The EEOC's New Equal Pay Act Guidelines.

ERIC Educational Resources Information Center

Greenlaw, Paul S.; Kohl, John P.

1982-01-01

Analyzes the new guidelines for enforcement of the Equal Pay Act and their implications for personnel management. Argues that there are key problem areas in the new regulations arising from considerable ambiguity and uncertainty about their interpretation. (SK)

29 CFR 1620.27 - Relationship to the Equal Pay Act of title VII of the Civil Rights Act.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Relationship to the Equal Pay Act of title VII of the Civil... OPPORTUNITY COMMISSION THE EQUAL PAY ACT § 1620.27 Relationship to the Equal Pay Act of title VII of the Civil... equal pay under the Equal Pay Act has no relationship to whether the employee is in the lower paying job...

29 CFR 1604.8 - Relationship of title VII to the Equal Pay Act.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Relationship of title VII to the Equal Pay Act. 1604.8 Section 1604.8 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION GUIDELINES ON DISCRIMINATION BECAUSE OF SEX § 1604.8 Relationship of title VII to the Equal Pay Act. (a) The...

29 CFR 1604.8 - Relationship of title VII to the Equal Pay Act.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 29 Labor 4 2012-07-01 2012-07-01 false Relationship of title VII to the Equal Pay Act. 1604.8 Section 1604.8 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION GUIDELINES ON DISCRIMINATION BECAUSE OF SEX § 1604.8 Relationship of title VII to the Equal Pay Act. (a) The...

29 CFR 1604.8 - Relationship of title VII to the Equal Pay Act.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 4 2013-07-01 2013-07-01 false Relationship of title VII to the Equal Pay Act. 1604.8 Section 1604.8 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION GUIDELINES ON DISCRIMINATION BECAUSE OF SEX § 1604.8 Relationship of title VII to the Equal Pay Act. (a) The...

29 CFR 1604.8 - Relationship of title VII to the Equal Pay Act.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 4 2011-07-01 2011-07-01 false Relationship of title VII to the Equal Pay Act. 1604.8 Section 1604.8 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION GUIDELINES ON DISCRIMINATION BECAUSE OF SEX § 1604.8 Relationship of title VII to the Equal Pay Act. (a) The...

The Equal Pay Act: The First 30 Years.

ERIC Educational Resources Information Center

Crampton, Suzanne M.; Hodge, John W.; Mishra, Jitendra M.

1997-01-01

Analysis by decade of the effects of the Equal Pay Act of 1963 shows that women's earnings relative to men's increased by 10 cents from 1960-1990. Black and Hispanic women's earnings lagged further behind. More education and experience did not help women narrow the gap. (SK)

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.…

International Institutions and Domestic Reform: Equal Pay and British Membership in the European Economic Community.

PubMed

Frader, Laura Levine

2018-03-01

Despite having been overlooked in the standard histories of the UK and the European Community, gender politics and gender policies played a significant role in Britain's applications for membership in the EEC in the 1960s. Joining the European Community required that Britain comply with Article 119 on equal pay for equal work. A combination of domestic feminist and labour movement activism, the commitment of unions and parties, and the internationalization of formal commitments to women's rights constituted internal and external pressures for the passage of an Equal Pay Act in 1970. The article argues that the formal legislative commitment to gender pay equality, changing public attitudes towards women's employment, and European membership impacted further domestic social policy reform and slowly began to shift government attitudes towards gender equality.

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.…

Applying the Equal Pay Act to State and Local Governments: The Effect of National League of Cities v. Usery

ERIC Educational Resources Information Center

University of Pennsylvania Law Review, 1977

1977-01-01

The constitutionality of the Equal Pay Act is examined as an exercise of Congress' power under the enforcement clause of the fourteenth amendment and it is concluded that application of the Act to public employees in both traditional and nontraditional governmental functions is a constitutional exercise of that congressional power. (LBH)

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)

Equal Employment in Postsecondary HPERD. Administrative Guidelines for Compliance with Title VII and the Equal Pay Act.

ERIC Educational Resources Information Center

Nursall, John G.

1989-01-01

Outlined are key provisions, relevant to education, of Title VII of the Civil Rights Act of 1964 and the Equal Pay Act of 1963. Administrative guidelines to insure compliance are presented, as well as preventive measures that reduce vulnerability to charges of discrimination in hiring, promotion, and compensation. (IAH)

29 CFR 1604.8 - Relationship of title VII to the Equal Pay Act.

Code of Federal Regulations, 2014 CFR

2014-07-01

... GUIDELINES ON DISCRIMINATION BECAUSE OF SEX § 1604.8 Relationship of title VII to the Equal Pay Act. (a) The employee coverage of the prohibitions against discrimination based on sex contained in title VII is...

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…

76 FR 21221 - National Equal Pay Day, 2011

Federal Register 2010, 2011, 2012, 2013, 2014

2011-04-15

... America A Proclamation Generations of women have fought for the advancement of their sisters, daughters, and themselves in acts of great courage--reaching for and winning the right to vote, breaking barriers.... While our Nation has come far, obstacles continue to exist for working women, who still earn less on...

Improving the Timeliness of Equal Employment Opportunity Complaint Processing in Department of Defense

DTIC Science & Technology

2015-01-01

1964 (Title VII) and the Pregnancy Discrimination Act amendment to Title VII, the Equal Pay Act of 1963, the Age Discrimi- nation in Employment Act of...Act of 1964 (Title VII) and the Pregnancy Discrimination Act amendment to Title VII, the Equal Pay Act of 1963, the Age Discrimination in...EEO programs uti - lize training on the EEO complaint process and framing of claims and that they use more-structured investigation requests

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...

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.

Equal Pay for Comparable Work.

ERIC Educational Resources Information Center

Rothman, Nancy Lloyd; Rothman, Daniel A.

1980-01-01

Examines the legal battleground upon which one struggle for the equality of women is being fought. Updates a civil rights decision of crucial importance to nursing--Lemons v City and County of Denver. (JOW)

History of Combat Pay

DTIC Science & Technology

2011-08-01

distribution of risks, the equal eligibility criteria and monetary compensation of HFP and IDP failed to equitably recognize the dire risks of war zones...notions of equity . The wide distribution of risks receiving special pay may also dilute the impact of recognition on servicemember morale. In 2003, the...recognition for the latent risks of low-intensity conflicts as the hazards of open war. Equalization of special pay among individuals exposed to risk

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

Equalizing Teachers' Pay in Louisiana

ERIC Educational Resources Information Center

Cassimere, Raphael Jr.

1977-01-01

Suggests that the struggle for teacher salary equalization in Louisiana ended in success, but it was one chapter in a long struggle to gain the full citizenship that black teachers and their pupils dreamed would one day be theirs. (Author/AM)

29 CFR 1620.17 - Jobs requiring equal responsibility in performance.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 4 2013-07-01 2013-07-01 false Jobs requiring equal responsibility in performance. 1620.17... THE EQUAL PAY ACT § 1620.17 Jobs requiring equal responsibility in performance. (a) In general. The equal pay standard applies to jobs the performance of which requires equal responsibility...

29 CFR 1620.17 - Jobs requiring equal responsibility in performance.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 4 2014-07-01 2014-07-01 false Jobs requiring equal responsibility in performance. 1620.17... THE EQUAL PAY ACT § 1620.17 Jobs requiring equal responsibility in performance. (a) In general. The equal pay standard applies to jobs the performance of which requires equal responsibility...

29 CFR 1620.15 - Jobs requiring equal skill in performance.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 29 Labor 4 2012-07-01 2012-07-01 false Jobs requiring equal skill in performance. 1620.15 Section... EQUAL PAY ACT § 1620.15 Jobs requiring equal skill in performance. (a) In general. The jobs to which the equal pay standard is applicable are jobs requiring equal skill in their performance. Where the amount...

29 CFR 1620.15 - Jobs requiring equal skill in performance.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 4 2013-07-01 2013-07-01 false Jobs requiring equal skill in performance. 1620.15 Section... EQUAL PAY ACT § 1620.15 Jobs requiring equal skill in performance. (a) In general. The jobs to which the equal pay standard is applicable are jobs requiring equal skill in their performance. Where the amount...

29 CFR 1620.15 - Jobs requiring equal skill in performance.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 4 2014-07-01 2014-07-01 false Jobs requiring equal skill in performance. 1620.15 Section... EQUAL PAY ACT § 1620.15 Jobs requiring equal skill in performance. (a) In general. The jobs to which the equal pay standard is applicable are jobs requiring equal skill in their performance. Where the amount...

29 CFR 1620.15 - Jobs requiring equal skill in performance.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Jobs requiring equal skill in performance. 1620.15 Section... EQUAL PAY ACT § 1620.15 Jobs requiring equal skill in performance. (a) In general. The jobs to which the equal pay standard is applicable are jobs requiring equal skill in their performance. Where the amount...

13 CFR 120.220 - Fees that Lender pays SBA.

Code of Federal Regulations, 2010 CFR

2010-01-01

... applies, the lender shall pay SBA an annual service fee equal to 0.5 percent of the outstanding balance of..., 2004. The lender shall pay SBA an annual service fee equal to 0.25 percent of the outstanding balance... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Fees that Lender pays SBA. 120.220...

5 CFR 536.308 - Loss of eligibility for or termination of pay retention.

Code of Federal Regulations, 2010 CFR

2010-01-01

... is entitled to a rate of basic pay under a covered pay system which is equal to or greater than the... equal or higher rate of basic pay during a temporary promotion or temporary reassignment but will be... determined under § 536.104) of a position in which the employee's rate of basic pay would be equal to or...

Ability to Pay for Future National Health Financing Scheme among Malaysian Households.

PubMed

Aizuddin, Azimatun Noor; Aljunid, Syed Mohamed

Malaysia is no exception to the challenging health care financing phenomenon of globalization. The objective of the present study was to assess the ability to pay among Malaysian households as preparation for a future national health financing scheme. This was a cross-sectional study involving representative samples of 774 households in Peninsular Malaysia. A majority of households were found to have the ability to pay for their health care. Household expenditure on health care per month was between MYR1 and MYR2000 with a mean (standard deviation [SD]) of 73.54 (142.66), or in a percentage of per-month income between 0.05% and 50% with mean (SD) 2.74 (5.20). The final analysis indicated that ability to pay was significantly higher among younger and higher-income households. Sociodemographic and socioeconomic statuses are important eligibility factors to be considered in planning the proposed national health care financing scheme to shield the needed group from catastrophic health expenditures. Copyright © 2017 Icahn School of Medicine at Mount Sinai. Published by Elsevier Inc. All rights reserved.

5 CFR 550.131 - Authorization of pay for holiday work.

Code of Federal Regulations, 2010 CFR

2010-01-01

... entitled to pay at his or her rate of basic pay plus premium pay at a rate equal to his or her rate of... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Authorization of pay for holiday work... REGULATIONS PAY ADMINISTRATION (GENERAL) Premium Pay Pay for Holiday Work § 550.131 Authorization of pay for...

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.

29 CFR 1620.14 - Testing equality of jobs.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 4 2013-07-01 2013-07-01 false Testing equality of jobs. 1620.14 Section 1620.14 Labor... Testing equality of jobs. (a) In general. What constitutes equal skill, equal effort, or equal..., or responsibility required for the performance of jobs will not render the equal pay standard...

29 CFR 1620.14 - Testing equality of jobs.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 4 2014-07-01 2014-07-01 false Testing equality of jobs. 1620.14 Section 1620.14 Labor... Testing equality of jobs. (a) In general. What constitutes equal skill, equal effort, or equal..., or responsibility required for the performance of jobs will not render the equal pay standard...

29 CFR 1620.14 - Testing equality of jobs.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Testing equality of jobs. 1620.14 Section 1620.14 Labor... Testing equality of jobs. (a) In general. What constitutes equal skill, equal effort, or equal..., or responsibility required for the performance of jobs will not render the equal pay standard...

29 CFR 1620.14 - Testing equality of jobs.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 29 Labor 4 2012-07-01 2012-07-01 false Testing equality of jobs. 1620.14 Section 1620.14 Labor... Testing equality of jobs. (a) In general. What constitutes equal skill, equal effort, or equal..., or responsibility required for the performance of jobs will not render the equal pay standard...

29 CFR 1620.14 - Testing equality of jobs.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 4 2011-07-01 2011-07-01 false Testing equality of jobs. 1620.14 Section 1620.14 Labor... Testing equality of jobs. (a) In general. What constitutes equal skill, equal effort, or equal..., or responsibility required for the performance of jobs will not render the equal pay standard...

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.

29 CFR 1620.25 - Equalization of rates.

Code of Federal Regulations, 2010 CFR

2010-07-01

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

A study on the equality and benefit of China's national health care system.

PubMed

Zhai, Shaoguo; Wang, Pei; Dong, Quanfang; Ren, Xing; Cai, Jiaoli; Coyte, Peter C

2017-08-29

This study is designed to evaluate whether the benefit which the residents received from the national health care system is equal in China. The perceived equality and benefit are used to measure the personal status of health care system, health status. This study examines variations in perceived equality and benefit of the national health care system between urban and rural residents from five cities of China and assessed their determinants. One thousand one hundred ninty eight residents were selected from a random survey among five nationally representative cities. The research characterizes perceptions into four population groupings based on a binary assessment of survey scores: high equality & high benefit; low equality & low benefit; high equality & low benefit; and low equality & high benefit. The distribution of the four groups above is 30.4%, 43.0%, 4.6% and 22.0%, respectively. Meanwhile, the type of health insurance, educational background, occupation, geographic regions, changes in health status and other factors have significant impacts on perceived equality and benefit derived from the health care system. The findings demonstrate wide variations in perceptions of equality and benefit between urban and rural residents and across population characteristics, leading to a perceived lack of fairness in benefits and accessibility. Opportunities exist for policy interventions that are targeted to eliminate perceived differences and promote greater equality in access to health care.

77 FR 43498 - Federal Sector Equal Employment Opportunity

Federal Register 2010, 2011, 2012, 2013, 2014

2012-07-25

... on the basis of age; the Equal Pay Act of 1963, which prohibits sex-based wage discrimination; and..., Age discrimination, Equal employment opportunity, Government employees, Individuals with disabilities... EQUAL EMPLOYMENT OPPORTUNITY COMMISSION 29 CFR Part 1614 RIN Number 3046-AA73 Federal Sector Equal...

29 CFR 1620.20 - Pay differentials claimed to be based on extra duties.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Pay differentials claimed to be based on extra duties. 1620.20 Section 1620.20 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION THE EQUAL PAY ACT § 1620.20 Pay differentials claimed to be based on extra duties. Additional...

5 CFR 9901.212 - Pay schedules and pay bands.

Code of Federal Regulations, 2010 CFR

2010-01-01

... Section 9901.212 Administrative Personnel DEPARTMENT OF DEFENSE HUMAN RESOURCES MANAGEMENT AND LABOR RELATIONS SYSTEMS (DEPARTMENT OF DEFENSE-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF DEFENSE NATIONAL... Secretary may establish one or more pay schedules within each career group. (b) Each pay schedule may...

5 CFR 534.406 - Conversion to the SES pay system.

Code of Federal Regulations, 2010 CFR

2010-01-01

... to the SES pay system. (a) On the first day of the first applicable pay period beginning on or after... rate of basic pay that is equal to the employee's rate of basic pay, plus any applicable locality-based... first day of the first applicable pay period beginning on or after January 1, 2004. If an SES member's...

Willingness to pay for National Health Insurance Fund among public servants in Juba City, South Sudan: a contingent evaluation.

PubMed

Basaza, Robert; Alier, Paul Kon; Kirabira, Peter; Ogubi, David; Lako, Richard Lino Loro

2017-08-30

This study assessed willingness to pay for National Health Insurance Fund (NHIF) among public servants in Juba City. NHIF is the proposed health insurance scheme for South Sudan and aims at achieving universal health coverage for the entire nation's population. One compounding issue is that over the years, governments' spending on healthcare has been decreasing from 8.4% of national budget in 2007 to only 2.2% in 2012. A cross-sectional study design using contingent evaluation was employed; data on willingness to pay was collected from 381 randomly selected respondents and 13 purposively selected key informants working for the national, state and Juba County in September 2015. Qualitative data were analysed using conceptual content analysis. T-tests and linear regressions were performed to determine association between WTP for NHIF and independent variables. Up to 381 public servants were interviewed, of which 68% indicated willingness to pay varying percentages of total monthly individual income for NHIF. Over two-thirds (67.8%) of those willing to pay could pay up to 5% of their total monthly income, 22.9% could pay up to 10% and the rest could pay 25%. Over 80% were willing to pay up to 50 SSP (1 USD = 10 SSP) premiums for medical consultation, laboratory services and drugs. The main factors influencing the respondents' decisions were awareness, alternative sources of income, household size, insurance cover and religion. Willingness to pay is mainly influenced by awareness, alternative sources of individual income, household size, insurance cover and religion. Most of the public servants were aware of and willing to pay for NHIF and prefer a premium of up to 5% of total monthly income. There is need to create awareness and reach out to those who do not know about the scheme in addition to a detailed analysis of other stakeholders. Consideration could be made by the Government of South Sudan to start the scheme at the earliest opportunity since the majority of

3 CFR - Advancing Pay Equality in the Federal Government and Learning From Successful Practices

Code of Federal Regulations, 2014 CFR

2014-01-01

... agencies (agencies) affect the compensation of similarly situated men and women, and to promote gender pay... address any gender pay gap in the Federal workforce. This strategy shall include: (a) analysis of whether changes to the General Schedule classification system would assist in addressing any gender pay gap; (b...

Court Reaffirms TIAA Must Pay Equal Pensions.

ERIC Educational Resources Information Center

Fields, Cheryl M.

1984-01-01

A second court decision supporting the payment of equal retirement pensions to men and women through the Teachers Insurance Annuities Association and College Retirement Equities Fund for retirees, effective after May 1, 1980, is discussed. This federal appeals court decision allows limited retroactivity. (MSE)

Data of a willingness to pay survey for national climate change mitigation policies in Germany.

PubMed

Uehleke, Reinhard

2016-06-01

The dataset includes responses from a contingent valuation study about the national climate change mitigation policies in Germany. The online survey was carried out in the spring of 2014. It assesses the willingness to pay for an increase of the national CO2 reduction target by 10 percentage points, which closely represents Germany׳s climate change mitigation strategy. Respondents were randomly allocated to one of the following three question formats: The dichotomous choice referendum, the dissonance minimizing referendum and the two-sided payment ladder. The data can be used to investigate the influence of alternative statistical approaches on the willingness to pay measures and their comparison across question formats.

Pay Equity in Academe: The Community College Role.

ERIC Educational Resources Information Center

Luna, Gaye

1989-01-01

Reviews legislation and court decisions advancing wage and job equity for minorities and women in academic settings. Discusses provisions of the Equal Pay Act and Title VII, legal precedents for pay equity, and recent court decisions supporting voluntary affirmative action plans. (DMM)

20 CFR 10.216 - How is the pay rate for COP calculated?

Code of Federal Regulations, 2010 CFR

2010-04-01

... for COP purposes is equal to the employee's regular “weekly” pay (the average of the weekly pay over... occurred during the 45-day period are to be reflected in the weekly pay determination. (b) The weekly pay... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false How is the pay rate for COP calculated? 10...

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…

12 CFR 268.101 - General policy for equal opportunity.

Code of Federal Regulations, 2010 CFR

2010-01-01

... Discrimination in Employment Act (ADEA) (29 U.S.C. 621 et seq.), the Equal Pay Act (29 U.S.C. 206(d)), or the... 12 Banks and Banking 3 2010-01-01 2010-01-01 false General policy for equal opportunity. 268.101... RESERVE SYSTEM RULES REGARDING EQUAL OPPORTUNITY Board Program To Promote Equal Opportunity § 268.101...

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...

20 CFR 10.216 - How is the pay rate for COP calculated?

Code of Federal Regulations, 2011 CFR

2011-04-01

... for COP purposes is equal to the employee's regular “weekly” pay (the average of the weekly pay over... period of appointment), the weekly pay rate is an average of the weekly earnings, established by dividing... or every week of the year (or period of appointment), the weekly pay rate is the average weekly...

29 CFR 1620.19 - Equality of wages-application of the principle.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Equality of wages-application of the principle. 1620.19 Section 1620.19 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION THE EQUAL PAY ACT § 1620.19 Equality of wages—application of the principle. Equal wages must be paid...

Paying it forward: generalized reciprocity and the limits of generosity.

PubMed

Gray, Kurt; Ward, Adrian F; Norton, Michael I

2014-02-01

When people are the victims of greed or recipients of generosity, their first impulse is often to pay back that behavior in kind. What happens when people cannot reciprocate, but instead have the chance to be cruel or kind to someone entirely different--to pay it forward? In 5 experiments, participants received greedy, equal, or generous divisions of money or labor from an anonymous person and then divided additional resources with a new anonymous person. While equal treatment was paid forward in kind, greed was paid forward more than generosity. This asymmetry was driven by negative affect, such that a positive affect intervention disrupted the tendency to pay greed forward. Implications for models of generalized reciprocity are discussed.

Teaching the Economics of Equal Opportunities.

ERIC Educational Resources Information Center

Ownby, Arnola C.; Rhea, Jeanine N.

1990-01-01

Focuses on equal opportunities--for education, pay, and with gender bias for individuals and business organizations. Suggests that business educators can expand the implications to include ethnic-based inequalities as well. (JOW)

Willingness to pay for other individuals' healthcare expenditures.

PubMed

Borges, A P; Reis, A; Anjos, J

2017-03-01

The need to improve the sustainability of public health expenditure, in a climate of growing pressure on national budgets, inevitably leads to a discussion about resource rationing, and the extent of society's responsibility for those expenditures. To contribute to this discussion empirically, this study evaluated the willingness of Portuguese respondents to pay for other individuals' healthcare expenditures through out-of-pocket payments. A questionnaire addressed to the general public was developed, with 296 respondents. The survey was divided into three sections: (i) sociodemographic characteristics of the respondents; (ii) health-related habits; and (iii) willingness to pay other individuals' healthcare expenditures and, if so, how much. Logit and ordered logit models were applied. Respondents were divided fairly even between those who were willing to pay for other individuals' healthcare expenditures and those who were not. Respondents with health insurance contracts were more willing to contribute, and the contribution value was higher. Having a degree-level education was associated with reduced willingness to pay for other individuals' healthcare expenditures, and reduced probability of paying a larger amount, which may be associated with holding individuals accountable for their choices. Considering self-reported risky behaviours, the respondents who consumed alcohol were more likely to be willing to pay for other individuals' healthcare expenditures, and to a greater extent, whereas smokers were less likely to pay larger amounts. These effects suggest that respondents with different unhealthy behaviours are not equally altruistic. These findings highlight the need to combine health policy and social beliefs. The respondents seem to be interested to discuss healthcare funding, given that they agreed to reveal their willingness to pay for other individuals' healthcare expenditures. Moreover, respondents' sociodemographic characteristics and health

32 CFR 728.113 - Categories of pay patients.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 32 National Defense 5 2010-07-01 2010-07-01 false Categories of pay patients. 728.113 Section 728.113 National Defense Department of Defense (Continued) DEPARTMENT OF THE NAVY PERSONNEL MEDICAL AND... Pay Patients § 728.113 Categories of pay patients. The categories of patients for whom collection...

32 CFR 728.36 - Pay patients.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 32 National Defense 5 2010-07-01 2010-07-01 false Pay patients. 728.36 Section 728.36 National Defense Department of Defense (Continued) DEPARTMENT OF THE NAVY PERSONNEL MEDICAL AND DENTAL CARE FOR... Services § 728.36 Pay patients. Care is provided on a reimbursable basis to retired Coast Guard officers...

32 CFR 728.14 - Pay patients.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 32 National Defense 5 2010-07-01 2010-07-01 false Pay patients. 728.14 Section 728.14 National Defense Department of Defense (Continued) DEPARTMENT OF THE NAVY PERSONNEL MEDICAL AND DENTAL CARE FOR... § 728.14 Pay patients. Care is provided on a reimbursable basis to: Coast Guard active duty officers...

5 CFR 9901.364 - Foreign language proficiency pay.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Foreign language proficiency pay. 9901... NATIONAL SECURITY PERSONNEL SYSTEM (NSPS) Pay and Pay Administration Premium Pay § 9901.364 Foreign language proficiency pay. (a) General provisions. (1) This section applies to employees who may be paid...

How America Pays for College, 2017. Sallie Mae's 10th National Study of College Students and Parents

ERIC Educational Resources Information Center

Sallie Mae Bank, 2017

2017-01-01

"How America Pays for College", introduced in 2008, is a Sallie Mae national study conducted by Ipsos that annually surveys undergraduate students and parents of undergraduates about how much they pay for college and the resources they use to fund the expense. Now in its tenth year, this study also asks families about their attitudes…

5 CFR 9901.372 - Conversion or movement out of NSPS pay system.

Code of Federal Regulations, 2010 CFR

2010-01-01

... worksite, and pay as of the day immediately before the date of conversion or movement out of NSPS. An... employee's pay band. If the employee's adjusted salary equals or exceeds the step 4 rate of the second... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Conversion or movement out of NSPS pay...

Willingness to pay for an Ebola vaccine during the 2014-2016 ebola outbreak in West Africa: Results from a U.S. National sample.

PubMed

Painter, Julia E; von Fricken, Michael E; Viana de O Mesquita, Suyane; DiClemente, Ralph J

2018-01-15

The 2014-2016 Ebola virus outbreak in West Africa led to advances in the development of vaccines against Ebola. This study examined factors associated with willingness to pay for an Ebola vaccine among a U.S. national sample during the recent Ebola outbreak. From April 30-May 8, 2015, a national survey was conducted using the GfK Group's KnowlegePanel®. Main outcome measures included willingness to pay at least $1; more than $50; and more than $100 for an Ebola vaccine. Analyses were conducted using weighted multivariable logistic regression. Among participants (N = 1,447), 583 (40.3%) would not pay for an Ebola vaccine; 864 (59.7%) would pay at least $1. Among those willing to pay at least $1: 570 (66.0%) would pay $1-50; 174 (20.1%) would pay $51-100; and 120 (13.9%) would pay more than $100. Willingness to pay at least $1 for an Ebola vaccine was associated with international travel; interest in getting an Ebola vaccine; and beliefs that the U.S. government should spend money to control Ebola and assume worldwide leadership in confronting emerging epidemics. Willingness to pay more than $50 was associated with similar variables. Willingness to pay more than $100 was associated with international travel; interest in getting an Ebola vaccine; information seeking; and beliefs that the U.S. government should assume worldwide leadership in confronting emerging epidemics. International travel and interest in an Ebola vaccine were key predictors of willingness to pay across all price points. Understanding willingness to pay for vaccines against emerging infectious diseases remains critical.

Public hospital care: equal for all or equal for some? Evidence from the Philippines.

PubMed

James, Chris D; Peabody, John; Hanson, Kara; Solon, Orville

2015-03-01

In low- and middle-income countries, government budgets are rarely sufficient to cover a public hospital's operating costs. Shortfalls are typically financed through a combination of health insurance contributions and user charges. The mixed nature of this financing arrangement potentially creates financial incentives to treat patients with equal health need unequally. Using data from the Philippines, the authors analyzed whether doctors respond to such incentives. After controlling for a patient's condition, they found that patients using insurance, paying more for hospital accommodation, and being treated in externally monitored hospitals were likely to receive more care. This highlights the worrying possibility that public hospital patients with equal health needs are not always equally treated. © 2011 APJPH.

Lower Pay for Women's Coaches: Refuting Some Common Justifications.

ERIC Educational Resources Information Center

Williams, Joseph P.

1995-01-01

The two standard justifications for different salaries paid to male and female coaches under 1963 and 1964 civil rights/equal pay legislation must fail under Title IX of the Education Amendments of 1972, which independently prohibits gender discrimination in employment and mandates equal athletic opportunity for female students. Some suggestions…

Pay for performance in commercial HMOs.

PubMed

Rosenthal, Meredith B; Landon, Bruce E; Normand, Sharon-Lise T; Frank, Richard G; Epstein, Arnold M

2006-11-02

Pay for performance has increasingly become the subject of intense interest and debate, both of which have been heightened as the Centers for Medicare and Medicaid Services moves closer to adopting this approach for Medicare. Although many claims have been made for the effectiveness of this approach, the extent of its national penetration remains unknown. We surveyed a sample of 252 health maintenance organizations (HMOs) (response rate, 96%) drawn from 41 metropolitan areas across the nation about use of pay for performance. We determined the prevalence of pay-for-performance programs, detailed the features of such programs, and examined the adoption of pay for performance as a function of the characteristics of both the health plans and markets. More than half the HMOs, representing more than 80% of persons enrolled, use pay for performance in their provider contracts. Of the 126 health plans with pay-for-performance programs, nearly 90% had programs for physicians and 38% had programs for hospitals. Use of pay for performance was statistically associated with geographic region, use of primary care providers (PCPs) as gatekeepers, use of capitation to pay PCPs, and whether the plans themselves received bonuses or penalties according to performance. Pay for performance is now commonly used by HMOs, especially those that are situated to assign responsibility for a particular patient to a PCP or medical group. As the design of Medicare with pay for performance moves forward, it will be important to leverage the early experience of pay for performance in the commercial market. Copyright 2006 Massachusetts Medical Society.

29 CFR 1620.1 - Basic applicability of the Equal Pay Act.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 1620.1 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION THE... engaged in commerce or in the production of goods for commerce. (c) Men are protected under the Act equally with women. While the EPA was motivated by concern for the weaker bargaining position of women...

29 CFR 1620.1 - Basic applicability of the Equal Pay Act.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 1620.1 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION THE... engaged in commerce or in the production of goods for commerce. (c) Men are protected under the Act equally with women. While the EPA was motivated by concern for the weaker bargaining position of women...

78 FR 21811 - National Equal Pay Day, 2013

Federal Register 2010, 2011, 2012, 2013, 2014

2013-04-11

... make what men did in the previous one. Wage inequality undermines the promise of fairness and... a long way toward ensuring everyone gets a fair shot at opportunity, no matter who you are or where...

Gender-Based Pay Disparities in Intercollegiate Coaching: The Legal Issues.

ERIC Educational Resources Information Center

Gaal, John; Glazier, Michael S.; Evans, Thomas S.

2002-01-01

Explores the legal issues surrounding pay disparities between men and women in intercollegiate coaching, including how courts have treated disparate wage claims under the Equal Pay Act, Title VII of the Civil Rights Act of 1964, and Title IX, and the defenses used by institutions. Offers suggestions for defending claims and a detailed review of…

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...

Education, Employment, and Negro Equality.

ERIC Educational Resources Information Center

Eckstein, Otto

An examination of the Negro unemployment problem, an explanation of an ultimate Negro objective of economic equality, and an overview of their present status is given. Within all occupational categories Negroes, on the average, have worse jobs at lower rates of pay. This is revealed even in broad occupational categories such as professional, white…

Equal Pay for Working Families. National and State Data on the Pay Gap and Its Costs. A Joint Research Project.

ERIC Educational Resources Information Center

Hartmann, Heidi; Allen, Katherine; Owens, Christine

A national study, including state-by-state breakouts, analyzed Census Bureau and Bureau of Labor Statistics data to explore the wage gap. Median weekly earnings of men and women and of minorities and nonminorities were analyzed. Gender-based earnings differences and gender wage gaps were large for all women--and especially large for minority…

How America Pays for College, 2009. Sallie Mae's National Study of College Students and Parents

ERIC Educational Resources Information Center

Sallie Mae, Inc., 2009

2009-01-01

Sallie Mae's study, "How America Pays for College 2009," conducted by Gallup, provides a picture of how families made the investment in higher education last academic year and how they are beginning to meet the challenges of the economic recession. Based on a nationally representative survey of college-going students and parents of undergraduates,…

11 CFR 9008.12 - Repayments.

Code of Federal Regulations, 2010 CFR

2010-01-01

... notify the national committee, and the national committee shall pay to the Secretary an amount equal to... committee shall pay to the Secretary an amount equal to the amount specified. (3) Excessive contributions... national committee shall pay to the Secretary an amount equal to the amount specified. (4) Improper usage...

How America Pays for College, 2011. Sallie Mae's National Study of College Students and Parents

ERIC Educational Resources Information Center

Sallie Mae, Inc., 2011

2011-01-01

Sallie Mae's national study, "How America Pays for College," now in its fourth year, shows the resilience of American families' strongly held belief in the value of a college education. Even in the face of rising tuition costs and the worst economic decline in a generation, between academic years 2007-2008 and 2009-2010 Americans paid increasingly…

Perceptions of national wealth and skill influence pay expectations: replicating global hierarchy on a microscale.

PubMed

Maitner, Angela T; DeCoster, Jamie

2015-01-01

In highly multicultural societies, the economic status hierarchy may come to mimic the hierarchy of global wealth, reinforcing social inequality by tying pay scales to national wealth. We investigated how nationality influences expectations of payment in the UAE. Participants reported how much they expected people to be paid and how much skill they were perceived to have by nationality. They also reported their perceptions of the national wealth of different countries. Participants generally expected Westerners to be paid more than Arabs, who would be paid more than Sub-Saharan Africans and Asians. Expectations about payment in private sector employment were driven by both actual and stereotyped differences in national wealth and skill, with non-Gulf Cooperation Council Arabs most likely to see national wealth as a factor explaining the economic hierarchy. These results suggest that people expect payment to be tied to national wealth, reflecting the global hierarchy on a microscale.

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.

29 CFR 1620.13 - “Equal Work”-What it means.

Code of Federal Regulations, 2010 CFR

2010-07-01

... sex in the wages paid for “equal work on jobs the performance of which requires equal skill, effort... practices indicate a pay practice of discrimination based on sex. It should also be noted that it is an... “female” unless sex is a bona fide occupational qualification for the job. (2) The EPA prohibits...

29 CFR 1620.13 - “Equal Work”-What it means.

Code of Federal Regulations, 2011 CFR

2011-07-01

... sex in the wages paid for “equal work on jobs the performance of which requires equal skill, effort... practices indicate a pay practice of discrimination based on sex. It should also be noted that it is an... “female” unless sex is a bona fide occupational qualification for the job. (2) The EPA prohibits...

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.

How to Pay for Higher Education.

ERIC Educational Resources Information Center

Killingsworth, Charles C.

The financial crisis for institutions of higher education is deepening. Higher tuition rates may be one of the answers, but this would exclude even more young people from attending college because of inability to pay, at a time when greater equality of opportunity in higher education has become an important goal. Federal support has helped but not…

The Melting Pot, the Mold and Resultant Rejects. National Conference on Equal Educational Opportunity.

ERIC Educational Resources Information Center

National Education Association, Washington, DC. Center for Human Relations.

In an attempt to illustrate the insufficiency of the melting pot concept, summaries of speeches from a National Education Association National Conference on Equal Educational Opportunity are paired with news items on the need for humanism in education and on a growing awareness of minority group needs in educational publishing. Speech summaries…

32 CFR 726.7 - Status of pay account.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 32 National Defense 5 2010-07-01 2010-07-01 false Status of pay account. 726.7 Section 726.7... MENTALLY INCOMPETENT MEMBERS OF THE NAVAL SERVICE § 726.7 Status of pay account. Upon notification by the... mentally incapable of managing his financial affairs, DFAS-CL(CGA) will suspend the member's pay...

Perceptions of national wealth and skill influence pay expectations: replicating global hierarchy on a microscale

PubMed Central

Maitner, Angela T.; DeCoster, Jamie

2015-01-01

In highly multicultural societies, the economic status hierarchy may come to mimic the hierarchy of global wealth, reinforcing social inequality by tying pay scales to national wealth. We investigated how nationality influences expectations of payment in the UAE. Participants reported how much they expected people to be paid and how much skill they were perceived to have by nationality. They also reported their perceptions of the national wealth of different countries. Participants generally expected Westerners to be paid more than Arabs, who would be paid more than Sub-Saharan Africans and Asians. Expectations about payment in private sector employment were driven by both actual and stereotyped differences in national wealth and skill, with non-Gulf Cooperation Council Arabs most likely to see national wealth as a factor explaining the economic hierarchy. These results suggest that people expect payment to be tied to national wealth, reflecting the global hierarchy on a microscale. PMID:26074852

[Equal rights for women and the United Nations convention in Latin America].

PubMed

Plata, M I

1991-12-01

Although Latin American institutions have, directly or indirectly, established the juridical equality of the sexes, institutional power continues to be concentrated in the hands of men. It is necessary that Latin American governments seek ways to eliminate the legal, cultural, economic, political and social discrimination that persists against women in these patriarchal societies if men and women are to enjoy equality of rights. Today, instruments such as the Convention of Elimination of All Forms of Discrimination Against Women approved by the UN in 1979 and ratified by all Latin American countries, have succeeded in establishing the concept of improvement of the status of women as a legislative right supported by international juridical principles. International recognition of human rights has meant that all restrictions against women in the public and private realms are to be regarded as discrimination. Previously, family law was based on traditional customs which accepted that the roles and obligations of men and women were different. Although most Latin American countries now have laws recognizing the equality of rights and obligations of men and women, women continue to be in a secondary position. Poverty, scarcity of resources, and the economic crisis not only impede improvement in the status of women but have led to increases in female unemployment. Another obstacle is the lack of a true political will to improve the status of women. The UN convention on elimination of discrimination obliges each ratifying nation to strive not just for equality or rights but for equality of enjoyment of these rights. Each government should adopt measures to overcome discrimination. Among measures adopted by governments to achieve equality have been incorporation of the principle of equality into the national constitution and creation of offices or ministries for women that are distinct from those for the family or youth. The Committee for Elimination of Discrimination

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...

Three Educational Values for a Multicultural Society: Difference Recognition, National Cohesion and Equality

ERIC Educational Resources Information Center

Blum, Lawrence

2014-01-01

Educational aims for societies comprising multiple ethnic, cultural and racial groups should involve three different values--recognizing difference, national cohesion and equality. Recognition of difference acknowledges and respects ethnocultural identities and in educational contexts also encourages mutual engagement across difference. National…

Review of "Cross-Country Evidence on Teacher Performance Pay"

ERIC Educational Resources Information Center

von Davier, Matthias

2011-01-01

The primary claim of this Harvard Program on Education Policy and Governance report and the abridged Education Next version is that nations "that pay teachers on their performance score higher on PISA tests." After statistically controlling for several variables, the author concludes that nations with some form of merit pay system have,…

The relationship between pay day and violent death in Guatemala: a time series analysis

PubMed Central

Ramírez, Dorian E; Branas, Charles C; Richmond, Therese S; Bream, Kent; Xie, Dawei; Velásquez-Tohom, Magda; Wiebe, Douglas J

2016-01-01

Objective To assess if violent deaths were associated with pay days in Guatemala. Design Interrupted time series analysis. Setting Guatemalan national autopsy databases. Participants Daily violence-related autopsy data for 22 418 decedents from 2009 to 2012. Data were provided by the Guatemalan National Institute of Forensic Sciences. Multiple pay-day lags and other important days such as holidays were tested. Outcome measures Absolute and relative estimates of excess violent deaths on pay days and holidays. Results The occurrence of violent deaths was not associated with pay days. However, a significant association was observed for national holidays, and this association was more pronounced when national holidays and pay days occurred simultaneously. This effect was observed mainly in males, who constituted the vast majority of violent deaths in Guatemala. An estimated 112 (coefficient=3.12; 95% CI 2.15 to 4.08; p<0.01) more male violent deaths occurred on holidays than were expected. An estimated 121 (coefficient=4.64; 95% CI 3.41 to 5.88; p<0.01) more male violent deaths than expected occurred on holidays that coincided with the first 2 days following a pay day. Conclusions Men in Guatemala experience violent deaths at an elevated rate when pay days coincide with national holidays. Efforts to be better prepared for violence during national holidays and to prevent violent deaths by rescheduling pay days when these days co-occur with national holidays should be considered. PMID:27697828

How Are Links between a National Qualifications Framework, Job Roles and Pay Mediated by Industrial Relations Institutions in Manufacturing?

ERIC Educational Resources Information Center

Oliver, Damian; Walpole, Kurt

2017-01-01

National Qualifications Frameworks (NQFs) are intended to promote stronger linkages between education institutions and the labour market. This paper examines how industrial relations institutions mediate the relationship between formal qualifications, job classifications and pay outcomes in Australian manufacturing. In Australia a tribunal sets…

Graduating to a Pay Gap: The Earnings of Women and Men One Year after College Graduation. Executive Summary and Recommendations

ERIC Educational Resources Information Center

American Association of University Women, 2012

2012-01-01

Fifty years after the passage of the Equal Pay Act of 1963, women continue to be paid less than men in nearly every occupation. Because pay is a fundamental part of everyday life, enabling individuals to support themselves and their families, the pay gap evokes passionate debate. Although the data confirming the persistence of the pay gap are…

The relationship between pay day and violent death in Guatemala: a time series analysis.

PubMed

Ramírez, Dorian E; Branas, Charles C; Richmond, Therese S; Bream, Kent; Xie, Dawei; Velásquez-Tohom, Magda; Wiebe, Douglas J

2017-04-01

To assess if violent deaths were associated with pay days in Guatemala. Interrupted time series analysis. Guatemalan national autopsy databases. Daily violence-related autopsy data for 22 418 decedents from 2009 to 2012. Data were provided by the Guatemalan National Institute of Forensic Sciences. Multiple pay-day lags and other important days such as holidays were tested. Absolute and relative estimates of excess violent deaths on pay days and holidays. The occurrence of violent deaths was not associated with pay days. However, a significant association was observed for national holidays, and this association was more pronounced when national holidays and pay days occurred simultaneously. This effect was observed mainly in males, who constituted the vast majority of violent deaths in Guatemala. An estimated 112 (coefficient=3.12; 95% CI 2.15 to 4.08; p<0.01) more male violent deaths occurred on holidays than were expected. An estimated 121 (coefficient=4.64; 95% CI 3.41 to 5.88; p<0.01) more male violent deaths than expected occurred on holidays that coincided with the first 2 days following a pay day. Men in Guatemala experience violent deaths at an elevated rate when pay days coincide with national holidays. Efforts to be better prepared for violence during national holidays and to prevent violent deaths by rescheduling pay days when these days co-occur with national holidays should be considered. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/.

Investigating the Willingness to Pay for a Contributory National Health Insurance Scheme in Saudi Arabia: A Cross-sectional Stated Preference Approach.

PubMed

Al-Hanawi, Mohammed Khaled; Vaidya, Kirit; Alsharqi, Omar; Onwujekwe, Obinna

2018-04-01

The Saudi Healthcare System is universal, financed entirely from government revenue principally derived from oil, and is 'free at the point of delivery' (non-contributory). However, this system is unlikely to be sustainable in the medium to long term. This study investigates the feasibility and acceptability of healthcare financing reform by examining households' willingness to pay (WTP) for a contributory national health insurance scheme. Using the contingent valuation method, a pre-tested interviewer-administered questionnaire was used to collect data from 1187 heads of household in Jeddah province over a 5-month period. Multi-stage sampling was employed to select the study sample. Using a double-bounded dichotomous choice with the follow-up elicitation method, respondents were asked to state their WTP for a hypothetical contributory national health insurance scheme. Tobit regression analysis was used to examine the factors associated with WTP and assess the construct validity of elicited WTP. Over two-thirds (69.6%) indicated that they were willing to participate in and pay for a contributory national health insurance scheme. The mean WTP was 50 Saudi Riyal (US$13.33) per household member per month. Tobit regression analysis showed that household size, satisfaction with the quality of public healthcare services, perceptions about financing healthcare, education and income were the main determinants of WTP. This study demonstrates a theoretically valid WTP for a contributory national health insurance scheme by Saudi people. The research shows that willingness to participate in and pay for a contributory national health insurance scheme depends on participant characteristics. Identifying and understanding the main influencing factors associated with WTP are important to help facilitate establishing and implementing the national health insurance scheme. The results could assist policy-makers to develop and set insurance premiums, thus providing an additional source

Paying for Clinical Trials

Cancer.gov

Learn about the different types of costs related to taking part in a clinical trial, and who is expected to pay for which costs. This whiteboard animation from the National Cancer Insitute (NCI) is part of a video series about clinical trials.

5 CFR 410.402 - Paying premium pay.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Paying premium pay. 410.402 Section 410... for Training Expenses § 410.402 Paying premium pay. (a) Prohibitions. Except as provided by paragraph (b) of this section, an agency may not use its funds, appropriated or otherwise available, to pay...

Merit Pay Plans for Teachers: Status and Descriptions. ERS Report.

ERIC Educational Resources Information Center

Educational Research Service, Arlington, VA.

This report, an update of the 1978 survey of national merit pay plans for teachers, provides descriptive data on currently operating merit pay plans and state level activities. Outlining current research, the report points out that neither a commonly acceptable definition of merit pay nor a generally acceptable method of determining meritorious…

Equal Pay for Equal Families.

ERIC Educational Resources Information Center

Badgett, M. V. Lee

1994-01-01

At most colleges and universities, fringe benefits are offered only to married faculty. Requiring marriage for benefit eligibility discriminates against all unmarried couples, homosexual or heterosexual. Resistance to providing benefits to unmarried couples is declining, but both gay and straight couples will have to lobby together for domestic…

12 CFR 502.75 - What if I do not pay my fees on time?

Code of Federal Regulations, 2011 CFR

2011-01-01

... 12 Banks and Banking 5 2011-01-01 2011-01-01 false What if I do not pay my fees on time? 502.75... FEES Fees § 502.75 What if I do not pay my fees on time? (a) Interest. An examination or investigation... rate (that OTS will determine quarterly) equal to 150 percent of the average of the bond-equivalent...

32 CFR 728.14 - Pay patients.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 32 National Defense 5 2012-07-01 2012-07-01 false Pay patients. 728.14 Section 728.14 National Defense Department of Defense (Continued) DEPARTMENT OF THE NAVY PERSONNEL MEDICAL AND DENTAL CARE FOR ELIGIBLE PERSONS AT NAVY MEDICAL DEPARTMENT FACILITIES Members of the Uniformed Services on Active Duty...

Cross-national variation in the size of sex differences in values: effects of gender equality.

PubMed

Schwartz, Shalom H; Rubel-Lifschitz, Tammy

2009-07-01

How does gender equality relate to men's and women's value priorities? It is hypothesized that, for both sexes, the importance of benevolence, universalism, stimulation, hedonism, and self-direction values increases with greater gender equality, whereas the importance of power, achievement, security, and tradition values decreases. Of particular relevance to the present study, increased gender equality should also permit both sexes to pursue more freely the values they inherently care about more. Drawing on evolutionary and role theories, the authors postulate that women inherently value benevolence and universalism more than men do, whereas men inherently value power, achievement, and stimulation more than women do. Thus, as gender equality increases, sex differences in these values should increase, whereas sex differences in other values should not be affected by increases in gender equality. Studies of 25 representative national samples and of students from 68 countries confirmed the hypotheses except for tradition values. Implications for cross-cultural research on sex differences in values and traits are discussed. (PsycINFO Database Record (c) 2009 APA, all rights reserved).

Financing strategies to improve essential public health equalization and its effects in China.

PubMed

Yang, Li; Sun, Li; Wen, Liankui; Zhang, Huyang; Li, Chenyang; Hanson, Kara; Fang, Hai

2016-12-01

In 2009, China launched a health reform to promote the equalization of national essential public health services package (NEPHSP). The present study aimed to describe the financing strategies and mechanisms to improve access to public health for all, identify the strengths and weaknesses of the different approaches, and showed evidence on equity improvement among different regions. We reviewed the relevant literatures and identified 208 articles after screening and quality assessment and conducted six key informants' interviews. Secondary data on national and local government health expenditures, NEPHSP coverage and health indicators in 2003-2014 were collected, descriptive and equity analyses were used. Before 2009, the government subsidy to primary care institutions (PCIs) were mainly used for basic construction and a small part of personnel expenses. Since 2009, the new funds for NEPHSP have significantly expanded service coverage and population coverage. These funds have been allocated by central, provincial, municipal and county governments at different proportions in China's tax distribution system. Due to the fiscal transfer payment, the Central Government allocated more subsides to less-developed western regions and all the funds were managed in a specific account. Several types of payment methods have been adopted including capitation, pay for performance (P4P), pay for service items, global budget and public health voucher, to address issues from both the supply and demand sides. The equalization of NEPHSP did well through the establishment of health records, systematic care of children and maternal women, etc. Our data showed that the gap between the eastern, central and western regions narrowed. However the coverage for migrants was still low and performance was needed improving in effectiveness of managing patients with chronic diseases. The delivery of essential public health services was highly influenced by public fiscal policy, and the

Americans misperceive racial economic equality.

PubMed

Kraus, Michael W; Rucker, Julian M; Richeson, Jennifer A

2017-09-26

The present research documents the widespread misperception of race-based economic equality in the United States. Across four studies ( n = 1,377) sampling White and Black Americans from the top and bottom of the national income distribution, participants overestimated progress toward Black-White economic equality, largely driven by estimates of greater current equality than actually exists according to national statistics. Overestimates of current levels of racial economic equality, on average, outstripped reality by roughly 25% and were predicted by greater belief in a just world and social network racial diversity (among Black participants). Whereas high-income White respondents tended to overestimate racial economic equality in the past, Black respondents, on average, underestimated the degree of past racial economic equality. Two follow-up experiments further revealed that making societal racial discrimination salient increased the accuracy of Whites' estimates of Black-White economic equality, whereas encouraging Whites to anchor their estimates on their own circumstances increased their tendency to overestimate current racial economic equality. Overall, these findings suggest a profound misperception of and unfounded optimism regarding societal race-based economic equality-a misperception that is likely to have any number of important policy implications.

Performance-Based Pay in the Federal Government. Research Brief

ERIC Educational Resources Information Center

National Center on Performance Incentives, 2008

2008-01-01

In "Performance-Based Pay in the Federal Government"--a paper presented at the February 2008 National Center on Performance Incentives research to policy conference--Steve Nelson discusses the evolution of employee pay systems in the federal government, from the inception of the General Schedule to continuing interest in creating more…

Americans misperceive racial economic equality

PubMed Central

Kraus, Michael W.; Rucker, Julian M.; Richeson, Jennifer A.

2017-01-01

The present research documents the widespread misperception of race-based economic equality in the United States. Across four studies (n = 1,377) sampling White and Black Americans from the top and bottom of the national income distribution, participants overestimated progress toward Black–White economic equality, largely driven by estimates of greater current equality than actually exists according to national statistics. Overestimates of current levels of racial economic equality, on average, outstripped reality by roughly 25% and were predicted by greater belief in a just world and social network racial diversity (among Black participants). Whereas high-income White respondents tended to overestimate racial economic equality in the past, Black respondents, on average, underestimated the degree of past racial economic equality. Two follow-up experiments further revealed that making societal racial discrimination salient increased the accuracy of Whites’ estimates of Black–White economic equality, whereas encouraging Whites to anchor their estimates on their own circumstances increased their tendency to overestimate current racial economic equality. Overall, these findings suggest a profound misperception of and unfounded optimism regarding societal race-based economic equality—a misperception that is likely to have any number of important policy implications. PMID:28923915

The Value of clean water: The public's willingness to pay for boatable, fishable, and swimmable quality water

NASA Astrophysics Data System (ADS)

Carson, Richard T.; Mitchell, Robert Cameron

1993-07-01

This paper presents the findings of a study designed to determine the national benefits of freshwater pollution control. By using data from a national contingent valuation survey, we estimate the aggregate benefits of meeting the goals of the Clean Water Act. A valuation function is estimated which depicts willingness to pay as a function of water quality, income, and other variables. Several validation checks and tests for specific biases are performed, and the benefit estimates are corrected for missing and invalid responses. The two major policy implications from our work are that the benefits and costs of water pollution control efforts are roughly equal and that many of the new policy actions necessary to ensure that all water bodies reach at least a swimmable quality level will not have positive net benefits.

[National health fund and morbidity-based risk structure equalization with focus on haemophilia].

PubMed

König, T

2010-11-01

The Gesundheitsfonds (national health fund) was established in Germany on January 1st, 2009, in combination with the morbidity-based risk structure equalization (RSA) in order to manage the cash flow between the statutory health insurances. The RSA equalizes income differences due to the varying levels of contributory income of the members of a health insurance (basic wage totals) and expenditure differences due to varying distribution of morbidity risks across different health insurances, as well as the varying numbers of non-contributing insured family members. Additionally, insured persons are allocated to morbidity groups according to a classification model based upon diagnoses and prescriptions anticipating medical expenses in the subsequent year. Haemophilia falls, among 80 disease entities, in the morbidity group which generates the highest risk supplement. Matching of prescribed drugs with disease entities facilitates disease grading and improves the accuracy of risk supplements.

78 FR 28717 - Advancing Pay Equality in the Federal Government and Learning From Successful Practices

Federal Register 2010, 2011, 2012, 2013, 2014

2013-05-15

... Act of 1963, women were paid 59 cents for every dollar paid to men. Today, women are paid 77 cents for every dollar paid to men. At the same time, nearly two-thirds of women are breadwinners or co-breadwinners for their families. Unjust pay disparities are a detriment to women, families, and our economy...

5 CFR 534.305 - Pay periods and computation of pay.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Pay periods and computation of pay. 534... PAY UNDER OTHER SYSTEMS Basic Pay for Employees of Temporary Organizations § 534.305 Pay periods and computation of pay. (a) The requirements of 5 U.S.C. 5504, must be applied to employees of temporary...

Tools for Employers: Making Equal Pay a Reality in Your Workplace. Facts on Working Women.

ERIC Educational Resources Information Center

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

This publication presents six primary tools employers can use to narrow or eliminate pay gaps in their workplaces. After each tool is a discussion of the problem and examples of "best practices" by employers that have won the Department of Labor's Opportunity 2000 and EVE (Exemplary Voluntary Efforts) awards. The report is divided into six tools:…

Toward a More Comprehensive Model of Teacher Pay. Research Brief

ERIC Educational Resources Information Center

National Center on Performance Incentives, 2008

2008-01-01

In "Toward a More Comprehensive Model of Teacher Pay"--a paper presented at the February 2008 National Center on Performance Incentives research to policy conference--Julia Koppich examines recent policy initiatives implementing new approaches to teacher pay. Her discussion focuses on four current initiatives: ProComp in Denver, Toledo…

29 CFR 1620.17 - Jobs requiring equal responsibility in performance.

Code of Federal Regulations, 2010 CFR

2010-07-01

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

29 CFR 1620.17 - Jobs requiring equal responsibility in performance.

Code of Federal Regulations, 2012 CFR

2012-07-01

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

Collective Bargaining in Education and Pay for Performance. Research Brief

ERIC Educational Resources Information Center

National Center on Performance Incentives, 2008

2008-01-01

In "Collective Bargaining in Education and Pay for Performance"--a paper presented at the National Center on Performance Incentives research to policy conference in February--Jane Hannaway and Andrew J. Rotherham examine the interplay between the emerging policy focus on teacher pay for performance and the response of teacher unions.…

Texas hair salon settles suit while another faces EEOC action. Equal Employment Opportunity Commission.

PubMed

1995-03-24

The Equal Employment Opportunity Commission (EEOC) has filed suit against the nationally based [name removed] after hair stylist "John Doe" was fired shortly after his employer discovered he was HIV-positive. According to EEOC officials, [name removed] claimed that John Doe was fired for failing to attend a mandatory training class, but the EEOC said the real motivation was the fact that Doe was regarded as disabled. The suit asked the U.S. District Court to enjoin [name removed] from discharging employees based on their HIV status, reinstate Doe, and order the salon to pay Doe back wages, other compensatory damages, and punitive damages. The lawsuit comes just two months after P.M.K. Corporation, which does business as Cost Cutters of [name removed], agreed to pay $13,200 to stylist "Pat Doe," who was fired after her employer discovered she was HIV-positive. The company claimed Pat Doe was terminated because of a layoff, but the EEOC concluded the real reason was her HIV status. Both actions were filed by the EEOC under the Americans with Disabilities Act (ADA). An EEOC representative said that the fact that both actions involved hair salons was coincidental.

Strategic Pay Reform: A Student Outcomes-Based Evaluation of Denver's ProComp Teacher Pay Initiative

ERIC Educational Resources Information Center

Goldhaber, Dan; Walch, Joe

2012-01-01

Denver Public Schools utilizes one of the nation's highest profile alternative teacher compensation systems, and a key element of Denver's Professional Compensation System for Teachers (ProComp) is pay for performance. This study analyzes the student achievement implications of ProComp utilizing matched student- and teacher-level data from 2003 to…

Should the Public Pay for Higher Education? Equality, Liberty, and Educational Debt

ERIC Educational Resources Information Center

Martin, Christopher

2017-01-01

As governments shift costs from the public to students, a higher education has become synonymous with educational debt. Liberal egalitarians have justified educational debt on the grounds that it facilitates socioeconomic equality. On this view, the public should only fund access for those students who are so poorly off that educational debt would…

5 CFR 550.604 - Biweekly pay periods and computation of pay.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Biweekly pay periods and computation of pay. 550.604 Section 550.604 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY ADMINISTRATION (GENERAL) Computation of Pay for Biweekly Pay Periods § 550.604 Biweekly pay...

Job Segregation and Wage Discrimination under Title VII and the Equal Pay Act.

ERIC Educational Resources Information Center

Lorber, Lawrence Z.

1980-01-01

Questions whether the Equal Employment Opportunity Commission, or any other agency of the federal government, has the authority to create guidelines for personnel evaluation in the private sector. (Author/IRT)

Teacher Incentive Pay Programs: Characteristics and Association with Instructional Practices

ERIC Educational Resources Information Center

Liang, Guodong

2011-01-01

This dissertation research examined the characteristics of teacher incentive pay programs in the state of Missouri and across the nation in the United States. The purposes of this study were (a) to examine the characteristics of districts that offered performance-related pay (PRP) programs and teachers who received PRP awards in 2007 using the…

Effect of global warming on willingness to pay for uninterrupted electricity supply in European nations

NASA Astrophysics Data System (ADS)

Cohen, Jed; Moeltner, Klaus; Reichl, Johannes; Schmidthaler, Michael

2018-01-01

Predicted changes in temperature and other weather events may damage the electricity grid and cause power outages. Understanding the costs of power outages and how these costs change over time with global warming can inform outage-mitigation-investment decisions. Here we show that across 19 EU nations the value of uninterrupted electricity supply is strongly related to local temperatures, and will increase as the climate warms. Bayesian hierarchical modelling of data from a choice experiment and respondent-specific temperature measures reveals estimates of willingness to pay (WTP) to avoid an hour of power outage between €0.32 and €1.86 per household. WTP varies on the basis of season and is heterogeneous between European nations. Winter outages currently cause larger per household welfare losses than summer outages per hour of outage. However, this dynamic will begin to shift under plausible future climates, with summer outages becoming substantially more costly and winter outages becoming slightly less costly on a per-household, per-hour basis.

Pros and Cons and Current Status of Merit Pay in the Public Schools.

ERIC Educational Resources Information Center

Adkins, Gary A.

During the 1920's merit pay became the most preferred system of teacher compensation; however, today fewer than 4 percent of the school systems in the United States use merit pay plans. The National Education Association suggests that merit pay is a "bogus issue" obscuring more significant areas of education needing reform, and the…

Sex differences in mental rotation and line angle judgments are positively associated with gender equality and economic development across 53 nations.

PubMed

Lippa, Richard A; Collaer, Marcia L; Peters, Michael

2010-08-01

Mental rotation and line angle judgment performance were assessed in more than 90,000 women and 111,000 men from 53 nations. In all nations, men's mean performance exceeded women's on these two visuospatial tasks. Gender equality (as assessed by United Nations indices) and economic development (as assessed by per capita income and life expectancy) were significantly associated, across nations, with larger sex differences, contrary to the predictions of social role theory. For both men and women, across nations, gender equality and economic development were significantly associated with better performance on the two visuospatial tasks. However, these associations were stronger for the mental rotation task than for the line angle judgment task, and they were stronger for men than for women. Results were discussed in terms of evolutionary, social role, and stereotype threat theories of sex differences.

Current Developments in Federal Law Affecting Equal Employment Opportunity in Higher Education

ERIC Educational Resources Information Center

Frohnmayer, David B.

1973-01-01

Reviews issues and administrative regulations pertaining to affirmative action under Executive Orders 11246 and 11375, extension of Title VII of the Civil Rights Act of 1964 to academic and professional employment, and the Higher Education Ammendments of 1972 extending provisions of the Equal Pay Act of 1963. (JT)

Pay-for-virtue: an option to improve pay-for-performance?

PubMed

Buetow, Stephen; Entwistle, Vikki

2011-10-01

Pay-for-performance schemes reward standardized professional behaviours associated with effective care. However, they neglect the significance of virtue and devalue and erode professional motivation based on virtue. Pay for training to cultivate virtue, and/or pay-for-virtue, may mitigate these dangers. Although virtue is typically considered its own reward, and the assessment of virtue is problematic, pay-for-virtue could involve (1) stringent checks on the appropriateness of the standardized care currently rewarded by pay-for-performance for individual patients or (2) pay for indicators of virtue. These indicators could be based on virtues identified from a framework of universal virtues and through logical inferences from features of practice. It is possible that pay-for-virtue could ultimately strengthen health professionals' intrinsic motivation for good practice, but this and the broader effects of pay-for-virtue would need careful investigation. © 2011 Blackwell Publishing Ltd.

Integrated Personnel and Pay System-Army Increment 2 (IPPS-A Inc 2)

DTIC Science & Technology

2016-03-01

2016 Major Automated Information System Annual Report Integrated Personnel and Pay System-Army Increment 2 (IPPS-A Inc 2) Defense Acquisition...703-325-3747 DSN Phone: 865-2915 DSN Fax: 221-3747 Date Assigned: May 2, 2014 Program Information Program Name Integrated Personnel and Pay System...Program Description The Integrated Personnel and Pay System-Army (IPPS-A) will provide the Army with an integrated, multi-Component (Active, National

Stated Preference Survey Estimating the Willingness to Pay ...

EPA Pesticide Factsheets

A national stated preference survey designed to elicit household willingness to pay for reductions in impinged and entrained fish at cooling water intake structures. To improve estimation of environmental benefits estimation

Effect of a national primary care pay for performance scheme on emergency hospital admissions for ambulatory care sensitive conditions: controlled longitudinal study

PubMed Central

Harrison, Mark J; Dusheiko, Mark; Sutton, Matt; Gravelle, Hugh; Doran, Tim

2014-01-01

Objective To estimate the impact of a national primary care pay for performance scheme, the Quality and Outcomes Framework in England, on emergency hospital admissions for ambulatory care sensitive conditions (ACSCs). Design Controlled longitudinal study. Setting English National Health Service between 1998/99 and 2010/11. Participants Populations registered with each of 6975 family practices in England. Main outcome measures Year specific differences between trend adjusted emergency hospital admission rates for incentivised ACSCs before and after the introduction of the Quality and Outcomes Framework scheme and two comparators: non-incentivised ACSCs and non-ACSCs. Results Incentivised ACSC admissions showed a relative reduction of 2.7% (95% confidence interval 1.6% to 3.8%) in the first year of the Quality and Outcomes Framework compared with ACSCs that were not incentivised. This increased to a relative reduction of 8.0% (6.9% to 9.1%) in 2010/11. Compared with conditions that are not regarded as being influenced by the quality of ambulatory care (non-ACSCs), incentivised ACSCs also showed a relative reduction in rates of emergency admissions of 2.8% (2.0% to 3.6%) in the first year increasing to 10.9% (10.1% to 11.7%) by 2010/11. Conclusions The introduction of a major national pay for performance scheme for primary care in England was associated with a decrease in emergency admissions for incentivised conditions compared with conditions that were not incentivised. Contemporaneous health service changes seem unlikely to have caused the sharp change in the trajectory of incentivised ACSC admissions immediately after the introduction of the Quality and Outcomes Framework. The decrease seems larger than would be expected from the changes in the process measures that were incentivised, suggesting that the pay for performance scheme may have had impacts on quality of care beyond the directly incentivised activities. PMID:25389120

Women, gender equality, and diabetes.

PubMed

Hannan, Carolyn

2009-03-01

Discussion of women, gender equality, and diabetes should be placed in the context of United Nations mandates on women's health which highlight the need for equal access to information, prevention activities, services, and care across the life cycle. Gender differences and inequalities have been identified in relation to causes and consequences of diabetes and access to services and support between women and men, and among different groups of women. Appropriate gender-sensitive policy responses, including research and data collection, need to be developed. The recent United Nations resolution on diabetes provides an opportunity to strengthen the focus on women and diabetes.

Gender Equality from a European Perspective: Myth and Reality.

PubMed

Salinas, Patricia C; Bagni, Claudia

2017-11-15

In the past 50 years, significant progress in women's equality has been made worldwide. Western countries, particularly European countries, have implemented initiatives to attain a more gender-balanced workforce with the introduction of family friendly policies, by trying to narrow the gender pay gap and by promoting women's career progression. In academia, however, fewer women reach top leadership positions than those in the political arena. These findings suggest that academia needs to carefully evaluate why these new policies have not been very effective. In this NeuroView, we report on the progress made in higher education, the shortcomings, and how new initiatives hold great promise for improving gender equality in academia around the globe. Copyright © 2017 Elsevier Inc. All rights reserved.

Unequal Gain of Equal Resources across Racial Groups

PubMed Central

Assari, Shervin

2018-01-01

The health effects of economic resources (eg, education, employment, and living place) and psychological assets (eg, self-efficacy, perceived control over life, anger control, and emotions) are well-known. This article summarizes the results of a growing body of evidence documenting Blacks’ diminished return, defined as a systematically smaller health gain from economic resources and psychological assets for Blacks in comparison to Whites. Due to structural barriers that Blacks face in their daily lives, the very same resources and assets generate smaller health gain for Blacks compared to Whites. Even in the presence of equal access to resources and assets, such unequal health gain constantly generates a racial health gap between Blacks and Whites in the United States. In this paper, a number of public policies are recommended based on these findings. First and foremost, public policies should not merely focus on equalizing access to resources and assets, but also reduce the societal and structural barriers that hinder Blacks. Policy solutions should aim to reduce various manifestations of structural racism including but not limited to differential pay, residential segregation, lower quality of education, and crime in Black and urban communities. As income was not found to follow the same pattern demonstrated for other resources and assets (ie, income generated similar decline in risk of mortality for Whites and Blacks), policies that enforce equal income and increase minimum wage for marginalized populations are essential. Improving quality of education of youth and employability of young adults will enable Blacks to compete for high paying jobs. Policies that reduce racism and discrimination in the labor market are also needed. Without such policies, it will be very difficult, if not impossible, to eliminate the sustained racial health gap in the United States. PMID:29325397

Evaluating the impact of a new pay system on nurses in the UK.

PubMed

Buchan, James; Ball, Jane

2011-01-01

This study examines the impact of implementing a new pay system (Agenda for Change) on nursing staff in the National Health Service (NHS) in the UK. This new pay system covered approximately 400,000 nursing staff. Its objectives were to improve the delivery of patient care as well as staff recruitment, retention and motivation. The new system aimed to provide a simplified approach to pay determination, with a more systematic use of agreed job descriptions and job evaluation to 'price' individual jobs, linked to a new career development framework. Secondary analysis of survey data. Analysis of results of large-scale surveys of members of the Royal College of Nursing of the United Kingdom (RCN) to assess the response of nurses to questions about the implementation process itself and their attitude to pay levels. The results demonstrated that there was some positive change after implementation of Agenda for Change in 2006, mainly some time after implementation, and that the process of implementation itself raised expectations that were not fully met for all nurses. There were clear indications of differential impact and reported experiences, with some categories of nurse being less satisfied with the process of implementation. The overall message is that a national pay system has strengths and weaknesses compared to the local systems used in other countries and that these benefits can only be maximised by effective communication, adequate funding and consistent management of the system. How nurses' pay is determined and delivered can be a major satisfier and incentive to nurses if the process is well managed and can be a factor in supporting clinical practice, performance and innovation. This study highlights that a large-scale national exercise to reform the pay system for nurses is a major undertaking, carries risk and will take significant time to implement effectively. © 2010 Blackwell Publishing Ltd.

The influence of medical cost controls implemented by Taiwan's national health insurance program on doctor-patient relationships.

PubMed

Chiu, Jhih-Ling

2015-01-01

To prevent medical costs from rising, the National Health Insurance administration implemented the global budget system for financial reform, effective 1 July 2004. Since the implementation of this system, patients have been required to pay for some medicines to limit costs to the system. More recently, as they have faced constant increases in health insurance fees and also faced an increase in the number of medical expenses they must pay during an economic recession and a rise in unemployment, would the economic burden on the people of Taiwan not be increased? Even though National Health Insurance is a form of social insurance, does it guarantee social equality? The value of the healthcare industry is irreplaceable, so the most critical concern is whether worsening doctor-patient relationships will worsen healthcare quality. In short, while the global budget system saves on National Health Insurance costs, whether its implementation has affected healthcare quality is also worth exploring. This commentary also hopes to serve as a reference for the implementation of national health insurance in the United States. Copyright © 2014 John Wiley & Sons, Ltd.

25 CFR 514.5 - When must a tribe pay its annual fees?

Code of Federal Regulations, 2014 CFR

2014-04-01

... 25 Indians 2 2014-04-01 2014-04-01 false When must a tribe pay its annual fees? 514.5 Section 514.5 Indians NATIONAL INDIAN GAMING COMMISSION, DEPARTMENT OF THE INTERIOR GENERAL PROVISIONS FEES § 514.5 When must a tribe pay its annual fees? Each gaming operation shall calculate the amount of fees...

25 CFR 514.5 - When must a tribe pay its annual fees?

Code of Federal Regulations, 2013 CFR

2013-04-01

... 25 Indians 2 2013-04-01 2013-04-01 false When must a tribe pay its annual fees? 514.5 Section 514.5 Indians NATIONAL INDIAN GAMING COMMISSION, DEPARTMENT OF THE INTERIOR GENERAL PROVISIONS FEES § 514.5 When must a tribe pay its annual fees? Each gaming operation shall calculate the amount of fees...

Consistent Condom Use with Paying and Nonpaying Partners among Female Sex Workers in Iran: Findings of a National Biobehavioral Survey.

PubMed

Karamouzian, Mohammad; Sadeghirad, Behnam; Sharifi, Hamid; Sedaghat, Abbas; Haghdoost, Ali Akbar; Mirzazadeh, Ali

Little is known about the dynamics of condom use among female sex workers (FSWs) in Iran. We investigated the correlates of consistent condom use (CCU) among FSWs, using data from a national biobehavioral surveillance survey in 2010. A total of 872 FSWs were recruited using a facility-based sampling strategy from 21 sites in 13 cities in Iran. Data were collected through face-to-face interviews using a standardized questionnaire. Overall, 33.6% and 17.3% of FSWs reported CCU with paying and nonpaying sex partners, respectively. Consistent condom use with paying partners was significantly associated with temporary marriage, accessing family planning services and history of working in brothels. Conversely, temporary marriage or married status, condom rupture/slippage, and HIV seropositivity remained independently significantly associated with CCU with nonpaying sex partners. Our findings indicated the urgent need for scaling up condom promotion interventions catered toward FSWs and their sex partners to practice safe sex consistently.

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.

Caregivers’ Willingness to Pay for Technologies to Support Caregiving

PubMed Central

Schulz, Richard; Beach, Scott R.; Matthews, Judith T.; Courtney, Karen; De Vito Dabbs, Annette; Mecca, Laurel Person

2016-01-01

Purpose of the Study: We report the results of a study designed to assess whether and how much informal caregivers are willing to pay for technologies designed to help monitor and support care recipients (CRs) in performing kitchen and personal care tasks. Design and Methods: We carried out a web survey of a national sample of adult caregivers (age 18–64) caring for an older adult (N = 512). Respondents completed a 25min online survey that included questions about their caregiving situation, current use of everyday technology, use of specific caregiving technologies, general attitudes toward technology, and questions about technologies designed to help them monitor and provide assistance for CRs’ kitchen and self-care activities. Results: About 20% of caregivers were not willing to pay anything for kitchen and self-care technologies. Among those willing to pay something, the mean amount was approximately $50 per month for monitoring technologies and $70 per month for technologies that both monitored and provided some assistance. Younger caregivers, those caring for a person with Alzheimer’s disease, and caregivers with more positive attitudes toward and experience with technology were willing to pay more. Most caregivers feel that the government or private insurance should help pay for these technologies. Implications: Caregivers are receptive and willing to pay for technologies that help them care for their CR, although the amount they are willing to pay is capped at around $70 per month. The combination of private pay and government subsidy may facilitate development and dissemination of caregiver technologies. PMID:26035899

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...

Principals' Group Seeks Influence on Incentive Pay

ERIC Educational Resources Information Center

Samuels, Christina A.

2008-01-01

School districts that want to start pay-for-performance programs for school leaders should look beyond high-stakes student tests as the primary measure for awarding bonuses, a position paper released last week by the National Association of Secondary School Principals says. Gerald N. Tirozzi, the executive director of the Reston, Virginia-based…

Pay for Performance.

ERIC Educational Resources Information Center

LaFee, Scott

1999-01-01

Top school administrators and school boards across the country are increasingly employing a private-sector incentive: bonus pay for improved (school) performance. Connecticut, Texas, and North Carolina have merit-pay clauses in superintendents' contracts. This article discusses pay-for-performance criteria, increased job expectations, and ethical…

Caregivers' Willingness to Pay for Technologies to Support Caregiving.

PubMed

Schulz, Richard; Beach, Scott R; Matthews, Judith T; Courtney, Karen; De Vito Dabbs, Annette; Mecca, Laurel Person

2016-10-01

We report the results of a study designed to assess whether and how much informal caregivers are willing to pay for technologies designed to help monitor and support care recipients (CRs) in performing kitchen and personal care tasks. We carried out a web survey of a national sample of adult caregivers (age 18-64) caring for an older adult (N = 512). Respondents completed a 25min online survey that included questions about their caregiving situation, current use of everyday technology, use of specific caregiving technologies, general attitudes toward technology, and questions about technologies designed to help them monitor and provide assistance for CRs' kitchen and self-care activities. About 20% of caregivers were not willing to pay anything for kitchen and self-care technologies. Among those willing to pay something, the mean amount was approximately $50 per month for monitoring technologies and $70 per month for technologies that both monitored and provided some assistance. Younger caregivers, those caring for a person with Alzheimer's disease, and caregivers with more positive attitudes toward and experience with technology were willing to pay more. Most caregivers feel that the government or private insurance should help pay for these technologies. Caregivers are receptive and willing to pay for technologies that help them care for their CR, although the amount they are willing to pay is capped at around $70 per month. The combination of private pay and government subsidy may facilitate development and dissemination of caregiver technologies. © The Author 2015. Published by Oxford University Press on behalf of The Gerontological Society of America. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

Equal Employment Opportunity Commission v. University of Detroit, 13 December 1988.

PubMed

1988-01-01

The plaintiffs were the Equal Employment Opportunity Commission and a former faculty member, who was discharged after refusing to pay union fees because the union supported a pro-choice view on abortion, which conflicted with the faculty member's religious beliefs. They alleged discrimination on the basis of religion in violation of Title VII of the US Civil Rights Act of 1964. The Court held that there was no Title VII violation since the Union had made a reasonable accommodation by offering to refund that portion of the fees representing the union's activities with respect to abortion. It concluded that the union did not have to accept the faculty member's proposed accommodation of letting him contribute his fees to a charity rather than pay them to the union. full text

5 CFR 550.1409 - Inapplicability of premium pay and aggregate pay caps.

Code of Federal Regulations, 2011 CFR

2011-01-01

... SERVICE REGULATIONS PAY ADMINISTRATION (GENERAL) Compensatory Time Off for Travel § 550.1409 Inapplicability of premium pay and aggregate pay caps. Accrued compensatory time off under this subpart is not...

5 CFR 550.1409 - Inapplicability of premium pay and aggregate pay caps.

Code of Federal Regulations, 2010 CFR

2010-01-01

... SERVICE REGULATIONS PAY ADMINISTRATION (GENERAL) Compensatory Time Off for Travel § 550.1409 Inapplicability of premium pay and aggregate pay caps. Accrued compensatory time off under this subpart is not...

5 CFR 550.1409 - Inapplicability of premium pay and aggregate pay caps.

Code of Federal Regulations, 2014 CFR

2014-01-01

... SERVICE REGULATIONS PAY ADMINISTRATION (GENERAL) Compensatory Time Off for Travel § 550.1409 Inapplicability of premium pay and aggregate pay caps. Accrued compensatory time off under this subpart is not...

5 CFR 550.1409 - Inapplicability of premium pay and aggregate pay caps.

Code of Federal Regulations, 2013 CFR

2013-01-01

... SERVICE REGULATIONS PAY ADMINISTRATION (GENERAL) Compensatory Time Off for Travel § 550.1409 Inapplicability of premium pay and aggregate pay caps. Accrued compensatory time off under this subpart is not...

5 CFR 550.1409 - Inapplicability of premium pay and aggregate pay caps.

Code of Federal Regulations, 2012 CFR

2012-01-01

... SERVICE REGULATIONS PAY ADMINISTRATION (GENERAL) Compensatory Time Off for Travel § 550.1409 Inapplicability of premium pay and aggregate pay caps. Accrued compensatory time off under this subpart is not...

Equality Hypocrisy, Inconsistency, and Prejudice: The Unequal Application of the Universal Human Right to Equality.

PubMed

Abrams, Dominic; Houston, Diane M; Van de Vyver, Julie; Vasiljevic, Milica

2015-02-01

In Western culture, there appears to be widespread endorsement of Article 1 of the Universal Declaration of Human Rights (which stresses equality and freedom). But do people really apply their equality values equally, or are their principles and application systematically discrepant, resulting in equality hypocrisy? The present study, conducted with a representative national sample of adults in the United Kingdom ( N = 2,895), provides the first societal test of whether people apply their value of "equality for all" similarly across multiple types of status minority (women, disabled people, people aged over 70, Blacks, Muslims, and gay people). Drawing on theories of intergroup relations and stereotyping we examined, relation to each of these groups, respondents' judgments of how important it is to satisfy their particular wishes, whether there should be greater or reduced equality of employment opportunities, and feelings of social distance. The data revealed a clear gap between general equality values and responses to these specific measures. Respondents prioritized equality more for "paternalized" groups (targets of benevolent prejudice: women, disabled, over 70) than others (Black people, Muslims, and homosexual people), demonstrating significant inconsistency. Respondents who valued equality more, or who expressed higher internal or external motivation to control prejudice, showed greater consistency in applying equality. However, even respondents who valued equality highly showed significant divergence in their responses to paternalized versus nonpaternalized groups, revealing a degree of hypocrisy. Implications for strategies to promote equality and challenge prejudice are discussed.

Equality Hypocrisy, Inconsistency, and Prejudice: The Unequal Application of the Universal Human Right to Equality

PubMed Central

2015-01-01

In Western culture, there appears to be widespread endorsement of Article 1 of the Universal Declaration of Human Rights (which stresses equality and freedom). But do people really apply their equality values equally, or are their principles and application systematically discrepant, resulting in equality hypocrisy? The present study, conducted with a representative national sample of adults in the United Kingdom (N = 2,895), provides the first societal test of whether people apply their value of “equality for all” similarly across multiple types of status minority (women, disabled people, people aged over 70, Blacks, Muslims, and gay people). Drawing on theories of intergroup relations and stereotyping we examined, relation to each of these groups, respondents’ judgments of how important it is to satisfy their particular wishes, whether there should be greater or reduced equality of employment opportunities, and feelings of social distance. The data revealed a clear gap between general equality values and responses to these specific measures. Respondents prioritized equality more for “paternalized” groups (targets of benevolent prejudice: women, disabled, over 70) than others (Black people, Muslims, and homosexual people), demonstrating significant inconsistency. Respondents who valued equality more, or who expressed higher internal or external motivation to control prejudice, showed greater consistency in applying equality. However, even respondents who valued equality highly showed significant divergence in their responses to paternalized versus nonpaternalized groups, revealing a degree of hypocrisy. Implications for strategies to promote equality and challenge prejudice are discussed. PMID:25914516

Study Casts Cold Water on Bonus Pay

ERIC Educational Resources Information Center

Sawchuk, Stephen

2010-01-01

The most rigorous experimental study of performance-based teacher compensation ever conducted in the United States shows that a nationally watched bonus-pay system had no overall impact on student achievement--results that are certain to set off a firestorm of debate. The study, known as POINT for the Project on Incentives in Teaching, was a…

All Are Equal, but Some Are More Equal than Others: Managerialism and Gender Equality in Higher Education in Comparative Perspective

ERIC Educational Resources Information Center

Teelken, Christine; Deem, Rosemary

2013-01-01

The main purpose of this paper is to investigate what impact new regimes of management and governance, including new managerialism, have had on perceptions of gender equality at universities in three Western European countries. While in accordance with national laws and EU directives, contemporary current management approaches in universities…

5 CFR 9901.371 - Conversion into NSPS pay system.

Code of Federal Regulations, 2010 CFR

2010-01-01

... Section 9901.371 Administrative Personnel DEPARTMENT OF DEFENSE HUMAN RESOURCES MANAGEMENT AND LABOR RELATIONS SYSTEMS (DEPARTMENT OF DEFENSE-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF DEFENSE NATIONAL....231 for conversion rules related to determining an employee's career group, pay schedule, and band...

Team Pay for Performance: Experimental Evidence from Round Rock's Project on Incentives in Teaching

ERIC Educational Resources Information Center

McCaffrey, Daniel F.; Pane, John F.; Springer, Matthew G.; Burns, Susan F.; Haas, Ann

2011-01-01

This paper presents the results of a rigorous experiment examining the impact of pay for performance on student achievement and instructional practice. This study, conducted by the National Center on Performance Incentives, examines a pay-for-performance program in Round Rock (Texas) which distributed performance awards to teachers based on a…

Unequal Gain of Equal Resources across Racial Groups.

PubMed

Assari, Shervin

2017-08-05

The health effects of economic resources (eg, education, employment, and living place) and psychological assets (eg, self-efficacy, perceived control over life, anger control, and emotions) are well-known. This article summarizes the results of a growing body of evidence documenting Blacks' diminished return, defined as a systematically smaller health gain from economic resources and psychological assets for Blacks in comparison to Whites. Due to structural barriers that Blacks face in their daily lives, the very same resources and assets generate smaller health gain for Blacks compared to Whites. Even in the presence of equal access to resources and assets, such unequal health gain constantly generates a racial health gap between Blacks and Whites in the United States. In this paper, a number of public policies are recommended based on these findings. First and foremost, public policies should not merely focus on equalizing access to resources and assets, but also reduce the societal and structural barriers that hinder Blacks. Policy solutions should aim to reduce various manifestations of structural racism including but not limited to differential pay, residential segregation, lower quality of education, and crime in Black and urban communities. As income was not found to follow the same pattern demonstrated for other resources and assets (ie, income generated similar decline in risk of mortality for Whites and Blacks), policies that enforce equal income and increase minimum wage for marginalized populations are essential. Improving quality of education of youth and employability of young adults will enable Blacks to compete for high paying jobs. Policies that reduce racism and discrimination in the labor market are also needed. Without such policies, it will be very difficult, if not impossible, to eliminate the sustained racial health gap in the United States. © 2018 The Author(s); Published by Kerman University of Medical Sciences. This is an open

Are the affluent prepared to pay for the planet? Explaining willingness to pay for public and quasi-private environmental goods in Switzerland

PubMed Central

Liebe, Ulf

2010-01-01

A large number of ‘environmental justice’ studies show that wealthier people are less affected by environmental burdens and also consume more resources than poorer people. Given this double inequity, we ask, to what extent are affluent people prepared to pay to protect the environment? The analyses are couched within the compensation/affluence hypothesis, which states that wealthier persons are able to spend more for environmental protection than their poorer counterparts. Further, we take into account various competing economic, psychological and sociological determinants of individuals’ willingness to pay (WTP) for both public environmental goods (e.g., general environmental protection) and quasi-private environmental goods (e.g., CO2-neutral cars). Such a comprehensive approach contrasts with most other studies in this field that focus on a limited number of determinants and goods. Multivariate analyses are based on a general population survey in Switzerland (N = 3,369). Although income has a positive and significant effect on WTP supporting the compensation hypothesis, determinants such as generalized interpersonal trust that is assumed to be positively associated with civic engagement and environmental concern prove to be equally important. Moreover, we demonstrate for the first time that time preferences can considerably influence survey-based WTP for environmental goods; since investments in the environment typically pay off in the distant future, persons with a high subjective discount rate are less likely to commit. PMID:20835384

Equity or equality? Moral judgments follow the money.

PubMed

DeScioli, Peter; Massenkoff, Maxim; Shaw, Alex; Petersen, Michael Bang; Kurzban, Robert

2014-12-22

Previous research emphasizes people's dispositions as a source of differences in moral views. We investigate another source of moral disagreement, self-interest. In three experiments, participants played a simple economic game in which one player divides money with a partner according to the principle of equality (same payoffs) or the principle of equity (pay-offs proportional to effort expended). We find, first, that people's moral judgment of an allocation rule depends on their role in the game. People not only prefer the rule that most benefits them but also judge it to be more fair and moral. Second, we find that participants' views about equality and equity change in a matter of minutes as they learn where their interests lie. Finally, we find limits to self-interest: when the justification for equity is removed, participants no longer show strategic advocacy of the unequal division. We discuss implications for understanding moral debate and disagreement. © 2014 The Author(s) Published by the Royal Society. All rights reserved.

Public Willingness to Pay to Improve Services for Individuals With Serious Mental Illness.

PubMed

Stone, Elizabeth M; McGinty, Emma E

2018-05-08

This study measured Americans' willingness to pay an additional $50 in taxes to improve health care and social services for individuals with serious mental illness. A nationally representative online survey was conducted with 1,010 respondents. Analysis examined how respondents' demographic characteristics and attitudes toward individuals with serious mental illness correlated with their willingness to pay additional taxes to improve health care and social services for this vulnerable population. A majority of respondents expressed willingness to pay $50 in additional taxes to improve health care services (60%) and social services (58%) for individuals with serious mental illness. Those with more negative attitudes toward individuals with serious mental illness were less willing to pay additional taxes to improve either service type. Many Americans are willing to pay additional taxes to improve health care and social services for individuals with serious mental illness.

Some Equalities Are More Equal Than Others: Quality Equality Emerges Later Than Numerical Equality.

PubMed

Sheskin, Mark; Nadal, Amber; Croom, Adam; Mayer, Tanya; Nissel, Jenny; Bloom, Paul

2016-09-01

By age 6, children typically share an equal number of resources between themselves and others. However, fairness involves not merely that each person receive an equal number of resources ("numerical equality") but also that each person receive equal quality resources ("quality equality"). In Study 1, children (N = 87, 3-10 years) typically split four resources "two each" by age 6, but typically monopolized the better two resources until age 10. In Study 2, a new group of 6- to 8-year-olds (N = 32) allocated resources to third parties according to quality equality, indicating that children in this age group understand that fairness requires both types of equality. © 2016 The Authors. Child Development © 2016 Society for Research in Child Development, Inc.

Behind the Pay Gap

ERIC Educational Resources Information Center

Dey, Judy Goldberg; Hill, Catherine

2007-01-01

Women have made remarkable gains in education during the past three decades, yet these achievements have resulted in only modest improvements in pay equity. The gender pay gap has become a fixture of the U.S. workplace and is so ubiquitous that many simply view it as normal. "Behind the Pay Gap" examines the gender pay gap for college graduates.…

The Politics of Teacher Pay Reforms. Research Brief

ERIC Educational Resources Information Center

National Center on Performance Incentives, 2008

2008-01-01

In "The Politics of Teacher Pay Reforms"--a paper presented at the National Center on Performance Incentives research to policy conference in February--Dan Goldhaber, a research professor at the Center for Reinventing Public Education at the University of Washington and an affiliated scholar with the Urban Institute's Education Policy…

Moral equality and success of common-pool water governance in Namibia.

PubMed

Schnegg, Michael; Bollig, Michael; Linke, Theresa

2016-09-01

In the course of decentralization, pastoral communities in Namibia have had to find new ways to share their most salient resource, water, and the costs involved in providing it. Using data from sixty communities, we examine (1) whether and to what extent different sharing rules emerge, (2) how variations can be explained, (3) how rules are perceived and influence success, and (4) what economic consequences they have. Our results reveal that either all members pay the same (numerical equality) or payment is according to usage (proportional equality). We find that although proportional equality provides more success, the rule can only pertain where the state maintains an active role. Simulations show that where it does not prevail, wealth inequality is likely to grow. These findings have political implications and suggest that, in the context of the widespread decentralization policies, the state should not withdraw if it aims to ensure the success of common-pool resource management and to fight poverty.

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

ERIC Educational Resources Information Center

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

2014-01-01

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

Equal Access Initiative HIV/AIDS Information Resources from NLM

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

Templin-Branner W. and N. Dancy

The Equal Access Initiative: HIV/AIDS Information Resources from the National Library of Medicine training is designed specifically for the National Minority AIDS Council 2010 Equal Access Initiative (EAI) Computer Grants Program awardees to provide valuable health information resources from the National Library of Medicine and other reliable sources to increase awareness of the wealth of treatment information and educational materials that are available on the Internet and to improve prevention and treatment education for their clients. These resources will also meet the needs of community-based

76 FR 47216 - Expediting Research Tools to NIH Licensees Through the Use of Pay.gov for Rapid Processing of...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-08-04

... NIH Licensees Through the Use of Pay.gov for Rapid Processing of Royalty Payments AGENCY: National... receipt of research tools through the use of Pay.gov for rapid processing of their royalty payments... royalty payment site within Pay.gov expedites processing times for shipment of their research tools...

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.

The effect of nursing professional pay structures and pay levels on hospitals' heart attack outcomes.

PubMed

Brown, Mark P

2006-01-01

The effect of nursing professionals (i.e., nurse aid/orderly, licensed practical nurse, registered nurse) pay structures and pay levels on hospitals risk-adjusted heart attack outcomes was determined. Operationalizing hospitals' heart attack outcomes as their thirty-day risk-adjusted mortality rates, a positive curvilinear relation is hypothesized between pay dispersion and hospitals' heart attack outcomes, whereas a direct relation is hypothesized between pay level and hospitals' heart attack outcomes. Pay level is also hypothesized as a moderator of the relation between pay dispersion and hospitals' heart attack outcomes. Using a sample of 138 California hospitals, support is not found for either the curvilinear relation between hospitals' nursing professionals pay dispersion and hospitals' heart attack outcomes, or the direct relation between nursing professionals' pay level and hospitals' heart attack outcomes. Support is found for the moderation hypothesis in which nursing professionals' pay level moderates the relation between hospitals' nursing professionals pay dispersion and hospitals' heart attack outcomes. Implications for practice are discussed in light of the study's results.

Paying for Better Teaching: Merit Pay and Its Alternatives. OAP Monograph Series.

ERIC Educational Resources Information Center

Bacharach, Samuel B.; And Others

President Reagan's promotion of merit pay as the main vehicle of educational change has prompted a sharp debate. This monograph presents arguments for and against merit pay and assesses its relative worth as a means of improving American education. First, merit pay is defined as a compensation system linking individual teachers' salaries to…

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

Marine Corps Pay Incentives

DTIC Science & Technology

Marines from 2000 to 2017. The thesis includes a literature review on economic theory related to pay incentives in the Department of Defense, a...The purpose of this thesis to provide the Marine Corps with a comprehensive report on pay incentive programs and special pay that were available to...summarization of pay incentive categories, a data analysis on take-up rates and average annual amounts at the end of each fiscal year, and a program review

Geographically differentiated pay in the labour market for nurses.

PubMed

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

2007-01-01

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

Exploring the Possibility and Potential for Pay for Performance in America's Public Schools

ERIC Educational Resources Information Center

Ellerson, Noelle M.

2009-01-01

In response to a growing dialogue at the local, state and national levels around the idea of restructuring teacher pay to include performance measures, the American Association of School Administrators surveyed a randomly selected sample of its members to gauge their feedback and interest in pay-for-performance programs. AASA launched this survey…

Our Nationwide Poll: Most Teachers Endorse the Merit Pay Concept.

ERIC Educational Resources Information Center

Rist, Marilee C.

1983-01-01

A national survey of teachers shows that nearly two-thirds of United States teachers endorse merit pay concept. The survey centered on three areas: pegging salary increases to classroom effectiveness, who should evaluate salary increases, and how to determine raises. (MD)

41 CFR 60-50.2 - Equal employment policy.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 50-GUIDELINES ON DISCRIMINATION BECAUSE OF RELIGION OR NATIONAL ORIGIN § 60-50.2 Equal employment... applicants for employment because of religion or national origin, and must take affirmative action to insure... religion or national origin. Such action includes, but is not limited to the following: Employment...

41 CFR 60-50.2 - Equal employment policy.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 50-GUIDELINES ON DISCRIMINATION BECAUSE OF RELIGION OR NATIONAL ORIGIN § 60-50.2 Equal employment... applicants for employment because of religion or national origin, and must take affirmative action to insure... religion or national origin. Such action includes, but is not limited to the following: Employment...

41 CFR 60-50.2 - Equal employment policy.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 50-GUIDELINES ON DISCRIMINATION BECAUSE OF RELIGION OR NATIONAL ORIGIN § 60-50.2 Equal employment... applicants for employment because of religion or national origin, and must take affirmative action to insure... religion or national origin. Such action includes, but is not limited to the following: Employment...

41 CFR 60-50.2 - Equal employment policy.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 50-GUIDELINES ON DISCRIMINATION BECAUSE OF RELIGION OR NATIONAL ORIGIN § 60-50.2 Equal employment... applicants for employment because of religion or national origin, and must take affirmative action to insure... religion or national origin. Such action includes, but is not limited to the following: Employment...

41 CFR 60-50.2 - Equal employment policy.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 50-GUIDELINES ON DISCRIMINATION BECAUSE OF RELIGION OR NATIONAL ORIGIN § 60-50.2 Equal employment... applicants for employment because of religion or national origin, and must take affirmative action to insure... religion or national origin. Such action includes, but is not limited to the following: Employment...

5 CFR 532.503 - Overtime pay.

Code of Federal Regulations, 2011 CFR

2011-01-01

... shall be entitled to overtime pay computed on the average rate of basic pay for all regularly scheduled... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Overtime pay. 532.503 Section 532.503... Pay and Differentials § 532.503 Overtime pay. (a)(1) Employees who are exempt from the overtime pay...

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...

20 CFR 404.1242 - Back pay.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Back pay. 404.1242 Section 404.1242 Employees... Prior to 1987 § 404.1242 Back pay. (a) Back pay defined. Back pay is pay received in one period of time... an employer. It includes pay made under Federal or State laws intended to create an employment...

3 CFR - Pay Freeze

Code of Federal Regulations, 2010 CFR

2010-01-01

... 3 The President 1 2010-01-01 2010-01-01 false Pay Freeze Presidential Documents Other Presidential Documents Memorandum of January 21, 2009 Pay Freeze Memorandum for the Assistant to the President and Chief... the White House staff forgo pay increases until further notice. Accordingly, as a signal of our shared...

Willingness to participate and Pay for a proposed national health insurance in St. Vincent and the grenadines: a cross-sectional contingent valuation approach.

PubMed

Adams, Rosmond; Chou, Yiing-Jenq; Pu, Christy

2015-04-09

Numerous Caribbean countries are considering implementing National Health Insurance (NHI) and pooling resources to finance their health sectors. Based on this increased interest in health insurance, we investigated the willingness to participate and to pay for NHI in St. Vincent and the Grenadines, an upper-middle-income Caribbean country. Four hundred heads of household in St. Vincent and the Grenadines were interviewed in August 2012 and September 2012. The samples were selected through simple random sampling, including the stratification of rural, semiurban, and urban communities to ensure the representativeness of the sample. A contingent valuation method with a pretested interviewer-led questionnaire was used. Respondents were presented with a hypothetical NHI plan. Chi-squared analysis was performed to identify factors that are associated with the willingness to participate. Multiple logistic regression was used to explore the factors that influence respondents' willingness to pay. In total, 69.5% (n = 278) of the respondents indicated that they were willing to participate in the proposed NHI plan, of whom 72.3% were willing to pay for the first bid (EC$50). When the bid was reduced to EC$25, all of the remaining respondents who indicated they were willing to participate were willing to pay this lowered bid. Overall, the respondents were willing to pay EC$77.83 (US$28.83) per month for each person to enroll in the NHI plan. Age, income, and having some form of health insurance were significantly associated with a willingness to participate in the plan. A higher socioeconomic status was the principal determinant factor for the willingness to participate. This is similar to studies on developing economies. The government can use these findings to guide the successful implementation of the proposed NHI program. People with a lower socioeconomic status must be engaged from the start of and throughout the development process to enhance their understanding of

Pay Premiums for Economic Sector and Race: A Decomposition.

ERIC Educational Resources Information Center

Daymont, Thomas N.

Using data from the older men's file of the National Longitudinal Surveys, two issues related to the labor market implications of dual economy theory were examined: variations in rates of pay among economic sectors (competitive, monopoly, and public) and variation in relative opportunities for blacks across sectors. The primary analytical problem…

5 CFR 359.705 - Pay.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Pay. 359.705 Section 359.705... EXECUTIVE SERVICE; GUARANTEED PLACEMENT IN OTHER PERSONNEL SYSTEMS Guaranteed Placement § 359.705 Pay. (a...) is entitled to receive basic pay at the highest of— (1) The rate of basic pay in effect for the...

Value-Added Merit Pay.

ERIC Educational Resources Information Center

Twomey, Daniel F.

The purpose of merit pay is to reward employees for their accomplishments and motivate them to continue improving. Critics of merit pay say the increased extrinsic motivation that it prompts is more than offset by the decrease in intrinsic motivation. Supporters of performance-based pay claim several benefits of the practice. This study addressed…

Redressing the limitations of the Affordable Care Act for Mexican immigrants through bi-national health insurance: a willingness to pay study in Los Angeles.

PubMed

González Block, Miguel Angel; Vargas Bustamante, Arturo; de la Sierra, Luz Angélica; Martínez Cardoso, Aresha

2014-04-01

The 12.4 million Mexican migrants in the United States (US) face considerable barriers to access health care, with 45% of them being uninsured. The Affordable Care Act (ACA) does not address lack of insurance for some immigrants, and the excluded groups are a large proportion of the Mexican-American community. To redress this, innovative forms of health insurance coverage have to be explored. This study analyses factors associated with willingness to pay for cross-border, bi-national health insurance (BHI) among Mexican immigrants in the US. Surveys were administered to 1,335 Mexican migrants in the Mexican Consulate of Los Angeles to assess their health status, healthcare utilization, and willingness to purchase BHI. Logistic regression was used to identify predictors of willingness to pay for BHI. Having a job, not having health insurance in the US, and relatives in Mexico attending public health services were significant predictors of willingness to pay for BHI. In addition, individuals identified quality as the most important factor when considering BHI. In spite of the interest for BHI among 54% of the sampled population, our study concludes that this type of coverage is unlikely to solve access to care challenges due to ACA eligibility among different Mexican immigrant populations.

5 CFR 534.502 - Pay range.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Pay range. 534.502 Section 534.502 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Senior-Level and Scientific and Professional Positions § 534.502 Pay range. A pay rate fixed under this...

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...

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 532.503 - Overtime pay.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Overtime pay. 532.503 Section 532.503... Pay and Differentials § 532.503 Overtime pay. (a)(1) Employees who are exempt from the overtime pay provisions of the Fair Labor Standards Act of 1938, as amended, shall be paid overtime pay in accordance with...

An Examination of Pay Facets and Referent Groups for Assessing Pay Satisfaction of Male Elementary School Principals

ERIC Educational Resources Information Center

Young, I. Phillip; Young, Karen Holsey; Okhremtchouk, Irina; Castaneda, Jose Moreno

2009-01-01

Pay satisfaction was assessed according to different facets (pay level, benefits, pay structure, and pay raises) and potential referent groups (teachers and elementary school principals) for a random sample of male elementary school principals. A structural model approach was used that considers facets of the pay process, potential others as…

38 CFR 8.4 - Deduction of insurance premiums from compensation, retirement pay, or pension.

Code of Federal Regulations, 2010 CFR

2010-07-01

...' Relief DEPARTMENT OF VETERANS AFFAIRS NATIONAL SERVICE LIFE INSURANCE Premiums § 8.4 Deduction of insurance premiums from compensation, retirement pay, or pension. The insured under a National Service life insurance policy which is not lapsed may authorize the monthly deduction of premiums from disability...

38 CFR 8.4 - Deduction of insurance premiums from compensation, retirement pay, or pension.

Code of Federal Regulations, 2011 CFR

2011-07-01

...' Relief DEPARTMENT OF VETERANS AFFAIRS NATIONAL SERVICE LIFE INSURANCE Premiums § 8.4 Deduction of insurance premiums from compensation, retirement pay, or pension. The insured under a National Service life insurance policy which is not lapsed may authorize the monthly deduction of premiums from disability...

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.

The Happiest Kids on Earth. Gender Equality and Adolescent Life Satisfaction in Europe and North America.

PubMed

Looze, M E de; Huijts, T; Stevens, G W J M; Torsheim, T; Vollebergh, W A M

2018-05-01

Cross-national differences in adolescent life satisfaction in Europe and North America are consistent, but remain poorly understood. While previous studies have predominantly focused on the explanatory role of economic factors, such as national wealth and income equality, they revealed weak associations, at most. This study examines whether societal gender equality can explain the observed cross-national variability in adolescent life satisfaction. Based on the assumption that gender equality fosters a supportive social context, for example within families through a more equal involvement of fathers and mothers in child care tasks, adolescent life satisfaction was expected to be higher in more gender-equal countries. To test this hypothesis, national-level data of gender equality (i.e., women's share in political participation, decision making power, economic participation and command over resources) were linked to data from 175,470 adolescents aged 11-16 years old (M age  = 13.6, SD = 1.64, 52% girls) from 34 European and North American countries involved in the 2009/10 Health Behaviour in School-aged Children (HBSC) study. Results of linear multilevel regression analyses indicate that adolescents in countries with relatively high levels of gender equality report higher life satisfaction than their peers in countries with lower levels of gender equality. The association between gender equality and adolescent life satisfaction remained significant after controlling for national wealth and income equality. It was equally strong for boys and girls. Moreover, the association between gender equality and life satisfaction was explained by social support in the family, peer and school context. This analysis suggests that gender equality fosters social support among members of a society, which in turn contributes to adolescent life satisfaction. Thus, promoting gender equality is likely to benefit all members of a society; not just by giving equal rights to women

Review of Related Literature and Research: History of Merit Pay, Differentiated Staffing, and Incentive Pay Programs.

ERIC Educational Resources Information Center

Guernsey, Marsha A.

This paper reviews selected literature pertaining to merit pay, differentiated staffing, and incentive pay programs. The first section reviews the history of these alternatives to the single salary schedule, beginning with an account of two experimental merit pay plans in the early 20th century. During the 1920s, merit pay plans gave way to the…

Reforming Teacher Pay

ERIC Educational Resources Information Center

Burns, Susan Freeman; Gardner, Catherine D.

2010-01-01

A recent Google search for information regarding performance pay in education produced 6.1 million results. This number should come as no surprise given the current level of interest in incentives as a popular reform option in public education. Supporters believe pay-for-performance programs encourage less effective teachers to improve and will…

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

Image contrast enhancement using adjacent-blocks-based modification for local histogram equalization

NASA Astrophysics Data System (ADS)

Wang, Yang; Pan, Zhibin

2017-11-01

Infrared images usually have some non-ideal characteristics such as weak target-to-background contrast and strong noise. Because of these characteristics, it is necessary to apply the contrast enhancement algorithm to improve the visual quality of infrared images. Histogram equalization (HE) algorithm is a widely used contrast enhancement algorithm due to its effectiveness and simple implementation. But a drawback of HE algorithm is that the local contrast of an image cannot be equally enhanced. Local histogram equalization algorithms are proved to be the effective techniques for local image contrast enhancement. However, over-enhancement of noise and artifacts can be easily found in the local histogram equalization enhanced images. In this paper, a new contrast enhancement technique based on local histogram equalization algorithm is proposed to overcome the drawbacks mentioned above. The input images are segmented into three kinds of overlapped sub-blocks using the gradients of them. To overcome the over-enhancement effect, the histograms of these sub-blocks are then modified by adjacent sub-blocks. We pay more attention to improve the contrast of detail information while the brightness of the flat region in these sub-blocks is well preserved. It will be shown that the proposed algorithm outperforms other related algorithms by enhancing the local contrast without introducing over-enhancement effects and additional noise.

5 CFR 534.604 - Pay administration.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Pay administration. 534.604 Section 534.604 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Administrative Appeals Judge Positions § 534.604 Pay administration. (a) The head of each...

A simpler way to pay.

PubMed

Zehnder, E

2001-04-01

There have been many changes in professional services since Egon Zehnder founded his executive search firm nearly four decades ago--not the least of which has been a shift in the way professionals pay themselves. When he started, compensation everywhere was strongly tied to seniority. Today, partners at most professional services firms are paid according to the size of their client billings and their ability to bring in new clients. But Egon Zehnder International, which now has 57 offices worldwide, has stuck with the old-fashioned way to pay. In addition to giving partners base salaries and equal shares in a percentage of the profit, the firm apportions another fraction of the profit based only on length of tenure as partner. Yet the firm attracts outstanding consultants, and its turnover rate is low. The reasons, the author says, are simple: the firm's approach to compensation forces it to hire team players--consultants who get more pleasure from the group's success than from their own advancement. And the seniority-based system requires the firm to find people who want to stay for the long haul. Call the system a relic, says Zehnder, but don't call it nonsense. It works. In this article, the author describes the extremely intensive interview process used to hire the right kind of people. By the time the interviews are over, he says, potential hires know that people in the firm's Boston office think and act the same way as people in its Brazil offices--and that they themselves must think and act that way if they are to succeed at the firm.

Bargaining for Equality. A Guide to Legal and Collective Bargaining Solutions for Workplace Problems that Particularly Affect Women.

ERIC Educational Resources Information Center

Popkin, Mary; Ross, Diane

This is a guide to legal and collective bargaining solutions for workplace problems that particularly affect women. The first section of the guide presents a survey of legal remedies for discrimination including information on: (1) Title VII; (2) Equal Pay Act; (3) Executive Order 11246; (4) Age Discrimination in Employment Act; and (5) State Fair…

5 CFR 534.503 - Pay setting.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Pay setting. 534.503 Section 534.503 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Senior-Level and Scientific and Professional Positions § 534.503 Pay setting. (a) Each agency with...

STEM Equality and Diversity Toolkit

ERIC Educational Resources Information Center

Collins, Jill

2011-01-01

In 2008, the Centre for Science Education at Sheffield Hallam University teamed up with VT Enterprise (now Babcock International) in their submission of a successful bid to deliver the national STEM (Science, Technology, Engineering and Maths) Subject Choice and Careers Project. An integral part of the bid was the promotion of equality and…

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...

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

ERIC Educational Resources Information Center

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

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

Paying for what was free: lessons from the New York Times paywall.

PubMed

Cook, Jonathan E; Attari, Shahzeen Z

2012-12-01

In a national online longitudinal survey, participants reported their attitudes and behaviors in response to the recently implemented metered paywall by the New York Times. Previously free online content now requires a digital subscription to access beyond a small free monthly allotment. Participants were surveyed shortly after the paywall was announced and again 11 weeks after it was implemented to understand how they would react and adapt to this change. Most readers planned not to pay and ultimately did not. Instead, they devalued the newspaper, visited its Web site less frequently, and used loopholes, particularly those who thought the paywall would lead to inequality. Results of an experimental justification manipulation revealed that framing the paywall in terms of financial necessity moderately increased support and willingness to pay. Framing the paywall in terms of a profit motive proved to be a noncompelling justification, sharply decreasing both support and willingness to pay. Results suggest that people react negatively to paying for previously free content, but change can be facilitated with compelling justifications that emphasize fairness.

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...

Pay Equal, But Not Opportunities

ERIC Educational Resources Information Center

Chapman, Liz

1978-01-01

Women librarians in Great Britain are struggling to eliminate the historical bias against married women continuing to work. Also, while the number of women working in libraries has increased, the number in top positions has decreased. (JAB)

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...

20 CFR 218.27 - Vacation pay.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Vacation pay. 218.27 Section 218.27 Employees... Beginning Date § 218.27 Vacation pay. (a) From railroad employer. Vacation pay may be credited to the... vacation pay is credited to the vacation period, the annuity can begin no earlier than the day after the...

5 CFR 536.301 - Mandatory pay retention.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Mandatory pay retention. 536.301 Section... PAY RETENTION Pay Retention § 536.301 Mandatory pay retention. (a) Subject to the requirements in § 536.102 and this section, an agency must provide pay retention to an employee who moves between...

Explaining the Gender Wage Gap: Pay Expectations for Self, Others, and Perceptions of "Fair Pay."

ERIC Educational Resources Information Center

Gardner, Philip D.; Jackson, Linda A.

This study was conducted to investigate the pay expectations of graduating seniors, and specifically, the relationship between gender and pay expectations for one's self and others. The main purpose of the study was to determine if women and men differed in their initial pay expectations. Surveys were received from 447 college seniors, including…

Monkeys reject unequal pay.

PubMed

Brosnan, Sarah F; De Waal, Frans B M

2003-09-18

During the evolution of cooperation it may have become critical for individuals to compare their own efforts and pay-offs with those of others. Negative reactions may occur when expectations are violated. One theory proposes that aversion to inequity can explain human cooperation within the bounds of the rational choice model, and may in fact be more inclusive than previous explanations. Although there exists substantial cultural variation in its particulars, this 'sense of fairness' is probably a human universal that has been shown to prevail in a wide variety of circumstances. However, we are not the only cooperative animals, hence inequity aversion may not be uniquely human. Many highly cooperative nonhuman species seem guided by a set of expectations about the outcome of cooperation and the division of resources. Here we demonstrate that a nonhuman primate, the brown capuchin monkey (Cebus apella), responds negatively to unequal reward distribution in exchanges with a human experimenter. Monkeys refused to participate if they witnessed a conspecific obtain a more attractive reward for equal effort, an effect amplified if the partner received such a reward without any effort at all. These reactions support an early evolutionary origin of inequity aversion.

Merit Pay: Good for Teachers?

ERIC Educational Resources Information Center

Drevitch, Gary

2006-01-01

When asked to share her thoughts about merit-pay for teachers, one second-grade teacher said that it is a touchy subject. Other teachers, however, have a different take on the increasingly talked-about alternative pay systems. Whatever their viewpoint, merit-pay is an issue to watch. More and more districts are considering it and it could mean new…

Paying our way : a new framework for transportation finance, final report, February 2009.

DOT National Transportation Integrated Search

2009-02-01

We are pleased to transmit to you the final report of the National Surface Transportation : Infrastructure Financing Commission entitled Paying Our Way: A : New Framework for Transportation Finance. Over the last two years the Commission : has ...

In Tanzania, the many costs of pay-for-performance leave open to debate whether the strategy is cost-effective.

PubMed

Borghi, Josephine; Little, Richard; Binyaruka, Peter; Patouillard, Edith; Kuwawenaruwa, August

2015-03-01

Pay-for-performance programs in health care are widespread in low- and middle-income countries. However, there are no studies of these programs' costs or cost-effectiveness. We conducted a cost-effectiveness analysis of a pay-for-performance pilot program in Tanzania and modeled costs of its national expansion. We reviewed project accounts and reports, interviewed key stakeholders, and derived outcomes from a controlled before-and-after study. In 2012 US dollars, the financial cost of the pay-for-performance pilot was $1.2 million, and the economic cost was $2.3 million. The incremental cost per additional facility-based birth ranged from $540 to $907 in the pilot and from $94 to $261 for a national program. In a low-income setting, the costs of managing the program and generating and verifying performance data were substantial. Pay-for-performance programs can stimulate the generation and use of health information by health workers and managers for strategic planning purposes, but the time involved could divert attention from service delivery. Pay-for-performance programs may become more cost-effective when integrated into routine systems over time. Project HOPE—The People-to-People Health Foundation, Inc.

29 CFR 778.303 - Retroactive pay increases.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Retroactive pay increases. 778.303 Section 778.303 Labor... Additional Pay for Past Period § 778.303 Retroactive pay increases. Where a retroactive pay increase is... regular rate of pay of the employees for the period of its retroactivity. Thus, if an employee is awarded...

Pay for performance in orthopaedic surgery.

PubMed

Pierce, Read G; Bozic, Kevin J; Bradford, David S

2007-04-01

In recent decades American medicine has undergone tremendous changes. Numerous reimbursement and systems approaches to controlling medical inflation and improving quality have failed to provide cost-effective, high-quality health care in most circumstances. Public and private payers are currently implementing pay for performance, a new reimbursement method linking physician pay to evidence of adherence to performance measures, to constrain costs, encourage efficiency, and maximize value for health care dollars. High-quality research regarding pay for performance and its impact is scarce, particularly in orthopaedic surgery. Although supporters argue pay for performance will remedy the fragmented, costly delivery of health services in the United States, skeptics raise concerns about disagreement over quality guidelines, financial implications for providers and hospitals, inadequate infrastructure, public reporting, system gaming, and physician support. Our survey of orthopaedic surgeons reveals limited understanding of pay for performance, marked skepticism of nonphysician stakeholders' intentions, and a strong desire for greater clinician involvement in shaping the pay for performance movement. As pay for performance will likely be a long-term change that will have an impact on every orthopaedic surgeon, clinician awareness and participation will be fundamental in creating successful pay for performance programs.

5 CFR 9901.353 - Setting pay upon reassignment.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Setting pay upon reassignment. 9901.353... SECURITY PERSONNEL SYSTEM (NSPS) Pay and Pay Administration Pay Administration § 9901.353 Setting pay upon... position or set of duties within his/her pay band or to a position in a comparable pay band, or from a non...

5 CFR 9901.305 - Rate of pay.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Rate of pay. 9901.305 Section 9901.305... (NSPS) Pay and Pay Administration General § 9901.305 Rate of pay. (a) The term “rate of pay” in 5 U.S.C... overtime and other premium pay rates (including compensatory time off); and (2) The rates comprising the...

33 CFR 52.71 - Authority to pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 33 Navigation and Navigable Waters 1 2010-07-01 2010-07-01 false Authority to pay. 52.71 Section... § 52.71 Authority to pay. (a) The Coast Guard is authorized to pay the claims of any person as the... authorized to pay any claim heretofore compensated by Congress through enactment of private law, or to pay...

[Women's willingness to pay for cancer screening].

PubMed

Kwak, Min-Son; Sung, Na-Young; Yang, Jeong Hee; Park, Eun-Cheol; Choi, KuiSon

2006-07-01

The goal of this study is to measure women's willingness to pay for cancer screening and to identify those factors associated with this willingness to pay A population-based telephone survey was performed on 1,562 women (aged 30 years or over) for 2 weeks (9-23th, July, 2004). Data about sociodemographic characteristics, health behaviors, the intention of the cancer screenings and willingness to pay for cancer screening were collected. 1,400 respondents were included in the analysis. The women's willingness to pay for cancer screening and the factors associated with this willingness to pay were evaluated. The results show that 76% of all respondents have a willingness to pay for cancer screening. Among those who are willing to pay, the average and median amount of money for which the respondents are willing to pay are 126,636 (s.d.: 58,414) and 120,000 won, respectively. As the status of education & the income are higher, the average amount that women are willing to pay becomes much more. The amount of money women are willing to pay is the highest during the 'contemplation' stage. Being willing to pay or not is associated with a change of behavior (transtheoretical model), the income, the concern about the cancer risk, the family cancer history, the marital status, the general health exam, age and the place of residence. Income is associated with a greater willingness to pay. Old age was associated with a lower willingness to pay. According to the two-part model, income and TTM are the most important variables associated with the willingness to pay for cancer screening. The cancer screening participation rate is low compared with the willingness to pay for cancer screening. It is thought that we have to consider the participants' behavior that's associated with cancer screening and their willingness to pay in order to organize and manage cancer screening program.

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.

78 FR 53231 - Women's Equality Day, 2013

Federal Register 2010, 2011, 2012, 2013, 2014

2013-08-28

.... Today, we honor the pioneers of women's equality by doing our part to realize that great American dream--the dream of a Nation where all things are possible for all people. NOW, THEREFORE, I, BARACK OBAMA...

Mapping Students' Spoken Conceptions of Equality

ERIC Educational Resources Information Center

Anakin, Megan

2013-01-01

This study expands contemporary theorising about students' conceptions of equality. A nationally representative sample of New Zealand students' were asked to provide a spoken numerical response and an explanation as they solved an arithmetic additive missing number problem. Students' responses were conceptualised as acts of communication and…

Self-Solicited Feedback: Effects of Hourly Pay and Individual Monetary Incentive Pay

ERIC Educational Resources Information Center

Slowiak, Julie M.; Dickinson, Alyce M.; Huitema, Bradley E.

2011-01-01

The frequency of feedback solicitation under hourly pay and individual monetary incentive pay conditions was examined. A between-subjects design was used with 30 college students in the two groups. Participants attended three experimental sessions and entered the cash value of simulated bank checks presented on a computer screen. Performance was…

Gender equality and women empowerment.

PubMed

Dargan, R

1996-01-01

This article lists 11 suggestions for empowering women that the government of India should take, if it has a sincere commitment to gender equality and women's empowerment grounded in social change and not just rhetoric: 1) education should be made compulsory for all female children and places held on a 50/50 basis in all technical institutions; 2) a uniform civil code should be adopted for all citizens regardless of cast, creed, and religion; 3) women should have an equal right to own property and receive inheritance; 4) the National Women's Commission should be enlarged, representative of diversity, and effective in making policy decisions related to welfare, education, recruitment, and promotion; 5) a State Women's Commission should be established with affiliates at the block, district, and division levels; 6) the National and State Women's Commission should be established as a Statutory Body with binding decisions mandating government action; 7) the National and State Women's Commissions should have transparent functions, be regulatory, and offer workshops and seminars for women; 8) state governments should not interfere in the functions of National and State Women's Commissions; 9) women should fill 50% of all Center and State government service posts and concessions should be made on minimum academic qualifications and completed years of service, until all positions are filled; 10) 50% of the seats of Parliament should be reserved for women in both the State Legislature, Council of Ministry Boards, Corporations, Committees, and Commissions; and 11) the Constitution should provide for women judges in courts of law.

The prevalence of, and factors associated with, paying for sex among men resident in Britain: findings from the third National Survey of Sexual Attitudes and Lifestyles (Natsal-3)

PubMed Central

Jones, Kyle G; Johnson, Anne M; Wellings, Kaye; Sonnenberg, Pam; Field, Nigel; Tanton, Clare; Erens, Bob; Clifton, Soazig; Datta, Jessica; Mitchell, Kirstin R; Prah, Phillip; Mercer, Catherine H

2015-01-01

Objectives Men who pay for sex (MPS) are considered a bridging population for sexually transmitted infections (STI). However, the extent, characteristics and role of MPS in transmission is poorly understood. We investigate these questions using data from Britain's third National Survey of Sexual Attitudes and Lifestyles (Natsal-3). Methods We performed complex survey analyses of data from 6293 men aged 16–74 years resident in Britain who completed Natsal-3, a probability sample survey undertaken during 2010–2012, using computer-assisted personal interviewing and computer-assisted self-interview. Results 11.0% (95% CI10.1% to 11.9%) of all men reported ever paying for sex. Among MPS, 18.4% (95% CI 18.2% to 18.7%) of their lifetime sexual partners were paid. 3.6% (95% CI 3.1% to 4.2%) of men had paid for sex in the past 5 years. Partners of MPS constitute 14.7% of all reported partners and MPS report 15.6% of all reported STI diagnoses in the past 5 years. Paying for sex in the past 5 years was strongly associated with reporting larger numbers of sexual partners (adjusted OR, AOR for 5+ partners, past 5 years, 31.50, 95% CI 18.69 to 53.09). After adjusting for partner numbers, paying for sex remained strongly associated with reporting new foreign partners outside the UK (AOR 7.96; 95% CI 4.97 to 12.73) and STI diagnosis/es (AOR 2.34; 95% CI 1.44 to 3.81), all in the past 5 years. Among men ever paying for sex, 62.6% (95% CI 58.3% to 66.8%) reported paying for sex outside the UK, most often in Europe and Asia. Conclusions MPS in Britain remain at greater risk of STI acquisition and onward transmission than men who do not. They report high numbers of partners, but the minority are paid partners. They are an important core group in STI transmission. PMID:25404706

"It's easier in pharmacy": why some patients prefer to pay for flu jabs rather than use the National Health Service.

PubMed

Anderson, Claire; Thornley, Tracey

2014-01-24

There is a need to increase flu vaccination rates in England particularly among those under 65 years of age and at risk because of other conditions and treatments. Patients in at risk groups are eligible for free vaccination on the National Health Service (NHS) in England, but despite this, some choose to pay privately. This paper explores how prevalent this is and why people choose to do it. There is moderate to good evidence from several countries that community pharmacies can safely provide a range of vaccinations, largely seasonal influenza Immunisation. Pharmacy-based services can extend the reach of immunisation programmes. User, doctor and pharmacist satisfaction with these services is high. Data were collected during the 2012-13 flu season as part of a community pharmacy private flu vaccination service to help identify whether patients were eligible to have their vaccination free of charge on the NHS. Additional data were collected from a sample of patients accessing the private service within 13 pharmacies to help identify the reasons patients paid when they were eligible for free vaccination. Data were captured from 89,011 privately paying patients across 479 pharmacies in England, of whom 6% were eligible to get the vaccination free. 921 patients completed a survey in the 13 pharmacies selected. Of these, 199 (22%) were eligible to get their flu vaccination for free. 131 (66%) were female. Average age was 54 years. Of the 199 patients who were eligible for free treatment, 100 (50%) had been contacted by their GP surgery to go for their vaccination, but had chosen not to go. Reasons given include accessibility, convenience and preference for pharmacy environment. While people at risk can access flu vaccinations free via the NHS, some choose to pay privately because they perceive that community pharmacy access is easier. There are opportunities for pharmacy to support the NHS in delivering free flu vaccinations to patients at risk by targeting people

5 CFR 9701.345 - Developmental pay adjustments.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Developmental pay adjustments. 9701.345 Section 9701.345 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.345...

5 CFR 9701.342 - Performance pay increases.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Performance pay increases. 9701.342 Section 9701.342 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.342...

5 CFR 9901.354 - Setting pay upon promotion.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Setting pay upon promotion. 9901.354... SECURITY PERSONNEL SYSTEM (NSPS) Pay and Pay Administration Pay Administration § 9901.354 Setting pay upon... salary rate may not be lower than the minimum rate or higher than the maximum rate of the new pay band...

5 CFR 9701.342 - Performance pay increases.

Code of Federal Regulations, 2011 CFR

2011-01-01

... pools and may adjust those amounts based on overall levels of organizational performance or contribution... 5 Administrative Personnel 3 2011-01-01 2011-01-01 false Performance pay increases. 9701.342... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.342...

Impact of pay for performance on quality of chronic disease management by social class group in England.

PubMed

Crawley, Danielle; Ng, Anthea; Mainous, Arch G; Majeed, Azeem; Millett, Christopher

2009-03-01

To examine associations between social class and achievement of selected national audit targets for coronary heart disease (CHD), diabetes and hypertension in England before and after the introduction of a major pay for performance programme in 2004. Secondary analysis of 2003 and 2006 national survey data for respondents with CHD and diabetes and hypertension. England. Achievement of national audit targets for blood pressure, blood glucose and cholesterol control. There were no significant differences in achievement of blood pressure targets in individuals from manual and non-manual occupational groups with diabetes (2003: 65.9% v 60.3%, 2006: 67.6% v 69.7%) or hypertension (2003: 66.2% v 66.2%, 2006: 72.8% v 71.9%) before or after the introduction of pay for performance. Achievement of the cholesterol target was also similar in individuals from manual and non-manual groups with diabetes (2003: 52.5% v 46.6%, 2006: 68.7% v 70.5%) or CHD (2003: 54.3% v 53.3%, 2006: 68.6% v 71.3%). Differences in achievement of the blood pressure target in CHD [75.8% v 84.5%; AOR 0.44 (0.21-0.90)] were evident between manual and non-manual occupational groups after the introduction of pay for performance. The quality of chronic disease management in England was broadly equitable between socioeconomic groups before this major pay for performance programme and remained so after its introduction.

Equality in Education: An Equality of Condition Perspective

ERIC Educational Resources Information Center

Lynch, Kathleen; Baker, John

2005-01-01

Transforming schools into truly egalitarian institutions requires a holistic and integrated approach. Using a robust conception of "equality of condition", we examine key dimensions of equality that are central to both the purposes and processes of education: equality in educational and related resources; equality of respect and recognition;…

5 CFR 534.505 - Pay related matters.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false Pay related matters. 534.505 Section 534.505 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Senior-Level and Scientific and Professional Positions § 534.505 Pay related matters. (a...

5 CFR 534.505 - Pay related matters.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 5 Administrative Personnel 1 2012-01-01 2012-01-01 false Pay related matters. 534.505 Section 534.505 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Senior-Level and Scientific and Professional Positions § 534.505 Pay related matters. (a...

5 CFR 534.505 - Pay related matters.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Pay related matters. 534.505 Section 534.505 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Senior-Level and Scientific and Professional Positions § 534.505 Pay related matters. (a...

5 CFR 534.505 - Pay related matters.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 5 Administrative Personnel 1 2013-01-01 2013-01-01 false Pay related matters. 534.505 Section 534.505 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Senior-Level and Scientific and Professional Positions § 534.505 Pay related matters. (a...

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...

5 CFR 534.505 - Pay related matters.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Pay related matters. 534.505 Section 534.505 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Senior-Level and Scientific and Professional Positions § 534.505 Pay related matters. (a...

Financial Advice: Who Pays

ERIC Educational Resources Information Center

Finke, Michael S.; Huston, Sandra J.; Winchester, Danielle D.

2011-01-01

Using a cost-benefit framework for financial planning services and proprietary data collected in the summer of 2008, the client characteristics that are associated with the likelihood of paying for professional financial advice, as well as the type of financial services purchased, are identified. Results indicate that respondents who pay for…

4 CFR 5.3 - Merit pay.

Code of Federal Regulations, 2011 CFR

2011-01-01

... ACCOUNTABILITY OFFICE PERSONNEL SYSTEM COMPENSATION § 5.3 Merit pay. The Comptroller General may promulgate regulations establishing a merit pay system for such employees of the Government Accountability Office as the Comptroller General considers appropriate. The merit pay system shall be designed to carry out purposes...

4 CFR 5.3 - Merit pay.

Code of Federal Regulations, 2014 CFR

2014-01-01

... ACCOUNTABILITY OFFICE PERSONNEL SYSTEM COMPENSATION § 5.3 Merit pay. The Comptroller General may promulgate regulations establishing a merit pay system for such employees of the Government Accountability Office as the Comptroller General considers appropriate. The merit pay system shall be designed to carry out purposes...

4 CFR 5.3 - Merit pay.

Code of Federal Regulations, 2012 CFR

2012-01-01

... ACCOUNTABILITY OFFICE PERSONNEL SYSTEM COMPENSATION § 5.3 Merit pay. The Comptroller General may promulgate regulations establishing a merit pay system for such employees of the Government Accountability Office as the Comptroller General considers appropriate. The merit pay system shall be designed to carry out purposes...

4 CFR 5.3 - Merit pay.

Code of Federal Regulations, 2013 CFR

2013-01-01

... ACCOUNTABILITY OFFICE PERSONNEL SYSTEM COMPENSATION § 5.3 Merit pay. The Comptroller General may promulgate regulations establishing a merit pay system for such employees of the Government Accountability Office as the Comptroller General considers appropriate. The merit pay system shall be designed to carry out purposes...

4 CFR 5.3 - Merit pay.

Code of Federal Regulations, 2010 CFR

2010-01-01

... ACCOUNTABILITY OFFICE PERSONNEL SYSTEM COMPENSATION § 5.3 Merit pay. The Comptroller General may promulgate regulations establishing a merit pay system for such employees of the Government Accountability Office as the Comptroller General considers appropriate. The merit pay system shall be designed to carry out purposes...

28 CFR 551.108 - Performance pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Performance pay. 551.108 Section 551.108 Judicial Administration BUREAU OF PRISONS, DEPARTMENT OF JUSTICE INSTITUTIONAL MANAGEMENT MISCELLANEOUS Pretrial Inmates § 551.108 Performance pay. The Warden may approve a pretrial inmate for performance pay...

28 CFR 551.108 - Performance pay.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 28 Judicial Administration 2 2014-07-01 2014-07-01 false Performance pay. 551.108 Section 551.108 Judicial Administration BUREAU OF PRISONS, DEPARTMENT OF JUSTICE INSTITUTIONAL MANAGEMENT MISCELLANEOUS Pretrial Inmates § 551.108 Performance pay. The Warden may approve a pretrial inmate for performance pay...

28 CFR 551.108 - Performance pay.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 28 Judicial Administration 2 2012-07-01 2012-07-01 false Performance pay. 551.108 Section 551.108 Judicial Administration BUREAU OF PRISONS, DEPARTMENT OF JUSTICE INSTITUTIONAL MANAGEMENT MISCELLANEOUS Pretrial Inmates § 551.108 Performance pay. The Warden may approve a pretrial inmate for performance pay...

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...

5 CFR 9701.354 - Setting pay upon demotion.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Setting pay upon demotion. 9701.354 Section 9701.354 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Pay Administration § 9701.354 Setting pay...

5 CFR 9701.353 - Setting pay upon promotion.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Setting pay upon promotion. 9701.353 Section 9701.353 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Pay Administration § 9701.353 Setting pay...

Paying for Equity: The Role of Taxation in Driving Canada's Educational Success

ERIC Educational Resources Information Center

Freiler, Christa

2011-01-01

Using research conducted by the federal government's own finance department, social policy groups released the report, "Paying for Canada: Perspectives on Public Finance and National Programs." It showed that deliberate government policy to reduce taxation levels for some of the most economically advantaged groups in Canada had resulted…

5 CFR 550.203 - Advances in pay.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Advances in pay. 550.203 Section 550.203 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY ADMINISTRATION (GENERAL) Advances in Pay § 550.203 Advances in pay. (a) The head of an agency may provide for the advance payment of...

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...

28 CFR 0.145 - Overtime pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 1 2010-07-01 2010-07-01 false Overtime pay. 0.145 Section 0.145... Respect to Personnel and Certain Administrative Matters § 0.145 Overtime pay. The Director of the Federal... Attorney General may prescribe, authorize overtime pay (including additional compensation in lieu of...

5 CFR 550.113 - Computation of overtime pay.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Computation of overtime pay. 550.113 Section 550.113 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY ADMINISTRATION (GENERAL) Premium Pay Overtime Pay § 550.113 Computation of overtime pay. (a) For each employee...

75 FR 62591 - Committee on Equal Opportunities in Science and Engineering (CEOSE); Notice of Meeting

Federal Register 2010, 2011, 2012, 2013, 2014

2010-10-12

... NATIONAL SCIENCE FOUNDATION Committee on Equal Opportunities in Science and Engineering (CEOSE... Equal Opportunities in Science and Engineering (1173). Dates/Time: October 25, 2010, 8:30 a.m.-5:30 p.m... the National Science Foundation (NSF) concerning broadening participation in science and engineering...

When Changing from Merit Pay to Variable/Bonus Pay: What Do Employees Want?

ERIC Educational Resources Information Center

Fox, Jeremy B.; Donohue, Joan M.

2004-01-01

This study examines potential responses to a change in an employee reward system from permanent merit pay increases to one-time bonus payments. Removing long term risks associated with escalating pay is an increasingly common compensation strategy. Often overlooked, however, are employee perceptions of reward fairness under such conditions of…

5 CFR 531.603 - Locality pay areas.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Locality pay areas. 531.603 Section 531.603 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER THE GENERAL SCHEDULE Locality-Based Comparability Payments § 531.603 Locality pay areas. (a) Locality rates of pay under this subpart shall be payable to...

5 CFR 550.185 - Payment of availability pay.

Code of Federal Regulations, 2010 CFR

2010-01-01

... Section 550.185 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY ADMINISTRATION (GENERAL) Premium Pay Law Enforcement Availability Pay § 550.185 Payment of availability pay. (a... earnings limitation on premium pay for law enforcement officers in 5 U.S.C. 5547(c). (b) Except as provided...

5 CFR 550.185 - Payment of availability pay.

Code of Federal Regulations, 2012 CFR

2012-01-01

... Section 550.185 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY ADMINISTRATION (GENERAL) Premium Pay Law Enforcement Availability Pay § 550.185 Payment of availability pay. (a... earnings limitation on premium pay for law enforcement officers in 5 U.S.C. 5547(c). (b) Except as provided...

5 CFR 550.185 - Payment of availability pay.

Code of Federal Regulations, 2014 CFR

2014-01-01

... Section 550.185 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY ADMINISTRATION (GENERAL) Premium Pay Law Enforcement Availability Pay § 550.185 Payment of availability pay. (a... earnings limitation on premium pay for law enforcement officers in 5 U.S.C. 5547(c). (b) Except as provided...

5 CFR 550.185 - Payment of availability pay.

Code of Federal Regulations, 2013 CFR

2013-01-01

... Section 550.185 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY ADMINISTRATION (GENERAL) Premium Pay Law Enforcement Availability Pay § 550.185 Payment of availability pay. (a... earnings limitation on premium pay for law enforcement officers in 5 U.S.C. 5547(c). (b) Except as provided...

5 CFR 550.185 - Payment of availability pay.

Code of Federal Regulations, 2011 CFR

2011-01-01

... Section 550.185 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY ADMINISTRATION (GENERAL) Premium Pay Law Enforcement Availability Pay § 550.185 Payment of availability pay. (a... earnings limitation on premium pay for law enforcement officers in 5 U.S.C. 5547(c). (b) Except as provided...

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.

Incentives and control in primary health care: findings from English pay-for-performance case studies.

PubMed

McDonald, Ruth; Harrison, Stephen; Checkland, Kath

2008-01-01

The authors' aim was to investigate mechanisms and perceptions of control following the implementation of a new "pay-for-performance" contract (the new General Medical Services, or GMS, contract) in general practice. This article was based on an in-depth qualitative case study approach in two general practices in England. A distinction is emerging amongst ostensibly equal partners between those general practitioners conducting and those subject to surveillance. Attitudes towards the contract were largely positive, although discontent was higher in the practice which employed a more intensive surveillance regime and greater amongst nurses than doctors. The sample was small and opportunistic. Further research is required to examine the longer-term effects as new contractual arrangements evolve. Increased surveillance and feedback mechanisms associated with new pay-for-performance schemes have the potential to constrain and shape clinical practice. The paper highlights the emergence of new tensions within and between existing professional groupings.

45 CFR 1150.8 - Will failure to pay my debt affect my eligibility for Endowment programs?

Code of Federal Regulations, 2011 CFR

2011-10-01

... 45 Public Welfare 3 2011-10-01 2011-10-01 false Will failure to pay my debt affect my eligibility for Endowment programs? 1150.8 Section 1150.8 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL FOUNDATION ON THE ARTS AND THE HUMANITIES NATIONAL ENDOWMENT FOR THE ARTS COLLECTION OF...

45 CFR 1150.8 - Will failure to pay my debt affect my eligibility for Endowment programs?

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Will failure to pay my debt affect my eligibility for Endowment programs? 1150.8 Section 1150.8 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL FOUNDATION ON THE ARTS AND THE HUMANITIES NATIONAL ENDOWMENT FOR THE ARTS COLLECTION OF...

76 FR 32859 - General Schedule Locality Pay Areas

Federal Register 2010, 2011, 2012, 2013, 2014

2011-06-07

... remoteness and isolation. (OPM notes, however, that locality pay must be based on pay comparisons, not... locality pay rate due to the effect of remoteness and isolation from the mainland. We respond in detail... * * *''. OPM Response The locality pay statute bases locality pay on comparisons of General Schedule and non...

Countries with Higher Levels of Gender Equality Show Larger National Sex Differences in Mathematics Anxiety and Relatively Lower Parental Mathematics Valuation for Girls

PubMed Central

2016-01-01

Despite international advancements in gender equality across a variety of societal domains, the underrepresentation of girls and women in Science, Technology, Engineering, and Mathematics (STEM) related fields persists. In this study, we explored the possibility that the sex difference in mathematics anxiety contributes to this disparity. More specifically, we tested a number of predictions from the prominent gender stratification model, which is the leading psychological theory of cross-national patterns of sex differences in mathematics anxiety and performance. To this end, we analyzed data from 761,655 15-year old students across 68 nations who participated in the Programme for International Student Assessment (PISA). Most importantly and contra predictions, we showed that economically developed and more gender equal countries have a lower overall level of mathematics anxiety, and yet a larger national sex difference in mathematics anxiety relative to less developed countries. Further, although relatively more mothers work in STEM fields in more developed countries, these parents valued, on average, mathematical competence more in their sons than their daughters. The proportion of mothers working in STEM was unrelated to sex differences in mathematics anxiety or performance. We propose that the gender stratification model fails to account for these national patterns and that an alternative model is needed. In the discussion, we suggest how an interaction between socio-cultural values and sex-specific psychological traits can better explain these patterns. We also discuss implications for policies aiming to increase girls’ STEM participation. PMID:27100631

Countries with Higher Levels of Gender Equality Show Larger National Sex Differences in Mathematics Anxiety and Relatively Lower Parental Mathematics Valuation for Girls.

PubMed

Stoet, Gijsbert; Bailey, Drew H; Moore, Alex M; Geary, David C

2016-01-01

Despite international advancements in gender equality across a variety of societal domains, the underrepresentation of girls and women in Science, Technology, Engineering, and Mathematics (STEM) related fields persists. In this study, we explored the possibility that the sex difference in mathematics anxiety contributes to this disparity. More specifically, we tested a number of predictions from the prominent gender stratification model, which is the leading psychological theory of cross-national patterns of sex differences in mathematics anxiety and performance. To this end, we analyzed data from 761,655 15-year old students across 68 nations who participated in the Programme for International Student Assessment (PISA). Most importantly and contra predictions, we showed that economically developed and more gender equal countries have a lower overall level of mathematics anxiety, and yet a larger national sex difference in mathematics anxiety relative to less developed countries. Further, although relatively more mothers work in STEM fields in more developed countries, these parents valued, on average, mathematical competence more in their sons than their daughters. The proportion of mothers working in STEM was unrelated to sex differences in mathematics anxiety or performance. We propose that the gender stratification model fails to account for these national patterns and that an alternative model is needed. In the discussion, we suggest how an interaction between socio-cultural values and sex-specific psychological traits can better explain these patterns. We also discuss implications for policies aiming to increase girls' STEM participation.

'Who Would Be Free, Herself Must Strike the Blow': The National Union of Women Teachers, Equal Pay, and Women within the Teaching Profession.

ERIC Educational Resources Information Center

Owen, Patricia

1988-01-01

Discusses the formation of the National Union of Women Teachers in England. Examines how it sought to combine, within one organization, elements of feminism, traditional trade union concern for members' salaries and working conditions, and a desire to protect and enhance its members' professional status. (GEA)

THE PRICE WE PAY FOR DISCRIMINATION.

ERIC Educational Resources Information Center

PATTERSON, BARBARA; AND OTHERS

THE COSTS, BOTH IN MONEY AND HUMAN SPIRIT, INCURRED BY THE SOUTH'S RESISTANCE TO EQUAL OPPORTUNITY HAVE BEEN FAR GREATER THAN THIS AREA AND THE NATION ARE ABLE TO AFFORD. THE ECONOMY OF MANY SOUTHERN COMMUNITIES HAS SUFFERED BECAUSE OF FAILURE TO ATTRACT INDUSTRY AND INVESTMENT, LOSS TO THE CONSUMER MARKET DUE TO BOYCOTTS, POLICE AND JAIL COSTS,…

Paying health workers for performance in Battagram district, Pakistan

PubMed Central

2011-01-01

; reflecting process and outcome indicators; judging the right level of incentives; allowing for very different starting points and situations; designing a system which is simple enough for participants to comprehend; and the tension between independent monitoring and integration in a national system. Further documentation of process and cost-effectiveness, and careful examination of the wider impacts of paying for performance, are still needed. PMID:21982330

5 CFR 870.204 - Annual rates of pay.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 2 2010-01-01 2010-01-01 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 law or regulation. (2) Annual pay for this purpose includes the following: (i) Interim geographic...

32 CFR 191.8 - Defense equal opportunity council and EEO boards.

Code of Federal Regulations, 2010 CFR

2010-07-01

... development in the Department of Defense. The Boards shall work with career management officials, other key... 32 National Defense 2 2010-07-01 2010-07-01 false Defense equal opportunity council and EEO boards... DEFENSE (CONTINUED) MISCELLANEOUS THE DOD CIVILIAN EQUAL EMPLOYMENT OPPORTUNITY (EEO) PROGRAM § 191.8...

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...

Who Pays for National Defense? Financing Defense Programs in the United States, 1947-2007

ERIC Educational Resources Information Center

Heo, Uk; Bohte, John

2012-01-01

Past studies on military expenditures in the United States have primarily focused on the extent to which guns versus butter trade-offs are prevalent without examining this relationship in the context of how other fiscal policy tools are used to pay for defense. Using annual data from 1947-2007, this study examines the relative importance of…

Fisherman expectations and pay-lake profits

Treesearch

George H. Moeller; John Engelken; John Engelken

1973-01-01

Personal interviews with licensed fishermen in Central New York State were used to determine characteristics of fishermen who are willing to pay to fish. Willingness to pay was related to aspects of the fishing experience that most strongly influenced fishing enjoyment. Sixty-two percent of the respondents expressed a willingness to pay for a quality fishing experience...

20 CFR 218.28 - Sick pay.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Sick pay. 218.28 Section 218.28 Employees... Beginning Date § 218.28 Sick pay. (a) From railroad employer. If the employee is carried on the payroll while sick, the annuity can begin no earlier than the day after the last day of sick pay. However, sick...

Ability and willingness to pay for voluntary medical male circumcision: a cross-sectional survey in Kisumu County, Kenya.

PubMed

Wandei, Stephen; Nangami, Mabel; Egesa, Omar

2016-01-01

Voluntary medical male circumcision is one of the most effective measures in preventing male acquisition of HIV during heterosexual intercourse. In Kenya, the voluntary medical male circumcision programme was launched in the year 2008 as part of a comprehensive national HIV prevention strategy. With the global challenge of funding HIV intervention programs, the sustainability of the programme beyond the donor periods need to be assessed. The purpose of this study was to determine the household ability and willingness to pay for voluntary medical male circumcision as an alternative method of funding the programme. The findings show that 62.2% of the households were "able" to pay for medical circumcision. However, 60.4% of them were not "willing" to pay for the service regardless of the cost. The findings indicate that ability to pay is not a significant predictor of willingness to pay for voluntary medical male circumcision within Kisumu County. Knowledge on the role of medical circumcision is a more important factor in determining willingness to pay for the service.

5 CFR 550.122 - Computation of night pay differential.

Code of Federal Regulations, 2010 CFR

2010-01-01

... the total amount of that leave in a pay period, including both night and day hours, is less than 8... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Computation of night pay differential... REGULATIONS PAY ADMINISTRATION (GENERAL) Premium Pay Night Pay § 550.122 Computation of night pay differential...

Professors' Pay Raises Beat Inflation; So Much for the Good News

ERIC Educational Resources Information Center

June, Audrey Williams

2009-01-01

Faculty pay has been battered by the deepening national recession, but one cannot tell that from the American Association of University Professors' new annual report on the economic status of the profession. The average salary of a full-time faculty member rose 3.4% in 2008-2009, it says, a rate well above inflation. That would be good news, but…

3 CFR 8955 - Proclamation 8955 of April 8, 2013. National Equal Pay Day, 2013

Code of Federal Regulations, 2014 CFR

2014-01-01

... to make what men did in the previous one. Wage inequality undermines the promise of fairness and... a long way toward ensuring everyone gets a fair shot at opportunity, no matter who you are or where...

3 CFR 8366 - Proclamation 8366 of April 28, 2009. National Equal Pay Day, 2009

Code of Federal Regulations, 2010 CFR

2010-01-01

... earned—is not possible. This problem is particularly dire for women who are single and the sole... genetics and earned a Nobel Prize. These and countless other women have broken barriers and changed the course of our history, allowing women and men who followed them the opportunity to reach greater heights...

Pay dispersion and performance in teams.

PubMed

Bucciol, Alessandro; Foss, Nicolai J; Piovesan, Marco

2014-01-01

Extant research offers conflicting predictions about the effect of pay dispersion on team performance. We collected a unique dataset from the Italian soccer league to study the effect of intra-firm pay dispersion on team performance, under different definitions of what constitutes a "team". This peculiarity of our dataset can explain the conflicting evidence. Indeed, we also find positive, null, and negative effects of pay dispersion on team performance, using the same data but different definitions of team. Our results show that when the team is considered to consist of only the members who directly contribute to the outcome, high pay dispersion has a detrimental impact on team performance. Enlarging the definition of the team causes this effect to disappear or even change direction. Finally, we find that the detrimental effect of pay dispersion is due to worse individual performance, rather than a reduction of team cooperation.

Pay Dispersion and Performance in Teams

PubMed Central

Bucciol, Alessandro; Foss, Nicolai J.; Piovesan, Marco

2014-01-01

Extant research offers conflicting predictions about the effect of pay dispersion on team performance. We collected a unique dataset from the Italian soccer league to study the effect of intra-firm pay dispersion on team performance, under different definitions of what constitutes a “team”. This peculiarity of our dataset can explain the conflicting evidence. Indeed, we also find positive, null, and negative effects of pay dispersion on team performance, using the same data but different definitions of team. Our results show that when the team is considered to consist of only the members who directly contribute to the outcome, high pay dispersion has a detrimental impact on team performance. Enlarging the definition of the team causes this effect to disappear or even change direction. Finally, we find that the detrimental effect of pay dispersion is due to worse individual performance, rather than a reduction of team cooperation. PMID:25397615

5 CFR 9701.345 - Developmental pay adjustments.

Code of Federal Regulations, 2011 CFR

2011-01-01

... Section 9701.345 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.345...

5 CFR 9701.345 - Developmental pay adjustments.

Code of Federal Regulations, 2012 CFR

2012-01-01

... Section 9701.345 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.345...

5 CFR 9701.345 - Developmental pay adjustments.

Code of Federal Regulations, 2013 CFR

2013-01-01

... Section 9701.345 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.345...

5 CFR 9701.345 - Developmental pay adjustments.

Code of Federal Regulations, 2014 CFR

2014-01-01

... Section 9701.345 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM (DEPARTMENT OF HOMELAND SECURITY-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.345...

5 CFR 531.215 - Setting pay upon demotion.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Setting pay upon demotion. 531.215 Section 531.215 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER THE GENERAL SCHEDULE Determining Rate of Basic Pay Setting Pay When Appointment Or Position...

5 CFR 531.214 - Setting pay upon promotion.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Setting pay upon promotion. 531.214 Section 531.214 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER THE GENERAL SCHEDULE Determining Rate of Basic Pay Setting Pay When Appointment Or Position...

Racial and Ethnic Differences in What Smokers Report Paying for Their Cigarettes

PubMed Central

Kong, Amanda Y.; Ribisl, Kurt M.

2016-01-01

Introduction: Smoking rates and tobacco-related health problems vary by race and ethnicity. We explore whether cigarette prices, a determinant of tobacco use, differ across racial and ethnic groups, and whether consumer behaviors influence these differences. Methods: We used national Tobacco Use Supplement data from 23 299 adult smokers in the United States to calculate average reported cigarette pack prices for six racial and ethnic groups. Using multivariate regression models, we analyzed the independent effect of race and ethnicity on price, and whether these effects changed once indicators of carton purchasing, menthol use, Indian reservation purchase, and state market prices were incorporated. Results: American Indians and whites pay similar amounts and report the lowest prices. Blacks, Hispanics, and Asians reported paying $0.42, $0.68, and $0.89 more for a pack of cigarettes than whites. After accounting for differences in consumer behaviors, these gaps shrunk to $0.27, $0.29, and $0.27, respectively, while American Indians paid $0.38 more than whites. Pack buying was associated with $0.99 higher per-pack prices than carton buying, which was most common among whites. Additionally, people who purchased off an Indian reservation reporting paying $1.54 more than those who purchased on reservation. Conclusions: Average reported cigarette prices vary by race and ethnicity, in part due to differences in product use and purchase location. Tobacco price policies, especially those that target low prices for multipack products or on Indian reservations may increase the prices paid by whites and American Indians, who smoke at the highest rates and pay the least per pack. Implications: This study examines differences in reported prices paid by different racial and ethnic groups, using recent, national data from the United States. Results indicating that racial and ethnic groups that smoke at the highest rates (American Indians and whites) also pay the least are

Health system changes under pay-for-performance: the effects of Rwanda's national programme on facility inputs.

PubMed

Ngo, Diana K L; Sherry, Tisamarie B; Bauhoff, Sebastian

2017-02-01

Pay-for-performance (P4P) programmes have been introduced in numerous developing countries with the goal of increasing the provision and quality of health services through financial incentives. Despite the popularity of P4P, there is limited evidence on how providers achieve performance gains and how P4P affects health system quality by changing structural inputs. We explore these two questions in the context of Rwanda's 2006 national P4P programme by examining the programme's impact on structural quality measures drawn from international and national guidelines. Given the programme's previously documented success at increasing institutional delivery rates, we focus on a set of delivery-specific and more general structural inputs. Using the programme's quasi-randomized roll-out, we apply multivariate regression analysis to short-run facility data from the 2007 Service Provision Assessment. We find positive programme effects on the presence of maternity-related staff, the presence of covered waiting areas and a management indicator and a negative programme effect on delivery statistics monitoring. We find no effects on a set of other delivery-specific physical resources, delivery-specific human resources, delivery-specific operations, general physical resources and general human resources. Using mediation analysis, we find that the positive input differences explain a small and insignificant fraction of P4P's impact on institutional delivery rates. The results suggest that P4P increases provider availability and facility operations but is only weakly linked with short-run structural health system improvements overall. © The Author 2016. Published by Oxford University Press in association with The London School of Hygiene and Tropical Medicine. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

Job Patterns for Minorities and Women in Private Industry: Equal Employment Opportunity Report, 1969. Volume 1: The Nation, States, Industries. Volume 2: Metropolitan Areas.

ERIC Educational Resources Information Center

Equal Employment Opportunity Commission, Washington, DC.

The Equal Employment Opportunity Report for 1969 documents the results of job discrimination, based on more than 150,000 reports submitted by 44,000 employers covering more than 28 million workers. These reports provide statistics of employment by sex, race, and national origin in nine standard occupational categories: officials and managers,…

76 FR 4138 - Committee on Equal Opportunity in Science and Engineering Solicitation of Recommendations for...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-01-24

... NATIONAL SCIENCE FOUNDATION Committee on Equal Opportunity in Science and Engineering Solicitation... recommendations for membership on the Committee on Equal Opportunities in Science and Engineering (CEOSE) (1173... provides advice to NSF on the implementation of the provisions of the Science and Engineering Equal...

5 CFR 534.603 - Rates of basic pay.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Rates of basic pay. 534.603 Section 534.603 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Administrative Appeals Judge Positions § 534.603 Rates of basic pay. (a) The...

45 CFR 2543.81 - Equal employment opportunity.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 4 2010-10-01 2010-10-01 false Equal employment opportunity. 2543.81 Section 2543.81 Public Welfare Regulations Relating to Public Welfare (Continued) CORPORATION FOR NATIONAL AND COMMUNITY SERVICE GRANTS AND AGREEMENTS WITH INSTITUTIONS OF HIGHER EDUCATION, HOSPITALS, AND OTHER NON-PROFIT ORGANIZATIONS Statutory Compliance §...

[The willingness to pay for new drugs is based on ethical principles].

PubMed

Liliemark, Jan; Lööf, Lars; Befrits, Gustaf; Back, Stefan; Sandman, Lars

2016-10-18

The County Council's board for new therapies (the NT Council) provides recommendations on the use of new drugs based on the ethical platform of priorities, founded by the Swedish parliament. The Council has formulated a policy that interprets the parliamentary ethical platform and operationalize its need and solidarity principle and cost effectiveness principle in four dimensions. The NT Council weighs the health economic evaluation of the drug and the four dimensions: the severity of the condition, the rarity of the condition, the effect size and the data reliability to determine the willingness to pay level and whether the platform allows a recommendation for using of the drug. The severity of the condition has a greater impact than the other dimensions. In the assessment of severity there is also a trade-off between prevention and treatment of manifest diseases and in prevention, the size of the risk of falling ill is of importance. A slightly higher willingness to pay level is reasonable for treatment of very rare conditions, but it is important that identified patients are not given priority over anonymous patient groups with equally strong needs.

Effects of unreasonable pay discrepancies for under- and overpayment on double demotivation.

PubMed

Carr, S C; McLoughlin, D; Hodgson, M; MacLachlan, M

1996-11-01

The "double demotivation" hypothesis that pay discrepancies decrease work motivation among both lower and higher paid groups was tested in two experiments. In experiment 1, 70 Australian undergraduates received either $1 or $2 to work on an intrinsically rewarding puzzle, with or without knowledge of what amount other participants were receiving. A comparison of participants with a no-payment control showed that participants exhibited significantly reduced intrinsic motivation (seconds spent interacting with the puzzle during a free-choice period) when they knew that they were being under- or overpaid. In experiment 2, 126 occupationally matched Australian workers receiving wages equal to, lower than, or higher than those of counterparts reported their level of job satisfaction and whether they would stay on the job, change jobs, or retire, if given the financial opportunity. Compared with equitably paid workers, employees who felt they were being under- or overpaid reported lower job satisfaction and greater readiness to change jobs. The results provide experimental support for double demotivation, which is relevant not only to international development cooperation but also to Western enterprise bargaining, merit pay, and minority groups in the multicultural workplace.

Sickness absence in gender-equal companies: a register study at organizational level.

PubMed

Sörlin, Ann; Ohman, Ann; Lindholm, Lars

2011-07-11

The differences in sickness absence between men and women in Sweden have attracted a great deal of interest nationally in the media and among policymakers over a long period. The fact that women have much higher levels of sickness absence has been explained in various ways. These explanations are contextual and one of the theories points to the lack of gender equality as an explanation. In this study, we evaluate the impact of gender equality on health at organizational level. Gender equality is measured by an index ranking companies at organizational level; health is measured as days on sickness benefit. Gender equality was measured using the Organizational Gender Gap Index or OGGI, which is constructed on the basis of six variables accessible in Swedish official registers. Each variable corresponds to a key word illustrating the interim objectives of the "National Plan for Gender Equality", implemented by the Swedish Parliament in 2006. Health is measured by a variable, days on sickness benefit, also accessible in the same registers. We found significant associations between company gender equality and days on sickness benefit. In gender-equal companies, the risk for days on sickness benefit was 1.7 (95% CI 1.6-1.8) higher than in gender-unequal companies. The differences were greater for men than for women: OR 1.8 (95% CI 1.7-2.0) compared to OR 1.4 (95% CI 1.3-1.5). Even though employees at gender-equal companies had more days on sickness benefit, the differences between men and women in this measure were smaller in gender-equal companies. Gender equality appears to alter health patterns, converging the differences between men and women.

Pay-for-performance in nursing homes.

PubMed

Briesacher, Becky A; Field, Terry S; Baril, Joann; Gurwitz, Jerry H

2009-01-01

Information on the impact of pay-for-performance programs is lacking in the nursing home setting. This literature review (1980-2007) identified 13 prior examples of pay-for-performance programs in the nursing home setting: 7 programs were active as of 2007, while 6 had been terminated. The programs were mostly short-lived, varied considerably in the choice of performance measures and pay incentives, and evaluations of the impact were rare.

5 CFR 9701.346 - Pay progression for new supervisors.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Pay progression for new supervisors. 9701.346 Section 9701.346 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES... SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Performance-Based Pay § 9701.346 Pay...

Willingness to join and pay for the newly proposed social health insurance among teachers in Wolaita Sodo Town, South Ethiopia.

PubMed

Agago, Tesfamichael Alaro; Woldie, Mirkuzie; Ololo, Shimeles

2014-07-01

Cost-sharing between beneficiaries and governments is critical to achieve universal health care coverage. To address this, Ethiopia is currently introducing Social Health Insurance. However, there has been limited evidence on willingness to join the newly proposed insurance scheme in the country. The purpose of this study is to assess willingness to join and pay for the scheme among teachers in Wolaita Sodo Town government educational institutions, South Ethiopia. A cross-sectional study was conducted from February 5 to March 10, 2012 on 335 teachers. Stratified simple random sampling technique was used and data were collected using structured interviewer administered questionnaire. Binary and multiple logistic regressions were used to estimate the crude and adjusted odds ratios for willingness to pay. Three hundred twenty-eight teachers participated in the study with response rate of 98%. About 55% of the teachers had never heard of any type of health insurance scheme. However, 74.4% of them were willing to pay for the suggested insurance scheme. About 47% of those who were willing to pay agreed to contribute greater than or equal to 4% of their monthly salaries. Willingness to pay was more likely among those who had heard about health insurance, had previous history of inability to pay for medical bills and achieved higher educational status. The majority of the teachers were willing to join social health insurance; however, adequate awareness creation and discussion should be made with all employees at various levels for the successful implementation of the scheme.

75 FR 4592 - January 2010 Pay Adjustments

Federal Register 2010, 2011, 2012, 2013, 2014

2010-01-28

... OFFICE OF PERSONNEL MANAGEMENT January 2010 Pay Adjustments AGENCY: U.S. Office of Personnel Management. ACTION: Notice. SUMMARY: The President adjusted the rates of basic pay and locality payments for certain categories of Federal employees effective in January 2010. This notice documents those pay...

How America Pays for College, 2014: Sallie Mae's National Study of College Students and Parents

ERIC Educational Resources Information Center

Sallie Mae, Inc., 2014

2014-01-01

Sallie Mae has conducted "How America Pays for College" annually since 2008, providing information about the resources American families invest in an undergraduate college education. This study focuses particularly on the planning and payment behaviors in a given academic year. Now in its seventh year, the study provides a compelling…

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...

4 CFR 5.2 - Grade and pay retention.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 4 Accounts 1 2010-01-01 2010-01-01 false Grade and pay retention. 5.2 Section 5.2 Accounts GOVERNMENT ACCOUNTABILITY OFFICE PERSONNEL SYSTEM COMPENSATION § 5.2 Grade and pay retention. (a) Change of... employee's position for all purposes (including pay and pay administration, retirement, life insurance and...

25 CFR 513.37 - What will the Commission do as the paying agency?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 25 Indians 2 2010-04-01 2010-04-01 false What will the Commission do as the paying agency? 513.37 Section 513.37 Indians NATIONAL INDIAN GAMING COMMISSION, DEPARTMENT OF THE INTERIOR GENERAL PROVISIONS... of salary offset to a creditor agency. (e) The Commission will coordinate salary deductions under...

32 CFR 644.551 - Equal opportunity-sales of timber, embedded sand, gravel, stone, and surplus structures.

Code of Federal Regulations, 2010 CFR

2010-07-01

... § 644.551 Equal opportunity—sales of timber, embedded sand, gravel, stone, and surplus structures... 32 National Defense 4 2010-07-01 2010-07-01 true Equal opportunity-sales of timber, embedded sand, gravel, stone, and surplus structures. 644.551 Section 644.551 National Defense Department of Defense...

Good practice or positive action? Using Q methodology to identify competing views on improving gender equality in academic medicine

PubMed Central

Burkinshaw, Paula; West, Robert M; Ward, Vicky

2017-01-01

Objectives The number of women entering medicine has increased significantly, yet women are still under-represented at senior levels in academic medicine. To support the gender equality action plan at one School of Medicine, this study sought to (1) identify the range of viewpoints held by staff on how to address gender inequality and (2) identify attitudinal barriers to change. Design Q methodology. 50 potential interventions representing good practice or positive action, and addressing cultural, organisational and individual barriers to gender equality, were ranked by participants according to their perception of priority. Setting The School of Medicine at the University of Leeds, UK. Participants Fifty-five staff members were purposively sampled to represent gender and academic pay grade. Results Principal components analysis identified six competing viewpoints on how to address gender inequality. Four viewpoints favoured positive action interventions: (1) support careers of women with childcare commitments, (2) support progression of women into leadership roles rather than focus on women with children, (3) support careers of all women rather than just those aiming for leadership, and (4) drive change via high-level financial and strategic initiatives. Two viewpoints favoured good practice with no specific focus on women by (5) recognising merit irrespective of gender and (6) improving existing career development practice. No viewpoint was strongly associated with gender, pay grade or role; however, latent class analysis identified that female staff were more likely than male to prioritise the setting of equality targets. Attitudinal barriers to the setting of targets and other positive action initiatives were identified, and it was clear that not all staff supported positive action approaches. Conclusions The findings and the approach have utility for those involved in gender equality work in other medical and academic institutions. However, the impact of such

77 FR 11599 - January 2012 Pay Schedules

Federal Register 2010, 2011, 2012, 2013, 2014

2012-02-27

... OFFICE OF PERSONNEL MANAGEMENT January 2012 Pay Schedules AGENCY: U.S. Office of Personnel Management. ACTION: Notice. SUMMARY: The President has signed an Executive order containing the 2012 pay schedules for certain Federal civilian employees. The rates of pay for these employees will not be increased...

76 FR 18262 - January 2011 Pay Schedules

Federal Register 2010, 2011, 2012, 2013, 2014

2011-04-01

... OFFICE OF PERSONNEL MANAGEMENT January 2011 Pay Schedules AGENCY: U.S. Office of Personnel... civilian employee pay schedules are not adjusted in 2011 and remain at 2010 levels. This notice serves as documentation for the public record. FOR FURTHER INFORMATION CONTACT: Lisa Dismond, Pay and Leave, Employee...

38 CFR 3.654 - Active service pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 1 2010-07-01 2010-07-01 false Active service pay. 3.654..., Compensation, and Dependency and Indemnity Compensation Adjustments and Resumptions § 3.654 Active service pay. (a) General. Pension, compensation, or retirement pay will be discontinued under the circumstances...

5 CFR 531.603 - Locality pay areas.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Locality pay areas. 531.603 Section 531.603 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER THE GENERAL SCHEDULE Locality-Based Comparability Payments § 531.603 Locality pay areas. (a) Locality rates of...

Mind the gap: financial London and the regional class pay gap.

PubMed

Friedman, Sam; Laurison, Daniel

2017-09-01

The hidden barriers, or 'gender pay gap', preventing women from earning equivalent incomes to men is well documented. Yet recent research has uncovered that, in Britain, there is also a comparable class-origin pay gap in higher professional and managerial occupations. So far this analysis has only been conducted at the national level and it is not known whether there are regional differences within the UK. This paper uses pooled data from the 2014 and 2015 Labour Force Survey (N = 7,534) to stage a more spatially sensitive analysis that examines regional variation in the class pay gap. We find that this 'class ceiling' is not evenly spatially distributed. Instead it is particularly marked in Central London, where those in high-status occupations who are from working-class backgrounds earn, on average, £10,660 less per year than those whose parents were in higher professional and managerial employment. Finally, we inspect the Capital further to reveal that the class pay gap is largest within Central London's banking and finance sector. Challenging policy conceptions of London as the 'engine room' of social mobility, these findings suggest that class disadvantage within high-status occupations is particularly acute in the Capital. The findings also underline the value of investigating regional differences in social mobility, and demonstrate how such analysis can unravel important and previously unrecognized spatial dimensions of class inequality. © London School of Economics and Political Science 2017.

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

Preference elicitation approach for measuring the willingness to pay for liver cancer treatment in Korea.

PubMed

Cho, Donghun; Jo, Changik

2015-09-01

The Korean government has expanded the coverage of the national insurance scheme for four major diseases: cancers, cardiovascular diseases, cerebrovascular diseases, and rare diseases. This policy may have a detrimental effect on the budget of the national health insurance agency. Like taxes, national insurance premiums are levied on the basis of the income or wealth of the insured. Using a preference elicitation method, we attempted to estimate how much people are willing to pay for insurance premiums that would expand their coverage for liver cancer treatment. We calculated the marginal willingness to pay (MWTP) through the marginal rate of substitution between the two attributes of the insurance premium and the total annual treatment cost by adopting conditional logit and mixed logit models. The effects of various other terms that could interact with socioeconomic status were also estimated, such as gender, income level, educational attainment, age, employment status, and marital status. The estimated MWTP values of the monthly insurance premium for liver cancer treatment range from 4,130 KRW to 9,090 KRW.

5 CFR 304.104 - Determining rate of pay.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Determining rate of pay. 304.104 Section... CONSULTANT APPOINTMENTS § 304.104 Determining rate of pay. (a) The rate of basic pay for experts and... appropriate rate of basic pay on an hourly or daily basis, subject to the limitations described in section 304...

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...

Federal employees health benefits: payment of premiums for periods of leave without pay or insufficient pay. Final rule.

PubMed

2007-02-05

The Office of Personnel Management (OPM) is issuing final regulations to rewrite certain sections of the Federal regulations in plain language. These final regulations require Federal agencies to provide employees entering leave without pay (LWOP) status, or whose pay is insufficient to cover their Federal Employees Health Benefits (FEHB) premium payments, written notice of their opportunity to continue their FEHB coverage. Employees who want to continue their enrollment must sign a form agreeing to pay their premiums directly to their agency on a current basis, or to incur a debt to be withheld from their future salary. The purpose of this final regulation is to rewrite the existing regulations to ensure that employees who are entering LWOP status, or whose pay is insufficient to pay their FEHB premiums, are fully informed when they decide whether or not to continue their FEHB coverage.

5 CFR 532.419 - Grade and pay retention.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Grade and pay retention. 532.419 Section... RATE SYSTEMS Pay Administration § 532.419 Grade and pay retention. (a) In accordance with section 9(a)(1) of Public Law 92-392 (86 Stat. 564, 573), an employee's initial rate of pay on conversion to a...

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...

Teacher Pay for Performance: Experimental Evidence from the Project on Incentives in Teaching

ERIC Educational Resources Information Center

Springer, Matthew G.; Hamilton, Laura; McCaffrey, Daniel F.; Ballou, Dale; Le, Vi-Nhuan; Pepper, Matthew; Lockwood, J. R.; Stecher, Brian M.

2010-01-01

In an effort to explore the impact of performance incentives in education, the National Center on Performance Incentives (NCPI) partnered with the Metropolitan Nashville Public Schools (MNPS) to conduct the Project on Incentives in Teaching, or POINT. The study examines the effects on student outcomes of paying eligible teachers bonuses of up to…

Pay-for-Performance Teacher Compensation: An Inside View of Denver's ProComp Plan

ERIC Educational Resources Information Center

Gonring, Phil; Teske, Paul; Jupp, Brad

2007-01-01

Denver's groundbreaking campaign to introduce performance-based pay for teachers captured national and international attention and has paved the way for similar efforts elsewhere. In this book, Phil Gonring, Paul Teske, and Brad Jupp--among the key players in this successful come-from-behind campaign--offer the inside story of the ProComp…

29 CFR 1450.23 - Deduction from pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Deduction from pay. 1450.23 Section 1450.23 Labor... OWED THE UNITED STATES Salary Offset § 1450.23 Deduction from pay. (a) Deduction by salary offset, from an employee's current disposable pay, shall be subject to the following conditions: (1) Ordinarily...

41 CFR 301-54.2 - What is disposable pay?

Code of Federal Regulations, 2010 CFR

2010-07-01

... 41 Public Contracts and Property Management 4 2010-07-01 2010-07-01 false What is disposable pay... BILLED TRAVEL CHARGE CARD General Rules § 301-54.2 What is disposable pay? Disposable pay is your..., etc. Deductions may be made from any type of pay you receive from your agency, e.g., basic pay...

Equalizing Opportunity in NAFEO Institutions: A Case for Internal and External Action.

ERIC Educational Resources Information Center

Lockett, Gretchen C.

This paper is a call to meet new challenges to ensure equal opportunity for historically African American colleges and universities. The paper suggests an inter-institutional effort among members of the National Association for Equal Opportunity in Higher Education that begins internally and then moves beyond the institutions into the public…

Directional fidelity of nanoscale motors and particles is limited by the 2nd law of thermodynamics—Via a universal equality

NASA Astrophysics Data System (ADS)

Wang, Zhisong; Hou, Ruizheng; Efremov, Artem

2013-07-01

Directional motion of nanoscale motors and driven particles in an isothermal environment costs a finite amount of energy despite zero work as decreed by the 2nd law, but quantifying this general limit remains difficult. Here we derive a universal equality linking directional fidelity of an arbitrary nanoscale object to the least possible energy driving it. The fidelity-energy equality depends on the environmental temperature alone; any lower energy would violate the 2nd law in a thought experiment. Real experimental proof for the equality comes from force-induced motion of biological nanomotors by three independent groups - for translational as well as rotational motion. Interestingly, the natural self-propelled motion of a biological nanomotor (F1-ATPase) known to have nearly 100% energy efficiency evidently pays the 2nd law decreed least energy cost for direction production.

How America Pays for College, 2010. Sallie Mae's National Study of College Students and Parents

ERIC Educational Resources Information Center

Sallie Mae, Inc., 2010

2010-01-01

This report presents the findings of a quantitative survey research program that Gallup, Inc. conducted on behalf of Sallie Mae. The overall objective of the study was to determine how American families are paying for higher education. The study also measures public attitudes toward college and various topics related to funding college. To achieve…

42 CFR 24.6 - Pay and compensation.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 42 Public Health 1 2014-10-01 2014-10-01 false Pay and compensation. 24.6 Section 24.6 Public Health PUBLIC HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES PERSONNEL SENIOR BIOMEDICAL RESEARCH SERVICE § 24.6 Pay and compensation. The SBRS is an ungraded system, with a single, flexible pay...

42 CFR 24.6 - Pay and compensation.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 42 Public Health 1 2012-10-01 2012-10-01 false Pay and compensation. 24.6 Section 24.6 Public Health PUBLIC HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES PERSONNEL SENIOR BIOMEDICAL RESEARCH SERVICE § 24.6 Pay and compensation. The SBRS is an ungraded system, with a single, flexible pay...

42 CFR 24.6 - Pay and compensation.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 42 Public Health 1 2013-10-01 2013-10-01 false Pay and compensation. 24.6 Section 24.6 Public Health PUBLIC HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES PERSONNEL SENIOR BIOMEDICAL RESEARCH SERVICE § 24.6 Pay and compensation. The SBRS is an ungraded system, with a single, flexible pay...

44 CFR 354.7 - Failure to pay.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 44 Emergency Management and Assistance 1 2014-10-01 2014-10-01 false Failure to pay. 354.7 Section 354.7 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND... PROGRAM § 354.7 Failure to pay. Where a licensee fails to pay a prescribed fee required under this part...

43 CFR 3163.4 - Failure to pay.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 43 Public Lands: Interior 2 2012-10-01 2012-10-01 false Failure to pay. 3163.4 Section 3163.4 Public Lands: Interior Regulations Relating to Public Lands (Continued) BUREAU OF LAND MANAGEMENT..., Assessments, and Penalties § 3163.4 Failure to pay. If any person fails to pay an assessment or a civil...

43 CFR 3163.4 - Failure to pay.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 43 Public Lands: Interior 2 2014-10-01 2014-10-01 false Failure to pay. 3163.4 Section 3163.4 Public Lands: Interior Regulations Relating to Public Lands (Continued) BUREAU OF LAND MANAGEMENT..., Assessments, and Penalties § 3163.4 Failure to pay. If any person fails to pay an assessment or a civil...

44 CFR 354.7 - Failure to pay.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 44 Emergency Management and Assistance 1 2011-10-01 2011-10-01 false Failure to pay. 354.7 Section 354.7 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND... PROGRAM § 354.7 Failure to pay. Where a licensee fails to pay a prescribed fee required under this part...

44 CFR 354.7 - Failure to pay.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 44 Emergency Management and Assistance 1 2013-10-01 2013-10-01 false Failure to pay. 354.7 Section 354.7 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND... PROGRAM § 354.7 Failure to pay. Where a licensee fails to pay a prescribed fee required under this part...

44 CFR 354.7 - Failure to pay.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 44 Emergency Management and Assistance 1 2012-10-01 2011-10-01 true Failure to pay. 354.7 Section 354.7 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND... PROGRAM § 354.7 Failure to pay. Where a licensee fails to pay a prescribed fee required under this part...

43 CFR 3163.4 - Failure to pay.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 43 Public Lands: Interior 2 2011-10-01 2011-10-01 false Failure to pay. 3163.4 Section 3163.4 Public Lands: Interior Regulations Relating to Public Lands (Continued) BUREAU OF LAND MANAGEMENT..., Assessments, and Penalties § 3163.4 Failure to pay. If any person fails to pay an assessment or a civil...

43 CFR 3163.4 - Failure to pay.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 43 Public Lands: Interior 2 2013-10-01 2013-10-01 false Failure to pay. 3163.4 Section 3163.4 Public Lands: Interior Regulations Relating to Public Lands (Continued) BUREAU OF LAND MANAGEMENT..., Assessments, and Penalties § 3163.4 Failure to pay. If any person fails to pay an assessment or a civil...

44 CFR 354.7 - Failure to pay.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 44 Emergency Management and Assistance 1 2010-10-01 2010-10-01 false Failure to pay. 354.7 Section 354.7 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND... PROGRAM § 354.7 Failure to pay. Where a licensee fails to pay a prescribed fee required under this part...

22 CFR 512.22 - Deduction from pay.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Deduction from pay. 512.22 Section 512.22... 1982 Salary Offset § 512.22 Deduction from pay. (a) Deduction by salary offset, from an employee's disposable current pay, shall be subject to the following circumstances: (1) When funds are available, the...

44 CFR 12.18 - Uniform pay guidelines.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 44 Emergency Management and Assistance 1 2010-10-01 2010-10-01 false Uniform pay guidelines. 12.18... HOMELAND SECURITY GENERAL ADVISORY COMMITTEES § 12.18 Uniform pay guidelines. (a) Members. Subject to the provisions of this section, the pay of any member of an advisory committee shall be fixed at the daily...

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...

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...

Sickness absence in gender-equal companies A register study at organizational level

PubMed Central

2011-01-01

Background The differences in sickness absence between men and women in Sweden have attracted a great deal of interest nationally in the media and among policymakers over a long period. The fact that women have much higher levels of sickness absence has been explained in various ways. These explanations are contextual and one of the theories points to the lack of gender equality as an explanation. In this study, we evaluate the impact of gender equality on health at organizational level. Gender equality is measured by an index ranking companies at organizational level; health is measured as days on sickness benefit. Methods Gender equality was measured using the Organizational Gender Gap Index or OGGI, which is constructed on the basis of six variables accessible in Swedish official registers. Each variable corresponds to a key word illustrating the interim objectives of the "National Plan for Gender Equality", implemented by the Swedish Parliament in 2006. Health is measured by a variable, days on sickness benefit, also accessible in the same registers. Results We found significant associations between company gender equality and days on sickness benefit. In gender-equal companies, the risk for days on sickness benefit was 1.7 (95% CI 1.6-1.8) higher than in gender-unequal companies. The differences were greater for men than for women: OR 1.8 (95% CI 1.7-2.0) compared to OR 1.4 (95% CI 1.3-1.5). Conclusions Even though employees at gender-equal companies had more days on sickness benefit, the differences between men and women in this measure were smaller in gender-equal companies. Gender equality appears to alter health patterns, converging the differences between men and women. PMID:21745375

27 CFR 70.103 - 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. 70.103... § 70.103 Failure to pay tax. Whoever fails to pay any tax imposed by Part I of Subchapter A of Chapter... penalty of 5 percent of the tax due but unpaid. For additional penalties for failure to pay tax, see 27...

27 CFR 70.103 - 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. 70.103... § 70.103 Failure to pay tax. Whoever fails to pay any tax imposed by Part I of Subchapter A of Chapter... penalty of 5 percent of the tax due but unpaid. For additional penalties for failure to pay tax, see 27...

27 CFR 70.103 - 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. 70.103... § 70.103 Failure to pay tax. Whoever fails to pay any tax imposed by Part I of Subchapter A of Chapter... penalty of 5 percent of the tax due but unpaid. For additional penalties for failure to pay tax, see 27...

27 CFR 70.103 - 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. 70.103... § 70.103 Failure to pay tax. Whoever fails to pay any tax imposed by Part I of Subchapter A of Chapter... penalty of 5 percent of the tax due but unpaid. For additional penalties for failure to pay tax, see 27...

27 CFR 70.103 - Failure to pay tax.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 27 Alcohol, Tobacco Products and Firearms 2 2010-04-01 2010-04-01 false Failure to pay tax. 70.103... § 70.103 Failure to pay tax. Whoever fails to pay any tax imposed by Part I of Subchapter A of Chapter... penalty of 5 percent of the tax due but unpaid. For additional penalties for failure to pay tax, see 27...

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

Individual pay-for-performance in Canadian healthcare organizations.

PubMed

Greengarten, Moshe; Hundert, Mark

2006-01-01

Pink et al. discuss some of the issues related to pay-for-performance for individual and organizational healthcare providers. This commentary addresses key success factors for the implementation of individual pay-for-performance in publicly financed Canadian healthcare organizations. Publicly financed healthcare organizations in Canada have been relatively slow to adopt performance-pay programs as compared with private sector organizations; and those that have been developed have been, for the most part, rather crude. In many cases, they have become an additional mechanism for delivering base pay, rather than a true variable-pay program that motivates and differentiates performance. In light of the many issues that need to be addressed, we feel that pay-for-performance should be introduced gradually, beginning at the most senior levels of the organization. Above all, it is critical for publicly financed healthcare organizations to recognize that introducing pay-for-performance involves not only a set of structures and processes, but also likely a profound change in organizational values and behaviours.

38 CFR 3.654 - Active service pay.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 1 2014-07-01 2014-07-01 false Active service pay. 3.654..., Compensation, and Dependency and Indemnity Compensation Adjustments and Resumptions § 3.654 Active service pay... stated in § 3.700(a)(1) for any period for which the veteran received active service pay. For the...

38 CFR 3.654 - Active service pay.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 1 2011-07-01 2011-07-01 false Active service pay. 3.654..., Compensation, and Dependency and Indemnity Compensation Adjustments and Resumptions § 3.654 Active service pay... stated in § 3.700(a)(1) for any period for which the veteran received active service pay. For the...

38 CFR 3.654 - Active service pay.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 1 2013-07-01 2013-07-01 false Active service pay. 3.654..., Compensation, and Dependency and Indemnity Compensation Adjustments and Resumptions § 3.654 Active service pay... stated in § 3.700(a)(1) for any period for which the veteran received active service pay. For the...

38 CFR 3.654 - Active service pay.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 1 2012-07-01 2012-07-01 false Active service pay. 3.654..., Compensation, and Dependency and Indemnity Compensation Adjustments and Resumptions § 3.654 Active service pay... stated in § 3.700(a)(1) for any period for which the veteran received active service pay. For the...

5 CFR 536.302 - Optional pay retention.

Code of Federal Regulations, 2010 CFR

2010-01-01

... conversion rule in § 536.303(a) before determining whether an employee's rate of basic pay otherwise would be... entitled to pay retention under § 536.301, but whose payable rate of basic pay otherwise would be reduced (after application of any applicable geographic conversion under § 536.303(a)) as the result of a...

22 CFR 214.42 - Uniform pay guidelines.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Uniform pay guidelines. 214.42 Section 214.42... Advisory Committees § 214.42 Uniform pay guidelines. (a) A.I.D. follows OMB/CSC guidelines in section 11 of OMB Circular A-63 in establishing rates of pay for advisory committee members, staffs, and consultants...

Teacher Pay and Teacher Aptitude

ERIC Educational Resources Information Center

Leigh, Andrew

2012-01-01

Can changes in teacher pay encourage more able individuals to enter the teaching profession? So far, studies of the impact of pay on the aptitude distribution of teachers have provided mixed evidence on the extent to which altering teacher salaries represents a feasible solution to the teacher quality problem. One possible reason is that these…

Ability to pay and equity in access to Italian and British National Health Services.

PubMed

Domenighetti, Gianfranco; Vineis, Paolo; De Pietro, Carlo; Tomada, Angelo

2010-10-01

Equity in delivery and distribution of health care is an important determinant of health and a cornerstone in the long way to social justice. We performed a comparative analysis of the prevalence of Italian and British residents who have fully paid out-of-pocket for health services which they could have obtained free of charge or at a lower cost from their respective National Health Services. Cross-sectional study based on a standardized questionnaire survey carried out in autumn 2006 among two representative samples (n = 1000) of the general population aged 20-74 years in each of the two countries. 78% (OR 19.9; 95% CI 15.5-25.6) of Italian residents have fully paid out-of-pocket for at least one access to health services in their lives, and 45% (OR 18.1; 95% CI 12.9-25.5) for more than five accesses. Considering only the last 2 years, 61% (OR 16.5; 95% CI 12.6-21.5) of Italians have fully paid out-of-pocket for at least one access. The corresponding pattern for British residents is 20 and 4% for lifelong prevalence, and 10% for the last 2 years. Opening the public health facilities to a privileged private access to all hospital physicians based on patient's ability to pay, as Italy does, could be a source of social inequality in access to care and could probably represent a major obstacle to decreasing waiting times for patients in the standard formal 'free of charge' way of access.

Willingness to Pay for Quality of Life Technologies to Enhance Independent Functioning Among Baby Boomers and the Elderly Adults

PubMed Central

Schulz, Richard; Beach, Scott R.; Matthews, Judith T.; Courtney, Karen; Devito Dabbs, Annette; Person Mecca, Laurel; Sankey, Steadman Scott

2014-01-01

Purpose: We report the results of a study designed to assess whether and how much potential individual end users are willing to pay for Quality of Life Technologies (QoLTs) designed to enhance functioning and independence. Design and Methods: We carried out a web survey of a nationally representative sample of U.S. baby boomers (aged 45–64; N = 416) and older adults (aged 65 and greater, N = 114). Respondents were first instructed to assume that they needed help with kitchen activities/personal care and that technology was available to help with things like meal preparation/dressing, and then they were asked the most they would be willing to pay each month out of pocket for these technologies. Results: We modeled willingness to pay some (72% of respondents) versus none (28%), and the most people were willing to pay. Those willing to pay something were on average willing to pay a maximum of $40.30 and $45.00 per month for kitchen and personal care technology assistance, respectively. Respondents concerned about privacy or who were currently using assistive technology were less willing to pay. Respondents with higher incomes, who were Hispanic, or who perceived a higher likelihood of needing help in the future were more willing to pay. Implications: Consumers’ willingness to pay out of pocket for technologies to improve their well-being and independence is limited. In order to be widely adopted, QoLTs will have to be highly cost effective so that third party payers such as Medicare and private insurance companies are willing to pay for them. PMID:23528289

Willingness to pay for quality of life technologies to enhance independent functioning among baby boomers and the elderly adults.

PubMed

Schulz, Richard; Beach, Scott R; Matthews, Judith T; Courtney, Karen; Devito Dabbs, Annette; Person Mecca, Laurel; Sankey, Steadman Scott

2014-06-01

We report the results of a study designed to assess whether and how much potential individual end users are willing to pay for Quality of Life Technologies (QoLTs) designed to enhance functioning and independence. We carried out a web survey of a nationally representative sample of U.S. baby boomers (aged 45-64; N = 416) and older adults (aged 65 and greater, N = 114). Respondents were first instructed to assume that they needed help with kitchen activities/personal care and that technology was available to help with things like meal preparation/dressing, and then they were asked the most they would be willing to pay each month out of pocket for these technologies. We modeled willingness to pay some (72% of respondents) versus none (28%), and the most people were willing to pay. Those willing to pay something were on average willing to pay a maximum of $40.30 and $45.00 per month for kitchen and personal care technology assistance, respectively. Respondents concerned about privacy or who were currently using assistive technology were less willing to pay. Respondents with higher incomes, who were Hispanic, or who perceived a higher likelihood of needing help in the future were more willing to pay. Consumers' willingness to pay out of pocket for technologies to improve their well-being and independence is limited. In order to be widely adopted, QoLTs will have to be highly cost effective so that third party payers such as Medicare and private insurance companies are willing to pay for them.

40 CFR 66.61 - Duty to pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 40 Protection of Environment 15 2010-07-01 2010-07-01 false Duty to pay. 66.61 Section 66.61... COLLECTION OF NONCOMPLIANCE PENALTIES BY EPA Payment § 66.61 Duty to pay. (a) Except where the owner or... who submits a petition pursuant to § 66.52 shall pay the penalty amount calculated by the owner or...

44 CFR 353.7 - Failure to pay.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 44 Emergency Management and Assistance 1 2010-10-01 2010-10-01 false Failure to pay. 353.7 Section... LICENSEE RADIOLOGICAL EMERGENCY PLANS AND PREPAREDNESS § 353.7 Failure to pay. In any case where there is a dispute over the FEMA bill or where FEMA finds that a licensee has failed to pay a prescribed fee required...

Opportunity to Learn and Conceptions of Educational Equality.

ERIC Educational Resources Information Center

Guiton, Gretchen; Oakes, Jeannie

1995-01-01

Conceptual issues in developing and using opportunity-to-learn (OTL) standards to inform policy questions about equal educational opportunity are discussed. Using two national databases, OTL measures are developed according to Libertarian, Liberal, and Democratic Liberal conceptualizations, and the influence of these concepts on the information…

36 CFR 254.12 - Value equalization; cash equalization waiver.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 36 Parks, Forests, and Public Property 2 2010-07-01 2010-07-01 false Value equalization; cash... AGRICULTURE LANDOWNERSHIP ADJUSTMENTS Land Exchanges § 254.12 Value equalization; cash equalization waiver. (a..., either with or without adjustments of relative values as compensation for various costs, the parties to...

The Pay-for-Performance Dilemma.

ERIC Educational Resources Information Center

Meyer, Herbert H.

1975-01-01

The basis for most problems with merit pay plans is that the great majority of employees believe their own job performance is above average. Even a well-administered merit pay plan cannot give positive feedback to this majority. The likely consequence is that the employee's self-esteem is threatened. Often one copes with such a threat by demeaning…

Teachers' Perceptions of Merit Pay

ERIC Educational Resources Information Center

Jackson, Vanessa; Langheinrich, Cornelia; Loth, Dan

2012-01-01

The purpose of the study is to show the various perceptions teachers have on merit pay. This research was designed to examine the perceptions and attitudes of teachers towards the idea of performance based pay. This topic has been an ongoing battle within school systems since the 1800s. The participants in this study were teachers from the state…

The Track of Policies for Educational Equality and Its Implications in Korea

ERIC Educational Resources Information Center

Jo, Seog Hun

2013-01-01

Most countries have taken equality of education as a paramount issue, but policy initiatives have not taken the same patterns across the nations. This paper addressed the features of equality policies and their changes in South Korea through an array of target groups and types of policy measures. According to a contingency approach, Korea relied…

System Transversal Equalizer.

DTIC Science & Technology

The report describes the implementation, theory of operation, and performance of an adjustable, 48 tap, surface wave transversal equalizer designed...for the Rome Air Development Center, Floyd Site Radar. The transversal equalizer achieves equalization of system distortion by an array of fixed taps...which provide leading and lagging echoes of the main signal. Equalization is achieved by the introduction of an equal but oppositely phased echo of

A 5 Gb/s CMOS adaptive equalizer for serial link

NASA Astrophysics Data System (ADS)

Wu, Hongbing; Wang, Jingyu; Liu, Hongxia

2018-04-01

A 5 Gb/s adaptive equalizer with a new adaptation scheme is presented here by using 0.13 μm CMOS process. The circuit consists of the combination of equalizer amplifier, limiter amplifier and adaptation loop. The adaptive algorithm exploits both the low frequency gain loop and the equalizer loop to minimize the inter-symbol interference (ISI) for a variety of cable characteristics. In addition, an offset cancellation loop is used to alleviate the offset influence of the signal path. The adaptive equalizer core occupies an area of 0.3567 mm2 and consumes a power consumption of 81.7 mW with 1.8 V power supply. Experiment results demonstrate that the equalizer could compensate for a designed cable loss with 0.23 UI peak-to-peak jitter. Project supported by the National Natural Science Foundation of China (No. 61376099), the Foundation for Fundamental Research of China (No. JSZL2016110B003), and the Major Fundamental Research Program of Shaanxi (No. 2017ZDJC-26).

Who Wins? Who Pays? The Economic Returns and Costs of a Bachelor's Degree

ERIC Educational Resources Information Center

de Alva, Jorge Klor; Schneider, Mark

2011-01-01

Given the importance of a college education to entering and staying in the middle class and the high cost of obtaining a bachelor's degree, "Who Wins? and Who Pays?" are questions being asked today at kitchen tables and in the halls of government throughout the nation. Using publicly available data, the authors look at who wins and who pays…

Residents' willingness-to-pay for attributes of rural health care facilities.

PubMed

Allen, James E; Davis, Alison F; Hu, Wuyang; Owusu-Amankwah, Emmanuel

2015-01-01

As today's rural hospitals have struggled with financial sustainability for the past 2 decades, it is critical to understand their value relative to alternatives, such as rural health clinics and private practices. To estimate the willingness-to-pay for specific attributes of rural health care facilities in rural Kentucky to determine which services and operational characteristics are most valued by rural residents. We fitted choice experiment data from 769 respondents in 10 rural Kentucky counties to a conditional logit model and used the results to estimate willingness-to-pay for attributes in several categories, including hours open, types of insurance accepted, and availability of health care professionals and specialized care. Acceptance of Medicaid/Medicare with use of a sliding fee scale versus acceptance of only private insurance was the most valued attribute. Presence of full diagnostic services, an emergency room, and 24-hour/7-day-per-week access were also highly valued. Conversely, the presence of specialized care, such as physical therapy, cancer care, or dialysis, was not valued. In total, respondents were willing to pay $225 more annually to support a hospital relative to a rural health clinic. Rural Kentuckians value the services, convenience, and security that rural hospitals offer, though they are not willing to pay more for specialized care that may be available in larger medical treatment centers. The results also inform which attributes might be added to existing rural health facilities to make them more valuable to local residents. © 2014 National Rural Health Association.

5 CFR 9701.351 - Setting an employee's starting pay.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Setting an employee's starting pay. 9701.351 Section 9701.351 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES... SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Pay Administration § 9701.351 Setting...

Racial and Ethnic Differences in What Smokers Report Paying for Their Cigarettes.

PubMed

Golden, Shelley D; Kong, Amanda Y; Ribisl, Kurt M

2016-07-01

Smoking rates and tobacco-related health problems vary by race and ethnicity. We explore whether cigarette prices, a determinant of tobacco use, differ across racial and ethnic groups, and whether consumer behaviors influence these differences. We used national Tobacco Use Supplement data from 23 299 adult smokers in the United States to calculate average reported cigarette pack prices for six racial and ethnic groups. Using multivariate regression models, we analyzed the independent effect of race and ethnicity on price, and whether these effects changed once indicators of carton purchasing, menthol use, Indian reservation purchase, and state market prices were incorporated. American Indians and whites pay similar amounts and report the lowest prices. Blacks, Hispanics, and Asians reported paying $0.42, $0.68, and $0.89 more for a pack of cigarettes than whites. After accounting for differences in consumer behaviors, these gaps shrunk to $0.27, $0.29, and $0.27, respectively, while American Indians paid $0.38 more than whites. Pack buying was associated with $0.99 higher per-pack prices than carton buying, which was most common among whites. Additionally, people who purchased off an Indian reservation reporting paying $1.54 more than those who purchased on reservation. Average reported cigarette prices vary by race and ethnicity, in part due to differences in product use and purchase location. Tobacco price policies, especially those that target low prices for multipack products or on Indian reservations may increase the prices paid by whites and American Indians, who smoke at the highest rates and pay the least per pack. This study examines differences in reported prices paid by different racial and ethnic groups, using recent, national data from the United States. Results indicating that racial and ethnic groups that smoke at the highest rates (American Indians and whites) also pay the least are consistent with evidence that price is a key factor in cigarette

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.

5 CFR 9901.371 - Conversion into NSPS pay system.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 3 2011-01-01 2011-01-01 false Conversion into NSPS pay system. 9901.371... SECURITY PERSONNEL SYSTEM (NSPS) Pay and Pay Administration Conversion Provisions § 9901.371 Conversion....231 for conversion rules related to determining an employee's career group, pay schedule, and band...

The inability to pay for health services in Central and Eastern Europe: evidence from six countries

PubMed Central

Pavlova, Milena; Rechel, Bernd; Golinowska, Stanisława; Sowada, Christoph; Groot, Wim

2014-01-01

Background: Out-of-pocket payments for health services constitute a major financial burden for patients in Central and Eastern European (CEE) countries. Individuals who are unable to pay use different coping strategies (e.g. borrowing money or foregoing service utilization), which can have negative consequences on their health and social welfare. This article explores patients’ inability to pay for outpatient and hospital services in six CEE countries: Bulgaria, Hungary, Lithuania, Poland, Romania and Ukraine. Methods: The analysis is based on quantitative data collected in 2010 in nationally representative surveys. Two indicators of inability to pay were considered: the need to borrow money or sell assets and foregoing service utilization. Statistical analyses were applied to investigate associations between the indicators of inability to pay and individual characteristics. Results: Patient payments are most common in Bulgaria, Ukraine, Romania and Lithuania and often include informal payments. Romanian and, particularly, Ukrainian patients most often face difficulties to pay for health services (with approximately 40% of Ukrainian payers borrowing money or selling assets to cover hospital payments and approximately 60% of respondents who need care foregoing services). Inability to pay mainly affects those with poor health and low incomes. Conclusion: Widespread patient payments constitute a major financial barrier to health service use in CEE. There is a need to formalize them where they are informal and to take measures to protect vulnerable population groups, especially those with limited possibilities to deal with payment difficulties. PMID:24065370

[Concept of gender, mainstreaming gender and equal opportunities].

PubMed

Montesó Curto, M Pilar

2010-05-01

The concept of gender is related to the concepts of socially constructed masculinity and femininity Gender Studies that take into account this concept is useful for all disciplines of both health and social, arise in the eighteenth century and incorporated in Spain in the 80s of the twentieth century Agrarian societies with patriarchy changed the social status of women making them dependent. The industrial revolution brought wage employment for women that did not result in positive consequences for overall health or your mental health. The gender mainstreaming boost since 1985 trying to build a future strategy for the advancement of women, the term for the first time at the Third UN World Conference on Women--Nairobi, 1985--where the government's commitment to acquire implementation of the forward-looking strategies for the advancement of women, which include all the organizations under the UN. Will be in Beijing 1995--Fourth World Conference on Women United Nations--where it was found that equality for women was still limited and not fully protected against discrimination. Policies for gender equality since the United Nations, European Union and Spain have been happening since 1975. Spain has been important in the creation of the Women's Institute in 1983 and the four equal opportunity plans that have been happening since 1988 (1988-1990, 1993-1995, 1997-2000, 2003-2006).

5 CFR 9701.372 - Creating initial pay ranges.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Creating initial pay ranges. 9701.372 Section 9701.372 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Transitional Provisions § 9701.372 Creating...

Equality of care between First Nations and non-First Nations patients in Saskatoon emergency departments.

PubMed

Batta, Rachit; Carey, Robert; Sasbrink-Harkema, Martin Ashley; Oyedokun, Taofiq Olusegun; Lim, Hyun J; Stempien, James

2018-03-28

CLINICIAN'S CAPSULE What is known about the topic? There are concerns regarding unequal treatment towards First Nations people when engaged with health care services. What did this study ask? Whether quantitative differences in care exist between First Nations and non-First Nations patients in the ED. What did this study find? First Nations presenting with abdominal pain were found to have no difference in the time-related care parameters relative to non-First Nations patients. Why does this study matter to clinicians? Future quantitative and qualitative studies will be necessary to further understand the care inequality that has been expressed among First Nations patients.

Gender Pay Equity in Higher Education: Salary Differentials and Predictors of Base Faculty Income

ERIC Educational Resources Information Center

Meyers, Laura E.

2011-01-01

This study investigates faculty gender pay equity in higher education. Using data from the 2004 National Study of Postsecondary Faculty and drawing on human capital theory, structural theory, and the theory of comparable worth, this study uses cross-classified random effects modeling to explore what factors may be contributing to the pay…

The One World of Working Women. Monograph No. 1.

ERIC Educational Resources Information Center

Nelson, Anne H.

Women of many nations, particularly the industrialized countries, are achieving greater opportunity and equality in the working world. The rate at which women are joining the work force has confounded all predictions and created unexpected difficulties in securing equal pay and access to jobs and training. The most direct discrimination, separate…

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

Performance Pay and Teacher Motivation: Separating Myth from Reality

ERIC Educational Resources Information Center

Hulleman, Chris S.; Barron, Kenneth E.

2010-01-01

This article draws on research from outside of education to evaluate some common myths about performance pay and to consider future directions for designing and evaluating performance pay systems in K-12 education. The five common myths surrounding performance pay include: (1) Performance pay systems improve performance; (2) Performance pay…

75 FR 81817 - Adjustments of Certain Rates of Pay

Federal Register 2010, 2011, 2012, 2013, 2014

2010-12-29

... Order 13561 of December 22, 2010 Adjustments of Certain Rates of Pay By the authority vested in me as..., it is hereby ordered as follows: Section 1. Statutory Pay Systems. Pursuant to the Continuing... ``Continuing Appropriations Act''), the rates of basic pay or salaries of the statutory pay systems (as defined...

41 CFR 301-76.2 - What is disposable pay?

Code of Federal Regulations, 2010 CFR

2010-07-01

... 41 Public Contracts and Property Management 4 2010-07-01 2010-07-01 false What is disposable pay... What is disposable pay? Disposable pay is the part of the employee's compensation remaining after the... deductions such as savings bonds, charitable contributions, etc. Deductions may be made from any type of pay...

5 CFR 534.304 - Basic pay for staff positions.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false Basic pay for staff positions. 534.304... UNDER OTHER SYSTEMS Basic Pay for Employees of Temporary Organizations § 534.304 Basic pay for staff positions. (a)(1) Rates of basic pay for staff or other non-executive level positions of temporary...

5 CFR 534.304 - Basic pay for staff positions.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Basic pay for staff positions. 534.304... UNDER OTHER SYSTEMS Basic Pay for Employees of Temporary Organizations § 534.304 Basic pay for staff positions. (a)(1) Rates of basic pay for staff or other non-executive level positions of temporary...

5 CFR 534.304 - Basic pay for staff positions.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Basic pay for staff positions. 534.304... UNDER OTHER SYSTEMS Basic Pay for Employees of Temporary Organizations § 534.304 Basic pay for staff positions. (a)(1) Rates of basic pay for staff or other non-executive level positions of temporary...

5 CFR 534.304 - Basic pay for staff positions.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 5 Administrative Personnel 1 2012-01-01 2012-01-01 false Basic pay for staff positions. 534.304... UNDER OTHER SYSTEMS Basic Pay for Employees of Temporary Organizations § 534.304 Basic pay for staff positions. (a)(1) Rates of basic pay for staff or other non-executive level positions of temporary...

5 CFR 534.304 - Basic pay for staff positions.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 5 Administrative Personnel 1 2013-01-01 2013-01-01 false Basic pay for staff positions. 534.304... UNDER OTHER SYSTEMS Basic Pay for Employees of Temporary Organizations § 534.304 Basic pay for staff positions. (a)(1) Rates of basic pay for staff or other non-executive level positions of temporary...

Interpretation and Implications of Previous Sea Pay Estimates

DTIC Science & Technology

2015-04-01

amount of sea duty that can be gained from a rise in Career Sea Pay and Career Sea Pay Premium . The second was how to separate multiple effects of sea...Sea Pay Premium in inducing sailors to undertake sea duty, and to suggest new approaches to encouraging sailors to undertake voluntary sea duty. In...additional person-year of sea duty.  The Career Sea Pay Premium (CSPP) bonus (which is paid only to sailors with more than 36 months continuous

28 CFR 545.25 - Eligibility for performance pay.

Code of Federal Regulations, 2011 CFR

2011-07-01

..., is expelled, or otherwise fails attendance requirements of the drug abuse education course or the... have committed a level 100 or 200 series drug- or alcohol-related prohibited act will automatically... shall not ordinarily receive performance pay above the maintenance pay level, or bonus pay, or vacation...

5 CFR 531.207 - Applying annual pay adjustments.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Applying annual pay adjustments. 531.207 Section 531.207 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER THE GENERAL SCHEDULE Determining Rate of Basic Pay General Provisions § 531.207 Applying annual...

5 CFR 534.504 - Annual adjustment in pay.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Annual adjustment in pay. 534.504 Section 534.504 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Senior-Level and Scientific and Professional Positions § 534.504 Annual adjustment...

5 CFR 531.206 - Order of processing simultaneous pay actions.

Code of Federal Regulations, 2010 CFR

2010-01-01

... REGULATIONS PAY UNDER THE GENERAL SCHEDULE Determining Rate of Basic Pay General Provisions § 531.206 Order of... employee's rate of basic pay, the actions will be processed in the following order: (a) Process general pay... base rates; an adjustment of a locality pay percentage under subpart F of this part; the establishment...

5 CFR 550.709 - Accrual and payment of severance pay.

Code of Federal Regulations, 2010 CFR

2010-01-01

... under § 550.707(b) using an average rate of basic pay, that average rate is used to determine the amount... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Accrual and payment of severance pay. 550... PAY ADMINISTRATION (GENERAL) Severance Pay § 550.709 Accrual and payment of severance pay. (a...

5 CFR 550.709 - Accrual and payment of severance pay.

Code of Federal Regulations, 2011 CFR

2011-01-01

... under § 550.707(b) using an average rate of basic pay, that average rate is used to determine the amount... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Accrual and payment of severance pay. 550... PAY ADMINISTRATION (GENERAL) Severance Pay § 550.709 Accrual and payment of severance pay. (a...

20 CFR 404.1044 - Vacation pay.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 2 2011-04-01 2011-04-01 false Vacation pay. 404.1044 Section 404.1044 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1044 Vacation pay. We consider...

20 CFR 404.1044 - Vacation pay.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 2 2013-04-01 2013-04-01 false Vacation pay. 404.1044 Section 404.1044 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1044 Vacation pay. We consider...

20 CFR 404.1044 - Vacation pay.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 2 2012-04-01 2012-04-01 false Vacation pay. 404.1044 Section 404.1044 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1044 Vacation pay. We consider...

20 CFR 404.1044 - Vacation pay.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 2 2014-04-01 2014-04-01 false Vacation pay. 404.1044 Section 404.1044 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1044 Vacation pay. We consider...

20 CFR 404.1044 - Vacation pay.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Vacation pay. 404.1044 Section 404.1044 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1044 Vacation pay. We consider...

5 CFR 304.106 - Pay and leave administration.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Pay and leave administration. 304.106... AND CONSULTANT APPOINTMENTS § 304.106 Pay and leave administration. (a) The employing agency has the authority to adjust the pay of experts and consultants after initial appointment and to establish...

5 CFR 531.215 - Setting pay upon demotion.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Setting pay upon demotion. 531.215 Section 531.215 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY... Changes § 531.215 Setting pay upon demotion. (a) General. Except as otherwise provided in this section, an...

38 CFR 10.0 - Adjusted service pay entitlements.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 1 2010-07-01 2010-07-01 false Adjusted service pay... COMPENSATION Adjusted Compensation; General § 10.0 Adjusted service pay entitlements. A veteran entitled to adjusted service pay is one whose adjusted service credit does not amount to more than $50 as distinguished...

44 CFR 208.12 - Maximum Pay Rate Table.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 44 Emergency Management and Assistance 1 2010-10-01 2010-10-01 false Maximum Pay Rate Table. 208... § 208.12 Maximum Pay Rate Table. (a) Purpose. This section establishes the process for creating and updating the Maximum Pay Rate Table (Table), and the Table's use to reimburse Affiliated Personnel (Task...

20 CFR 404.1805 - Paying benefits.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 2 2011-04-01 2011-04-01 false Paying benefits. 404.1805 Section 404.1805 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Payment Procedures § 404.1805 Paying benefits. (a) As soon as possible after we have made a determination...

20 CFR 404.1805 - Paying benefits.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 2 2013-04-01 2013-04-01 false Paying benefits. 404.1805 Section 404.1805 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Payment Procedures § 404.1805 Paying benefits. (a) As soon as possible after we have made a determination...

20 CFR 404.1805 - Paying benefits.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Paying benefits. 404.1805 Section 404.1805 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Payment Procedures § 404.1805 Paying benefits. (a) As soon as possible after we have made a determination...

20 CFR 404.1805 - Paying benefits.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 2 2012-04-01 2012-04-01 false Paying benefits. 404.1805 Section 404.1805 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Payment Procedures § 404.1805 Paying benefits. (a) As soon as possible after we have made a determination...

20 CFR 404.1805 - Paying benefits.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 2 2014-04-01 2014-04-01 false Paying benefits. 404.1805 Section 404.1805 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Payment Procedures § 404.1805 Paying benefits. (a) As soon as possible after we have made a determination...

20 CFR 211.11 - Miscellaneous pay.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Miscellaneous pay. 211.11 Section 211.11 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT CREDITABLE RAILROAD COMPENSATION § 211.11 Miscellaneous pay. Any payment made to an employee by an employer which is...

78 FR 80451 - Adjustments of Certain Rates of Pay

Federal Register 2010, 2011, 2012, 2013, 2014

2013-12-31

... of Pay By the authority vested in me as President by the Constitution and the laws of the United States of America, it is hereby ordered as follows: Section 1. Statutory Pay Systems. The rates of basic pay or salaries of the statutory pay systems (as defined in 5 U.S.C. 5302(1)), as adjusted under 5 U.S...

Pay Me Now or Pay Me Later: 10 Years Later and Have We Seen Any Change?

ERIC Educational Resources Information Center

Cone, Stephen L.

2004-01-01

It has been nearly a decade since the 1996 Surgeon General?s Report (SGR) on "Physical Activity and Health" (United States Department of Health and Human Services [USDHHS], 1996). It is time that people stop and reflect on this historic report and begin the assessment process--are people paying now or will they continue to pay later?…

38 CFR 3.754 - Emergency officers' retirement pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

...' retirement pay. 3.754 Section 3.754 Pensions, Bonuses, and Veterans' Relief DEPARTMENT OF VETERANS AFFAIRS... officers' retirement pay. A retired emergency officer of World War I has basic eligibility to retirement pay by the Department of Veterans Affairs under Pub. L. 87-875 (sec. 11(b), Pub. L. 85-857) from date...

20 CFR 218.29 - Pay for time lost.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Pay for time lost. 218.29 Section 218.29 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT ANNUITY... Annuity Beginning Date § 218.29 Pay for time lost. Pay for time lost because of personal injury must be...

29 CFR 778.409 - Provision for overtime pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Provision for overtime pay. 778.409 Section 778.409 Labor... Regular Rate Principles Guaranteed Compensation Which Includes Overtime Pay § 778.409 Provision for overtime pay. The section 7(f) contract must provide for compensation at not less than one and one-half...

Predictors of appendiceal perforation in an equal access system.

PubMed

Walker, Avery; Hatch, Quinton; Drake, Thurston; Nelson, Daniel W; Fitzpatrick, Emilie; Bingham, Jason; Black, George; Maykel, Justin A; Steele, Scott R

2014-07-01

Discrepancies in socioeconomic factors have been associated with higher rates of perforated appendicitis. As an equal-access health care system theoretically removes these barriers, we aimed to determine if remaining differences in demographics, education, and pay result in disparate outcomes in the rate of perforated appendicitis. All patients undergoing appendectomy for acute appendicitis (November 2004-October 2009) at a tertiary care equal access institution were categorized by demographics and perioperative data. Rank of the sponsor was used as a surrogate for economic status. A multivariate logistic regression model was performed to determine patient and clinical characteristics associated with perforated appendicitis. A total of 680 patients (mean age 30±16 y; 37% female) were included. The majority were Caucasian (56.4% [n=384]; African Americans 5.6% [n=38]; Asians 1.9% [n=13]; and other 48.9% [n=245]) and enlisted (87.2%). Overall, 6.4% presented with perforation, with rates of 6.6%, 5.8%, and 6.7% (P=0.96) for officers, enlisted soldiers, and contractors, respectively. There was no difference in perforation when stratified by junior or senior status for either officers or enlisted (9.3% junior versus 4.40% senior officers, P=0.273; 6.60% junior versus 5.50% senior enlisted, P=0.369). On multivariate analysis, parameters such as leukocytosis and temperature, as well as race and rank were not associated with perforation (P=0.7). Only age had a correlation, with individuals aged 66-75 y having higher perforation rates (odds ratio, 1.04; 95% confidence interval, 1.02-1.05; P<0.001). In an equal-access health care system, older age, not socioeconomic factors, correlated with increased appendiceal perforation rates. Published by Elsevier Inc.

Shaping a Gender Equality Policy in Higher Education: Which Human Capabilities Matter?

ERIC Educational Resources Information Center

Loots, Sonja; Walker, Melanie

2015-01-01

South African institutions still confront gendered inequalities, irrespective of transformative national policies, compounded by the absence of a national gender equality policy for higher education. We therefore explore the potential of the capabilities approach (CA) to inform policy formation and argue for the development of a policy for higher…

The Historically Black College as Social Contract, Social Capital, and Social Equalizer.

ERIC Educational Resources Information Center

Brown, M. Christopher, II; Davis, James Earl

2001-01-01

Historically black colleges and universities (HBCUs) enjoy a unique social contract in the national history, acting as social agencies for society by providing equal educational opportunity and attainment for all students. This social contract brokered between the nation and African Americans is realized through social capital or distribution and…

Payún Volcanic Field

NASA Image and Video Library

2013-01-04

Situated in the southern Andes Mountains, the Payún volcanic field of Argentina is a complex landscape that formed over hundreds of thousands of years. Sprawling over 5,200 square kilometers (2,000 square miles), Payún is a massive shield volcano—a broad formation resembling an ancient warrior shield. This false-color image is a composite of observations acquired on February 7 and March 20, 2001 by the Enhanced Thematic Mapper Plus on the Landsat 7 satellite. It was made from a combination of visible and infrared light, where green indicates vegetation, black indicates lava flows, and orange is bare rock rich in iron oxides. Part of the back-arc volcanism of the Andes, Payún lies about 530 kilometers (330 miles) east from where the Nazca plate subducts below the South America plate. Not surprisingly, a volcanic zone extends over some 1,000 kilometers (600 miles) north-to-south in this region. According to a study published in 2010, the regional geology and chemical composition of the rocks indicate that the volcanic field likely formed within the past 300,000 years. The dominant feature of the volcanic field is Payún Matru, an elliptical caldera measuring roughly 9 by 7 kilometers (6 by 4 miles). Geologists surmise that the caldera formed after the old magma chamber emptied and the summit collapsed. Southwest of the caldera is a stratovolcano composed of alternating layers of compacted ash, hardened lava, and rocks ejected during previous eruptions. This stratovolcano, Payún, rises to 3,680 meters (12,073 feet) above sea level. (The entire volcanic field sits at 2,000 meters, or 6,600 feet.) The stratovolcano may be the most prominent feature in the volcanic field but it is by no means the only one. More than 300 eruptive features litter the shield volcano, most of them occupying an east-west line. West of Payún Matru is an area known as Los Volcanes, a mass of strombolian cones and basaltic lava flows. Image courtesy Michael P. Taylor, Landsat Data

Reliability in Cross-National Content Analysis.

ERIC Educational Resources Information Center

Peter, Jochen; Lauf, Edmund

2002-01-01

Investigates how coder characteristics such as language skills, political knowledge, coding experience, and coding certainty affected inter-coder and coder-training reliability. Shows that language skills influenced both reliability types. Suggests that cross-national researchers should pay more attention to cross-national assessments of…

20 CFR 211.4 - Vacation pay.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Vacation pay. 211.4 Section 211.4 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT CREDITABLE RAILROAD COMPENSATION § 211.4 Vacation pay. Payments made to an employee with respect to vacation or holidays shall be...

4 CFR 5.4 - Pay administration.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 4 Accounts 1 2010-01-01 2010-01-01 false Pay administration. 5.4 Section 5.4 Accounts GOVERNMENT ACCOUNTABILITY OFFICE PERSONNEL SYSTEM COMPENSATION § 5.4 Pay administration. The provisions of chapter 55 of title 5, U.S. Code and the Office of Personnel Management implementing regulations apply to Government...

Good practice or positive action? Using Q methodology to identify competing views on improving gender equality in academic medicine.

PubMed

Bryant, Louise D; Burkinshaw, Paula; House, Allan O; West, Robert M; Ward, Vicky

2017-08-22

The number of women entering medicine has increased significantly, yet women are still under-represented at senior levels in academic medicine. To support the gender equality action plan at one School of Medicine, this study sought to (1) identify the range of viewpoints held by staff on how to address gender inequality and (2) identify attitudinal barriers to change. Q methodology. 50 potential interventions representing good practice or positive action, and addressing cultural, organisational and individual barriers to gender equality, were ranked by participants according to their perception of priority. The School of Medicine at the University of Leeds, UK. Fifty-five staff members were purposively sampled to represent gender and academic pay grade. Principal components analysis identified six competing viewpoints on how to address gender inequality. Four viewpoints favoured positive action interventions: (1) support careers of women with childcare commitments, (2) support progression of women into leadership roles rather than focus on women with children, (3) support careers of all women rather than just those aiming for leadership, and (4) drive change via high-level financial and strategic initiatives. Two viewpoints favoured good practice with no specific focus on women by (5) recognising merit irrespective of gender and (6) improving existing career development practice. No viewpoint was strongly associated with gender, pay grade or role; however, latent class analysis identified that female staff were more likely than male to prioritise the setting of equality targets. Attitudinal barriers to the setting of targets and other positive action initiatives were identified, and it was clear that not all staff supported positive action approaches. The findings and the approach have utility for those involved in gender equality work in other medical and academic institutions. However, the impact of such initiatives needs to be evaluated in the longer term. �

20 CFR 322.6 - Pay for time lost.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Pay for time lost. 322.6 Section 322.6 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD UNEMPLOYMENT INSURANCE ACT REMUNERATION § 322.6 Pay for time lost. (a) Definition. The term “pay for time lost” means any payment made to...

20 CFR 322.6 - Pay for time lost.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 1 2014-04-01 2012-04-01 true Pay for time lost. 322.6 Section 322.6 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD UNEMPLOYMENT INSURANCE ACT REMUNERATION § 322.6 Pay for time lost. (a) Definition. The term “pay for time lost” means any payment made to...

20 CFR 322.6 - Pay for time lost.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 1 2013-04-01 2012-04-01 true Pay for time lost. 322.6 Section 322.6 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD UNEMPLOYMENT INSURANCE ACT REMUNERATION § 322.6 Pay for time lost. (a) Definition. The term “pay for time lost” means any payment made to...

20 CFR 322.6 - Pay for time lost.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 1 2011-04-01 2011-04-01 false Pay for time lost. 322.6 Section 322.6 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD UNEMPLOYMENT INSURANCE ACT REMUNERATION § 322.6 Pay for time lost. (a) Definition. The term “pay for time lost” means any payment made to...

20 CFR 322.6 - Pay for time lost.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 1 2012-04-01 2012-04-01 false Pay for time lost. 322.6 Section 322.6 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD UNEMPLOYMENT INSURANCE ACT REMUNERATION § 322.6 Pay for time lost. (a) Definition. The term “pay for time lost” means any payment made to...

45 CFR 150.461 - Failure to pay assessment.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 1 2010-10-01 2010-10-01 false Failure to pay assessment. 150.461 Section 150.461... ENFORCEMENT IN GROUP AND INDIVIDUAL INSURANCE MARKETS Administrative Hearings § 150.461 Failure to pay assessment. If any entity fails to pay an assessment after it becomes a final order, or after the court has...

Equality and Quality in Education. A Comparative Study of 19 Countries

PubMed Central

Pfeffer, Fabian T.

2015-01-01

This contribution assesses the performance of national education systems along two important dimensions: The degree to which they help individuals develop capabilities necessary for their successful social integration (educational quality) and the degree to which they confer equal opportunities for social advancement (educational equality). It advances a new conceptualization to measure quality and equality in education and then uses it to study the relationship between institutional differentiation and these outcomes. It relies on data on final educational credentials and literacy among adults that circumvent some of the under-appreciated conceptual challenges entailed in the widespread analysis of international student assessment data. The analyses reveal a positive relationship between educational quality and equality and show that education systems with a lower degree of institutional differentiation not only provide more educational equality but are also marked by higher levels of educational quality. While the latter association is partly driven by other institutional and macro-structural factors, I demonstrate that the higher levels of educational equality in less differentiated education systems do not entail an often-assumed trade-off for lower quality. PMID:25769872

Fairness of prices, user fee policy and willingness to pay among visitors to a national forest

Treesearch

Jin Young Chung; Gerard T. Kyle; James F. Petrick; James D. Absher

2011-01-01

Imposing user fees in Nature-Based Tourism (NBT) contexts has been a controversial issue. Based on the notions of justice and fairness, this study extended previous work examining the relationship between attitudes toward user fees and spending support. In a proposed structural model of price fairness, fee spending support, and willingness to pay (WTP), this paper...

Patients' willingness to pay for pharmaceutical care.

PubMed

Larson, R A

2000-01-01

To determine the level at which patients receive pharmaceutical care services and their willingness to pay for comprehensive pharmaceutical care services. A mail survey was sent to 2,500 adults in the United States. Surveys were mailed to subjects' homes. Subjects were randomly selected from a marketing database that included representation from each of the 50 states of the United States. The survey provided a description of comprehensive pharmaceutical care, and survey items asked about the level of care subjects were receiving and their willingness to pay for these services. Level of various pharmacy services subjects reported receiving, and the dollar amount subjects were willing to pay for comprehensive pharmaceutical care. The majority of the subjects were not receiving pharmaceutical care services. The average amount all respondents were willing to pay for these services was $13 for a one-time consultation and $28 for this plus 1 year of monitoring. Looking only at those respondents willing to pay (56%), the means rise to $23 and $50, respectively. A majority of patients are willing to pay for pharmaceutical care services, even if they are not now receiving this level of care. Direct payment from patients who recognize the therapeutic benefits of pharmaceutical care may be a more viable option than is generally believed, at least until the profession can prove pharmaceutical care's utility and cost-effectiveness to third party payers.

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.

Multiple effects of performance-contingent pay for wait-persons

PubMed Central

George, James T.; Hopkins, B. L.

1989-01-01

The owners of three restaurants requested help with the pay of waitpersons who were paid by the hour. The waitpersons asked for raises which the owners said they could not afford. This research changed the method of compensating waitpersons by making their pay contingent on dollars of food sold. Increased productivity and increased earnings per hour of work for all of the waitpersons followed the beginning of the performance-contingent pay. Most of the waitpersons also earned increased take-home pay when the performance-contingent pay began. There was little improvement in labor costs per dollar of food sold, a measure of benefit to the owners. The fact that benefits to workers occurred without benefits to owners is contrary to common views about the effects of performance-contingent pay. PMID:16795723

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…

Merit Pay and the Music Teacher

ERIC Educational Resources Information Center

Elpus, Kenneth

2011-01-01

Current proponents of education reform are at present seeking to fundamentally change the system of teacher compensation by eliminating the traditional single salary schedule and instituting a merit pay system that directly links teacher pay to student achievement. To date, the scholarly literature in music education has been silent on the subject…

75 FR 34923 - General Schedule Locality Pay Areas

Federal Register 2010, 2011, 2012, 2013, 2014

2010-06-21

...;Prices of new books are listed in the first FEDERAL REGISTER issue of each #0;week. #0; #0; #0; #0;#0... area to the New York locality pay area. We received no comments on the interim rule and adopt the final... Philadelphia locality pay area while Lakehurst, in Ocean County, New Jersey, was in the New York locality pay...

29 CFR 4.180 - Overtime pay-in general.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 1 2010-07-01 2010-07-01 true Overtime pay-in general. 4.180 Section 4.180 Labor Office of... Pay of Covered Employees § 4.180 Overtime pay—in general. The Act does not provide for compensation of... follows: “In determining any overtime pay to which such service employees are entitled under any Federal...

27 CFR 70.97 - Failure to pay tax.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 27 Alcohol, Tobacco Products and Firearms 2 2010-04-01 2010-04-01 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... section 6651 of the Internal Revenue Code (relating to failure to file such return or pay tax) shall be...

78 FR 853 - National Mentoring Month, 2013

Federal Register 2010, 2011, 2012, 2013, 2014

2013-01-07

... 8922 of December 31, 2012 National Mentoring Month, 2013 By the President of the United States of... mission to serve others. During National Mentoring Month, we pay special tribute to the men and women who... proclaim January 2013 as National Mentoring Month. I call upon public officials, business and community...

49 CFR 92.21 - Deduction from pay.

Code of Federal Regulations, 2010 CFR

2010-10-01

... salary offset may be made, the chief of the accounting or finance office of the paying DOT operating... accounting or finance office of the paying DOT operating element before collection of the indebtedness by...

Cross-national differences in the gender gap in subjective health in Europe: does country-level gender equality matter?