Legal ramifications of per visit pay in the USA.

PubMed

Milligan, Jennifer

2006-02-01

Agencies, which are subject to the FLSA, (Fair Labor Standards Act), must pay their covered employees the minimum wage required by law and overtime pay at a rate of one-and-one-half times the employee's regular hourly rate for hours worked in excess of forty hours in a work week. Failure to do so can result in substantial liability for not only the unpaid wages, but for significant penalties and the employee's attorney's fees as well.

Some Thoughts on the Equal Pay Act and Coaching Salaries.

ERIC Educational Resources Information Center

Boring, Phyllis

This paper discusses the Equal Pay Act, Title VII of the Civil Rights Act of 1964, as it applies to women athletic coaches and physical education teachers. The following points are considered: (1) application of the Equal Pay Act; (2) advantage of voluntary compliance with the Equal Pay Act; (3) factors used to measure "equal work"; (4)…

Theory and Practice in CEO Pay: A Course Module and Integrative Case Based on Boeing Inc.

ERIC Educational Resources Information Center

Boschen, John F.; Smith, Kimberly J.

2012-01-01

Business students may dream of receiving pay packages like that of Michael Eisner at Disney. However, many of them will work for the compensation consultant who determines the economics of the pay arrangements, for the valuation consultant who values the different components of the pay arrangements, for the accountant who must audit the financial…

Optimal Incentives for Public Sector Workers: The Case of Teacher-Designed Incentive Pay in Texas. Working Paper 2009-05

ERIC Educational Resources Information Center

Taylor, Lori L.; Springer, Matthew G.

2009-01-01

Pay for performance is a popular public education reform, and millions of dollars are currently being targeted for pay for performance programs. These reforms are popular because economic and management theories suggest that well-designed incentive pay programs could improve teacher effectiveness. There is little evidence about the characteristics…

Effects of and Preference for Pay for Performance: An Analogue Analysis

ERIC Educational Resources Information Center

Long, Robert D., III; Wilder, David A.; Betz, Alison; Dutta, Ami

2012-01-01

We examined the effects of 2 payment systems on the rate of check processing and time spent on task by participants in a simulated work setting. Three participants experienced individual pay-for-performance (PFP) without base pay and pay-for-time (PFT) conditions. In the last phase, we asked participants to choose which system they preferred. For…

29 CFR 778.221 - “Call-back” pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false âCall-backâ pay. 778.221 Section 778.221 Labor Regulations...Regular Rateâ Payments Not for Hours Worked § 778.221 “Call-back” pay. (a) General. In the interest of... payments consist of a specified number of hours' pay at the applicable straight time or overtime rates...

Ingrid Rinner-Kuhn v. FWW. Spezial-Gebaudereinigung GmbH. and Co. [13 July 1989].

PubMed

1989-01-01

The plaintiff worked 10 hours a week for the defendant and, when she became ill, sought payment of her wages under the German sick pay law. After her employer refused to pay her, citing a provision of the German law that exempted employers from paying for sickness leave when a worker works fewer than 10 hours a week, she challenged the law as violating equal pay provisions of Article 119 of the European Communities Treaty. To support her challenge she pointed to statistics showing that a far greater percentage of workers working no more than 10 hours a week were women than men. Upon referral of the case by the German court hearing it, the European Court of Justice held that Article 119 precludes national legislation permitting employers to exclude from payment of sick pay employees who do not work more than 10 hours a week if that measure affects a far greater number of men than women, unless it is shown that the legislation is justified by objective facts unrelated to any discrimination based on sex. It also ruled that it was up to the German court to determine whether the legislation in question was so justified.

29 CFR 778.412 - Relationship between amount guaranteed and range of hours employee may be expected to work.

Code of Federal Regulations, 2011 CFR

2011-07-01

... employee may be expected to work. While the guaranteed pay may not cover more than 60 hours, the contract... contract for an employee whose duties necessitate irregular hours of work, the number of hours for which... to work. A guaranty of pay for 60 hours to an employee whose duties necessitate irregular hours of...

Making clinical academic careers more attractive: views from questionnaire surveys of senior UK doctors.

PubMed

Lambert, Trevor W; Smith, Fay; Goldacre, Michael J

2015-08-01

To report on doctors' reasons, as expressed to our research group, for choosing academic careers and on factors that would make a career in clinical academic medicine more attractive to them. Postal, email and web questionnaires. UK. A total of 6936 UK-trained doctors who graduated in 1996, 1999 and 2000. Open-ended comments about a career in clinical academic medicine. Of doctors who provided reasons for pursuing a long-term career in clinical academic medicine, the main reasons were enjoyment of academic work and personal satisfaction, whether expressed directly in those terms, or in terms of intellectual stimulation, enjoyment of research, teaching and the advancement of medicine, and the job being more varied than and preferable to clinical work alone. Doctors' suggestions for making clinical academic medicine more attractive included improved pay and job security, better funding of research, greater availability of academic posts, more dedicated time for research (and less service work) and more support and mentoring. Women were more likely than men to prioritise flexible working hours and part-time posts. Medical schools could provide more information, as part of student teaching, about the opportunities for and realities of a career in clinical academic medicine. Women, in particular, commented that they lacked the role models and information which would encourage them to consider seriously an academic career. Employers could increase academic opportunities by allowing more time for teaching, research and study and should assess whether job plans make adequate allowance for academic work.

A New Safety Net for Low-Income Families

ERIC Educational Resources Information Center

Zedlewski, Sheila; Chaudry, Ajay; Simms, Margaret

2008-01-01

During the 1990s, the federal government promised low-income families that work would pay. Parents moved into jobs in response to new welfare rules requiring work, tax credits and other work supports that boosted take-home pay. Unfortunately, the record shows that low-income families have not progressed much. Many do not bring home enough to cover…

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)

Performance pay improves engagement, progress, and satisfaction in computer-based job skills training of low-income adults

PubMed Central

Koffarnus, Mikhail N.; DeFulio, Anthony; Sigurdsson, Sigurdur O.; Silverman, Kenneth

2018-01-01

Advancing the education of low-income adults could increase employment and income, but adult education programs have not successfully engaged low-income adults. Monetary reinforcement may be effective in promoting progress in adult education. This experiment evaluated the benefits of providing incentives for performance in a job-skills training program for low-income, unemployed adults. Participants worked on Typing and Keypad programs for 7 months. Participants randomly assigned to Group A (n=23) earned hourly and productivity pay on the Typing program (Productivity Pay), but earned only equalized hourly pay on the Keypad program (Hourly Pay). Group B (n=19) participants had the opposite contingencies. Participants worked more on, advanced further on, and preferred their productivity pay program. These results show that monetary incentives can increase performance in a job-skills training program, and indicate that payment in adult education programs should be delivered contingent on performance in the training program instead of simply on attendance. PMID:24114155

Performance pay improves engagement, progress, and satisfaction in computer-based job skills training of low-income adults.

PubMed

Koffarnus, Mikhail N; DeFulio, Anthony; Sigurdsson, Sigurdur O; Silverman, Kenneth

2013-01-01

Advancing the education of low-income adults could increase employment and income, but adult education programs have not successfully engaged low-income adults. Monetary reinforcement may be effective in promoting progress in adult education. This experiment evaluated the benefits of providing incentives for performance in a job-skills training program for low-income, unemployed adults. Participants worked on typing and keypad programs for 7 months. Participants randomly assigned to Group A (n = 23) earned hourly and productivity pay on the typing program (productivity pay), but earned only equalized hourly pay on the keypad program (hourly pay). Group B (n = 19) participants had the opposite contingencies. Participants worked more on, advanced further on, and preferred their productivity pay program. These results show that monetary incentives can increase performance in a job-skills training program, and indicate that payment in adult education programs should be delivered contingent on performance in the training program instead of simply on attendance. © Society for the Experimental Analysis of Behavior.

Report: Improvements Needed to Ensure EPA Terminates Exceptions to Biweekly Pay Limits at Completion of Emergency Response Work

EPA Pesticide Factsheets

Report #15-P-0170, June 19, 2015. EPA made payments totaling $4,141 to employees in excess of biweekly pay limits because authorized exceptions were not terminated at the end of emergency response work.

New Author Choice for Open Access

NASA Astrophysics Data System (ADS)

2007-04-01

AGU journals now offer authors the opportunity to make their articles open for others to read for free. Authors choosing this option pay a fee based on article length and number of figures; these charges are designed to offset the potential loss of subscription income. This new option, called Author Choice, provides •Unlimited access to the article for all readers from the moment of publication. • Permission to deposit the PDF version in institutional repositories so long as the repository accepts AGU copyright permissions. • Continued copyright protection to prevent unauthorized uses of the author's work.

Equal Pay for Comparable Work.

ERIC Educational Resources Information Center

Von Frank, Jane

1980-01-01

Argues that sex discrimination has depressed salaries for jobs filled primarily by women. Shows that under the Equal Pay Act and Title VII, workers in traditionally female occupations can establish equal pay claims. Suggests approaches for developing legal and enforcement standards to deal with discriminatory compensation in traditionally female…

41 CFR 303-70.2 - Must we pay death-related expenses when the employee's death is not work-related?

Code of Federal Regulations, 2010 CFR

2010-07-01

...-related expenses when the employee's death is not work-related? 303-70.2 Section 303-70.2 Public Contracts... CERTAIN EMPLOYEES General Policies § 303-70.2 Must we pay death-related expenses when the employee's death is not work-related? Yes, provided the requirements in § 303-70.1 are met. ...

29 CFR 778.502 - Artificially labeling part of the regular wages a “bonus”.

Code of Federal Regulations, 2014 CFR

2014-07-01

..., if an employer has agreed to pay an employee $300 a week without regard to the number of hours worked... number of hours worked in the week. The situation is not altered if the employer continues to pay the... worked (Walling v. Youngerman-Reynolds Hardwood Company, 325 U.S. 419). (e) The general rule may be...

29 CFR 778.502 - Artificially labeling part of the regular wages a “bonus”.

Code of Federal Regulations, 2012 CFR

2012-07-01

..., if an employer has agreed to pay an employee $300 a week without regard to the number of hours worked... number of hours worked in the week. The situation is not altered if the employer continues to pay the... worked (Walling v. Youngerman-Reynolds Hardwood Company, 325 U.S. 419). (e) The general rule may be...

29 CFR 778.502 - Artificially labeling part of the regular wages a “bonus”.

Code of Federal Regulations, 2011 CFR

2011-07-01

..., if an employer has agreed to pay an employee $300 a week without regard to the number of hours worked... number of hours worked in the week. The situation is not altered if the employer continues to pay the... worked (Walling v. Youngerman-Reynolds Hardwood Company, 325 U.S. 419). (e) The general rule may be...

29 CFR 778.502 - Artificially labeling part of the regular wages a “bonus”.

Code of Federal Regulations, 2013 CFR

2013-07-01

..., if an employer has agreed to pay an employee $300 a week without regard to the number of hours worked... number of hours worked in the week. The situation is not altered if the employer continues to pay the... worked (Walling v. Youngerman-Reynolds Hardwood Company, 325 U.S. 419). (e) The general rule may be...

Job Satisfaction in Health Education and the Value of Added Credentialing.

ERIC Educational Resources Information Center

Prelip, Michael L.

2001-01-01

Surveyed 267 health educators to measure job satisfaction in the profession and investigate whether individual credentialing affected overall job satisfaction and satisfaction with work, pay, opportunity for promotion, coworkers, and supervision. Results indicated satisfaction with coworkers, work, supervision, and pay, but dissatisfaction with…

26 CFR 1.25A-5 - Special rules relating to characterization and timing of payments.

Code of Federal Regulations, 2010 CFR

2010-04-01

... also provides Student A with an education loan and pays Student A for working in a work/study job in...,000. Example 2. (i) In December 1998, Student B, a senior at College Y, pays $2,000 for qualified...

Using performance-based pay to improve the quality of teachers.

PubMed

Lavy, Victor

2007-01-01

Tying teachers' pay to their classroom performance should, says Victor Lavy, improve the current educational system both by clarifying teaching goals and by attracting and retaining the most productive teachers. But implementing pay for performance poses many practical challenges, because measuring individual teachers' performance is difficult. Lavy reviews evidence on individual and school-based incentive programs implemented in recent years both in the United States and abroad. Lavy himself evaluated two carefully designed programs in Israel and found significant gains in student and teacher performance. He observes that research evidence suggests, although not conclusively, that pay-for-performance incentives can improve teachers' performance, although they can also lead to unintended and undesired consequences, such as teachers' directing their efforts exclusively to rewarded activities. Lavy also offers general guidelines for designing effective programs. He emphasizes that the system must measure true performance in a way that minimizes random variation as well as undesired and unintended consequences. It must align performance with ultimate outcomes and must be monitored closely to discourage gaming if not outright fraud in measured output. Goals should be attainable. Incentives should balance individual rewards with school incentives, fostering a cooperative culture but not at the expense of free riding. All teachers should be eligible for the incentive offered, but only a subset of teachers should be rewarded in practice. If too many teachers are rewarded, teachers may not need to exert much extra effort to benefit. Many of the practical challenges faced by performance-related pay, Lavy says, can be addressed through careful design of the system. He emphasizes that setting up a performance-related pay system that works is not a one-time task. Even with the best preparation, initial implementation is likely to be problematic. But if the effort is seen as ongoing, it should be possible to make progress gradually in developing incentives that motivate the desired teaching behaviors and that will be perceived by teachers as fair and accurate.

Salary discrepancies between practicing male and female physician assistants.

PubMed

Coplan, Bettie; Essary, Alison C; Virden, Thomas B; Cawley, James; Stoehr, James D

2012-01-01

Salary discrepancies between male and female physicians are well documented; however, gender-based salary differences among clinically practicing physician assistants (PAs) have not been studied since 1992 (Willis, 1992). Therefore, the objectives of the current study are to evaluate the presence of salary discrepancies between clinically practicing male and female PAs and to analyze the effect of gender on income and practice characteristics. Using data from the 2009 American Academy of Physician Assistants' (AAPA) Annual Census Survey, we evaluated the salaries of PAs across multiple specialties. Differences between men and women were compared for practice characteristics (specialty, experience, etc) and salary (total pay, base pay, on-call pay, etc) in orthopedic surgery, emergency medicine, and family practice. Men reported working more years as a PA in their current specialty, working more hours per month on-call, providing more direct care to patients, and more funding available from their employers for professional development (p < .001, all comparisons). In addition, men reported a higher total income, base pay, overtime pay, administrative pay, on-call pay, and incentive pay based on productivity and performance (p < .001, all comparisons). Multivariate analysis of covariance and analysis of variance revealed that men reported higher total income (p < .0001) and base pay (p = .001) in orthopedic surgery, higher total income (p = .011) and base pay (p = .005) in emergency medicine, and higher base pay in family practice (p < .001), independent of clinical experience or workload. These results suggest that certain salary discrepancies remain between employed male and female PAs regardless of specialty, experience, or other practice characteristics. Copyright © 2012. Published by Elsevier Inc.

12 CFR Appendix A to Part 205 - Model Disclosure Clauses and Forms

Code of Federal Regulations, 2010 CFR

2010-01-01

... your checking account using information from your check to: (i) Pay for purchases. (ii) Pay bills. (3... disclose information to third parties about your account or the transfers you make: (i) Where it is...) Disclosure by government agencies of information about obtaining account balances and account histories...

[The willingness-to-pay concept in question].

PubMed

Mould Quevedo, Joaquín F; Contreras Hernández, Iris; Garduño Espinosa, Juan; Salinas Escudero, Guillermo

2009-04-01

The adequacy of the concept of willingness to pay within health economics evaluations is reviewed. A considerable number of researchers in the literature have pointed out multiple methodological issues involving willingness-to-pay estimates. On the other hand, the theoretical discussion about the aggregation of individual preferences within an aggregate demand remains open. However, over the last 20 years, willingness-to-pay estimates alongside health economics research significantly increased and in many cases they are one of the key factors for decision making on issues of health policies. The article describes some limitations of this approach as well as the potential distorting effect that it might have on health economics evaluations.

Transient nature of cooperation by pay-it-forward reciprocity

PubMed Central

Horita, Yutaka; Takezawa, Masanori; Kinjo, Takuji; Nakawake, Yo; Masuda, Naoki

2016-01-01

Humans often forward kindness received from others to strangers, a phenomenon called the upstream or pay-it-forward indirect reciprocity. Some field observations and laboratory experiments found evidence of pay-it-forward reciprocity in which chains of cooperative acts persist in social dilemma situations. Theoretically, however, cooperation based on pay-it-forward reciprocity is not sustainable. We carried out laboratory experiments of a pay-it-forward indirect reciprocity game (i.e., chained gift-giving game) on a large scale in terms of group size and time. We found that cooperation consistent with pay-it-forward reciprocity occurred only in a first few decisions per participant and that cooperation originated from inherent pro-sociality of individuals. In contrast, the same groups of participants showed persisting chains of cooperation in a different indirect reciprocity game in which participants earned reputation by cooperating. Our experimental results suggest that pay-it-forward reciprocity is transient and disappears when a person makes decisions repeatedly, whereas the reputation-based reciprocity is stable in the same situation. PMID:26786178

Transient nature of cooperation by pay-it-forward reciprocity.

PubMed

Horita, Yutaka; Takezawa, Masanori; Kinjo, Takuji; Nakawake, Yo; Masuda, Naoki

2016-01-20

Humans often forward kindness received from others to strangers, a phenomenon called the upstream or pay-it-forward indirect reciprocity. Some field observations and laboratory experiments found evidence of pay-it-forward reciprocity in which chains of cooperative acts persist in social dilemma situations. Theoretically, however, cooperation based on pay-it-forward reciprocity is not sustainable. We carried out laboratory experiments of a pay-it-forward indirect reciprocity game (i.e., chained gift-giving game) on a large scale in terms of group size and time. We found that cooperation consistent with pay-it-forward reciprocity occurred only in a first few decisions per participant and that cooperation originated from inherent pro-sociality of individuals. In contrast, the same groups of participants showed persisting chains of cooperation in a different indirect reciprocity game in which participants earned reputation by cooperating. Our experimental results suggest that pay-it-forward reciprocity is transient and disappears when a person makes decisions repeatedly, whereas the reputation-based reciprocity is stable in the same situation.

How Much (More) Should CEOs Make? A Universal Desire for More Equal Pay.

PubMed

Kiatpongsan, Sorapop; Norton, Michael I

2014-11-01

Do people from different countries and different backgrounds have similar preferences for how much more the rich should earn than the poor? Using survey data from 40 countries (N = 55,238), we compare respondents' estimates of the wages of people in different occupations-chief executive officers, cabinet ministers, and unskilled workers-to their ideals for what those wages should be. We show that ideal pay gaps between skilled and unskilled workers are significantly smaller than estimated pay gaps and that there is consensus across countries, socioeconomic status, and political beliefs. Moreover, data from 16 countries reveals that people dramatically underestimate actual pay inequality. In the United States-where underestimation was particularly pronounced-the actual pay ratio of CEOs to unskilled workers (354:1) far exceeded the estimated ratio (30:1), which in turn far exceeded the ideal ratio (7:1). In sum, respondents underestimate actual pay gaps, and their ideal pay gaps are even further from reality than those underestimates. © The Author(s) 2014.

Risk Aversion and Support for Merit Pay: Theory and Evidence from Minnesota's Q Comp Program. Working Paper #09-05

ERIC Educational Resources Information Center

Nadler, Carl; Wiswall, Matthew

2009-01-01

Recent research attributes the lack of merit pay in teaching to the resistance of teachers. This paper examines whether the structure of merit pay affects the types of teachers who support it. We develop a model of the relative utility teachers receive from merit pay versus the current fixed schedule of raises. We show that if teachers are risk…

Beyond Ability to Pay: Procedural Justice and Offender Compliance With Restitution Orders.

PubMed

Gladfelter, Andrew S; Lantz, Brendan; Ruback, R Barry

2018-03-01

Restitution to victims is rarely paid in full. One reason for low rates of payments is that offenders lack financial resources. Beyond ability to pay, however, we argue that fair treatment has implications for offender behavior. This study, a survey of probationers who owed restitution, investigated the links between (a) ability to pay, (b) beliefs about restitution and the criminal justice system, and (c) restitution payment, both the amount paid and number of payments. Results indicate that perceived fair treatment by probation staff-those most directly involved with the collection of restitution payments-was significantly associated with greater payment, net of past payment behavior, intention to pay, and ability to pay. Because restitution has potentially rehabilitative aspects if offenders pay more of the court-ordered amount and if they make regular monthly payments, how fairly probation staff treat probationers has implications for both victims and for the criminal justice system.

Open access publishing and author-pays business models: a survey of authors' knowledge and perceptions

PubMed Central

Schroter, Sara; Tite, Leanne

2006-01-01

Objectives: We aimed to assess journal authors' current knowledge and perceptions of open access and author-pays publishing. Design: An electronic survey. Setting: Authors of research papers submitted to BMJ, Archives of Disease in Childhood, and Journal of Medical Genetics in 2004. Main outcome measures: Familiarity with and perceptions of open access and author-pays publishing. Results: 468/1113 (42%) responded. Prior to definitions being provided, 47% (222/468) and 38% (176/468) reported they were familiar with the terms `open access' and `author-pays' publishing, respectively. Some who did not at first recognize the terms, did claim to recognize them when they were defined. Only 10% (49/468) had submitted to an author-pays journal. Compared with non-open access subscription-based journals, 35% agreed that open access author-pays journals have a greater capacity to publish more content making it easier to get published, 27% thought they had lower impact factors, 31% thought they had faster and more timely publicaitons, and 46% agreed that people will think anyone can pay to get published. 55% (256/468) thought they would not continue to submit to their respective journal if it became open access and charged, largely because of the reputaiton of the journals. Half (54%, 255/468) said open access has `no impact' or was `low priority' in their submission decisions. Two-thirds (66%, 308/468) said they would prefer to submit to a non-open access subscription-based journal than an open access author-pays journal. Over half thought they would have to make a contribution or pay the full cost of an author charge (56%, 262/468). Conclusions: The survey yielded useful information about respondents' knowledge and perceptions of these publishing models. Authors have limited familiarity with the concept of open-access publishing and surrounding issues. Currently, open access policies have little impact on authors' decision of where to submit papers. PMID:16508053

Merit Pay: A Plan That Works.

ERIC Educational Resources Information Center

McKay, John R.

An overview is provided of Sumter Area Technical College's (SATC's) successful faculty evaluation and merit pay plan. Following introductory material on SATC, a discussion is presented of the reasoning behind resistance to efforts to tie faculty evaluation to merit pay. Next, SATC's evaluation system is set in the context of the college's overall…

"Please Sir, I Want Some More": Securing Better Pay and Conditions for Youth Workers in Australia

ERIC Educational Resources Information Center

Emslie, Michael

2009-01-01

In this paper, youth workers's pay is compared with general wage growth and the wages of those undertaking similar work, and a case is made for pay parity to attract and keep competent workers in the youth sector. (Contains 3 notes.)

The Willingness-to-Pay for Work/Family Policies: A Study of Teachers.

ERIC Educational Resources Information Center

Drago, Robert; Costanza, David; Caplan, Robert; Brubaker, Tanya; Cloud, Darnell; Harris, Naomi; Kashian, Russell; Riggs, T. Lynn

2001-01-01

A contingent valuation study of 343 elementary teachers identified circumstances in which they would be willing to provide, through payroll deductions, certain work-family policies/programs. Even those with little or no likelihood of using the programs exhibited willingness to pay for some of them. (SK)

46 CFR 310.60 - Training on subsidized vessels.

Code of Federal Regulations, 2011 CFR

2011-10-01

... assignments, vessel employers shall not require midshipmen to work more than 8 hours each day. Midshipmen shall devote at least 3 hours of their own time each day to study. (c) Pay. Midshipmen shall receive pay... Academy, which employment shall be in accordance with the following provisions. (a) Work assignments. All...

46 CFR 310.60 - Training on subsidized vessels.

Code of Federal Regulations, 2010 CFR

2010-10-01

... assignments, vessel employers shall not require midshipmen to work more than 8 hours each day. Midshipmen shall devote at least 3 hours of their own time each day to study. (c) Pay. Midshipmen shall receive pay... Academy, which employment shall be in accordance with the following provisions. (a) Work assignments. All...

From Equal to Equivalent Pay: Salary Discrimination in Academia

ERIC Educational Resources Information Center

Greenfield, Ester

1977-01-01

Examines the federal statutes barring sex discrimination in employment and argues that the work of any two professors is comparable but not equal. Suggests using regression analysis to prove salary discrimination and discusses the legal justification for adopting regression analysis and the standard of comparable pay for comparable work.…

20 CFR 404.1046 - Pay for work by certain members of religious orders.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 2 2014-04-01 2014-04-01 false Pay for work by certain members of religious orders. 404.1046 Section 404.1046 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income...

20 CFR 404.1046 - Pay for work by certain members of religious orders.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 2 2012-04-01 2012-04-01 false Pay for work by certain members of religious orders. 404.1046 Section 404.1046 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income...

20 CFR 404.1046 - Pay for work by certain members of religious orders.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 2 2011-04-01 2011-04-01 false Pay for work by certain members of religious orders. 404.1046 Section 404.1046 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income...

20 CFR 404.1046 - Pay for work by certain members of religious orders.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 2 2013-04-01 2013-04-01 false Pay for work by certain members of religious orders. 404.1046 Section 404.1046 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income...

20 CFR 404.1046 - Pay for work by certain members of religious orders.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Pay for work by certain members of religious orders. 404.1046 Section 404.1046 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income...

The Work for Pay Exchange in Public School Administration.

ERIC Educational Resources Information Center

McGee, William L.; Gibson, R. Oliver

This study explains assessments of fair pay for public school administrators in terms of some individual, job-related, and contextual variables, and it tests Jaques' hypothesis that time-span of discretion is the unconscious measure of level of work in bureaucracies. Data were gathered primarily through telephone interviews with…

5 CFR 535.104 - Requests for and granting critical position pay authority.

Code of Federal Regulations, 2010 CFR

2010-01-01

... the use of other available human resources flexibilities and pay authorities. Agency requests must... an evaluation must include— (i) The kinds of work required by the position and the context within... availability of individuals who possess the qualifications to do the work required by the position; (10...

[Physician Shortage: How to Prevent Generation Y From Staying Away - Results of a Nationwide Survey].

PubMed

Kasch, R; Engelhardt, M; Förch, M; Merk, H; Walcher, F; Fröhlich, S

2016-04-01

Medical students' attitudes and expectations about their future working life are changing. To hire the best talents from Generation Y, hospitals must pay attention to these factors to make working in patient care more attractive. However, little detailed knowledge about the professional and career expectations of today's medical students is available to date. In a nationwide online survey, a total of 9079 medical students from all German medical faculties returned the questionnaire. Twenty-one questions related to future career choices and work satisfaction, followed by 21 questions dealing with reasons for not working in patient care. Factor analysis yielded five factors: work-life balance, career, professional needs, working atmosphere, and prestige. A correlation analysis between these factors and respondents' socio-demographic data revealed significant correlations with sex, specialty choice, and marital/parental status. A correlation analysis with "reasons for not working in patient care" revealed that work-life balance, career, professional needs, and working atmosphere had high priority for both sexes. It is crucial to collect data on the work satisfaction of Generation Y, whose members are motivated and willing to perform in today's highly demanding work environment. However, sex-dependent/independent expectations must be met to make the medical profession more attractive, to overcome the Germany-wide shortage of physicians, and to attract young doctors to the hospitals. Georg Thieme Verlag KG Stuttgart · New York.

Overworked and underpaid: on the nature of gender differences in personal entitlement.

PubMed

Major, B; McFarlin, D B; Gagnon, D

1984-12-01

This research investigated gender differences in feelings of personal entitlement with respect to monetary payment for work performed. Two experiments were conducted to test the hypothesis that women's internal standards of fair pay for their work are lower than men's and to examine possible causes of this difference. In Experiment 1, men and women were asked to pay themselves in a private situation what they thought was fair pay for a fixed amount of work. Social comparison information was varied. As predicted, women paid themselves less money than men in the absence, but not the presence, of social comparison information. In Experiment 2, men and women were asked to do as much work as they thought was fair for a fixed, prepaid, amount of money. Subjects believed that their work was either monitored or unmonitored. Women worked significantly longer, did more work, and did more correct work than men in both public and private work settings. Furthermore, women, but not men, worked longer when they believed their work was monitored than when they believed it was unmonitored. Possible explanations for these gender differences are discussed.

Teacher Pay and Career Paths in an Opportunity Culture: A Practical Policy Guide

ERIC Educational Resources Information Center

Hassel, Emily Ayscue; Holly, Christen; Locke, Gillian

2014-01-01

To help all students reach their potential, district leaders must ensure that every student has consistent access to excellent teaching. Opportunity Culture compensation and career path structures help make that possible, and this guide shows how. "Teacher Pay and Career Paths in an Opportunity Culture: A Practical Policy Guide" shows…

78 FR 32595 - Revision of Freedom of Information Act Regulation

Federal Register 2010, 2011, 2012, 2013, 2014

2013-05-31

... imminent threat to the life or physical safety of an individual, (2) a circumstance in which an urgent need... the request until the FOIA requester either makes a written, firm commitment to pay the anticipated... pay the anticipated fee, within the time period specified by HUD, will result in the request being...

When It Pays to Pay for Research

ERIC Educational Resources Information Center

Goldsborough, Reid

2004-01-01

There comes a time when one asks even of Yahoo, even of Google, "Is this all?" Yahoo and Google do an admirable job of categorizing the Internet and making its contents more accessible. But ultimately they're search tools, not research tools. There's a great deal of information not on the Internet, particularly thoroughly researched,…

26 CFR 1.83-3 - Meaning and use of certain terms.

Code of Federal Regulations, 2012 CFR

2012-04-01

... the stock and pays the interest on the note. However, he makes no payments toward the face amount of... the face amount of the note, the likelihood of E paying the full purchase price is in substantial... independent contractor (or beneficiary thereof) in recognition of the performance of, or the refraining from...

26 CFR 1.83-3 - Meaning and use of certain terms.

Code of Federal Regulations, 2013 CFR

2013-04-01

... the stock and pays the interest on the note. However, he makes no payments toward the face amount of... the face amount of the note, the likelihood of E paying the full purchase price is in substantial... independent contractor (or beneficiary thereof) in recognition of the performance of, or the refraining from...

26 CFR 1.83-3 - Meaning and use of certain terms.

Code of Federal Regulations, 2010 CFR

2010-04-01

... the stock and pays the interest on the note. However, he makes no payments toward the face amount of... the face amount of the note, the likelihood of E paying the full purchase price is in substantial... independent contractor (or beneficiary thereof) in recognition of the performance of, or the refraining from...

26 CFR 1.83-3 - Meaning and use of certain terms.

Code of Federal Regulations, 2011 CFR

2011-04-01

... the stock and pays the interest on the note. However, he makes no payments toward the face amount of... the face amount of the note, the likelihood of E paying the full purchase price is in substantial... independent contractor (or beneficiary thereof) in recognition of the performance of, or the refraining from...

26 CFR 1.83-3 - Meaning and use of certain terms.

Code of Federal Regulations, 2014 CFR

2014-04-01

... the stock and pays the interest on the note. However, he makes no payments toward the face amount of... the face amount of the note, the likelihood of E paying the full purchase price is in substantial... thereof) in recognition of the performance of, or the refraining from performance of, services is...

Neurobiologically Validated Models of Errors in Decision-Making: Strategies for Remediation and Detection

DTIC Science & Technology

2015-03-20

performed a series of bid trials where they reported their willingness-to-pay for each of 30 snack food items; potential trial realization was...willingness-to-pay for each of 30 snack food items; potential trial realization was conducted at the end of the experiment via an auction procedure

School Board Decision-Making and the Elimination of Sport Participation Fees

ERIC Educational Resources Information Center

Heinze, Kathryn L.; Zdroik, Jennifer

2018-01-01

Public schools in the US are increasingly charging "pay-to-play" fees for participating in sports. Although these fees can cause reductions in participation, particularly for children from lower-income families, pay-to-play has become a legitimate practice within the field of public education. This study examines what leads some school…

Chinese Teachers' Attitudes toward Performance Pay: The Cases of Three Schools

ERIC Educational Resources Information Center

Liu, Shujie; Zhao, Decheng; Xie, Wei

2016-01-01

Purpose: The purpose of this paper is to investigate Chinese teachers' attitudes toward performance pay. Specifically, this study examined the extent to which Chinese teachers supported performance-pay programs. The study also examined the effects of these programs on teachers, particularly on their levels of collaboration, work motivation, and…

20 CFR 330.3 - Daily rate of compensation.

Code of Federal Regulations, 2011 CFR

2011-04-01

... employee's daily rate of compensation is his or her straight-time rate of pay, including any cost-of-living allowance provided in any applicable working agreement. It does not include any overtime pay, penalty... mileage basis, the employee's daily rate of compensation is his or her rate of pay for the number of miles...

20 CFR 330.3 - Daily rate of compensation.

Code of Federal Regulations, 2010 CFR

2010-04-01

... employee's daily rate of compensation is his or her straight-time rate of pay, including any cost-of-living allowance provided in any applicable working agreement. It does not include any overtime pay, penalty... mileage basis, the employee's daily rate of compensation is his or her rate of pay for the number of miles...

Comparable Worth and the Office of Institutional Research. AIR 1986 Annual Forum Paper.

ERIC Educational Resources Information Center

Budig, Jeanne E.

Comparable worth and pay equity issues are considered, along with implications for college institutional researchers. Comparable worth is generally defined as a policy of paying equal pay for work of comparable value. After discussing the issues and tracing relevant legislation, attention is directed to ways that the institutional research office…

Pay Equity for the Library Profession: An Employer's Perspective

ERIC Educational Resources Information Center

Schmidmaier, Dagmar

2008-01-01

Pay equity, as a concept and outcome, is significant for libraries and librarians because it demonstrates the value of the library and information profession, and the significance of the work undertaken by librarians and allied professionals. The State Library's involvement in the NSW Pay Equity Case and precursor investigations into the worth of…

Partnering for Compensation Reform: Collaborations between Union and District Leadership in Four School Systems

ERIC Educational Resources Information Center

Sommerfeld, Meg

2011-01-01

A growing number of American school systems are experimenting with innovative and varied methods of tying educators' salaries more closely to their work through differential pay. Differential pay means paying teachers differently based on their performance, their responsibilities, and/or their teaching assignments. For instance, it can mean…

Teacher Merit Pay: Is It a Good Idea?

ERIC Educational Resources Information Center

Clabaugh, Gary K.

2009-01-01

President Obama's education agenda, which unhappily seems to be George W. Bush's program squared, contains two major features that will impact teacher pay and working conditions. The first is that charter schools are to be promoted aggressively. The second is an insistence on teacher merit pay. In this article, the author talks about teacher merit…

Women swell ranks of working poor.

PubMed

1996-01-01

Despite expanded global female employment (45% of women aged 15-64 years are economically active), women still comprise 70% of the world's 1 billion people living in poverty. Moreover, women's economic activities remain largely confined to low-wage, low-productivity forms of employment. A report by the International Labor Organization (ILO), prepared as a follow-up to the Fourth World Conference on Women and the World Summit for Social Development, identified discrimination in education as a central cause of female poverty and underemployment. Each additional year of schooling is estimated to increase a woman's earnings by 15%, compared to 11% for a man. At the workplace, women face inequalities in terms of hiring and promotion standards, access to training and retraining, access to credit, equal pay for equal work, and participation in economic decision making. In addition, even women in higher-level jobs in developing countries spend 31-42 hours per week in unpaid domestic activities. The ILO has concluded that increasing employment opportunities for women is not a sufficient goal. Required are actions to improve the terms and conditions of such employment, including equal pay for work of equal value, improved occupational safety and health, enhanced security in informal or atypical forms of work, guarantees of freedom of association and the right to organize and bargain collectively, and appropriate maternity protection and child care provisions. Finally, taxation and social welfare policies must be rewritten to accommodate the reality that women are no longer the dependent or secondary earner in families.

29 CFR 780.724 - Work exempt under another section of the Act.

Code of Federal Regulations, 2014 CFR

2014-07-01

... STANDARDS ACT Employment by Small Country Elevators Within Area of Production; Exemption From Overtime Pay... is exempt only from the overtime pay provisions under another section, the employee is exempt that..., attention is directed to another exemption in the Act which relates to work in grain elevators, which may...

29 CFR 780.724 - Work exempt under another section of the Act.

Code of Federal Regulations, 2012 CFR

2012-07-01

... STANDARDS ACT Employment by Small Country Elevators Within Area of Production; Exemption From Overtime Pay... is exempt only from the overtime pay provisions under another section, the employee is exempt that..., attention is directed to another exemption in the Act which relates to work in grain elevators, which may...

29 CFR 780.724 - Work exempt under another section of the Act.

Code of Federal Regulations, 2013 CFR

2013-07-01

... STANDARDS ACT Employment by Small Country Elevators Within Area of Production; Exemption From Overtime Pay... is exempt only from the overtime pay provisions under another section, the employee is exempt that..., attention is directed to another exemption in the Act which relates to work in grain elevators, which may...

29 CFR 780.724 - Work exempt under another section of the Act.

Code of Federal Regulations, 2011 CFR

2011-07-01

... STANDARDS ACT Employment by Small Country Elevators Within Area of Production; Exemption From Overtime Pay... is exempt only from the overtime pay provisions under another section, the employee is exempt that..., attention is directed to another exemption in the Act which relates to work in grain elevators, which may...

29 CFR 780.724 - Work exempt under another section of the Act.

Code of Federal Regulations, 2010 CFR

2010-07-01

... STANDARDS ACT Employment by Small Country Elevators Within Area of Production; Exemption From Overtime Pay... is exempt only from the overtime pay provisions under another section, the employee is exempt that..., attention is directed to another exemption in the Act which relates to work in grain elevators, which may...

75 FR 12217 - Federal Perkins Loan, Federal Work-Study, and Federal Supplemental Educational Opportunity Grant...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-03-15

... DEPARTMENT OF EDUCATION Federal Perkins Loan, Federal Work-Study, and Federal Supplemental... undergraduate and graduate students to help pay for their education. The FWS Program encourages the part-time employment of needy undergraduate and graduate students to help pay for their education and to involve the...

Promised and delivered inducements and contributions: an integrated view of psychological contract appraisal.

PubMed

Lambert, Lisa Schurer

2011-07-01

The reciprocal exchange of employees' work for pay that is central to employment relationships is viewed here through the lens of the psychological contract. A psychological contract involves promised inducements, promised contributions, delivered inducements, and delivered contributions: How an employee cognitively integrates these 4 elements is a central question in psychological contract theory. Three alternative approaches for integrating the 4 elements were drawn from discrepancy theory, from equity theory, and from need theories of satisfaction, respectively. Experimental findings disconfirmed the discrepancy and equity approaches. Findings were consistent with the premise of the needs model, which is that appraisal is driven by how psychological contract elements facilitate or hinder an employee's effort to fulfill personal needs. Results showed that promised and delivered pay and work contribute uniquely to appraisal but that they vary in their influence on appraisal. These findings were consistent with the needs model principle that elements proximal to need satisfaction matter more than distal elements. That is, what is delivered (for pay and for work) matters more than what is promised, and pay matters more than work.

Making clinical academic careers more attractive: views from questionnaire surveys of senior UK doctors

PubMed Central

Lambert, Trevor W; Goldacre, Michael J

2015-01-01

Summary Objectives To report on doctors’ reasons, as expressed to our research group, for choosing academic careers and on factors that would make a career in clinical academic medicine more attractive to them. Design Postal, email and web questionnaires. Setting UK. Participants A total of 6936 UK-trained doctors who graduated in 1996, 1999 and 2000. Main outcome measures Open-ended comments about a career in clinical academic medicine. Results Of doctors who provided reasons for pursuing a long-term career in clinical academic medicine, the main reasons were enjoyment of academic work and personal satisfaction, whether expressed directly in those terms, or in terms of intellectual stimulation, enjoyment of research, teaching and the advancement of medicine, and the job being more varied than and preferable to clinical work alone. Doctors’ suggestions for making clinical academic medicine more attractive included improved pay and job security, better funding of research, greater availability of academic posts, more dedicated time for research (and less service work) and more support and mentoring. Women were more likely than men to prioritise flexible working hours and part-time posts. Conclusions Medical schools could provide more information, as part of student teaching, about the opportunities for and realities of a career in clinical academic medicine. Women, in particular, commented that they lacked the role models and information which would encourage them to consider seriously an academic career. Employers could increase academic opportunities by allowing more time for teaching, research and study and should assess whether job plans make adequate allowance for academic work. PMID:26380103

5 CFR 550.153 - Bases for determining positions for which premium pay under § 550.151 is authorized.

Code of Federal Regulations, 2010 CFR

2010-01-01

... or occasional overtime work means an average of at least 3 hours a week of that overtime work. (2... Uncontrollable Work § 550.153 Bases for determining positions for which premium pay under § 550.151 is authorized. (a) The requirement in § 550.151 that a position be one in which the hours of duty cannot be...

The decision-making process of workers in using sick time.

PubMed

Sandal, Candace L; Click, Elizabeth R; Dowling, Donna A; Guzik, Arlene

2014-08-01

The cost of employee absenteeism in the United States is significant in terms of sick pay, overtime costs, replacement personnel compensation, and lost productivity. Little is known about what workers consider when deciding to use sick time. Previous studies have examined work absence from an array of perspectives, including resulting work strain, job satisfaction, and job security, but absenteeism in the workplace has not been examined in terms of decision making. To scrutinize workers' decisions about using sick time, a descriptive pilot study was undertaken with a convenience sample (n = 94) of working college students. The responses to the survey revealed that the majority of the workers (73.4%) used sick time because they were too ill to work. These results are in direct opposition to previous research and suggest that workers may need education about preventing and managing minor illnesses before an absence is needed. Supporting and engaging employees and their significant others in healthy worker programs, regular surveillance examinations, and illness prevention strategies are wise investments in companies' financial futures. Future research should include a comparative study of worker absenteeism between worksites with occupational health nurses and those without nurses. Copyright 2014, SLACK Incorporated.

Marathon works

PubMed Central

Orrantia, Eliseo

2005-01-01

PROBLEM BEING ADDRESSED Medical care in rural Canada has long been hampered by insufficient numbers of physicians. How can a rural community’s physicians change the local medical culture and create a new approach to sustaining their practice? OBJECTIVE OF PROGRAM To create a sustainable, collegial family practice group and address one rural community’s chronically underserviced health care needs. PROGRAM DESCRIPTION Elements important to physicians’ well-being were incorporated into the health care group’s functioning to enhance retention and recruitment. The intentional development of a consensus-based approach to decision making has created a supportive team of physicians. Ongoing communication is kept up through regular meetings, retreats, and a Web-based discussion board. Individual physicians retain control of their hours worked each year and their schedules. A novel obstetric call system was introduced to help make schedules more predictable. An internal governance agreement on an alternative payment plan supports varied work schedules, recognizes and funds non-clinical medical work, and pays group members for undertaking health-related projects. CONCLUSION This approach has helped maintain a stable number of physicians in Marathon, Ont, and has increased the number of health care services delivered to the community. PMID:16190174

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...

29 CFR 778.324 - Effect on hourly rate employees.

Code of Federal Regulations, 2010 CFR

2010-07-01

... pay, the average hourly rate is thereby increased as in § 778.322. If the reduction in work schedule... Problems Reduction in Workweek Schedule with No Change in Pay § 778.324 Effect on hourly rate employees. A similar situation is presented where employees have been hired at an hourly rate of pay and have...

29 CFR 778.324 - Effect on hourly rate employees.

Code of Federal Regulations, 2011 CFR

2011-07-01

... pay, the average hourly rate is thereby increased as in § 778.322. If the reduction in work schedule... Problems Reduction in Workweek Schedule with No Change in Pay § 778.324 Effect on hourly rate employees. A similar situation is presented where employees have been hired at an hourly rate of pay and have...

New Pay: Compensation as a Strategic Tool. Workforce Brief #5.

ERIC Educational Resources Information Center

Mitchell, Stephen

Although what the work companies do and how they do it have shifted significantly, companies' reward and salary structures have remained largely the same; however, a properly designed compensation and pay system can be a strategic tool to enhance a firm's competitiveness. New approaches tie pay more closely to performance, rather than to tenure…

Pay Equity Activity in the Public Sector: 1979-1989. Full Report.

ERIC Educational Resources Information Center

National Committee on Pay Equity, Washington, DC.

Pay equity, sometimes referred to as comparable worth, is a remedy for wage discrimination based on race or sex. It's basic premise is that pay should be based on job-related factors such as skill, effort, responsibility and working conditions, not on a worker's gender or race. Studies have consistently demonstrated that jobs predominantly held by…

Scientific Misconduct

NASA Astrophysics Data System (ADS)

Moore, John W.

2002-12-01

These cases provide a good basis for discussions of scientific ethics, particularly with respect to the responsibilities of colleagues in collaborative projects. With increasing numbers of students working in cooperative or collaborative groups, there may be opportunities for more than just discussion—similar issues of responsibility apply to the members of such groups. Further, this is an area where, “no clear, widely accepted standards of behavior exist” (1). Thus there is an opportunity to point out to students that scientific ethics, like science itself, is incomplete and needs constant attention to issues that result from new paradigms such as collaborative research. Finally, each of us can resolve to pay more attention to the contributions we and our colleagues make to collaborative projects, applying to our own work no less critical an eye than we would cast on the work of those we don’t know at all.

78 FR 67196 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Worker...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-11-08

... employees at least the Federal minimum wage for all hours worked and overtime premium pay of time and one-half the regular rate of pay for all hours worked over forty (40) in a workweek. However, the FLSA...: The Department of Labor (DOL) is submitting the Wage and Hour Division (WHD) sponsored information...

19 CFR 24.16 - Overtime services; overtime compensation and premium pay for Customs Officers; rate of compensation.

Code of Federal Regulations, 2013 CFR

2013-04-01

... the officer to return to a place of work. (5) “Commute compensation” means the compensation which a... certain conditions, to perform an overtime work assignment. Commute compensation, within the limits... maximum, in effect for the year involved, in overtime and premium pay a Customs Officer shall receive in...

19 CFR 24.16 - Overtime services; overtime compensation and premium pay for Customs Officers; rate of compensation.

Code of Federal Regulations, 2011 CFR

2011-04-01

... the officer to return to a place of work. (5) “Commute compensation” means the compensation which a... certain conditions, to perform an overtime work assignment. Commute compensation, within the limits... maximum, in effect for the year involved, in overtime and premium pay a Customs Officer shall receive in...

19 CFR 24.16 - Overtime services; overtime compensation and premium pay for Customs Officers; rate of compensation.

Code of Federal Regulations, 2010 CFR

2010-04-01

... the officer to return to a place of work. (5) “Commute compensation” means the compensation which a... certain conditions, to perform an overtime work assignment. Commute compensation, within the limits... maximum, in effect for the year involved, in overtime and premium pay a Customs Officer shall receive in...

19 CFR 24.16 - Overtime services; overtime compensation and premium pay for Customs Officers; rate of compensation.

Code of Federal Regulations, 2014 CFR

2014-04-01

... the officer to return to a place of work. (5) “Commute compensation” means the compensation which a... certain conditions, to perform an overtime work assignment. Commute compensation, within the limits... maximum, in effect for the year involved, in overtime and premium pay a Customs Officer shall receive in...

19 CFR 24.16 - Overtime services; overtime compensation and premium pay for Customs Officers; rate of compensation.

Code of Federal Regulations, 2012 CFR

2012-04-01

... the officer to return to a place of work. (5) “Commute compensation” means the compensation which a... certain conditions, to perform an overtime work assignment. Commute compensation, within the limits... maximum, in effect for the year involved, in overtime and premium pay a Customs Officer shall receive in...

Long Hours and Premium Pay, May 1979.

ERIC Educational Resources Information Center

Stamas, George D.

1980-01-01

From 1978-79 incidence of long hours among full-time wage and salary workers dropped for the first time since the 1974-75 recession. Of those who worked long hours, about 43% received premium pay (time and one-half the regular wage for hours worked in excess of forty per week). Employers used overtime hours to cope with disequilibrium phenomena…

Teacher Pay and Career Paths in an Opportunity Culture: A Practical Policy Guide--Summary

ERIC Educational Resources Information Center

Hassel, Emily Ayscue; Holly, Christen; Locke, Gillian

2014-01-01

To help all students reach their potential, district leaders must ensure that every student has consistent access to excellent teaching. Opportunity Culture compensation and career path structures help make that possible, and this guide shows how. "Teacher Pay and Career Paths in an Opportunity Culture: A Practical Policy Guide" shows…

The Influence of Age and Type of Job on Gender Differences in Pay Expectations.

ERIC Educational Resources Information Center

Gasser, Michael B.; Oliver, Jennifer A.; Tan, Rowena N.

1998-01-01

Elementary school, secondary school, and college students rated 12 jobs divided between primarily female, primarily male, and gender-neutral occupations according to how much they should make if they were in the occupation. A significant interaction was found between type of job and gender for pay expectations. Suggestions for use in applied…

Making Sense of Performance Pay: Sensemaking and Sensegiving in Teachers' Implementation of Compensation Reform

ERIC Educational Resources Information Center

Herbert, Karen Shellberg

2010-01-01

Teacher compensation reforms have been on the rise in recent years, yet research has yet to fully demonstrate how teachers interpret these policies and how they may influence their instructional practices and professional decisions. This qualitative study of a performance pay program in an urban district in Texas drew on cognitive approaches to…

Tax Cut Legislation: What's Fair? Lesson Plan.

ERIC Educational Resources Information Center

Foundation for Teaching Economics, Davis, CA.

Front and center in 2001 domestic policy debates is President George W. Bush's proposed tax relief plan. The U.S. federal tax is a progressive tax code, predicated on the assumption that "people who are most able to pay should pay the most." A progressive tax system makes an individual's tax bill increase faster than his/her income. The…

Legal Issues and Statistical Approaches to Reverse Pay Discrimination in Higher Education

ERIC Educational Resources Information Center

Eckes, Suzanne E.; Toutkoushian, Robert K.

2006-01-01

There have been numerous lawsuits within higher education brought by females over pay inequity and many articles have been written on the topic. Although not as prevalent, there have been some recent instances where male faculty have claimed--with some degree of success--that the process used by their institutions to make salary adjustments for…

Choices & Careers; Free to Choose: Women Today and Tomorrow.

ERIC Educational Resources Information Center

Finley, Cathaleen

Nine out of 10 girls can expect to work for pay; six of them will be part of the labor force for 30 years. Today five out of ten women between the ages of 18 and 64 are working outside the home. A young woman must plan to be a worker as well as wife and mother. One fourth of all American Indian women who work for pay are clerical workers,…

Making Behavioral Science More Useful.

ERIC Educational Resources Information Center

Lorsch, Jay W.

1979-01-01

The author makes a plea to both academics and managers to consider the price business pays for applying universal theories in particular situations and asks each to take a role in rectifying the situation. (Author/IRT)

Wellness at work. Boost wellness center participation with target marketing strategies.

PubMed

DeMoranville, C W; Schoenbachler, D D; Przytulski, J

1998-01-01

By using target marketing strategies, corporate wellness programs can increase employee participation rates and tailor activities to meet employee needs. The authors examined this issue through a research survey that segmented a university's staff and employee population into three wellness program groups: High Participators, Moderate Participators, and Low Participators. Participators' views on the following issues were analyzed: health management programs, exercise programs, wellness center use inhibitors, wellness center use incentives, wellness center communications, and willingness to pay for the wellness center. The results identified unique lifestyle characteristics for each group that can help make target marketing strategies effective.

Current Approaches to Decision Making in Complex Systems. II

DTIC Science & Technology

1978-03-01

do with the primary role of the military. They get graded on whether mp p f lT the men are fed, whether the pay is on time and whether the ground are...questionnaire is shown in Fig.2.4. Finally, in Fig 2.4, there is a calibration curve for a group of business men , for the most part working in various parts of...Kong Istudents Chinese Chinese nurses in Chinea students Nurses London Business men N=42 N =53 N = 20 N =23 N = 33 -No. or M 3. ,..* 7A.. - .. q.7 r

Financial Management. Working for Clean Water: An Information Program for Advisory Groups. Instructor Guide.

ERIC Educational Resources Information Center

Auker, Dennis; And Others

The implementation of water quality programs in the face of rising costs raises many questions for states and local communities, including: How much can taxpayers afford to pay? Who will pay? How can they pay? Described is an hour-long learning session on financial management that is designed to help citizen advisory groups play an integral role…

A Legal Perspective on Performance-Based Pay for Teachers. Working Paper 2008-10

ERIC Educational Resources Information Center

Ryan, James E.

2008-01-01

Merit pay is now in the midst of a renaissance. Hundreds of school districts are experimenting with some type of performance-based pay system. At least six states have statewide or pilot programs, and the federal government has spent close to $100 million on the Teacher Incentive Fund. Whether such programs will last, encourage the start of…

29 CFR 778.222 - Other payments similar to “call-back” pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... payments similar to “call-back” pay. The principles discussed in §§ 778.220 and 778.221 are also applied with respect to certain types of extra payments which are similar to call-back pay, such as: (a) Extra... has been called back to work before the expiration of a specified number of hours between shifts or...

29 CFR 778.222 - Other payments similar to “call-back” pay.

Code of Federal Regulations, 2011 CFR

2011-07-01

... payments similar to “call-back” pay. The principles discussed in §§ 778.220 and 778.221 are also applied with respect to certain types of extra payments which are similar to call-back pay, such as: (a) Extra... has been called back to work before the expiration of a specified number of hours between shifts or...

How much would you be willing to pay for preventing a new dangerous infectious disease: a willingness-to-pay study in medical personnel working in the emergency department.

PubMed

Yen, Zui-Shen; Chang, Chee-Jen; Chen, Shey-Ying; Lee, Chien-Chang; Hsu, Chiung-Yuan; Chen, Shyr-Chyr; Chen, Wen-Jone

2007-10-01

The risk of developing nosocomial infectious diseases among medical personnel in the emergency department (ED) can result in tremendous psychologic stress. The objective of this study was to estimate the median amount of money ED personnel would be willing to pay for preventing nosocomial severe acute respiratory syndrome (SARS). A contingent valuation approach with close-ended format was used. During the study period from June 15, 2003 through June 30, 2003, a convenience sample of all medical personnel working in the ED of National Taiwan University Hospital was carried out. Participants were interviewed by a standard questionnaire and were asked to choose whether or not they would pay at a specified price to purchase a hypothetical SARS vaccine. A logistic regression model was created to evaluate the relationship between willingness-to-pay and the log of the price offered in the bid questions. The median and mean amounts of willingness-to-pay were calculated. A total of 115 subjects were interviewed and most were nurses (68.7%). The median and mean amount subjects reported being willing to pay for a SARS vaccine was US $1762 and US $720, respectively. Subject responses were significantly related to the price of vaccination and their type of job. Medical personnel in the ED reported that they would be willing to pay substantial monetary amounts for preventing nosocomial SARS.

Brief Highlights of Major Federal Laws and Order on Sex Discrimination in Employment.

ERIC Educational Resources Information Center

Employment Standards Administration (DOL), Washington, DC. Women's Bureau.

The following laws and order are explained in this pamphlet: (1) Equal Pay Act of 1963 (concerns prohibiting employers from paying workers of one sex less than workers of the other sex for equal work on jobs that require equal skill, effort, and responsibility and that are performed under similar working conditions), (2) Title VII of the Civil…

Can Pay, Should Pay? Exploring Employer and Student Perceptions of Paid and Unpaid Placements

ERIC Educational Resources Information Center

Smith, Sally; Smith, Colin; Caddell, Martha

2015-01-01

Students can benefit from applying their emerging skillsets through a work placement, both in terms of consolidating their learning and in gaining a better appreciation of their subject area. However, the main motivation for students in completing a work placement is in their increased employability skills. The aim of this study is to identify the…

School-Leaving Decisions in Australia: A Cohort Analysis

ERIC Educational Resources Information Center

Le, Anh T.; Miller, Paul W.

2004-01-01

The decision to invest in education is influenced by a large number of economic, social, family, personal and institutional factors. Many of these changed in Australia during the 1970s and 1980s. Several of the more important of these changes, such as the Equal Pay for Equal Work decision of 1969, the Equal Pay for Work of Equal Value decision of…

29 CFR 778.326 - Reduction of regular overtime workweek without reduction of take-home pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... working long hours. In arrangements of this type, no additional financial pressure would fall upon the... take-home pay. 778.326 Section 778.326 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR... was hired at an hourly rate of $5 an hour and regularly worked 50 hours, earning $275 as his total...

Workweeks of 41 Hours or More and Premium Pay.

ERIC Educational Resources Information Center

Bureau of Labor Statistics (DOL), Washington, DC.

The survey conducted in May, 1975 by the Bureau of Census showed that both the number of employees working more than the standard 40-hour workweek and the number receiving premium pay for hours in excess of the standard were substantially fewer than in the previous year. About 14.1 million wage and salary employees worked overtime in May, 1975…

Training the Woman to Know Her Place: The Social Antecedents of Women in the World of Work.

ERIC Educational Resources Information Center

Bem, Sandra L.; Bem, Daryl J.

This report discusses the type of women found in the world of work, their reasons for employment, and their most frequent occupational choices. In paying particular attention to sex discrimination against women, this paper mentions pay differentials and access to lower status jobs, and attributes them partially to the effects of sex-role…

29 CFR 5.31 - Meeting wage determination obligations.

Code of Federal Regulations, 2011 CFR

2011-07-01

... obligations for the payment of both straight time wages and fringe benefits by paying in cash, making payments... “painters” will be met by the payment of a straight time hourly rate of not less than $3.90 and by... for pensions, and 20 cents an hour for vacations; or (2) By paying not less than the basic hourly rate...

Make the Most of Every Day: Examine your Practice to Sift out Time Wasters

ERIC Educational Resources Information Center

Powell, William; Kusuma-Powell, Ochan

2015-01-01

It is a truism to say that intelligence and happiness depend almost exclusively on what we choose to pay attention to. However, this is much easier said than done. The individual and collective attention of teachers is often drawn in many different directions. Paying attention to what is truly important is becoming more and more…

76 FR 27117 - Self-Regulatory Organizations; C2 Options Exchange, Incorporated; Notice of Filing and Immediate...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-05-10

... exchange-traded fund (``ETF'') option classes traded on C2. Currently, transactions fees as set out in the... maker rebate and pay a liquidity removing taker rate of $.25 per contract; C2 Market-Makers receive a liquidity making rebate of $.25 per contract and pay a liquidity removing taker rate of $.34 per contract...

If Higher Education Is a Right, and Distance Education Is the Answer, Then Who Will Pay?

ERIC Educational Resources Information Center

Meyer, Katrina A.

2010-01-01

If higher education is a right, and distance education is the avenue for making higher education universally available, then who shall pay? This article asks (1) can state governments in the United States afford to fund this initiative and (2) can public higher education institutions in the U.S. fund this effort through capitalizing on…

Street-Legal Bike Pusher Introduces EV Technology

ERIC Educational Resources Information Center

Moore, Tim

2011-01-01

The electric bicycle pusher is a legal bicycle trailer on wheels that can push a bicycle at speeds of up to 35 mph. People across the country are buying small electric cars that go no faster than that--and paying five times more than what one pays to make an electric bicycle pusher. In this article, the author provides some information on electric…

30 CFR 585.500 - How do I make payments under this part?

Code of Federal Regulations, 2014 CFR

2014-07-01

... your electronic payments through the Fees for Services page on the BOEM Web site at http://www.boem.gov, and you must include one copy of the Pay.gov confirmation receipt page with your unsolicited request... Sale Notice/depends on bid With bid Pay.Gov § 585.501. Bonus Balance Lease issuance 30 CFR 1218.51 (2...

Nut Growers Hear It Pays to Care for Black Walnut

Treesearch

Felix, Jr. Ponder; James E. Jones; Rita Mueller; Andrea Clark

2003-01-01

Careful attention to walnut trees could pay off in nut yields. Nutrient management and improved nut varieties can make a big difference in black walnut nut production. This was the theme of the 2002 American Black Walnut Conference in Springfield, MO. The conference was sponsored by the Center For Advancement of American Black Walnut and Southwest Missouri RC&D (...

Leverton v. Clwyd County Council, 15 December 1988.

PubMed

1988-01-01

The appellant charged the Council with sex discrimination in violation of Section 1(2)(c) of the Equal Pay Act 1970 because she was paid less than men working for the Council in comparable jobs under the same collective agreement. The House of Lords of the UK held that, although the appellant was paid less than the men working in comparable jobs, the variation in pay was due to a material factor other than sex, i.e., the men worked longer hours and had fewer holidays. It noted that, on an hourly basis, her wages were comparable to those of the men and, thus, concluded that the difference came within the exception of Section 1(3) of the Act, which allows variations in pay due to material factors other than sex. full text

Effects of and preference for pay for performance: an analogue analysis.

PubMed

Long, Robert D; Wilder, David A; Betz, Alison; Dutta, Ami

2012-01-01

We examined the effects of 2 payment systems on the rate of check processing and time spent on task by participants in a simulated work setting. Three participants experienced individual pay-for-performance (PFP) without base pay and pay-for-time (PFT) conditions. In the last phase, we asked participants to choose which system they preferred. For all participants, the PFP condition produced higher rates of check processing and more time spent on task than did the PFT condition, but choice of payment system varied both within and across participants.

47 CFR 1.8003 - Providing the FRN in Commission filings.

Code of Federal Regulations, 2013 CFR

2013-10-01

... from paying statutory charges under subpart G of this part, anyone participating in a spectrum auction, making up-front payments or deposits in a spectrum auction, anyone making a payment on an auction loan...

47 CFR 1.8003 - Providing the FRN in Commission filings.

Code of Federal Regulations, 2012 CFR

2012-10-01

... from paying statutory charges under subpart G of this part, anyone participating in a spectrum auction, making up-front payments or deposits in a spectrum auction, anyone making a payment on an auction loan...

It Pays (You) to Proofread | Poster

Cancer.gov

By Ken Michaels, Guest Writer The following are actual headlines from local, national, and international newspapers*: Kids Make Nutritious Snacks Astronaut Takes Blame for Gas in Spacecraft Grandmother of 8 Makes Hole in One Lack of Brains Hinders Research

Factors influencing the work passion of Chinese community health service workers: an investigation in five provinces

PubMed Central

2014-01-01

Background After the implementation of new healthcare reform, Chinese government paid increasing attention to developing community health service (CHS). The current focus is mainly on cultivating community general practitioners but paying less attention to the working status and occupational demands of in-service CHS workers. Work passion is playing an important role for medical workers. With work passion, CHS workers’ team will become more stable and more effective, ensuring the sustainable development of CHS system. At present, the work passion of CHS workers is relatively low. Studying on influencing factors of work passion of CHS workers, promoting their work passion, and making them keep enthusiasm for work are significant. Methods A total of 100 CHS organizations were sampled randomly in 10 cities from 5 Chinese provinces for this study. A total of 3450 CHS workers from these CHS institutions took part in the surveys. Questionnaires were used to collect data, including socio-demographic information, work passion and opinion on influencing causes, and work-related satisfaction. Pearson chi-square statistical method was used to identify the factors related to CHS workers’ work passion. Binary logistic regression was performed to determine the significant factors that influence CHS workers’ work passion. Results A total of 38.77% of those who accomplished the questionnaire expressed that they didn’t have passion for current work. The related factors that influence CHS workers’ work passion are (1) socio-demographic factors such as age, and years of employment, and (2) other work-related factors such as learning and training opportunities, compensation packages, work stress, and personal development opportunities. CHS workers were most dissatisfied with the balance between remuneration and workload, job promotion opportunities. Conclusions Based on the results, the government should concern for CHS workers’ working status and work-related demands, pay more attention and meet their demands for reasonable compensation packages and self-development, balance the income and workload, provide more learning and training opportunities and personal development opportunities for CHS workers, in order to promote CHS workers’ work satisfaction, improve their work passion and enthusiasm. PMID:24885642

Factors influencing the work passion of Chinese community health service workers: an investigation in five provinces.

PubMed

Luo, Zhenni; Bai, Xue; Min, Rui; Tang, Changmin; Fang, Pengqian

2014-05-01

After the implementation of new healthcare reform, Chinese government paid increasing attention to developing community health service (CHS). The current focus is mainly on cultivating community general practitioners but paying less attention to the working status and occupational demands of in-service CHS workers. Work passion is playing an important role for medical workers. With work passion, CHS workers' team will become more stable and more effective, ensuring the sustainable development of CHS system. At present, the work passion of CHS workers is relatively low. Studying on influencing factors of work passion of CHS workers, promoting their work passion, and making them keep enthusiasm for work are significant. A total of 100 CHS organizations were sampled randomly in 10 cities from 5 Chinese provinces for this study. A total of 3450 CHS workers from these CHS institutions took part in the surveys. Questionnaires were used to collect data, including socio-demographic information, work passion and opinion on influencing causes, and work-related satisfaction. Pearson chi-square statistical method was used to identify the factors related to CHS workers' work passion. Binary logistic regression was performed to determine the significant factors that influence CHS workers' work passion. A total of 38.77% of those who accomplished the questionnaire expressed that they didn't have passion for current work. The related factors that influence CHS workers' work passion are (1) socio-demographic factors such as age, and years of employment, and (2) other work-related factors such as learning and training opportunities, compensation packages, work stress, and personal development opportunities. CHS workers were most dissatisfied with the balance between remuneration and workload, job promotion opportunities. Based on the results, the government should concern for CHS workers' working status and work-related demands, pay more attention and meet their demands for reasonable compensation packages and self-development, balance the income and workload, provide more learning and training opportunities and personal development opportunities for CHS workers, in order to promote CHS workers' work satisfaction, improve their work passion and enthusiasm.

Pay Inequities for Women: Comparable Worth and Other Solutions. A Report and Summary of 1981 Hearings: San Francisco, Los Angeles, Sacramento, Fresno, Eureka.

ERIC Educational Resources Information Center

California State Commission on the Status of Women, Sacramento.

This report presents information from 11 hearings in five California cities on pay inequities affecting many working women. It begins with a general discussion of the wage gap as a persistent fact of life. Causes of differences in male/female pay are considered, including gender segregation in jobs, labor market conditions, employee…

26 CFR 1.21-1 - Expenses for household and dependent care services necessary for gainful employment.

Code of Federal Regulations, 2013 CFR

2013-04-01

..., E, works at night and sleeps during the day. D and E pay for care for a qualifying individual during... this paragraph (a) are illustrated by the following examples. Example 1. In December 2007, B pays for... B pays for the care provided in January 2008 on February 3, 2008. Under paragraph (a)(4) of this...

26 CFR 1.21-1 - Expenses for household and dependent care services necessary for gainful employment.

Code of Federal Regulations, 2014 CFR

2014-04-01

..., E, works at night and sleeps during the day. D and E pay for care for a qualifying individual during... this paragraph (a) are illustrated by the following examples. Example 1. In December 2007, B pays for... B pays for the care provided in January 2008 on February 3, 2008. Under paragraph (a)(4) of this...

26 CFR 1.21-1 - Expenses for household and dependent care services necessary for gainful employment.

Code of Federal Regulations, 2012 CFR

2012-04-01

..., E, works at night and sleeps during the day. D and E pay for care for a qualifying individual during... this paragraph (a) are illustrated by the following examples. Example 1. In December 2007, B pays for... B pays for the care provided in January 2008 on February 3, 2008. Under paragraph (a)(4) of this...

Does it pay to have a network contact? Social network ties, workplace racial context, and pay outcomes.

PubMed

Kmec, Julie A; Trimble, Lindsey B

2009-06-01

This article investigates how social network use to find work affects pay. Analyses using the Multi-City Study of Urban Inequality consider the extent to which a network contact's influence level affects a job applicant's pay, whether this effect differs for white, black, and Latino contacts, and how workplace racial context moderates this relationship. Three main findings emerge. First, having an influential contact--one with hiring authority--compared to having no contact yields higher pay. Second, white and minority contact influence on pay differs: among minority contacts, being an outsider (i.e., someone not employed by the firm to which the applicant applies) is associated with higher pay, but being an employee of the firm--an insider--is not. Third, regardless of workplace racial context, black and Latino contacts' influence is most beneficial when their race/ethnicity is not known to the hiring agent. We offer a new interpretation of the mixed findings with regard to the relationship between social network use and pay.

[Privacy and public benefit in using large scale health databases].

PubMed

Yamamoto, Ryuichi

2014-01-01

In Japan, large scale heath databases were constructed in a few years, such as National Claim insurance and health checkup database (NDB) and Japanese Sentinel project. But there are some legal issues for making adequate balance between privacy and public benefit by using such databases. NDB is carried based on the act for elderly person's health care but in this act, nothing is mentioned for using this database for general public benefit. Therefore researchers who use this database are forced to pay much concern about anonymization and information security that may disturb the research work itself. Japanese Sentinel project is a national project to detecting drug adverse reaction using large scale distributed clinical databases of large hospitals. Although patients give the future consent for general such purpose for public good, it is still under discussion using insufficiently anonymized data. Generally speaking, researchers of study for public benefit will not infringe patient's privacy, but vague and complex requirements of legislation about personal data protection may disturb the researches. Medical science does not progress without using clinical information, therefore the adequate legislation that is simple and clear for both researchers and patients is strongly required. In Japan, the specific act for balancing privacy and public benefit is now under discussion. The author recommended the researchers including the field of pharmacology should pay attention to, participate in the discussion of, and make suggestion to such act or regulations.

Characteristics of the labor market for veterinary technician specialists in 2013.

PubMed

Norkus, Christopher L; Liss, David J; Leighton, Linda S

2016-01-01

To determine characteristics of the labor market for veterinary technician specialists (VTSs) during 2013 and identify characteristics significantly associated with pay rate for VTSs. Survey. 351 VTSs. A 29-question, multiple-choice survey was sent in early 2014 to all individuals (n = 786) who had been certified as VTSs and for whom an email address could be identified. Weighted mean pay rate for respondents was $23.50/h; 51.3% (180/351) of respondents received a raise after obtaining VTS certification. Being male, having attended graduate school, having > 4 years of VTS experience, holding a supervisory or management position, being employed by an academic employer or referral practice, and working in the Northeast or outside the United States increased the overall odds of receiving a higher pay rate as a VTS, once other variables were controlled. Results suggested that gender, work experience, and job characteristics were significantly associated with pay rate for VTSs.

A prescription for turning self-pay accounts into revenue.

PubMed

Koenig, Scott

2010-01-01

The antidote for a healthy bottom line is a streamlined payment recovery process from self-pay patients. Due to the current high unemployment rate and a resulting spike in self-pay patients, CFOs must be proactive and identify self-pay debt recovery solutions to stay in the black. It is vital to design an effective and efficient process that works for the specific needs of the hospital or practice. Utilizing metrics, reconditioning patients to pay at point-of-service, training associates to appropriately request payment, and understanding the limitations of the business office are key elements to financial health. Identifying an accounts receivable management partner could significantly reduce headaches and strain on staff and time.

Mobility for care workers: job changes and wages for nurse aides.

PubMed

Ribas, Vanesa; Dill, Janette S; Cohen, Philip N

2012-12-01

The long-term care industry in the United States faces serious recruitment and retention problems among nurse aides. At the same time, these low-wage workers may feel trapped in poorly-paid jobs from which they would do well to leave. Despite this tension, not enough is known about how workers fare when they leave (or stay in) such care work. Using longitudinal data from the Survey of Income and Program Participation for the years 1996-2003, we examine the relationship between different job and occupational mobility patterns and wage outcomes for nurse aides, focusing on which job transitions offer better opportunities to earn higher wages and on whether job transition patterns differ by race. Our results confirm high turnover among nurse aides, with 73 percent of the sample working in occupations other than nurse aide at some point during the survey time frame. About half of respondents that transition out of nurse aide work move into higher-paying occupations, although the percentage of transitions to higher paying occupations drops to 35 percent when nurse aides that become RNs are excluded. Among black workers especially, wage penalties for moving into other jobs in the low-wage labor market appear to be rather small, likely a factor in high turnover among nurse aides. The findings illustrate the importance of occupation-specific mobility trajectories and their outcomes for different groups of workers, and for understanding the constrained decisions these workers make. Copyright © 2012 Elsevier Ltd. All rights reserved.

18 CFR 2.76 - Regulatory treatment of payments made in lieu of take-or-pay obligations.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 18 Conservation of Power and Water Resources 1 2011-04-01 2011-04-01 false Regulatory treatment of payments made in lieu of take-or-pay obligations. 2.76 Section 2.76 Conservation of Power and Water... violation of section 504(a) of the NGPA. (b) Recovery in rates. A pipeline that makes any payments referred...

What Will They Learn? A Survey of Core Requirements at Our Nation's Colleges and Universities

ERIC Educational Resources Information Center

Bako, Tom; Kempson, Lauri; Lakemacher, Heather; Markley, Eric

2010-01-01

The crisis in higher education is about more than money. It is about what one has been paying for, paying for dearly. The public, even in these hard times, supports higher education with its tax dollars. And families make huge sacrifices to send their sons and daughters to college. They deserve in return higher education that provides real…

Leading in Times of Change: Principals' Perspectives of Their Role in a New Pay-for-Performance System

ERIC Educational Resources Information Center

Ortiz-Torres, Amanda

2012-01-01

The purpose of this qualitative study was to explore principals' perspectives on how they make sense of their leadership roles in a new pay-for-performance system. The study describes the perceptions of six principals, two each from elementary, middle, and high school levels, regarding leadership in a recently changed system. Principals were…

When punishment pays.

PubMed

Roberts, Gilbert

2013-01-01

Explaining cooperation in groups remains a key problem because reciprocity breaks down between more than two. Punishing individuals who contribute little provides a potential answer but changes the dilemma to why pay the costs of punishing which, like cooperation itself, provides a public good. Nevertheless, people are observed to punish others in behavioural economic games, posing a problem for existing theory which highlights the difficulty in explaining the spread and persistence of punishment. Here, I consider the apparent mismatch between theory and evidence and show by means of instructive analysis and simulation how much of the experimental evidence for punishment comes from scenarios in which punishers may expect to obtain a net benefit from punishing free-riders. In repeated games within groups, punishment works by imposing costs on defectors so that it pays them to switch to cooperating. Both punishers and non-punishers then benefit from the resulting increase in cooperation, hence investing in punishment can constitute a social dilemma. However, I show the conditions in which the benefits of increased cooperation are so great that they more than offset the costs of punishing, thereby removing the temptation to free-ride on others' investments and making punishment explicable in terms of direct self-interest. Crucially, this is because of the leveraging effect imposed in typical studies whereby people can pay a small cost to inflict a heavy loss on a punished individual. In contrast to previous models suggesting punishment is disadvantaged when rare, I show it can invade until it comes into a producer-scrounger equilibrium with non-punishers. I conclude that adding punishment to an iterated public goods game can solve the problem of achieving cooperation by removing the social dilemma.

When Punishment Pays

PubMed Central

Roberts, Gilbert

2013-01-01

Explaining cooperation in groups remains a key problem because reciprocity breaks down between more than two. Punishing individuals who contribute little provides a potential answer but changes the dilemma to why pay the costs of punishing which, like cooperation itself, provides a public good. Nevertheless, people are observed to punish others in behavioural economic games, posing a problem for existing theory which highlights the difficulty in explaining the spread and persistence of punishment. Here, I consider the apparent mismatch between theory and evidence and show by means of instructive analysis and simulation how much of the experimental evidence for punishment comes from scenarios in which punishers may expect to obtain a net benefit from punishing free-riders. In repeated games within groups, punishment works by imposing costs on defectors so that it pays them to switch to cooperating. Both punishers and non-punishers then benefit from the resulting increase in cooperation, hence investing in punishment can constitute a social dilemma. However, I show the conditions in which the benefits of increased cooperation are so great that they more than offset the costs of punishing, thereby removing the temptation to free-ride on others' investments and making punishment explicable in terms of direct self-interest. Crucially, this is because of the leveraging effect imposed in typical studies whereby people can pay a small cost to inflict a heavy loss on a punished individual. In contrast to previous models suggesting punishment is disadvantaged when rare, I show it can invade until it comes into a producer-scrounger equilibrium with non-punishers. I conclude that adding punishment to an iterated public goods game can solve the problem of achieving cooperation by removing the social dilemma. PMID:23483907

Modernizing the Federal Government: Paying for Performance

DTIC Science & Technology

2007-01-01

works (Barr, 2007d). Employees are rated on performance measures such as “fair and equitable treatment of taxpayers” and “customer satisfaction ... Performance Act of 2007, Senate bill 1046, Washington, D.C., 2007b. 38 Modernizing the Federal Government: Paying for Performance Vroom , Victor H...AND SUBTITLE Modernizing the federal government paying for performance 5a. CONTRACT NUMBER 5b. GRANT NUMBER 5c. PROGRAM ELEMENT NUMBER 6. AUTHOR

Characteristics and Determinants of Teacher-Designed Pay for Performance Plans: Evidence from Texas' Governor's Educator Excellence Grant (GEEG) Program. Working Paper 2008-26

ERIC Educational Resources Information Center

Taylor, Lori L.; Springer, Matthew G.; Ehlert, Mark

2008-01-01

This study describes the teacher pay for performance plans designed and implemented by the public schools participating in the Governor's Educator Excellence Grant (GEEG) program in Texas. GEEG is a federally funded, incentive pay program that awarded non-competitive grants, ranging from $60,000 to $220,000 each year for three years, to 99 Texas…

Willingness to pay for health insurance in the informal sector of Sierra Leone.

PubMed

Jofre-Bonet, Mireia; Kamara, Joseph

2018-01-01

The objective of this project is to study the willingness to pay (WTP) for health insurance (HI) of individuals working in the informal sector in Sierra Leone, using a purposely-designed survey of a representative sample of this sector. We elicit the WTP using the Double-Bounded Dichotomous Choice with Follow Up method. We also examine the factors that are positively and negatively associated with the likelihood of the respondents to answer affirmatively to joining a HI scheme and to paying three different possible premiums, to join the HI scheme. We additionally analyze the individual and household characteristics associated with the maximum amount the household is willing to pay to join the HI scheme. The results indicate that the average WTP for the HI is 20,237.16 SLL (3.6 USD) per adult but it ranges from about 14,000 SLL (2.5 USD) to about 35,000 SLL (6.2 USD) depending on region, occupation, household and respondent characteristics. The analysis of the maximum WTP indicates that living outside the Western region and working in farming instead of petty trade are associated with a decrease in the maximum premium respondents are WTP for the HI scheme. Instead, the maximum WTP is positively associated to being a driver or a biker; having secondary or tertiary education (as opposed to not having any); the number of pregnant women in the household; having a TV; and, having paid for the last medical requirement. In summary, the various analyses show that a premium for the HI package could be set at approximately 20,000 SLL (3.54 USD) but also that establishing a single premium for all individuals in the informal sector could be risky. The efficient functioning of a HI scheme relies on covering as much of the population as possible, in order to spread risks and make the scheme viable. The impact of the various population characteristics raises the issue of how to rate premiums. In other words, setting a premium that may be too high for a big proportion of the population could mean losing many potential enrollees and might have viability consequences for the operation of the scheme.

WORKING ENVIRONMENT AND JOB SATISFACTION AMONG HEALTH PROFESSIONAL WORKING AT A TERTIARY CARE HOSPITAL OF PAKISTAN.

PubMed

Aziz, Imrana; Kumar, Ramesh; Rathore, Anita; Lal, Manohr

2015-01-01

Work environment is believed to be a major factor for better performance of human resource for health in any organization. This study concentrated on multiple factors involved in job satisfaction was appraised to critique their efficient significance in calculation of the health professional liking. Factors included job matched with workers' skills/experience, incentives, supervision, administrator support; convenient work load, training, appreciation, low pay and job protection were major contributors in job satisfaction. A mix method study was done in 2014; an initial descriptive cross sectional survey was done followed by qualitative approach. Eighteen in-depth interviews with health care providers were conducted after taking written consent. Nodes, sub-nodes and final themes were generated during qualitative data analysis. Main findings and themes were, generated after making the nodes and sub-nodes from the most frequent responses. These themes were; absence of work pressure, work place safety, social support, learning opportunities, and employee influence on conditions and recognition individual or team efforts. Work environment is a major contributing factor towards job satisfaction among the health workers.

Using computer software to improve group decision-making.

PubMed

Mockler, R J; Dologite, D G

1991-08-01

This article provides a review of some of the work done in the area of knowledge-based systems for strategic planning. Since 1985, with the founding of the Center for Knowledge-based Systems for Business Management, the project has focused on developing knowledge-based systems (KBS) based on these models. In addition, the project also involves developing a variety of computer and non-computer methods and techniques for assisting both technical and non-technical managers and individuals to do decision modelling and KBS development. This paper presents a summary of one segment of the project: a description of integrative groupware useful in strategic planning. The work described here is part of an ongoing research project. As part of this project, for example, over 200 non-technical and technical business managers, most of them working full-time during the project, developed over 160 KBS prototype systems in conjunction with MBA course in strategic planning and management decision making. Based on replies to a survey of this test group, 28 per cent of the survey respondents reported their KBS were used at work, 21 per cent reportedly received promotions, pay rises or new jobs based on their KBS development work, and 12 per cent reported their work led to participation in other KBS development projects at work. All but two of the survey respondents reported that their work on the KBS development project led to a substantial increase in their job knowledge or performance.

Equal Pay for Equal Work in Academic Obstetrics and Gynecology.

PubMed

Eichelberger, Kacey Y

2018-02-01

The most compelling data suggest women in academic obstetrics and gynecology earn approximately $36,000 less than male colleagues per year in regression models correcting for commonly cited explanatory variables. Although residual confounding may exist, academic departments in the United States should consider rigorous examination of their own internal metrics around salary to ensure gender-neutral compensation, commonly referred to as equal pay for equal work.

Applying the Exceptions to the Fair Labor Standards Act to Child Care Workers

ERIC Educational Resources Information Center

Dalton, Jason

2009-01-01

The Fair Labor Standards Act (FLSA) is the primary federal legislation establishing national wage and hour standards. The purpose of the Act is to protect the working class from overwork and underpay by providing non-waivable rights to a minimum wage and a premium pay rate at time and one-half the regular rate of pay for all hours worked over 40…

17 CFR Appendix B to Part 38 - Guidance on, and Acceptable Practices in, Compliance With Core Principles

Code of Federal Regulations, 2011 CFR

2011-04-01

... markets, it is more appropriate to pay attention to the availability and pricing of the commodity making... decision-making regarding emergency intervention in the market, including procedures and guidelines to avoid conflicts of interest while carrying out such decision-making. A contract market should also have...

17 CFR Appendix B to Part 38 - Guidance on, and Acceptable Practices in, Compliance With Core Principles

Code of Federal Regulations, 2012 CFR

2012-04-01

... markets, it is more appropriate to pay attention to the availability and pricing of the commodity making... decision-making regarding emergency intervention in the market, including procedures and guidelines to avoid conflicts of interest while carrying out such decision-making. A contract market should also have...

Nurse retention and satisfaction in Ecuador: implications for nursing administration.

PubMed

Palmer, Sheri P

2014-01-01

This study explores the characteristics of professional nursing work environments that may affect nursing turnover and satisfaction within a large Ecuadorian hospital. Nursing turnover is a challenge and may compromise patient care. Work dissatisfaction contributes to high turnover. Improving nurse satisfaction can contribute to better patient outcomes. Eighty-eight nurses participated in a quantitative and qualitative survey focusing on nursing satisfaction, turnover and selected organisation characteristics. Issues that may affect nurse satisfaction and turnover were identified using questions from the Nursing Work Index: pay, insufficient number of nurses, undervaluing of nurses by public and the medical team, limited advancement opportunities, lack of autonomy and inflexibility in schedule. Other themes identified from qualitative data are reported. The top factor of decreased satisfaction was low pay as indicated by the Nursing Work Index. The qualitative results showed that low pay was the factor for nurse turnover. Additional factors related to nursing satisfaction can be addressed to improve nurse retention. Along with increasing nursing pay, strategies to consider in decreasing turnover and increasing satisfaction included: providing opportunities for nursing advancement, promoting the value of nursing, creating clinical protocols and enhancing autonomy. This study adds to knowledge about nursing needs and satisfaction in South America. © 2013 John Wiley & Sons Ltd.

Science Educators Can Help Shape Our Debate

NASA Astrophysics Data System (ADS)

Foster, Bill

2009-10-01

As a nation, we are facing great challenges—a troubled economy, high rates of unemployment, a dependence on foreign sources of energy, and a health care system in desperate need of reform. The answers to some of these problems will be complex, but to be sure, we are working to enact solutions to build a stronger economy, create more good-paying jobs, decrease our dependence on foreign oil, develop our own sources of clean, renewable energy, and make our health care system more accessible and affordable. To succeed in addressing all those issues, we need science and mathematics to play a greater role in informing and guiding the discussion.

The cure for employee malaise--motivation.

PubMed

Dawson, K M; Dawson, S N

1991-01-01

Although working conditions, hours, pay, and advancement opportunities are better now than in the 1950s--the "golden age" of American business--today's workers are significantly less satisfied. Why? The authors believe the cause of this malaise is lack of motivation. This article examines several techniques to cure employee malaise and discusses the long-term benefits of these techniques, which include empowerment, recognition, career development, the Pygmalion effect, incentives, and rewards. By making a commitment to these motivational techniques, managers will boost the morale and enthusiasm of their employees and their organization. This motivational process is not quick and easy; developing your employees is an ongoing process.

Pay attention to serendipity.

PubMed

Haidrani, Layla

2017-03-22

When and why did you develop an interest in research? My first nursing job was as a staff nurse in an oncology intensive care unit and a bone marrow transplant unit taking care of patients who were participating in high intensity clinical trials. During my master's degree, I worked as a research assistant for two faculty members whose research was making an impact at state and national levels, and I was able to lead a small research project of my own. During my doctoral and post-doctoral studies, my research interests continued to grow. I find great meaning and purpose in identifying and solving difficult problems through research.

Pickstone v. Freemans plc, 25 March 1987.

PubMed

1987-01-01

The applicants, female warehouse operatives for the defendant, challenged the defendant's policy of paying warehouse checkers more than they were being paid. They claimed that both groups were engaged in work of equal value and should be given equal pay. The case was dismissed by a lower court because the defendant employed men in both positions at the same pay as women in those positions and the Equal Pay Act 1970 prohibited suits in such circumstances. The Court of Appeal reversed this decision, holding that Article 119 of the EEC Treaty authorized the suit and overrode conflicting national legislation. It remanded the case for determination whether the pay differential between the two jobs was due to reasons other than sex discrimination. full text

Assessing Living Conditions in Iraq’s Anbar Province in 2009

DTIC Science & Technology

2010-01-01

Defense Research Institute View document details For More Information Purchase this document Browse Books & Publications Make a charitable contribution...new (rather than secondhand ) clothes Replace worn-out furniture and appliances Pay for a funeral Keep your home adequately warm during winter Pay for...and university levels of education. This suggests that most of the money is spent on tuition rather than on uniforms, books , meals, or private

Making the Most of Your Child's Education: More Topics for Parents. Prepared for the ASPIRA Hispanic Community Mobilization for Dropout Prevention Project.

ERIC Educational Resources Information Center

Pell, Elena; Ramirez, Elizabeth Weiser

This guide for Hispanic American parents offers practical advice on how to help their children succeed and how to improve their children's schools. Education is important because in today's service and technically oriented economy, education means the difference between a well-paying, stable job and a low-paying unstable job. In the next 10 years,…

The Role of Special and Incentive Pays in Retaining Military Mental Health Care Providers

DTIC Science & Technology

2017-01-01

visit www.rand.org/pubs/permissions. The RAND Corporation is a research organization that develops solutions to public policy challenges to help make... dental , optometry, veterinary, psychiatric nurse practitioner, and clinical or counseling psychology programs (GoArmy.com, no date). It pays school...reproduce, or reuse in another form, any of its research documents for commercial use. For information on reprint and linking permissions, please

The impact of pay-for-performance on professional boundaries in UK general practice: an ethnographic study.

PubMed

Grant, Suzanne; Huby, Guro; Watkins, Francis; Checkland, Kath; McDonald, Ruth; Davies, Huw; Guthrie, Bruce

2009-03-01

The 2004 new General Medical Services (nGMS) contract exemplifies trends across the public services towards increased definition, measurement and regulation of professional work, with general practice income now largely dependent on the quality of care provided across a range of clinical and organisational indicators known collectively as the 'Quality and Outcomes Framework' (QOF). This paper reports an ethnographically based study of the impact of the new contract and the financial incentives contained within it on professional boundaries in UK general practice. The distribution of clinical and administrative work has changed significantly and there has been a new concentration of authority, with QOF decision making and monitoring being led by an internal QOF team of clinical and managerial staff who make the major practice-level decisions about QOF, monitor progress against targets, and intervene to resolve areas or indicators at risk of missing targets. General practitioners and nurses, however, appear to have accommodated these changes by re-creating long established narratives on professional boundaries and clinical hierarchies. This paper is concerned with the impact of these new arrangements on existing clinical hierarchies.

Woman Professors Pressing to Close Salary Gap; Some Colleges Adjust Pay, Others Face Lawsuits.

ERIC Educational Resources Information Center

McMillen, Liz

1987-01-01

The institutions making efforts to study and change faculty salary disparities for men and women are finding that determining what constitutes a fair salary review and adjustment is difficult. Other institutions are resisting making changes. (MSE)

76 FR 65503 - Performance Review Board Membership

Federal Register 2010, 2011, 2012, 2013, 2014

2011-10-21

... executive and by any higher-level executive or executives. The PRB makes recommendations to the appointing authority relative to the performance of the senior executive, including recommendations on performance awards. The Department of Education's PRB also makes recommendations on SES pay adjustments for career...

Employee retention tools: looking beyond radiology.

PubMed

Snuttjer, D

2001-01-01

In an era of low unemployment rates, companies are not only struggling to recruit talented employees, but they are straining to keep the ones they have. The purpose of this literature review is to look at companies, including many outside of the healthcare industry, and learn how they use incentives to retain employees. A review of a recently published book lists the following reasons why people stay with companies: Career growth, learning and development, exciting work challenges Meaningful work, making a difference and a contribution Great people Being part of a team Good boss, inspiring leadership Recognition for a job well done Fun on the job Autonomy, a sense of control over work and job security Flexibility Fair pay and benefits Great work environment and location Pride in the organization, it's mission and quality of product Family friendly Companies have to change with the times to retain a good work force. To survive, companies should ask employees what would keep them committed, look at all the possibilities, and then create an environment that makes employees want to stay because it provides the life balance they are looking for. There is risk in asking employees what would keep them from looking elsewhere. Employers need to weigh the risk of losing employees with the possibility of raising expectations by asking employees directly what they want. In the current climate, that may be a necessary risk.

The impact of a microsavings intervention on reducing violence against women engaged in sex work: a randomized controlled study.

PubMed

Tsai, Laura Cordisco; Carlson, Catherine E; Aira, Toivgoo; Norcini Pala, Andrea; Riedel, Marion; Witte, Susan S

2016-10-28

Women who engage in sex work are at risk for experiencing violence from numerous perpetrators, including paying partners. Empirical evidence has shown mixed results regarding the impact of participation in microfinance interventions on women's experiences of violence, with some studies demonstrating reductions in intimate partner violence (IPV) and others showing heightened risk for IPV. The current study reports on the impact of participation in a microsavings intervention on experiences of paying partner violence among women engaged in sex work in Mongolia. Between 2011 and 2013, we conducted a two-arm, non-blinded randomized controlled trial (RCT) comparing an HIV/STI risk reduction intervention (HIVSRR) (control condition) to a combined microsavings and HIVSRR intervention (treatment condition). Eligible women (aged 18 or older, reported having engaged in unprotected sex with paying partner in past 90 days, expressed interest in microsavings intervention) were invited to participate. One hundred seven were randomized, including 50 in the control and 57 in the treatment condition. Participants completed assessments at baseline, immediate post-test following HIVSRR, and at 3-months and 6-months after completion of the treatment group intervention. Outcomes for the current study include any violence (physical and/or sexual), sexual violence, and physical violence from paying partners in the past 90 days. An intention-to-treat approach was utilized. Linear growth models revealed significant reductions over time in both conditions for any violence (β = -0.867, p < 0.001), physical violence (β = -0.0923, p < 0.001), and sexual violence (β = -1.639, p = 0.001) from paying partners. No significant differences between groups were found for any violence (β = 0.118, p = 0.389), physical violence (β = 0.091, p = 0.792), or sexual violence (β = 0.379, p = 0.114) from paying partners. Microsavings participation did not significantly impact women's risk for paying partner violence. Qualitative research is recommended to understand the cause for reductions in paying partner violence in both study conditions. Evaluating a Microfinance Intervention for High Risk Women in Mongolia; NCT01861431 ; May 20, 2013.

Merit pay: viable?

PubMed

Farmer, C R

1978-01-01

Can an organization really have a meaningful relationship between its merit pay program and motivation of its employees? C. Richard Farmer of Armstrong Cork says yes--if. If the approach to granting merit pay increases is coupled with a salary structure attuned to economic and competitive conditions, and if it is communicated effectively and openly to the employees, then it automatically translates labor market activity, performance, and the cost of living into a meaningful increase. Position descriptions, evaluations, and performance appraisals are some of the tools essential to a viable merit pay program. But besides these definite do's, the author outlines some of the don'ts of merit pay programs, such as centralized administration of the program--policies, programs, and procedures may be centralized, but their administration must be carried out by those close to the individual employees and work units. Above all, the merit pay program must be based on performance, not longevity.

Give What You Get: Capuchin Monkeys (Cebus apella) and 4-Year-Old Children Pay Forward Positive and Negative Outcomes to Conspecifics

PubMed Central

Leimgruber, Kristin L.; Ward, Adrian F.; Widness, Jane; Norton, Michael I.; Olson, Kristina R.; Gray, Kurt; Santos, Laurie R.

2014-01-01

The breadth of human generosity is unparalleled in the natural world, and much research has explored the mechanisms underlying and motivating human prosocial behavior. Recent work has focused on the spread of prosocial behavior within groups through paying-it-forward, a case of human prosociality in which a recipient of generosity pays a good deed forward to a third individual, rather than back to the original source of generosity. While research shows that human adults do indeed pay forward generosity, little is known about the origins of this behavior. Here, we show that both capuchin monkeys (Cebus apella) and 4-year-old children pay forward positive and negative outcomes in an identical testing paradigm. These results suggest that a cognitively simple mechanism present early in phylogeny and ontogeny leads to paying forward positive, as well as negative, outcomes. PMID:24489830

Willingness to Pay for Home-Based Rehabilitation Service Among Older Adults.

PubMed

Li, Xuemei; Wan, Xia; Pang, Yajuan; Zhou, Lanshu

2018-06-18

This study aims to investigate the willingness to pay (WTP) for a home-based rehabilitation service and explore the influencing factors of WTP among older adults in Shanghai, China. A cross-sectional design was used. A questionnaire survey based on the contingent valuation method was conducted by face-to-face survey over 3 months. Only 242 (44%) participants were willing to pay for a home-based rehabilitation service. The median amount they were willing to pay was RMB 8 (US$1.15) per visit. Older adults who had higher monthly income, had at least one partner who worked, and had medical insurance were willing to pay more for the service. Older adults showed low WTP for a home-based rehabilitation service. Economic status and health condition are the significant influencing factors of WTP. Studies on recipients' precise needs and ability to pay are required before home-based services are implemented.

Accounting for the money-made parenthood of transnational surrogacy.

PubMed

Stuvøy, Ingvill

2018-06-21

In the last decade, transnational surrogacy has attracted world-wide attention for making babies and pregnancies exchangeable with money. Involuntarily childless couples and individuals travel abroad and pay to have the desired child and to become parents. Acknowledging the importance of asking into the consequences of this monetization of reproduction, the author takes issue with universalistic assumptions about money and markets, and their presumed universal effects on social relations. Instead, it is argued that we need to explore how money works, and, by extension, how transnational surrogacy works out and becomes viable to people as a way to become parents. Putting together insights from economic sociology, and the assisted reproductive technology and parenting culture literature, the author employs the notion of accounting to grasp how people make sense of the money involved in making them parents. Based on a study involving 21 interviews with Norwegian gay and straight couples and single men and women seeking surrogacy abroad, the author explores how money is accounted for in three cases, set in three different countries; India, the United States and Canada. The analysis shows how money is accounted for in particular ways to confirm parenthood. These ways differ depending on the local context and transnational relations; ultimately making differentiated monetized parenthood. This is of significance when we try to conceptualize contemporary parenthood and how money seemingly sustains parenthood in ever more radical ways.

Pay Equity Act (No. 34 of 1987), 29 June 1987.

PubMed

1987-01-01

This document contains major provisions of Ontario, Canada's 1987 Pay Equity Act. The Act seeks to redress systemic gender discrimination in compensation for work performed by employees in "female job classes" and applies to all private sector employers in Ontario with 10 or more employees, all public sector employers, and the employees of applicable employers. The Act continues to apply even if an employer subsequently reduces the number of employees below 10. The Act calls for identification of systemic gender discrimination in compensation through comparisons between female job classes and male job classes in terms of compensation and value of work performed, which is a composite of skill, effort, and responsibility normally required. Pay equity is deemed achieved when the job rate for the female job class is at least equal to the rate for a male job class in the same establishment. If there is no male job class to use for comparison, pay equity is achieved when the female job rate is at least equal to the job rate of a male job class in the same establishment that, at the time of comparison, had a higher job rate while performing work of lower value than the female job class. Differences in compensation between a female and a male job class are allowed if they result from a formal seniority system that does not discriminate on basis of gender, a temporary training or development assignment equally available to males and females, a specified merit compensation plan, actions taken as the result of a gender-neutral reevaluation process, or a skills shortage leading to a temporary inflation in compensation. Pay equity will not be achieved by reducing any employee's compensation. The Act establishes a Pay Equity Commission to oversee implementation.

17 CFR 200.304 - Disclosure of requested records.

Code of Federal Regulations, 2010 CFR

2010-04-01

... making the request. (b) Grant of request for access. (1) If it is determined that a request for access to... individual shall pay the cost of making the requested copies, as set forth in § 200.310 of this subpart. (2... pertaining to individuals other than the person making the request or of other information that does not...

Women's employment transitions around child bearing.

PubMed

Dex, S; Joshi, H; Macran, S; Mcculloch, A

1998-02-01

Women's increasing participation in the labor force since the 1950s demands that knowledge about their labor supply needs to keep pace with the changing world. One important change has occurred among mothers of small children, they are increasingly working for pay in successive generations, as the break in their employment has become increasingly shorter. Legislation was enacted in the UK to outlaw unequal pay and discrimination in employment on the basis of gender, while statutory maternity leave was introduced in 1976 and extended in 1986. The proportion of mothers taking maternity leave has since increased, as has full-time employment among mothers. The authors examine the transitions into and out of paid work which women make after childbirth, helping to determine whether recent generations of mothers have benefitted from the policy changes, whether all have benefitted equally, and whether any effects persist beyond the period around the first childbirth. Study data are drawn from the fifth sweep of the National Child Development Study (NCDS) 1958 birth cohort at age 33. The experiences of mothers in the 1958 generation suggests that women have begun to benefit from the equal opportunities provisions enacted in Britain during the 1970s. The age of the youngest child is the most important determinant of women's participation over the preschool years, and relatively better educated women have the highest degree of continuity in employment across childbirth.

Multiple oil pay revives interest

DOE Office of Scientific and Technical Information (OSTI.GOV)

Stremel, K.

1984-03-01

Good, relatively shallow multiple pay oil potential is reviving interest in the flanks of the prolific Big Horn Basin. Operators say that although the areal extent of the basin's fields may not be that large, potential pay zones can exceed 250 feet. Several companies have stepped up geophysical work and activity. A discussion of trapping systems, test wells and stratigraphy studies are included from various petroleum companies. The interest was sparked by lower acreage costs and poor economic conditions elsewhere.

What would my avatar do? Gaming, pathology, and risky decision making

PubMed Central

Bailey, Kira; West, Robert; Kuffel, Judson

2013-01-01

Recent work has revealed a relationship between pathological video game use and increased impulsivity among children and adolescents. A few studies have also demonstrated increased risk-taking outside of the video game environment following game play, but this work has largely focused on one genre of video games (i.e., racing). Motivated by these findings, the aim of the current study was to examine the relationship between pathological and non-pathological video game use, impulsivity, and risky decision making. The current study also investigated the relationship between experience with two of the most popular genres of video games [i.e., first-person shooter (FPS) and strategy] and risky decision making. Consistent with previous work, ~7% of the current sample of college-aged adults met criteria for pathological video game use. The number of hours spent gaming per week was associated with increased impulsivity on a self-report measure and on the temporal discounting (TD) task. This relationship was sensitive to the genre of video game; specifically, experience with FPS games was positively correlated with impulsivity, while experience with strategy games was negatively correlated with impulsivity. Hours per week and pathological symptoms predicted greater risk-taking in the risk task and the Iowa Gambling task, accompanied by worse overall performance, indicating that even when risky choices did not pay off, individuals who spent more time gaming and endorsed more symptoms of pathological gaming continued to make these choices. Based on these data, we suggest that the presence of pathological symptoms and the genre of video game (e.g., FPS, strategy) may be important factors in determining how the amount of game experience relates to impulsivity and risky-decision making. PMID:24058356

What would my avatar do? Gaming, pathology, and risky decision making.

PubMed

Bailey, Kira; West, Robert; Kuffel, Judson

2013-01-01

Recent work has revealed a relationship between pathological video game use and increased impulsivity among children and adolescents. A few studies have also demonstrated increased risk-taking outside of the video game environment following game play, but this work has largely focused on one genre of video games (i.e., racing). Motivated by these findings, the aim of the current study was to examine the relationship between pathological and non-pathological video game use, impulsivity, and risky decision making. The current study also investigated the relationship between experience with two of the most popular genres of video games [i.e., first-person shooter (FPS) and strategy] and risky decision making. Consistent with previous work, ~7% of the current sample of college-aged adults met criteria for pathological video game use. The number of hours spent gaming per week was associated with increased impulsivity on a self-report measure and on the temporal discounting (TD) task. This relationship was sensitive to the genre of video game; specifically, experience with FPS games was positively correlated with impulsivity, while experience with strategy games was negatively correlated with impulsivity. Hours per week and pathological symptoms predicted greater risk-taking in the risk task and the Iowa Gambling task, accompanied by worse overall performance, indicating that even when risky choices did not pay off, individuals who spent more time gaming and endorsed more symptoms of pathological gaming continued to make these choices. Based on these data, we suggest that the presence of pathological symptoms and the genre of video game (e.g., FPS, strategy) may be important factors in determining how the amount of game experience relates to impulsivity and risky-decision making.

The impact of an alcohol harm reduction intervention on interpersonal violence and engagement in sex work among female sex workers in Mombasa, Kenya: Results from a randomized controlled trial.

PubMed

Parcesepe, Angela M; L Engle, Kelly L; Martin, Sandra L; Green, Sherri; Sinkele, William; Suchindran, Chirayath; Speizer, Ilene S; Mwarogo, Peter; Kingola, Nzioki

2016-04-01

To evaluate whether an alcohol harm reduction intervention was associated with reduced interpersonal violence or engagement in sex work among female sex workers (FSWs) in Mombasa, Kenya. Randomized controlled trial. HIV prevention drop-in centers in Mombasa, Kenya. 818 women 18 or older in Mombasa who visited HIV prevention drop-in centers, were moderate-risk drinkers and engaged in transactional sex in past six months (410 and 408 in intervention and control arms, respectively). 6 session alcohol harm reduction intervention. 6 session non-alcohol related nutrition intervention. In-person interviews were conducted at enrollment, immediately post-intervention and 6-months post-intervention. General linear mixed models examined associations between intervention assignment and recent violence (physical violence, verbal abuse, and being robbed in the past 30 days) from paying and non-paying sex partners and engagement in sex work in the past 30 days. The alcohol intervention was associated with statistically significant decreases in physical violence from paying partners at 6 months post-intervention and verbal abuse from paying partners immediately post-intervention and 6-months post-intervention. Those assigned to the alcohol intervention had significantly reduced odds of engaging in sex work immediately post-intervention and 6-months post-intervention. The alcohol intervention was associated with reductions in some forms of violence and with reductions in engagement in sex work among FSWs in Mombasa, Kenya. Copyright © 2016 Elsevier Ireland Ltd. All rights reserved.

What makes them pay? Values of volunteer tourists working for sea turtle conservation.

PubMed

Campbell, Lisa M; Smith, Christy

2006-07-01

As charismatic mega-fauna, sea turtles attract many volunteers to conservation programs. This article examines the ways in which volunteers value sea turtles, in the specific context of volunteers working with the Caribbean Conservation Corporation, at Tortuguero, Costa Rica. The complexity of volunteer values is explored using a qualitative approach. In-depth interviews with 31 volunteers were conducted in July of 1999 and 2000. Interviews probed, among other things, interest in sea turtles and their conservation, motives for participating, and the most gratifying parts of their volunteer experience. Results show that volunteers hold multiple and complex values for sea turtles, but particular values dominate. Results have implications for understanding human-environment relations and the emerging study of volunteer tourism. There are also management implications for volunteer programs hoping to attract participants.

A matter of priorities? Exploring the persistent gender pay gap in hospital medicine.

PubMed

Weaver, A Charlotta; Wetterneck, Tosha B; Whelan, Chad T; Hinami, Keiki

2015-08-01

Gender earnings disparities among physicians exist even after considering differences in specialty, part-time status, and practice type. Little is known about the role of job satisfaction priorities on earnings differences. To examine gender differences in work characteristics and job satisfaction priorities, and their relationship with gender earnings disparities among hospitalists. Observational cross-sectional survey study. US hospitalists in 2010. Self-reported income, work characteristics, and priorities among job satisfaction domains. On average, women compared to men hospitalists were younger, less likely to be leaders, worked fewer full-time equivalents, worked more nights, reported fewer daily billable encounters, more were pediatricians, worked in university settings, worked in the Western United States, and were divorced. More hospitalists of both genders prioritized optimal workload among the satisfaction domains. However, substantial pay ranked second in prevalence by men and fourth by women. Women hospitalists earned $14,581 less than their male peers in an analysis adjusting for these differences. The gender earnings gap persists among hospitalists. A portion of the disparity is explained by the fewer women hospitalists compared to men who prioritize pay. © 2015 Society of Hospital Medicine.

29 CFR 37.4 - What definitions apply to this part?

Code of Federal Regulations, 2011 CFR

2011-07-01

... (TDDs/TTYs), videotext displays, or other effective means of making aurally delivered materials..., brailled materials, large print materials, or other effective means of making visually delivered materials... employment-related training; (5) Participation in upward mobility programs; (6) Deciding rates of pay or...

29 CFR 37.4 - What definitions apply to this part?

Code of Federal Regulations, 2012 CFR

2012-07-01

... (TDDs/TTYs), videotext displays, or other effective means of making aurally delivered materials..., brailled materials, large print materials, or other effective means of making visually delivered materials... employment-related training; (5) Participation in upward mobility programs; (6) Deciding rates of pay or...

29 CFR 37.4 - What definitions apply to this part?

Code of Federal Regulations, 2014 CFR

2014-07-01

... (TDDs/TTYs), videotext displays, or other effective means of making aurally delivered materials..., brailled materials, large print materials, or other effective means of making visually delivered materials... employment-related training; (5) Participation in upward mobility programs; (6) Deciding rates of pay or...

29 CFR 37.4 - What definitions apply to this part?

Code of Federal Regulations, 2013 CFR

2013-07-01

... (TDDs/TTYs), videotext displays, or other effective means of making aurally delivered materials..., brailled materials, large print materials, or other effective means of making visually delivered materials... employment-related training; (5) Participation in upward mobility programs; (6) Deciding rates of pay or...

77 FR 52707 - Notice of Membership of the Performance Review Board

Federal Register 2010, 2011, 2012, 2013, 2014

2012-08-30

... makes recommendations to the appointing authority relative to the performance of the senior executive, including recommendations on performance awards. The Department of Education's PRB also makes recommendations on SES pay adjustments for career senior executives. Membership The Secretary has selected the...

48 CFR 622.302 - Liquidated damages and overtime pay.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 48 Federal Acquisition Regulations System 4 2010-10-01 2010-10-01 false Liquidated damages and overtime pay. 622.302 Section 622.302 Federal Acquisition Regulations System DEPARTMENT OF STATE SOCIOECONOMIC PROGRAMS APPLICATION OF LABOR LAWS TO GOVERNMENT ACQUISITIONS Contract Work Hours and Safety...

48 CFR 622.302 - Liquidated damages and overtime pay.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 48 Federal Acquisition Regulations System 4 2011-10-01 2011-10-01 false Liquidated damages and overtime pay. 622.302 Section 622.302 Federal Acquisition Regulations System DEPARTMENT OF STATE SOCIOECONOMIC PROGRAMS APPLICATION OF LABOR LAWS TO GOVERNMENT ACQUISITIONS Contract Work Hours and Safety...

Limited access: gender, occupational composition, and flexible work scheduling.

PubMed

Glauber, Rebecca

2011-01-01

The current study draws on national data to explore differences in access to flexible work scheduling by the gender composition of women's and men's occupations. Results show that those who work in integrated occupations are more likely to have access to flexible scheduling. Women and men do not take jobs with lower pay in return for greater access to flexibility. Instead, jobs with higher pay offer greater flexibility. Integrated occupations tend to offer the greatest access to flexible scheduling because of their structural locations. Part-time work is negatively associated with men's access to flexible scheduling but positively associated with women's access. Women have greater flexibility when they work for large establishments, whereas men have greater flexibility when they work for small establishments.

The relevance of work-related learning for vulnerable groups. Dutch case study of a Health Impact Assessment with equity focus.

PubMed

Storm, Ilse; Uiters, Ellen; Busch, Mirjam C M; den Broeder, Lea; Schuit, Albertine J

2015-07-01

Learning is essential for sustainable employability. However, various factors make work-related learning more difficult for certain groups of workers, who are consequently at a disadvantage in the labour market. In the long term, that in turn can have adverse health implications and can make those groups vulnerable. With a view to encouraging workers to continue learning, the Netherlands has a policy on work-related learning, which forms part of the 'Vitality Package'. A Health Impact Assessment with equity focus (HIAef) was undertaken to determine whether the policy on work-related learning affected certain groups of workers and their health in different ways, and whether the differences were avoidable. The HIAef method involved the standard phases: screening, scoping, appraisal and recommendations. Equity was the core principle in this method. Data were collected by means of both literature searches (e.g., Scopus, Medline) and interviews with experts and stakeholders (e.g., expertise regarding work, training and/or health). The HIAef identified the following groups as potentially vulnerable in the field of work-related learning: the chronically sick, older people, less educated people, flexi-workers/the self-employed and lay carers (e.g., thresholds to learning). Published literature indicates that work-related learning may have a positive influence on health through (work-related) factors such as pay, employability, longer employment rate and training-participation. According to experts and stakeholders, work-related learning policy could be adapted to take more account of vulnerable groups through alignment with their particular needs, such as early support, informal learning and e-learning. With a view to reducing avoidable inequalities in work-related learning, it is recommended that early, low-threshold, accessible opportunities are made available to identified vulnerable groups. Making such opportunities available may have a positive effect on (continued) participation in the labour market and thus on the health of the relevant groups. Copyright © 2015 Elsevier Ireland Ltd. All rights reserved.

Discussion on back-to-back two-stage centrifugal compressor compact design techniques

NASA Astrophysics Data System (ADS)

Huo, Lei; Liu, Huoxing

2013-12-01

Design a small flow back-to-back two-stage centrifugal compressor in the aviation turbocharger, the compressor is compact structure, small axial length, light weighted. Stationary parts have a great influence on their overall performance decline. Therefore, the stationary part of the back-to-back two-stage centrifugal compressor should pay full attention to the diffuser, bend, return vane and volute design. Volute also impact downstream return vane, making the flow in circumferential direction is not uniformed, and several blade angle of attack is drastically changed in downstream of the volute with the airflow can not be rotated to required angle. Loading of high-pressure rotor blades change due to non-uniformed of flow in circumferential direction, which makes individual blade load distribution changed, and affected blade passage load decreased to reduce the capability of work, the tip low speed range increases.

Achieving Integrated Care for Older People: Shuffling the Deckchairs or Making the System Watertight For the Future?

PubMed Central

Harvey, Gill; Dollard, Joanne; Marshall, Amy; Mittinty, Manasi Murthy

2018-01-01

Integrated care has been recognised as a key initiative to resolve the issues surrounding care for older people living with multi-morbidity. Multiple strategies and policies have been implemented to increase coordination of care globally however, evidence of effectiveness remains mixed. The reasons for this are complex and multifactorial, yet many strategies deal with parts of the problem rather than taking a whole systems view with the older person clearly at the centre. This approach of fixing parts of the system may be akin to shuffling the deckchairs on the Titanic, rather than dealing with the fundamental reasons why the ship is sinking. Attempts to make the ship more watertight need to be firmly centred on the older person, pay close attention to implementation and embrace approaches that promote collaborative working between all the stakeholders involved. PMID:29626395

[Quitting smoking and willingness to pay for cessation in Panama].

PubMed

Herrera-Ballesteros, Víctor H; Zúñiga, Julio; Moreno, Ilais; Gómez, Beatriz; Roa-Rodríguez, Reina

2017-01-01

To characterize the desire for cessation and willingness to pay for abandonment therapy. The data source is the Global Adult Tobacco Survey (GATS). Cessation and willingness to pay were characterized by sociodemographic (SD) and socioeconomic (SE) variables. Logistic regressions were performed to estimate associations. A greater desire for cessation was observed in variables: women, education, non-governmental and inactive employees, rural areas, occasional smokers and middle income, and greater willingness to pay, in: education, over 60 years old, non-governmental, self-employed, urban area, occasional smokers and low median income. There is a high relation between the desire for abandonment, and willingness to pay with SD and SE variables. Cessation therapies can be applied in work centers, and require a change of focus in the intervention.

The case of the unpopular pay plan.

PubMed

Ehrenfeld, T; Coil, M; Berwick, D; Nyberg, T; Beer, M

1992-01-01

Three years after launching the team-based Quality For All program, Top Chemical Company CEO Sam Verde was searching for a team-based compensation system that would reflect his company's new philosophy. With a committee gathered to discuss the issue, Verde confronts the fact that changing pay plans is an issue few people can agree on. "Very simply," explains vice president for compensation Gilbert Porterfield, "the plan is designed to give employees working on teams real incentives for constant improvement and overall excellence. The variable aspect of the system pays employees for the performance of their group." This doesn't sit well with the others. "It's going to punish teams like mine for the failings of others instead of rewarding us for the work we do and have already done," says packaging team representative Ruth Gibson. Another committee member feels that team-based anything is a "motivational happy land that doesn't square with how people really work." While Verde likes the proposed pay plan, he has doubts over whether his employees will accept the risk. Upper management has no problem basing 60% of its pay on TopChem's performance. But getting line employees to risk part of their salaries--even as little as 4%--on the ups and downs of the chemical industry may be more trouble than it's worth. Four experts on compensation reveal where Top Chemical went wrong in its plan and how Sam Verde might bring about change successfully.

The link between past informal payments and willingness of the Hungarian population to pay formal fees for health care services: results from a contingent valuation study.

PubMed

Baji, Petra; Pavlova, Milena; Gulácsi, László; Farkas, Miklós; Groot, Wim

2014-11-01

We examine the willingness of health care consumers to pay formal fees for health care use and how this willingness to pay is associated with past informal payments. We use data from a survey carried out in Hungary in 2010 among a representative sample of 1,037 respondents. The contingent valuation method is used to elicit the willingness to pay official charges for health care services covered by the social health insurance if certain quality attributes (regarding the health care facility, access to the services and health care personnel) are guaranteed. A bivariate probit model is applied to examine the relationship between willingness to pay and past informal payments. We find that 66% of the respondents are willing to pay formal fees for specialist examinations and 56% are willing to pay for planned hospitalizations if these services are provided with certain quality and access attributes. The act of making past informal payments for health care services is positively associated with the willingness to pay formal charges. The probability that a respondent is willing to pay official charges for health care services is 22% points higher for specialist examinations and 45% points higher for hospitalization if the respondent paid informally during the last 12 months. The introduction of formal fees should be accompanied by adequate service provision to assure acceptance of the fees. Furthermore, our results suggest that the problem of informal patient payments may remain even after the implementation of user fees.

How people respond to contingent valuation question: A verbal protocol analysis of willingness to pay for an environmental regulation

DOE Office of Scientific and Technical Information (OSTI.GOV)

Schkade, D.A.; Payne, J.W.

This paper investigates what a respondent is thinking when answering a willingness-to-pay question in a contingent valuation, using a [open quotes]think aloud[close quotes] technique for psychology called verbal protocol analysis. The willingness-to-pay responses we observed seem to be constructed from a variety of considerations, including an obligation to pay a fair share of the cost of the solution and signaling concern for a larger set of environmental issues. The finding that respondents seem to construct their values at the time they are asked, rather than reporting a more well-defined value, is seen as consistent with over two decades of researchmore » on the psychology of decision making. Potential uses of verbal protocols in contingent valuation studies are also discussed. 64 refs., 6 tabs.« less

48 CFR 1422.302 - Liquidated damages and overtime pay.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 48 Federal Acquisition Regulations System 5 2010-10-01 2010-10-01 false Liquidated damages and overtime pay. 1422.302 Section 1422.302 Federal Acquisition Regulations System DEPARTMENT OF THE INTERIOR SOCIOECONOMIC PROGRAMS APPLICATION OF LABOR LAWS TO GOVERNMENT ACQUISITIONS Contract Work Hours and Safety...

48 CFR 1422.302 - Liquidated damages and overtime pay.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 48 Federal Acquisition Regulations System 5 2011-10-01 2011-10-01 false Liquidated damages and overtime pay. 1422.302 Section 1422.302 Federal Acquisition Regulations System DEPARTMENT OF THE INTERIOR SOCIOECONOMIC PROGRAMS APPLICATION OF LABOR LAWS TO GOVERNMENT ACQUISITIONS Contract Work Hours and Safety...

Willingness to pay to sustain and expand National Health Insurance services in Taiwan.

PubMed

Lang, Hui-Chu; Lai, Mei-Shu

2008-12-17

The purpose of the present study was to investigate people's willingness to pay to sustain the current National Health Insurance (NHI) program in Taiwan and to extend that program to cover long-term care services. A survey was administered to 1800 inpatients and 1800 outpatients, selected from health care facilities across all accreditation levels that were operating under the supervision of six different regional branches of Taiwan's Bureau of National Health Insurance (BNHI). We used a contingent valuation method with closed-ended questions to elicit participants' willingness to pay for continued national heath insurance and additional institutional long-term care services. We divided participants into six subgroups and asked individuals in these groups referendum-like yes-no questions about whether they were willing to pay one of six price bids: New Taiwan Dollar (NT$) 50, NT$100, NT$200, NT$300, NT$400, or NT$500. Logistic regression was used to analyze willingness to pay. We found maximum willingness to pay for continued coverage by the NHI program and additional institutional long-term care services to be NT$66 and NT$137 dollars per month, respectively. We found that people were willing to pay more for their insurance coverage. With regard to methodology, we also found that using a contingent valuation method to elicit peoples' willingness to pay for health policy issues is valid. The results of the present referendum-like study can serve as a reference for future policy decision making.

Willingness to pay to sustain and expand National Health Insurance services in Taiwan

PubMed Central

Lang, Hui-Chu; Lai, Mei-Shu

2008-01-01

Background The purpose of the present study was to investigate people's willingness to pay to sustain the current National Health Insurance (NHI) program in Taiwan and to extend that program to cover long-term care services. Methods A survey was administered to 1800 inpatients and 1800 outpatients, selected from health care facilities across all accreditation levels that were operating under the supervision of six different regional branches of Taiwan's Bureau of National Health Insurance (BNHI). We used a contingent valuation method with closed-ended questions to elicit participants' willingness to pay for continued national heath insurance and additional institutional long-term care services. We divided participants into six subgroups and asked individuals in these groups referendum-like yes-no questions about whether they were willing to pay one of six price bids: New Taiwan Dollar (NT$) 50, NT$100, NT$200, NT$300, NT$400, or NT$500. Logistic regression was used to analyze willingness to pay. Results We found maximum willingness to pay for continued coverage by the NHI program and additional institutional long-term care services to be NT$66 and NT$137 dollars per month, respectively. Conclusion We found that people were willing to pay more for their insurance coverage. With regard to methodology, we also found that using a contingent valuation method to elicit peoples' willingness to pay for health policy issues is valid. The results of the present referendum-like study can serve as a reference for future policy decision making. PMID:19091093

11 CFR 300.2 - Definitions.

Code of Federal Regulations, 2010 CFR

2010-01-01

..., or other decision-making employees or members of the entity; (iv) Whether a sponsor has a common or...) Pay a debt incurred from the making of expenditures or disbursements in connection with an election..., or anything of value given to a person, but does not include contributions. (f) Federal account...

Making Publics: Mobilizing Audiences in High School Makerspaces

ERIC Educational Resources Information Center

Stornaiuolo, Amy; Nichols, T. Philip

2018-01-01

Background/Context: Researchers, policy makers, and practitioners are paying increasing attention to the educational opportunities afforded by the maker movement--a growing public interested in do-it-yourself designing, remixing, and tinkering using physical and digital tools. While education research on "making" has often focused on…

Pay modernisation and healthcare governance.

PubMed

Benton, David C

Policies interact and have direct and indirect consequences resulting in both short-term and longer-term effects on the working lives of professionals, the care they offer and the education needed by future generations of staff. This article explores how pay modernisation could result in benefits and risks for corporate, clinical and staff governance. It is argued that if pay modernisation as a major enabler of service redesign is to succeed then far greater understanding of how various policies interact and their potential consequences is required.

Risk factors of workplace bullying for men and women: the role of the psychosocial and physical work environment.

PubMed

Salin, Denise

2015-02-01

Workplace bullying has been shown to be a severe social stressor at work, resulting in high costs both for the individuals and organizations concerned. The aim of this study is to analyze risk factors in a large, nationally representative sample of Finnish employees (n = 4,392). The study makes three important contributions to the existing literature on workplace bullying: first, it demonstrates the role of the physical work environment alongside the psychosocial work environment - employees with a poor physical work environment are more likely than others to report having been subjected to or having observed bullying. Second, contrary to common assumptions, the results suggest that performance-based pay is associated with a lower, rather than higher risk of bullying. Third, the findings suggest that there are gender differences in risk factors, thereby constituting a call for more studies on the role of gender when identifying risk factors. Increased knowledge of risk factors is important as it enables us to take more effective measures to decrease the risk of workplace bullying. © 2014 Scandinavian Psychological Associations and John Wiley & Sons Ltd.

28 CFR 345.51 - Inmate pay.

Code of Federal Regulations, 2011 CFR

2011-07-01

... (highest). (b) Eligibility. (1) An inmate shall accrue vacation time, longevity service credit, and shall receive holiday pay for the period of time the inmate is officially assigned to the Industries work detail... escape is not entitled to credit for time spent in Industries prior to said program failure. This rule...

Preschools Under the Fair Labor Standards Act. (Revised).

ERIC Educational Resources Information Center

Employment Standards Administration (DOL), Washington, DC. Wage and Hour Div.

This pamphlet provides general information concerning the application of the Fair Labor Standards Act (FLSA) to employees of preschool centers. The contents include discussion of the purview of the Act regarding preschools; monetary requirements such as minimum wages and employee facilities; provisions for equal pay, overtime pay, work hours,…

28 CFR 345.53 - Piecework rates.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Piecework rates. 345.53 Section 345.53... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.53 Piecework rates. Piecework rates are... rates may be of two major types: individual piecework (in which an individual's pay goes up or down...

28 CFR 345.53 - Piecework rates.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 28 Judicial Administration 2 2014-07-01 2014-07-01 false Piecework rates. 345.53 Section 345.53... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.53 Piecework rates. Piecework rates are... rates may be of two major types: individual piecework (in which an individual's pay goes up or down...

28 CFR 345.53 - Piecework rates.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 28 Judicial Administration 2 2013-07-01 2013-07-01 false Piecework rates. 345.53 Section 345.53... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.53 Piecework rates. Piecework rates are... rates may be of two major types: individual piecework (in which an individual's pay goes up or down...

28 CFR 345.53 - Piecework rates.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 28 Judicial Administration 2 2012-07-01 2012-07-01 false Piecework rates. 345.53 Section 345.53... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.53 Piecework rates. Piecework rates are... rates may be of two major types: individual piecework (in which an individual's pay goes up or down...

28 CFR 345.53 - Piecework rates.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 28 Judicial Administration 2 2011-07-01 2011-07-01 false Piecework rates. 345.53 Section 345.53... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.53 Piecework rates. Piecework rates are... rates may be of two major types: individual piecework (in which an individual's pay goes up or down...

Patients' willingness to pay for the treatment of tuberculosis in Nigeria: exploring own use and altruism.

PubMed

Ochonma, Ogbonnia G; Onwujekwe, Obinna E

2017-05-10

Although, current treatment services for Tuberculosis (TB) in Nigeria are provided free of charge in public facilities, the benefits (value) that patients attach to such service is not known. In addition, the prices that could be charged for treatment in case government and its partners withdraw from the provision of free services or inclusion of the services in health insurance plans are not known. Hence, there is a need to elicit the maximum amounts that patients are willing to pay for TB treatment services, both for themselves and for the very poor patients that may not be able to pay if some user fees are introduced (altruistic willingness to pay). A pretested interviewer-administered questionnaire was used to elicit the maximum willingness to pay (WTP) for TB treatment services from TB patients in a tertiary hospital in southeast Nigeria. WTP was elicited using the bidding game question format after a scenario was presented to the respondents. Data was analysed using tabulations. Tobit regression models were used to examine the validity of the elicited WTP for own use and altruistic WTP. The results show that those aged 30 years and below constituted more than two-fifth (43.2%) of the respondents. More than half of the respondents (52.8%) were not employed. 100 (80.0%) of the respondents were willing to pay for their own use of TB treatment services while 78(62.4%) of the respondents were willing to make altruistic contributions so that the very poor could benefit from the TB services. A Tobit regression analysis of maximum WTP for TB for own use shows that respondents were willing to pay maximum amounts at different statistically significant levels. The results equally show that altruistic WTP was positively and statistically significantly related to the employment status, distance from UNTH and global seriousness of TB. Most patients positively valued the provision of free TB services and were willing to pay for TB treatment for own use. The better-off ones were also willing to make altruistic contributions. Free provision of TB treatment services is potentially worthwhile, but there is potential scope for continuation of universal provision of TB treatment services, even if the government and donors scale down their financing of the services.

Making the Reserve Retirement System Similar to the Active System: Retention and Cost Estimates

DTIC Science & Technology

2014-01-01

inequity in the systems might hurt morale, decrease reserve supply, and reduce readiness. As an alternative to the current system, the RC retirement system...enlisted personnel, we use the 2007 median wage for full-time male workers with associate degrees. For officers, we use the 2007 median wage for full-time...military pay, promotion policy, and civilian pay are time stationary, and we exclude demographics, such as gender , marriage, and spouse employment, from

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…

Fraud prevention in paying portal

NASA Astrophysics Data System (ADS)

Sandhu, P. S.; Senthilkumar, N. C.

2017-11-01

The purpose of presenting this paper is to give the idea to prevent the fraud in finance paying portals as fraud is increasing on daily basis and mostly in financial sector. So through this paper we are trying to prevent the fraud. This paper will give you the working algorithm through which you can able to prevent the fraud. Algorithm will work according to the spending amount of the user, which means that use will get categories into one of the low, medium, high or very high category.

Women in Transition, 1983. Hearing before the Committee on Labor and Human Resources, United States Senate, Ninety-Eighth Congress, First Session on Examination of Problems Faced by Women in Transition from Work without Pay to Economic Self-Sufficiency.

ERIC Educational Resources Information Center

Congress of the U.S., Washington, DC. Senate Committee on Labor and Human Resources.

This is a Congressional hearing on an examination of problems faced by women in transition from work without pay to economic self-sufficiency. Testimony includes statements from individuals representing the Women's Bureau, U.S. Department of Labor; the Career Training Program, Women's Center, Enterprise State Junior College, Alabama; the National…

42 CFR 110.83 - Payment of all benefits.

Code of Federal Regulations, 2014 CFR

2014-10-01

... Secretary determines the mechanism of payment of Program benefits. She may choose to pay any benefits under... Secretary has the discretion to make interim payments of benefits under this Program, even before a final... only in exceptional cases. The Secretary may, for example, make an interim payment of medical benefits...

Reduction and elimination of format effects on recall.

PubMed

Goolkasian, Paula; Foos, Paul W; Krusemark, Daniel C

2008-01-01

Two experiments investigated whether the recall advantage of pictures and spoken words over printed words in working memory (Foos & Goolkasian, 2005; Goolkasian & Foos, 2002) could be reduced by manipulating letter case and sequential versus simultaneous presentation. Participants were required to remember 3 or 6 items presented in varied presentation formats while verifying the accuracy of a sentence. Presenting words in alternating uppercase and lowercase improved recall, and presenting words simultaneously rather than successively removed the effect of presentation format. The findings suggest that when forcing participants to pay attention to printed words you can make them more memorable and thereby diminish or remove any disadvantage in the recall of printed words in comparison with pictures and spoken words.

Check in the Mail or More in the Paycheck: Does the Effectiveness of Fiscal Stimulus Depend on How It Is Delivered?†

PubMed Central

Sahm, Claudia R.; Shapiro, Matthew D.; Slemrod, Joel

2013-01-01

Recent fiscal policies, including the 2008 stimulus payments and the 2009 Making Work Pay Tax Credit, aimed to increase household spending. This paper quantifies the spending response to these policies and examines differences in spending by whether the stimulus was delivered as a one-time payment or as a flow of payments from reduced withholding. Based on responses from a representative sample of households in the Thomson Reuters University of Michigan Surveys of Consumers, the paper finds that the reduction in withholding in 2009 boosted spending at roughly half the rate (13 percent) as the one-time payments (25 percent) in 2008. PMID:23970951

[Ordinance No. 91-240 of 25 February 1991 relating to the Labor Code applicable to the Territory of Mayotte].

PubMed

1991-03-06

This Law sets forth the Labor Code for the French territory of Mayotte. The Code contains the following provisions relating to sex discrimination, maternity leave, night work, and the employment of foreigners: a) employers are prohibited from discriminating against women who are pregnant; b) women are entitled to fully paid maternity leave of 14 weeks, 8 weeks before and 6 weeks after giving birth; c) the employer and the Government will each pay for half of the worker's salary during this leave; d) discrimination on the basis of sex or family situation is prohibited in advertisements, offers of employment, hiring, firing, pay, training, job classification, and promotion; e) retaliation for instituting an action for sex discrimination is prohibited; f) men and women are guaranteed equal pay for equal work or work of an equivalent value; g) women may not perform work at night in factories, mines, building sites, workshops, public or ministerial offices, places of professional work, companies, unions, or associations of any sort, unless they are in management positions; and h) a foreigner may not engage in a professional activity in Mayotte without authorization. The Law prescribes penalties for violations of these provisions.

Efficacy of a savings-led microfinance intervention to reduce sexual risk for HIV among women engaged in sex work: a randomized clinical trial.

PubMed

Witte, Susan S; Aira, Toivgoo; Tsai, Laura Cordisco; Riedel, Marion; Offringa, Reid; Chang, Mingway; El-Bassel, Nabila; Ssewamala, Fred

2015-03-01

We tested whether a structural intervention combining savings-led microfinance and HIV prevention components would achieve enhanced reductions in sexual risk among women engaging in street-based sex work in Ulaanbaatar, Mongolia, compared with an HIV prevention intervention alone. Between November 2011 and August 2012, we randomized 107 eligible women who completed baseline assessments to either a 4-session HIV sexual risk reduction intervention (HIVSRR) alone (n=50) or a 34-session HIVSRR plus a savings-led microfinance intervention (n=57). At 3- and 6-month follow-up assessments, participants reported unprotected acts of vaginal intercourse with paying partners and number of paying partners with whom they engaged in sexual intercourse in the previous 90 days. Using Poisson and zero-inflated Poisson model regressions, we examined the effects of assignment to treatment versus control condition on outcomes. At 6-month follow-up, the HIVSRR plus microfinance participants reported significantly fewer paying sexual partners and were more likely to report zero unprotected vaginal sex acts with paying sexual partners. Findings advance the HIV prevention repertoire for women, demonstrating that risk reduction may be achieved through a structural intervention that relies on asset building, including savings, and alternatives to income from sex work.

The impact of an alcohol harm reduction intervention on interpersonal violence and engagement in sex work among female sex workers in Mombasa, Kenya: Results from a randomized controlled trial*

PubMed Central

Parcesepe, Angela M.; L'Engle, Kelly L.; Martin, Sandra L.; Green, Sherri; Sinkele, William; Suchindran, Chirayath; Speizer, Ilene S.; Mwarogo, Peter; Kingola, Nzioki

2016-01-01

Aims To evaluate whether an alcohol harm reduction intervention was associated with reduced interpersonal violence or engagement in sex work among female sex workers (FSWs) in Mombasa, Kenya. Design Randomized controlled trial. Setting HIV prevention drop-in centers in Mombasa, Kenya. Participants 818 women 18 or older in Mombasa who visited HIV prevention drop-in centers, were moderate-risk drinkers and engaged in transactional sex in past six months (410 and 408 in intervention and control arms, respectively). Intervention 6 session alcohol harm reduction intervention. Comparator 6 session non-alcohol related nutrition intervention. Measurements In-person interviews were conducted at enrollment, immediately post-intervention and 6-months post-intervention. General linear mixed models examined associations between intervention assignment and recent violence (physical violence, verbal abuse, and being robbed in the past 30 days) from paying and non-paying sex partners and engagement in sex work in the past 30 days. Findings The alcohol intervention was associated with statistically significant decreases in physical violence from paying partners at 6 months post-intervention and verbal abuse from paying partners immediately post-intervention and 6-months post-intervention. Those assigned to the alcohol intervention had significantly reduced odds of engaging in sex work immediately post-intervention and 6-months post-intervention. Conclusions The alcohol intervention was associated with reductions in some forms of violence and with reductions in engagement in sex work among FSWs in Mombasa, Kenya. PMID:26872880

5 CFR 2421.17 - Regular and substantially equivalent employment.

Code of Federal Regulations, 2010 CFR

2010-01-01

... equivalent employment means employment that entails substantially the same amount of work, rate of pay, hours, working conditions, location of work, kind of work, and seniority rights, if any, of an employee prior to...

Effects of modifications to the health and social sector's collective agreement on the objective characteristics of working hours.

PubMed

Ropponen, Annina; Vanttola, Päivi; Koskinen, Aki; Hakola, Tarja; Puttonen, Sampsa; Härmä, Mikko

2017-08-08

This study aimed to evaluate the effects of an intervention on objective working-hour characteristics. The intervention involved making modifications to the collective agreement that would limit employees' entitlement to time off as compensation. The intervention group consisted of 493 and the control group of 2,303 health and social care shift workers, respectively. We analysed the objective pay roll-based working-hour data for 2012-2013, which we obtained from employers' records, using the repeated measures mixed model. The changes in objective working-hour characteristics were small, but systematic. The intervention had some positive effects: the amount of short recovery periods (<28 h) after the last night shift decreased from 5% to 3%, and the amount of working weeks of over 48 h decreased from 19% to 17%. The realization of employees' shift preferences increased from 18% to 20%. However, in contrast, consecutive work shifts and the number of scheduled absences increased and days off decreased, suggesting less time for recovery and thus a negative trend in shift ergonomics. When planning shifts, nursing management should avoid regulations that promote specific unhealthy shift characteristics, that is, consecutive work shifts and less days off.

Effects of modifications to the health and social sector’s collective agreement on the objective characteristics of working hours

PubMed Central

ROPPONEN, Annina; VANTTOLA, Päivi; KOSKINEN, Aki; HAKOLA, Tarja; PUTTONEN, Sampsa; HÄRMÄ, Mikko

2017-01-01

This study aimed to evaluate the effects of an intervention on objective working-hour characteristics. The intervention involved making modifications to the collective agreement that would limit employees’ entitlement to time off as compensation. The intervention group consisted of 493 and the control group of 2,303 health and social care shift workers, respectively. We analysed the objective pay roll-based working-hour data for 2012–2013, which we obtained from employers’ records, using the repeated measures mixed model. The changes in objective working-hour characteristics were small, but systematic. The intervention had some positive effects: the amount of short recovery periods (<28 h) after the last night shift decreased from 5% to 3%, and the amount of working weeks of over 48 h decreased from 19% to 17%. The realization of employees’ shift preferences increased from 18% to 20%. However, in contrast, consecutive work shifts and the number of scheduled absences increased and days off decreased, suggesting less time for recovery and thus a negative trend in shift ergonomics. When planning shifts, nursing management should avoid regulations that promote specific unhealthy shift characteristics, that is, consecutive work shifts and less days off. PMID:28420807

Aspects Concerning The Rules And The Investigation Of Traffic Accidents As Work Accidents

NASA Astrophysics Data System (ADS)

Tarnu, Lucian Ioan

2015-07-01

When Romania joined the European Union, it was imposed that the Romanian legislation in the field of the security and health at work be in line with the European one. The concept of health as it is defined by the International Body of Health, refers to a good physical, mental and social condition. The improvement of the activity of preventing the traffic accidents as work accidents must have as basis the correct and accurate evaluation of risks of getting injured. The goal of the activity of prevention and protection is to ensure the best working conditions, the prevention of accidents and occupational diseases and the adjustment to the scientific and technological progress. In the road transport sector, as in any other sector, it is very important to pay attention to working conditions to ensure a workforce motivated and well qualified. Some features make it a more difficult sector risk management than other sectors. However, if one takes into account how it works in practice this sector and the characteristics of drivers and how they work routinely, risks, dangers and threats can be managed efficiently and with great success.

28 CFR 545.24 - Inmate work conditions.

Code of Federal Regulations, 2014 CFR

2014-07-01

... AND COMPENSATION Inmate Work and Performance Pay Program § 545.24 Inmate work conditions. (a) The... supervisor so that appropriate action (for example, medical attention, and submission of necessary reports...

28 CFR 545.24 - Inmate work conditions.

Code of Federal Regulations, 2012 CFR

2012-07-01

... AND COMPENSATION Inmate Work and Performance Pay Program § 545.24 Inmate work conditions. (a) The... supervisor so that appropriate action (for example, medical attention, and submission of necessary reports...

28 CFR 545.24 - Inmate work conditions.

Code of Federal Regulations, 2013 CFR

2013-07-01

... AND COMPENSATION Inmate Work and Performance Pay Program § 545.24 Inmate work conditions. (a) The... supervisor so that appropriate action (for example, medical attention, and submission of necessary reports...

Walking a Fine Line

NASA Technical Reports Server (NTRS)

Bothwell, Mary

2004-01-01

My division was charged with building a suite of cameras for the Mars Exploration Rover (MER) project. We were building the science cameras on the mass assembly, the microscope camera, and the hazard and navigation cameras for the rovers. Not surprisingly, a lot of folks were paying attention to our work - because there's really no point in landing on Mars if you can't take pictures. In Spring 2002 things were not looking good. The electronics weren't coming in, and we had to go back to the vendors. The vendors would change the design, send the boards back, and they wouldn't work. On our side, we had an instrument manager in charge who I believe has the potential to become a great manager, but when things got behind schedule he didn't have the experience to know what was needed to catch up. As division manager, I was ultimately responsible for seeing that all my project and instrument managers delivered their work. I had to make the decision whether or not to replace him.

What keeps Melbourne GPs satisfied in their jobs?

PubMed

Walker, Kate Anne; Pirotta, Marie

2007-10-01

Workforce shortages make it important to promote job satisfaction and career longevity in general practitioners. We aimed to investigate strategies that maintain and improve Melbourne (Victoria) GP job satisfaction. A postal survey of a random selection of The Royal Australian College of General Practitioners vocationally recognised GPs (N=860). Open ended answers were coded according to themes and compared between genders. Thirty-eight percent of surveyed GPs responded. The mean satisfaction score was 50 out of 70 (SD 9). Women GPs were more satisfied than men with life-work balance (p<0.01). Most frequently nominated themes for satisfaction were job variety, longitudinal patient relationships, belief in the value of the work and intellectual stimulation. Strategies to improve GP satisfaction were increased pay, reduced paperwork, and improved administrative systems. General practitioners were satisfied with their jobs due to the intrinsic qualities of their work and workplace. Decreasing the administrative burden, increasing remuneration and improving practice supports may improve metropolitan GP job satisfaction.

Discussion and group work design in O2O teaching of applied optics: questions, strategies and extending

NASA Astrophysics Data System (ADS)

Li, Xiaotong; Cen, Zhaofeng; Liu, Xiangdong; Zheng, Zhenrong

2017-08-01

Applied optics course in Zhejiang University is a National Excellent Resource Sharing Course in China, and the online to offline teaching strategies have been implemented and shared with dozens of universities and colleges in China. Discussion is an important activity in teaching. In this paper our main consideration is designing the discussion questions and group works so as to develop the students' critical thinking, cooperative and sharing spirits, and communication abilities in the cosmopolitan era. Typical questions that connect different chapters and help the students to understand the relationship between each sub-system in both field of view and aperture are given for discussion. We inspire the students to complete group works such as ray trace programming by cooperation and then make presentations. All of these create a circumstance for sharing thoughts and developing intelligence and knowledge. A poll shows that the students pay more attention to optical design than before and have made progress in conversation and cooperation.

A Longitudinal Study of Work After Retirement: Examining Predictors of Bridge Employment, Continued Career Employment, and Retirement.

PubMed

Bennett, Misty M; Beehr, Terry A; Lepisto, Lawrence R

2016-09-01

Older employees are increasingly accepting bridge employment, which occurs when older workers take employment for pay after they retire from their main career. This study examined predictors of workers' decisions to engage in bridge employment versus full retirement and career employment. A national sample of 482 older people in the United States was surveyed regarding various work-related and nonwork related predictors of retirement decisions, and their retirement status was measured 5 years later. In bivariate analyses, both work-related variables (career goal achievement and experienced pressure to retire) and nonwork-related variables (psychological distress and traditional gender role orientation) predicted taking bridge employment, but in multinomial logistic regression, only nonwork variables had unique effects. Few predictors differentiated the bridge employed and fully retired groups. Nonwork variables were salient in making the decision to retire, and bridge employment may be conceptually more similar to full retirement than to career employment. © The Author(s) 2016.

Who decides and what are people willing-to-pay for whole genome sequencing information?

PubMed Central

Marshall, DA; Gonzalez, JM; Johnson, FR; MacDonald, KV; Pugh, A; Douglas, MP; Phillips, KA

2016-01-01

PURPOSE Whole genome sequencing (WGS) can be used as a powerful diagnostic tool which could also be used for screening but may generate anxiety, unnecessary testing and overtreatment. Current guidelines suggest reporting clinically actionable secondary findings when diagnostic testing is performed. We estimated preferences for receiving WGS results. METHODS A US nationally representative survey (n=410 adults) was used to rank preferences for who decides (expert panel, your doctor, you) which WGS results are reported. We estimated the value of information about variants with varying levels of clinical usefulness using willingness-to-pay contingent valuation questions. RESULTS 43% preferred to decide themselves what information is included in the WGS report. 38% (95% CI:33–43%) would not pay for actionable variants, and 3% (95% CI:1–5%) would pay more than $1000. 55% (95% CI:50–60%) would not pay for variants in which medical treatment is currently unclear, and 7% (95% CI:5–9%) would pay more than $400. CONCLUSION Most people prefer to decide what WGS results are reported. Despite valuing actionable information more, some respondents perceive that genetic information could negatively impact them. Preference heterogeneity for WGS information should be considered in the development of policies, particularly to integrate patient preferences with personalized medicine and shared decision making. PMID:27253734

Early sex work initiation and condom use among alcohol-using female sex workers in Mombasa, Kenya: a cross-sectional analysis

PubMed Central

Parcesepe, Angela M; L’Engle, Kelly L; Martin, Sandra L; Green, Sherri; Suchindran, Chirayath; Mwarogo, Peter

2016-01-01

Objectives Early initiation of sex work is prevalent among female sex workers (FSWs) worldwide. The objectives of this study were to investigate if early initiation of sex work was associated with: (1) consistent condom use, (2) condom negotiation self-efficacy or (3) condom use norms among alcohol-using FSWs in Mombasa, Kenya. Methods In-person interviews were conducted with 816 FSWs in Mombasa, Kenya. Sample participants were: recruited from HIV prevention drop-in centres, 18 years or older and moderate risk drinkers. Early initiation was defined as first engaging in sex work at 17 years or younger. Logistic regression modelled outcomes as a function of early initiation, adjusting for drop-in centre, years in sex work, supporting others and HIV status. Results FSWs who initiated sex work early were significantly less likely to report consistent condom use with paying sex partners compared with those who initiated sex work in adulthood. There was no significant difference between groups in consistent condom use with non-paying sex partners. FSWs who initiated sex work early endorsed less condom negotiation self-efficacy with paying sex partners compared with FSWs who did not initiate sex work early. Conclusions Findings highlight a need for early intervention for at-risk youth and adolescent FSWs, particularly in relation to HIV sexual risk behaviours. Evidence-based interventions for adolescent FSWs or adult FSWs who began sex work in adolescence should be developed, implemented and evaluated. PMID:27217378

International-local remuneration differences across six countries: do they undermine poverty reduction work?

PubMed

Carr, Stuart C; McWha, Ishbel; Maclachlan, Malcolm; Furnham, Adrian

2010-10-01

Despite the rhetoric of a single global economy, professionals in poorer countries continue to be remunerated differently depending on whether they are compensated at a local vs. international rate. Project ADDUP (Are Development Discrepancies Undermining Performance?) surveyed 1290 expatriate and local professionals (response rate = 47%) from aid, education, government, and business sectors in (1) Island Nations (Papua New Guinea, Solomon Islands), (2) landlocked economies (Malaŵi, Uganda), and (3) emerging economies (India, China). Difference in pay was estimated using purchasing power parity, from the World Bank's World Development Indicators 2007. Psychological measures included self-reported pay and benefits (remuneration), self-attributed ability, remuneration comparison, sense of justice in remuneration, remuneration-related motivation, thoughts of turnover and thoughts about international mobility. We included control measures of candour, culture shock, cultural values (horizontal/vertical individualism/collectivism), personality (from the "big five"), job satisfaction and work engagement. Controlling for these and country (small effects) and organization effects (medium), (a) pay ratios between international and local workers exceeded what were perceived to be acceptable pay thresholds among respondents remunerated locally; who also reported a combination of a sense of relative (b) injustice and demotivation; which (c) together with job satisfaction/work engagement predicted turnover and international mobility. These findings question the wisdom of dual salary systems in general, expose and challenge a major contradiction between contemporary development policy and practice, and have a range of practical, organizational, and theoretical implications for poverty reduction work.

Competitive pricing and the challenge of cost control in medicare.

PubMed

Coulam, Robert F; Feldman, Roger D; Dowd, Bryan E

2011-08-01

The Medicare program faces a serious challenge: it must find ways to control costs but must do so through a system of congressional oversight that necessarily limits its choices. We look at one approach to prudent purchasing - competitive pricing - that Medicare has attempted many times and in various ways since the beginning of the program, and in all but one case unsuccessfully due to the politics of provider opposition working through Congress and the courts. We look at some related efforts to change Medicare pricing to explore when the program has been successful in making dramatic changes in how it pays for health care. A set of recommendations emerges for ways to respond to the impediments of law and politics that have obstructed change to more efficient payment methods. Except in unusual cases, competitive pricing threatens too many stakeholders in too many ways for key political actors to support it. But an unusual case may arise in the coming Medicare fiscal crisis, a crisis related in part to the prices Medicare pays. At that point, competitive pricing may look less like a problem and more like a solution coming at a time when the system badly needs one.

Making space for the inner guide.

PubMed

Leijssen, Mia

2007-01-01

The therapeutic relationship is described as a curative factor in its own right as well as facilitative for other tasks. Experiential tasks that facilitate working on the intrapsychic, interpersonal, and existential domains are distinguished. Focusing is an intrapsychic task of paying attention to one's bodily felt experience. Clearing space helps clients finding a right distance for exploring their experience when they are too close or too distanced from their emotions. Interpersonal work takes the lead when maladaptive interactional patterns are hindering the relational life of the client. Metacommunicative feedback and interpersonal experiences in the therapeutic encounter act as an invitation to develop new ways of communicating. Existential processes are challenged when the client struggles with the givens of life. Finally, the "inner guide" found in accessing experiencing may involve an awareness of a transcendent dimension that leads one to spiritual growth. Vignettes from short term psychotherapy illustrate how this approach is established in practice.

First order error corrections in common introductory physics experiments

NASA Astrophysics Data System (ADS)

Beckey, Jacob; Baker, Andrew; Aravind, Vasudeva; Clarion Team

As a part of introductory physics courses, students perform different standard lab experiments. Almost all of these experiments are prone to errors owing to factors like friction, misalignment of equipment, air drag, etc. Usually these types of errors are ignored by students and not much thought is paid to the source of these errors. However, paying attention to these factors that give rise to errors help students make better physics models and understand physical phenomena behind experiments in more detail. In this work, we explore common causes of errors in introductory physics experiment and suggest changes that will mitigate the errors, or suggest models that take the sources of these errors into consideration. This work helps students build better and refined physical models and understand physics concepts in greater detail. We thank Clarion University undergraduate student grant for financial support involving this project.

3 CFR 8800 - Proclamation 8800 of April 17, 2012. National Equal Pay Day, 2012

Code of Federal Regulations, 2013 CFR

2013-01-01

... combat equal pay violations. The Task Force has helped women recover millions in lost wages, built... Proclamation Working women power America’s economy and sustain our middle class. For millions of families across our country, women’s wages mean food on the table, decent medical care, and timely mortgage...

77 FR 23595 - National Equal Pay Day, 2012

Federal Register 2010, 2011, 2012, 2013, 2014

2012-04-20

... America A Proclamation Working women power America's economy and sustain our middle class. For millions of families across our country, women's wages mean food on the table, decent medical care, and timely mortgage payments. Yet, in 2010--47 years after President John F. Kennedy signed the Equal Pay Act of 1963--women...

3 CFR 9003 - Proclamation 9003 of August 23, 2013. Women's Equality Day, 2013

Code of Federal Regulations, 2014 CFR

2014-01-01

... committed to advancing the historic march toward gender equality. We have fought for equal pay, prohibited gender discrimination in America's healthcare system, and established the White House Council on Women... Government-wide strategy to close any gender pay gap within the Federal workforce. To build on this work, I...

Agreement Between Michigan State University and Michigan State University Employees Association, July 1, 1974-June 30, 1976.

ERIC Educational Resources Information Center

Michigan State Univ., East Lansing.

Articles of the agreement cover a definition of terms; fair employment practices; probationary employees; uniforms; working hours; compensation rate schedules; overtime; absences; leaves of absence with and without pay; break in service; insurance benefit programs; educational assistance program; longevity pay; retirement benefit programs; filling…

Sources of Funding and Academic Performance in Economics Principles Courses

ERIC Educational Resources Information Center

Faulk, Dagney; Srinivasan, Arun K.; Bingham, Jon

2012-01-01

The authors examine two factors that may affect student achievement in economics principles courses: working for pay and the primary source of funds (employer tuition reimbursement, loans, scholarships, financial aid, self-financing, parental transfers, other) used to pay for college for a sample of students in economics principles classes at a…

Gender Equity: Educational Problems and Possibilities for Female Students.

ERIC Educational Resources Information Center

Bartholomew, Cheryl G.; Schnorr, Donna L.

Although most women are now working outside the home, gender equity in the labor force has not been achieved. Women are still concentrated in low-paying, traditionally female-dominated occupations (such as clerical and retail sales), while most jobs in the higher paying, more prestigious professions are held by men. Despite attempts to reduce…

Skills, Competencies and Gender: Issues for Pay and Training.

ERIC Educational Resources Information Center

Strebler, Marie; And Others

The extent to which skill and competency-based systems used by work organizations in the United Kingdom may contribute to maintenance of the pay gap between men and women was examined through a review of the following: pertinent literature from the United Kingdom and United States; 15 published case studies; current Institute for Employment…

Merit Pay and Job Enlargement as Reforms: Incentives, Implementation, and Teacher Response.

ERIC Educational Resources Information Center

Firestone, William A.

1991-01-01

Based on intensive case studies of two school districts, this study compared two teacher work reforms: merit pay and job enlargement. Interviews with 64 teachers and 53 administrators, supplemented by over 1,300 survey responses, indicate the efficacy of each approach and the potential advantages of job enlargement. (SLD)

Spend Money Like It Matters

ERIC Educational Resources Information Center

Hess, Frederick M.

2011-01-01

According to Frederick Hess, the point of rethinking pay is not to bribe teachers into working harder, but to redefine the contours of education so the profession can attract and retain good teachers. Traditional step-and-lane pay is ill suited to do so in a world of career-changing, scarce talent, and heightened expectations. Well-designed…

Teacher Professionalism and Team Performance Pay: A Mixed Methods Study

ERIC Educational Resources Information Center

Wells, Pamela; Combs, Julie P.; Bustamante, Rebecca M.

2012-01-01

The purpose of this mixed methods research study was to explore teachers' perceptions of their professional behaviors when they worked in schools that awarded team performance pay. Teachers' archival responses from two questionnaires were analyzed using mixed methods data analysis techniques (Year 1, n = 368; Year 2, n = 649). Most teachers had…

Pay or conditions? The role of workplace characteristics in nurses' labor supply.

PubMed

Eberth, Barbara; Elliott, Robert F; Skåtun, Diane

2016-07-01

Empirically rigorous studies of nursing labor supply have to date relied on extant secondary data and focused almost exclusively on the role of pay. Yet the conditions under which nurses work and the timing and convenience of the hours they work are also important determinants of labor supply. Where there are national pay structures and pay structures are relatively inflexible, as in nursing in European countries, these factors become more important. One of the principal ways in which employers can improve the relative attractiveness of nursing jobs is by changing these other conditions of employment. This study uses new primary data to estimate an extended model of nursing labor supply. It is the first to explore whether and how measures of non-pecuniary workplace characteristics and observed individual (worker) heterogeneity over non-pecuniary job aspects impact estimates of the elasticity of hours with respect to wages. Our results have implications for the future sustainability of an adequately sized nurse workforce and patient care especially at a time when European healthcare systems are confronted with severe financial pressures that have resulted in squeezes in levels of healthcare funding.

How do you manage early or late clock-ins? .

PubMed

Marlowe, Cathy L

2013-08-01

My current practice has historically been very strict with hourly employees. The workday is 8:30 a.m. to 5 p.m. for most employees. They are to clock in and out at exactly those times unless overtime has been approved. (Staff working with late patients are exempt.) My business manager is constantly fighting over clock-ins 15 to 20 minutes early or late, with similar clock-outs. Staff may have a stop to make and would like to make up those 15 minutes. We do grant paid time off in an initial minimum block of 30 minutes to assist with some of this. ... The issue is not overtime, as we're well aware that we have to pay for it when appropriate. It's simply to streamline our policy and make it fair. ... I'm looking for practice policies that deal with employee variances from the 8 a.m. to 4:30 p.m. clock-ins. For example, someone wants to come in 30 minutes early in order to leave 30 minutes early for an appointment. Or someone comes in 22 minutes late due to traffic and wants either to make it up or to take the minimal half-hour paid-time-off time.

Willingness to pay for health insurance in the informal sector of Sierra Leone

PubMed Central

Jofre-Bonet, Mireia; Kamara, Joseph

2018-01-01

Purpose The objective of this project is to study the willingness to pay (WTP) for health insurance (HI) of individuals working in the informal sector in Sierra Leone, using a purposely-designed survey of a representative sample of this sector. Methods We elicit the WTP using the Double-Bounded Dichotomous Choice with Follow Up method. We also examine the factors that are positively and negatively associated with the likelihood of the respondents to answer affirmatively to joining a HI scheme and to paying three different possible premiums, to join the HI scheme. We additionally analyze the individual and household characteristics associated with the maximum amount the household is willing to pay to join the HI scheme. Results The results indicate that the average WTP for the HI is 20,237.16 SLL (3.6 USD) per adult but it ranges from about 14,000 SLL (2.5 USD) to about 35,000 SLL (6.2 USD) depending on region, occupation, household and respondent characteristics. The analysis of the maximum WTP indicates that living outside the Western region and working in farming instead of petty trade are associated with a decrease in the maximum premium respondents are WTP for the HI scheme. Instead, the maximum WTP is positively associated to being a driver or a biker; having secondary or tertiary education (as opposed to not having any); the number of pregnant women in the household; having a TV; and, having paid for the last medical requirement. Conclusions In summary, the various analyses show that a premium for the HI package could be set at approximately 20,000 SLL (3.54 USD) but also that establishing a single premium for all individuals in the informal sector could be risky. The efficient functioning of a HI scheme relies on covering as much of the population as possible, in order to spread risks and make the scheme viable. The impact of the various population characteristics raises the issue of how to rate premiums. In other words, setting a premium that may be too high for a big proportion of the population could mean losing many potential enrollees and might have viability consequences for the operation of the scheme. PMID:29768409

Person-based differences in pay reactions: A compensation-activation theory and integrative conceptual review.

PubMed

Fulmer, Ingrid Smithey; Shaw, Jason D

2018-06-07

Compensation research has focused traditionally on how pay design characteristics (e.g., pay level, individual or group incentives) relate to average employee outcomes and, in toto, on how these outcomes affect organizational performance. Recently, scholars have begun to pay more attention to how individuals vary in the strength of their reactions to pay. Empirical research in several disciplines examines how the interplay of pay systems and person-based characteristics (psychological individual differences, demographics, and relative performance or position in a group) relate to important work-related outcomes. We develop a compensation-activation theory that frames compensation design characteristics as workplace "situations" providing cues that activate individuals' corresponding fundamental social motives made salient due to chronic or transient person-based characteristics. Where activation occurs, stronger-than-average responses to the compensation "situation" are expected. Using the theory as a lens, we synthesize and reinterpret existing research on person-based reactions to pay characteristics, including sorting, incentive/motivational effects, and effects on collective pay system reactions and unit/organizational outcomes. We conclude with a research agenda aimed at refining compensation-activation theory and advancing the study of compensation as it affects individual and organizational outcomes. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Job satisfaction among nursing staff in a military health care facility.

PubMed

Allgood, C; O'Rourke, K; VanDerslice, J; Hardy, M A

2000-10-01

Job satisfaction in the workplace affects absenteeism, turnover, and performance. We conducted a cross-sectional study of 201 nursing personnel to assess satisfaction among nursing staff at a military hospital in the southwestern United States. Participants completed a self-administered survey in which they rated professional status, autonomy, pay, organizational policies, task requirements, and interaction by importance and satisfaction. Autonomy, professional status, and pay were the most important factors and organizational policies was the least important factor. Military staff were slightly more satisfied with staff interactions than civilian staff. Nursing personnel working in specialty care units were significantly more satisfied with interactions and professional status, but they valued organizational policies less than those working in general units. Professionals were significantly more satisfied with pay and autonomy, whereas nonprofessionals were more satisfied with task requirements and professional status.

Developing Effective Boards, Councils and Commissions. Revised.

ERIC Educational Resources Information Center

Dyer, Delwyn A.; Williams, Oscar M.

Effective board operations are an art as well as a science. Local advisory boards or governing boards/councils refer to active, duly organized, and representative bodies that hold regular meetings and make decisions on behalf of the membership, and whose members serve without pay. Advisory boards assist those who make organizational decisions but…

32 CFR 536.59 - Settlement or approval authority.

Code of Federal Regulations, 2014 CFR

2014-07-01

... empowered to settle, pay or compromise a claim in full or in part, provided the claimant agrees. “Final action authority” means the officer empowered to deny or make a final offer on a claim. Determining the proper officer empowered to approve or make final action on a claim depends on the claims statute...

32 CFR 536.59 - Settlement or approval authority.

Code of Federal Regulations, 2010 CFR

2010-07-01

... empowered to settle, pay or compromise a claim in full or in part, provided the claimant agrees. “Final action authority” means the officer empowered to deny or make a final offer on a claim. Determining the proper officer empowered to approve or make final action on a claim depends on the claims statute...

32 CFR 536.59 - Settlement or approval authority.

Code of Federal Regulations, 2011 CFR

2011-07-01

... empowered to settle, pay or compromise a claim in full or in part, provided the claimant agrees. “Final action authority” means the officer empowered to deny or make a final offer on a claim. Determining the proper officer empowered to approve or make final action on a claim depends on the claims statute...

32 CFR 536.59 - Settlement or approval authority.

Code of Federal Regulations, 2012 CFR

2012-07-01

... empowered to settle, pay or compromise a claim in full or in part, provided the claimant agrees. “Final action authority” means the officer empowered to deny or make a final offer on a claim. Determining the proper officer empowered to approve or make final action on a claim depends on the claims statute...

32 CFR 536.59 - Settlement or approval authority.

Code of Federal Regulations, 2013 CFR

2013-07-01

... empowered to settle, pay or compromise a claim in full or in part, provided the claimant agrees. “Final action authority” means the officer empowered to deny or make a final offer on a claim. Determining the proper officer empowered to approve or make final action on a claim depends on the claims statute...

Launch Excitement with Water Rockets

ERIC Educational Resources Information Center

Sanchez, Juan Carlos; Penick, John

2007-01-01

Explosions and fires--these are what many students are waiting for in science classes. And when they do occur, students pay attention. While we can't entertain our students with continual mayhem, we can catch their attention and cater to their desires for excitement by saying, "Let's make rockets." In this activity, students make simple, reusable…

Cash Flow Smoothing for Schools.

ERIC Educational Resources Information Center

David, Remigius

The model developed in this article is intended to help the finance manager of a tuition-supported school make calculated investments of surplus moneys. It is designed to make funds available to pay salaries and bills when needed and to add interest in increasingly larger amounts to the available funds of the school. It assumes that the finance…

28 CFR 544.74 - Work assignment limitations.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Work assignment limitations. 544.74... EDUCATION Literacy Program § 544.74 Work assignment limitations. These limitations on work assignment... order to be considered for a commissary work assignment above minimum pay level, an institution work...

[Job satisfaction of sales people: a covariance structure analysis of the motivational process].

PubMed

Adachi, T

1998-08-01

The purpose of this study was to investigate the relationship among job satisfaction, job involvement, and work motivation. Two hundred thirty-nine sales people completed a questionnaire of job satisfaction (pay, interpersonal relationship, work environment, and job content), job involvement, and work motivation. The data were analyzed with covariance structure analysis, and the model, which was constructed beforehand, fitted well with relatively high GFI and AGFI. Results of the analysis showed that job satisfaction, in terms of pay and interpersonal relationship, influenced job content satisfaction, which in turn indirectly influenced work motivation, mediated through job involvement. In addition, the data indicated that satisfaction with customer relationship was strongly related to job content satisfaction in the sample of sales people.

Managing motivation and developing job satisfaction in the health care work environment.

PubMed

Timmreck, T C

2001-09-01

Motivation relies on internal/intrinsic and external factors to stimulate work-related behavior. This article presents an overview of Herzberg's motivation-hygiene theory and reports on the results of a study of 99 health service midmanagers. The participants completed a survey asking whether they believe in motivational factors and if they use them. Several of Herzberg's motivational factors were included (achievement, recognition, work itself, responsibility, advancement) plus several other motivational factors including money/pay, self-interest, seek a higher standard of living. Negative factors included guilt, threats, power, and control. This article presents motivation factors, such as achievement, recognition, work itself, responsibility, advancement, growth, self-interest, pay, and belief in successful outcome, that were presented to 99 mid-level health services administrators.

Hydrocephalus and Shunts

MedlinePlus

... someone with Spina Bilda and shunted hydrocephalus. When making decisions, here is some helpful advice to families and health care providers: • Pay attention to a parent’s (and particularly mom’s) gut feeling ...

Toward a More Comprehensive Model of Teacher Pay. Working Paper 2008-06

ERIC Educational Resources Information Center

Koppich, Julia

2008-01-01

Since the announcement in 1999 of a plan to tie teachers' salary increases to student achievement by Denver Public Schools, there has been a flood of nationwide policy activity around teacher compensation. This paper examines pay plans in Denver, Toledo, Minneapolis, and New York City, offering a snapshot of the changing landscape of teacher…

How New Is the "New Employment Contract?" Evidence from North American Pay Practices.

ERIC Educational Resources Information Center

Levine, David I.; Belman, Dale; Charness, Gary; Groshen, Erica L.; O'Shaughnessy, K. C.

Evidence from North American pay practices was used to examine the question of whether the "old employment contact," according to which employees promised to exchange hard work for job security, has truly been replaced by a "new employment contract" based more on market forces. The study analyzed data from the following…

29 CFR 778.417 - General requirements of section 7(g).

Code of Federal Regulations, 2010 CFR

2010-07-01

... Exceptions From the Regular Rate Principles Computing Overtime Pay on the Rate Applicable to the Type of Work... overtime pay permitted in this section will not in any circumstances be seized upon as a device for avoiding payment of the minimum wage due for each hour, the requirement must be met that employee's average...

29 CFR 778.417 - General requirements of section 7(g).

Code of Federal Regulations, 2011 CFR

2011-07-01

... Exceptions From the Regular Rate Principles Computing Overtime Pay on the Rate Applicable to the Type of Work... overtime pay permitted in this section will not in any circumstances be seized upon as a device for avoiding payment of the minimum wage due for each hour, the requirement must be met that employee's average...

Teacher Attitudes toward Pay for Performance: Evidence from Hillsborough County, Florida. Working Paper 2008-08

ERIC Educational Resources Information Center

Jacob, Brian; Springer, Matthew G.

2008-01-01

Pay for Performance (PFP) is once again gaining popularity within education. This study examines teacher attitudes toward PFP policies, and how these views vary by teacher experience, subject area specialization, grade level(s) taught, educational background, risk and time preferences, and feelings of efficacy. Data were collected through a…

The Equal Pay Act: Higher Education and the Court's View.

ERIC Educational Resources Information Center

Greenlaw, Paul S.; Swanson, Austin D.

1994-01-01

Effects of the Equal Pay Act of 1963 for college and university employees are reviewed through an examination of trends in court decisions and legal treatment of the issues. It is concluded that case law has been evolutionary, with concepts of "equal,""work," and others not altered drastically by the courts in recent years.…

Incentive Pay Programs Do Not Affect Teacher Motivation or Reported Practices: Results from Three Randomized Studies

ERIC Educational Resources Information Center

Yuan, Kun; Le, Vi-Nhuan; McCaffrey, Daniel F.; Marsh, Julie A.; Hamilton, Laura S.; Stecher, Brian M.; Springer, Matthew G.

2013-01-01

This study drew on teacher survey responses from randomized experiments exploring three different pay-for-performance programs to examine the extent to which these programs motivated teachers to improve student achievement and the impact of such programs on teachers' instruction, number of hours worked, job stress, and collegiality. Results showed…

Social Security Disability Insurance: Essential Protection when Work Incapacity Strikes

ERIC Educational Resources Information Center

Reno, Virginia P.; Ekman, Lisa D.

2012-01-01

Social Security Disability Insurance (SSDI) is an essential lifeline for millions of Americans. Without it, many families would be in deep financial distress. SSDI is insurance that workers pay for through premiums deducted from their pay. In return, workers gain the right to monthly benefits if a disabling condition ends their capacity to earn a…

3 CFR 8653 - Proclamation 8653 of April 11, 2011. National Equal Pay Day, 2011

Code of Federal Regulations, 2012 CFR

2012-01-01

... cents for every dollar a man earns. Even when accounting for factors such as experience, education... and her family lost wages, reduced pensions, and diminished Social Security benefits. Though we have... achieving equal pay for equal work is not just a women's issue—it is a family issue. In today's world, women...

Paying to Learn: The Effect of Financial Incentives on Elementary School Test Scores. NBER Working Paper No. 16333

ERIC Educational Resources Information Center

Bettinger, Eric P.

2010-01-01

Policymakers and academics are increasingly interested in applying financial incentives to individuals in education. This paper presents evidence from a pay for performance program taking place in Coshocton, Ohio. Since 2004, Coshocton has provided cash payments to students in grades three through six for successful completion of their…

28 CFR 545.30 - Funds due deceased inmates.

Code of Federal Regulations, 2010 CFR

2010-07-01

... WORK AND COMPENSATION Inmate Work and Performance Pay Program § 545.30 Funds due deceased inmates. Funds due a deceased inmate for work performed and not yet paid shall be made to a legal representative...

28 CFR 545.24 - Inmate work conditions.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Inmate work conditions. 545.24 Section 545.24 Judicial Administration BUREAU OF PRISONS, DEPARTMENT OF JUSTICE INSTITUTIONAL MANAGEMENT WORK AND COMPENSATION Inmate Work and Performance Pay Program § 545.24 Inmate work conditions. (a) The...

Home-based radiology transcription and a productivity pay plan.

PubMed

Kerr, K

1997-01-01

Shands Hospital in Gainesville, Fla., decided to evaluate the way it provided transcription services in its radiology department. It identified four goals: increased productivity, decreased operating expense, finding much needed space in the radiology department and increasing employee morale. The department performs 165,000 procedures annually, with 66 radiologists, 29 faculty, and 37 residents and fellows on staff. Six FTEs comprised the transcription pool in the radiology department, with transcription their only duty. Transcriptionists were paid an hourly rate based on their years of service, not their productivity. Evaluation and measurement studies were undertaken by the hospital's management systems engineering department. The transcriptionists' hours were then changed to provide coverage during the periods of heaviest dictation. The productivity level of the transcription staff was also measured and various methods of measurement reviewed. The goal was a pure incentive pay plan that would reward employees for every increase in productivity. The incentive pay plan was phased in over a three-month period. Transcriptionists were paid for work performed, with no base pay beyond minimum wage. The move to home-based transcription was planned. The necessary equipment was identified and various issues specific to working at home were addressed. Approximately six months later, the transcriptionists were set up to work at home. The astounding results achieved are presented: 28% increase in productivity, operational cost savings exceeding $25,000 and a space savings of 238 square feet.

Efficacy of a Savings-Led Microfinance Intervention to Reduce Sexual Risk for HIV Among Women Engaged in Sex Work: A Randomized Clinical Trial

PubMed Central

Aira, Toivgoo; Tsai, Laura Cordisco; Riedel, Marion; Offringa, Reid; Chang, Mingway; El-Bassel, Nabila; Ssewamala, Fred

2015-01-01

Objectives. We tested whether a structural intervention combining savings-led microfinance and HIV prevention components would achieve enhanced reductions in sexual risk among women engaging in street-based sex work in Ulaanbaatar, Mongolia, compared with an HIV prevention intervention alone. Methods. Between November 2011 and August 2012, we randomized 107 eligible women who completed baseline assessments to either a 4-session HIV sexual risk reduction intervention (HIVSRR) alone (n = 50) or a 34-session HIVSRR plus a savings-led microfinance intervention (n = 57). At 3- and 6-month follow-up assessments, participants reported unprotected acts of vaginal intercourse with paying partners and number of paying partners with whom they engaged in sexual intercourse in the previous 90 days. Using Poisson and zero-inflated Poisson model regressions, we examined the effects of assignment to treatment versus control condition on outcomes. Results. At 6-month follow-up, the HIVSRR plus microfinance participants reported significantly fewer paying sexual partners and were more likely to report zero unprotected vaginal sex acts with paying sexual partners. Conclusions. Findings advance the HIV prevention repertoire for women, demonstrating that risk reduction may be achieved through a structural intervention that relies on asset building, including savings, and alternatives to income from sex work. PMID:25602889

Making a Good Fit.

ERIC Educational Resources Information Center

Piper, Jim

1998-01-01

Discusses the importance of paying attention to facility requirements when selecting windows during a school building retrofit. Facility requirements to consider include security needs, lighting, energy conservation, and ease the cost of maintenance. (GR)

Work stress, health behaviours and coping strategies of dentists from Cluj-Napoca, Romania.

PubMed

Miron, Cristian; Colosi, Horaţiu Alexandru

2018-06-01

The recognition of work stressors and their links to sociodemographic characteristics, health behaviours and coping strategies is important for enhancing the working conditions of dentists. The aim of our study was to identify and rank work stressors in dentists from Cluj-Napoca, Romania, and to investigate their potential links to sociodemographic characteristics, health behaviours and coping strategies. A questionnaire based on the Work Stress Inventory for Dentists (WSID) was delivered to a cross-sectional sample of 250 dentists working in six neighborhoods across Cluj-Napoca, Romania, as well as at the local Faculty of Dentistry. We collected and analysed information on sociodemographic characteristics, work stressors, health behaviours and coping strategies. Time and scheduling pressure, concerns about the future and pay-related work stressors were found to rank highest among the categories of work stressors investigated. Higher work stress was significantly linked to higher workloads, lower job satisfaction, poorer eating and exercise habits, higher work pain and discomfort, lower perceived health and less sleep. Job satisfaction was the single best predictor variable of work stress scores. The most frequently used coping strategy to deal with work stress was resting and taking breaks. Only one-quarter of respondents used active coping strategies. Our findings suggest that work stress is linked to a number of detrimental attitudes in dentists and that there is room for dentists to make lifestyle improvements. © 2018 FDI World Dental Federation.

What are people willing to pay for whole-genome sequencing information, and who decides what they receive?

PubMed

Marshall, Deborah A; Gonzalez, Juan Marcos; Johnson, F Reed; MacDonald, Karen V; Pugh, Amy; Douglas, Michael P; Phillips, Kathryn A

2016-12-01

Whole-genome sequencing (WGS) can be used as a powerful diagnostic tool as well as for screening, but it may lead to anxiety, unnecessary testing, and overtreatment. Current guidelines suggest reporting clinically actionable secondary findings when diagnostic testing is performed. We examined preferences for receiving WGS results. A US nationally representative survey (n = 410 adults) was used to rank preferences for who decides (an expert panel, your doctor, you) which WGS results are reported. We estimated the value of information about variants with varying levels of clinical usefulness by using willingness to pay contingent valuation questions. The results were as follows: 43% preferred to decide themselves what information is included in the WGS report. 38% (95% confidence interval (CI): 33-43%) would not pay for actionable variants, and 3% (95% CI: 1-5%) would pay more than $1,000. 55% (95% CI: 50-60%) would not pay for variants for which medical treatment is currently unclear, and 7% (95% CI: 5-9%) would pay more than $400. Most people prefer to decide what WGS results are reported. Despite valuing actionable information more, some respondents perceive that genetic information could negatively impact them. Preference heterogeneity for WGS information should be considered in the development of policies, particularly to integrate patient preferences with personalized medicine and shared decision making.Genet Med 18 12, 1295-1302.

Passive smoking and its impact on employers and employees in Hong Kong.

PubMed

McGhee, S M; Hedley, A J; Ho, L M

2002-12-01

To estimate the prevalence of passive smoking at work in the whole workforce in Hong Kong (population 6.8 million), the characteristics of the passive smokers, any extra use of health care among passive smokers, and who pays for that health care. A random sample of 14,325 households was contacted by telephone; 6,186 responding adults who worked full time were asked about their employment, their most recent use of health care and the cost of that care, their medical benefits, and their exposure to secondhand smoke in the workplace. After weighting the sample for sex, age, household size, and income, 4,739 subjects were included in the analysis. Of 1,961 full time workers who did not smoke, 47.5% were exposed to secondhand smoke in the workplace compared with only 26% exposed at home. Exposure at work was associated with being younger, male, married, less educated, and having a lower income. Those exposed at work were 37% more likely to report having visited a doctor for a respiratory illness in the previous 14 days. Employers were paying 28% of the cost of these visits, the government paid 8%, and the individuals paid 63%. If extrapolated to the 3 million workers in the Hong Kong population, employers would pay just over US$9 million per year, while the affected workers would pay around US$20 million. As well as the costs of active smoking, the cost of extra health care utilisation associated with passive smoking is an additional cost being paid by those employers who have not established smoke free workplaces and by their employees.

Lacking Leaders: The Challenges of Principal Recruitment, Selection, and Placement

ERIC Educational Resources Information Center

Doyle, Daniela; Locke, Gillian

2014-01-01

Principals are vitally important. But ever-rising accountability standards, limited authority over key decisions, and mediocre pay make the job more and more demanding and less and less attractive to talented leaders. At a time when schools need high-quality leaders more than ever, the grueling nature of the job makes it a tough sell, and…

Women Swell Ranks of Working Poor.

ERIC Educational Resources Information Center

World of Work, 1996

1996-01-01

Women continue to work longer hours for less pay and in worse jobs than men in every country in the world. An International Labour Organization report highlights serious discrimination in job opportunities and working conditions for women. (Author)

[Evidence-based management of medical disposable materials].

PubMed

Yang, Hai

2009-03-01

Evidence-based management of medical disposable materials pays attention to collect evidence comprehensively and systematically, accumulate and create evidence through its own work and also evaluate evidence strictly. This can be used as a function to guide out job. Medical disposable materials evidence system contains product register qualification, product quality certification, supplier's behavior, internal and external communication evidence. Managers can find different ways in creating and using evidence referring to specific inside and outside condition. Evidence-based management can help accelerating the development of management of medical disposable materials from traditional experience pattern to a systematic and scientific pattern. It also has the very important meaning to improve medical quality, control the unreasonable growth of medical expense and make purchase and supply chain be more efficient.

Understanding the Cycle

PubMed Central

Currie, Janet; Tekin, Erdal

2013-01-01

Child maltreatment is a major social problem. This paper focuses on measuring the relationship between child maltreatment and crime using data from the National Longitudinal Study of Adolescent Health (Add Health). We focus on crime because it is one of the most costly potential outcomes of maltreatment. Our work addresses two main limitations of the existing literature on child maltreatment. First, we use a large national sample, and investigate different types of maltreatment in a unified framework. Second, we pay careful attention to controlling for possible confounders using a variety of statistical methods that make differing assumptions. The results suggest that maltreatment greatly increases the probability of engaging in crime and that the probability increases with the experience of multiple forms of maltreatment. PMID:24204082

Employment Act 1989 (No. 38 of 1989), 16 November 1989.

PubMed

1989-01-01

Among other things, this Act amends the law of the UK to conform to the requirements of European Communities Council Directive 76/207/EEC, which calls for the equal treatment of men and women in employment and vocational training. It repeals most legislation that makes distinctions in such areas, including pre-1975 legislation, which was exempted from the provisions of the Sex Discrimination Act 1975. Provisions discriminating in favor of women with respect to pregnancy, maternity, or other risks particularly affecting them are not changed, however. The Act also sets the age that women are eligible to receive statutory redundancy pay at 65, the same age as for men, and removes most restrictions on women working in certain fields once deemed dangerous for them.

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...

A Model of Job Facet Satisfaction.

ERIC Educational Resources Information Center

Conway, Patricia G.; And Others

1987-01-01

Elements of the job that lead to overall job satisfaction were surveyed among public employees. The 17-facet model included promotion, training, supervisor, upper management, organization of work tasks, work stress, work challenge and autonomy, physical work space and equipment, work group, organizational structure, pay, etc. (Author/MH)

When Tests Make You Nervous

MedlinePlus

... you figure out some solutions. For instance, learning study skills can boost your test-day confidence. Be prepared. Pay attention in class. Do your homework. Study for the test. On test day, you're ...

5 CFR 551.426 - Time spent in charitable activities.

Code of Federal Regulations, 2010 CFR

2010-01-01

... working hours is not hours of work. Special Situations ... PAY ADMINISTRATION UNDER THE FAIR LABOR STANDARDS ACT Hours of Work Application of Principles in Relation to Other Activities § 551.426 Time spent in charitable activities. Time spent working for public...

Equal Work, Unequal Pay: Gender Discrimination within Work-Similar Occupations.

ERIC Educational Resources Information Center

Kemp, Alice Abel; Beck, E. M.

1986-01-01

Describes an empirical method to identify work-similar occupations using selected measures from the Dictionary of Occupational Titles. Examines male-female earnings differences within a group of work-similar occupations and finds that discrimination against females is extensive. (Author/CH)

Role Stress in Working Women: Differential Effect on Selected Organizational Outcomes.

ERIC Educational Resources Information Center

Chassie, Marilyn B.; Bhagat, Rabi S.

1980-01-01

Role stress was significantly and negatively related to organizational commitment; overall job satisfaction; satisfaction with pay, work, coworkers, and supervision; and personal-life satisfaction. (Author)

The bias against new innovations in health care: value uncertainty and willingness to pay.

PubMed

Walton, Surrey M; Graves, Philip E; Mueser, Peter R; Dow, Jay K

2002-01-01

This paper offers a model for the bias found in willingness-to-pay valuations against new treatments. For example, this bias provides an explanation for patient preferences that make it difficult for formularies to take treatments off their lists, even when newer treatments would appear to be clearly preferable. The appeal of the model, which is based on imperfect information, is that it is consistent with rational preferences and rational behavior by patients, which are necessary for standard models and methods related to decision theory, cost-effectiveness, and efficiency.

Horses or unicorns: can paying for performance make quality competition routine?

PubMed

Sage, William M; Kalyan, Dev N

2006-06-01

The competitive benefits of pay-for-performance (P4P) financial incentives are widely assumed. These incentives can affect health care through several mechanisms, however, not all of which involve competition. This insight has three implications. First, federal antitrust enforcement should continue to scrutinize P4P arrangements. Second, government needs to play a larger role in P4P than through antitrust oversight. Third, widespread enthusiasm for a particular health policy reform does not relieve policy makers of the obligation to understand its theoretical basis.

Two-Tier Compensation Structures. Their Impact on Unions, Employers, and Employees.

ERIC Educational Resources Information Center

Martin, James E.; Heetderks, Thomas D.

This book examines in detail the impact of tiered compensation structures on unions, employers, and employees. (Tiered compensation structures are defined as pay systems in which employees who start working or change jobs in a company after a certain date receive a lower rate of pay than employees who were doing the same or similar jobs before…

Report on Wellesley Conference on Equal Pay and Equal Opportunity Policy in the United States, Canada, and Western Europe.

ERIC Educational Resources Information Center

Ratner, Ronnie Steinberg

After a brief discussion of conference background and structure, these proceedings identify and summarize equal pay and employment policy issues discussed at a four-day working conference of sixty-five people from twelve advanced industrialized countries. Focus is on progress to date and alternative strategies for implementing policies. Strategies…

From the Research: Myths Worth Dispelling--Gender--Still a Long Way to Go

ERIC Educational Resources Information Center

Farrington, Jeanne

2012-01-01

With the obvious gains in pay and employment equity for women in the workplace during the last 50 years, both in measurable changes and in legislation designed to ensure such changes, some have assumed that gender discrimination is a thing of the past. However, despite improvements, equal pay for equal work and equal opportunities for hiring,…

Discovering ways to improve crop production and plant quality [Chapter 17

Treesearch

Kim M. Wilkinson

2009-01-01

Working with plants is a process of discovery. Being curious and aware, paying close attention, and staying open and adaptive are important practices. Books and people can help us learn about plants in the nursery, but the very best teachers are the plants themselves. "Research" is simply paying close attention, tracking what is happening and what is causing...

The Role of Status in Producing Depressed Entitlement in Women's and Men's Pay Allocations

ERIC Educational Resources Information Center

Hogue, Mary; Yoder, Janice D.

2003-01-01

Extensive empirical evidence confirms a depressed entitlement effect wherein women pay themselves less than men for comparable work and believe the allocation fair. The present study tests the hypothesis that status subordination linked to being female underlies at least some of this effect. A 2 x 3 design crossed 180 undergraduates' gender with a…

The Simple Truth about the Gender Pay Gap

ERIC Educational Resources Information Center

American Association of University Women, 2014

2014-01-01

You've probably heard that men are paid more than women are paid over their lifetimes. But what does that mean? Are women paid less because they choose lower-paying jobs? Is it because more women work part time than men do? Or is it because women tend to be the primary caregivers for their children? The American Association of University Women's…

38 CFR 21.299 - Use of Government facilities for on-job training or work experience at no or nominal pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

..., Bonuses, and Veterans' Relief DEPARTMENT OF VETERANS AFFAIRS (CONTINUED) VOCATIONAL REHABILITATION AND EDUCATION Vocational Rehabilitation and Employment Under 38 U.S.C. Chapter 31 Course Approval and Facility... nominal pay as all or part of the veteran's program of vocational training under §§ 21.123, 21.294, and 21...

3 CFR 8953 - Proclamation 8953 of March 29, 2013. Cesar Chavez Day, 2013

Code of Federal Regulations, 2014 CFR

2014-01-01

..., Cesar Chavez knew hard work and hardship from an early age. He labored long hours for little pay, taking... rallied a generation of workers around “La Causa,” marching and fasting and boycotting for fair pay and... attention to his cause, he received a telegram from Dr. Martin Luther King, Jr. “As brothers in the fight...

Corporate redemption and the seven deadly sins.

PubMed

Pearson, A E

1992-01-01

Competitive purgatory is the sorry state of too many formerly proud U.S. corporations. They are languishing from the devastating effects of seven familiar sins: inconsistent product quality; slow response to the marketplace; lack of innovative, competitive products; uncompetitive cost structure; inadequate employee involvement; unresponsive customer service; and inefficient resource allocation. To make matters worse, the maladies are mostly management-induced, and the remedies most managers are employing-shifting strategy, reallocating resources, focusing on operations--are proving ineffective. The cures don't address the cause of the disease: negative, risk-averse, bureaucratic work environments that flourished in decades of easy growth but today are undermining competitive performance. What's needed is a total reinvention of the soft side of the organization to produce a work environment that stresses speed, Spartanism, innovation, and marketplace focus. First, top managers must decide what their company stands for and convince their employees of this uniqueness. Second, they must set standards that drive their business to worldclass levels and be tough about enforcing and raising them. Third, they must push constantly to ensure that enough innovations take place to change the company's future significantly. Three other factors are crucial: the right talent, an effective reward system, and CEOs who can drive the desired changes personally. Creating a dynamic work environment is not easy: it takes perseverance, flexibility, and commitment. But these efforts will pay off: how people tackle problems, work together, and think about their jobs are the activities that make a company great.

What Are the Symptoms of Learning Disabilities?

MedlinePlus

... Difficulty with reading and/or writing Problems with math skills Difficulty remembering Problems paying attention Trouble following ... numbers. Other symptoms may include 7 : Difficulty with math-related word problems Trouble making change in cash ...

Willingness-to-pay for a probabilistic flood forecast: a risk-based decision-making game

NASA Astrophysics Data System (ADS)

Arnal, Louise; Ramos, Maria-Helena; Coughlan, Erin; Cloke, Hannah L.; Stephens, Elisabeth; Wetterhall, Fredrik; van Andel, Schalk-Jan; Pappenberger, Florian

2016-04-01

Forecast uncertainty is a twofold issue, as it constitutes both an added value and a challenge for the forecaster and the user of the forecasts. Many authors have demonstrated the added (economic) value of probabilistic forecasts over deterministic forecasts for a diversity of activities in the water sector (e.g. flood protection, hydroelectric power management and navigation). However, the richness of the information is also a source of challenges for operational uses, due partially to the difficulty to transform the probability of occurrence of an event into a binary decision. The setup and the results of a risk-based decision-making experiment, designed as a game on the topic of flood protection mitigation, called ``How much are you prepared to pay for a forecast?'', will be presented. The game was played at several workshops in 2015, including during this session at the EGU conference in 2015, and a total of 129 worksheets were collected and analysed. The aim of this experiment was to contribute to the understanding of the role of probabilistic forecasts in decision-making processes and their perceived value by decision-makers. Based on the participants' willingness-to-pay for a forecast, the results of the game showed that the value (or the usefulness) of a forecast depends on several factors, including the way users perceive the quality of their forecasts and link it to the perception of their own performances as decision-makers. Balancing avoided costs and the cost (or the benefit) of having forecasts available for making decisions is not straightforward, even in a simplified game situation, and is a topic that deserves more attention from the hydrological forecasting community in the future.

29 CFR 548.303 - Average earnings for each type of work.

Code of Federal Regulations, 2010 CFR

2010-07-01

... performs different types of work, each involving a different rate of pay such as different piece-rate, job... 40 hours works six 8-hour days in a workweek under an agreement or understanding reached pursuant to...