20 CFR 404.1265 - Addition of interest to contributions-for wages paid prior to 1987.

Code of Federal Regulations, 2010 CFR

2010-04-01

... Governments If A State Fails to Make Timely Payments-for Wages Paid Prior to 1987 § 404.1265 Addition of interest to contributions—for wages paid prior to 1987. (a) Contributions not paid timely. If a State fails... by the Social Security Administration, a notification of underpayment shall be forwarded to the State...

29 CFR 552.110 - Recordkeeping requirements.

Code of Federal Regulations, 2010 CFR

2010-07-01

..., (4) total hours worked each week by the employee for the employer, (5) total cash wages paid each... of daily and weekly hours that the employee normally works and either the employer or the employee... Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS APPLICATION...

An Examination and Comparison of Airline and Navy Pilot Career Earnings

DTIC Science & Technology

1986-03-01

RECEIVED ........ .............. 45 16. AIRLINE PILOT PROBATIONARY WAGES .... ........ 46 17. 1985 FAPA MAXIMUM PILOT WAGE ESTIMATES ..... 53 1 1983...tI% LIN PILOT WAGES REGRESSION EQUATIONS . 5 19. AVERAGE 1983 PILOT WAGES COMPUTED FROM REGRESSION ANALYSIS ...... ............. 56 20. FAPA MAXIMUM...Western N/A 1,200 1,500 Source: FAPA This establishes a wage "base" for pilots. In addition, a pilot who ilys more than average in one month may "bank

Medicare program; FY 2014 hospice wage index and payment rate update; hospice quality reporting requirements; and updates on payment reform. final rule.

PubMed

2013-08-07

This final rule updates the hospice payment rates and the wage index for fiscal year (FY) 2014, and continues the phase out of the wage index budget neutrality adjustment factor (BNAF). Including the FY 2014 15 percent BNAF reduction, the total 5 year cumulative BNAF reduction in FY 2014 will be 70 percent. The BNAF phase-out will continue with successive 15 percent reductions in FY 2015 and FY 2016. This final rule also clarifies how hospices are to report diagnoses on hospice claims, and provides updates to the public on hospice payment reform. Additionally, this final rule changes the requirements for the hospice quality reporting program by discontinuing currently reported measures and implementing a Hospice Item Set with seven National Quality Forum (NFQ) endorsed measures beginning July 1, 2014, as proposed. Finally, this final rule will implement the hospice Experience of Care Survey on January 1, 2015, as proposed.

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

Code of Federal Regulations, 2013 CFR

2013-07-01

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

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

Code of Federal Regulations, 2012 CFR

2012-07-01

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

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

Code of Federal Regulations, 2011 CFR

2011-07-01

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

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

Code of Federal Regulations, 2014 CFR

2014-07-01

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

29 CFR 3.10 - Methods of payment of wages.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 1 2010-07-01 2010-07-01 true Methods of payment of wages. 3.10 Section 3.10 Labor Office... IN WHOLE OR IN PART BY LOANS OR GRANTS FROM THE UNITED STATES § 3.10 Methods of payment of wages. The payment of wages shall be by cash, negotiable instruments payable on demand, or the additional forms of...

29 CFR 520.403 - What information is required when applying for authority to pay less than the minimum wage?

Code of Federal Regulations, 2011 CFR

2011-07-01

... than the minimum wage? (a) A separate application must be made for each plant or establishment...; (5) If requesting authorization for the employment of learners at subminimum wages for a learning... period prior to making application; (7) Total number of nonsupervisory workers in the particular plant or...

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

PubMed

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

2015-05-01

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

The effect of prior healthcare employment on the wages of registered nurses.

PubMed

Yoo, Byung-Kwang; Kim, Minchul; Lin, Tzu-Chun; Sasaki, Tomoko; Ward, Debbie; Spetz, Joanne

2016-08-19

The proportion of registered nurses (RNs) with employment in health-related positions before their initial RN education has increased in the past two decades. Previous research found that prior health-related employment is positively associated with RN workforce supply, potentially due to the wage differences based on different career paths. This study's objective is to test the hypotheses that prior health-related employment is associated with differences in starting wages and with different rates of wage growth for experience as an RN. We conducted a cross-sectional analysis using the 2008 National Sample Survey of Registered Nurses (NSSRN) linked with county-level variables from the Area Health Resource File. We estimated a Heckman model where the second-stage equation's outcome variable was the logarithm of the RN hourly wage, accounting for the self-selection of working or not working as an RN (i.e., the first-stage equation's outcome variable). Key covariates included interaction terms between years of experience, experience squared, and six categories of prior health-related employment (manager, LPN/LVN, allied health, nursing aide, clerk, and all other healthcare positions). Additional covariates included demographics, weekly working hours, marital status, highest nursing degree, and county-level variables (e.g., unemployment rate). We estimated the marginal effect of experience on wage for each type of prior health-related employment, conducting separate analyses for RNs whose initial education was a Bachelor of Science in Nursing (BSN) (unweighted N = 10,345/weighted N = 945,429), RNs whose initial education was an Associate degree (unweighted N = 13,791/weighted N = 1,296,809), and total population combining the former groups (unweighted N = 24,136/weighted N = 2,242,238). Prior health-related employment was associated with higher wages, with the strongest wage differences among BSN-educated RNs. Among BSN-educated RNs, previous employment as a health care manager, LPN/LVN, or nursing aide produced statistically higher starting wages ($1.72-$3.86 per hour; $3400-$7700 per year; p = 0.006-0.08). However, experience-based wage growth was lower for BSN-educated RNs previously employed as allied health workers, LPN/LVNs, or nursing aides. Among Associate degree-educated RNs, wage difference was not observed except for higher initial wage for RNs with previous employment as LPN/LVNs. Prior employment in health-related positions was associated with both starting salary and experience-based wage growth among BSN-educated RNs. The higher wage return for those with a BSN may motivate non-RN healthcare workers to seek a BSN in their transition to RN jobs, which could help advancement toward the 80 % BSN workforce recommended by the U.S. Institute of Medicine.

The future of the nurse shortage: will wage increases close the gap?

PubMed

Spetz, Joanne; Given, Ruth

2003-01-01

In recent years the U.S. media have been reporting a shortage of registered nurses (RNs). In theory, labor-market shortages are self-correcting; wage increases will bring labor markets into equilibrium, and policy intervention is not necessary. In this paper we develop a simple forecasting model and ask the question: How high must RN wages rise in the future to end the RN shortage? We find that inflation-adjusted wages must increase 3.2-3.8 percent per year between 2002 and 2016, with wages cumulatively rising up to 69 percent, to end the shortage. Total RN expenditures would more than double by 2016.

Quantile regression analysis of body mass and wages.

PubMed

Johar, Meliyanni; Katayama, Hajime

2012-05-01

Using the National Longitudinal Survey of Youth 1979, we explore the relationship between body mass and wages. We use quantile regression to provide a broad description of the relationship across the wage distribution. We also allow the relationship to vary by the degree of social skills involved in different jobs. Our results find that for female workers body mass and wages are negatively correlated at all points in their wage distribution. The strength of the relationship is larger at higher-wage levels. For male workers, the relationship is relatively constant across wage distribution but heterogeneous across ethnic groups. When controlling for the endogeneity of body mass, we find that additional body mass has a negative causal impact on the wages of white females earning more than the median wages and of white males around the median wages. Among these workers, the wage penalties are larger for those employed in jobs that require extensive social skills. These findings may suggest that labor markets reward white workers for good physical shape differently, depending on the level of wages and the type of job a worker has. Copyright © 2011 John Wiley & Sons, Ltd.

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

Code of Federal Regulations, 2010 CFR

2010-07-01

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

Efficiency-wage competition and nonlinear dynamics

NASA Astrophysics Data System (ADS)

Guerrazzi, Marco; Sodini, Mauro

2018-05-01

In this paper we develop a nonlinear version of the efficiency-wage competition model pioneered by Hahn (1987) [27]. Under the assumption that the strategic relationship among optimal wage bids put forward by competing firms is non-monotonic, we show that market wage offers can actually display persistent fluctuations described by a piece-wise non-invertible map. Thereafter, assuming that employers are never constrained in the labour market, we give evidence that in the parameter region of chaotic dynamics, the model is able to reproduce the business cycle regularity according to which in the short-run average wages fluctuate less than aggregate employment. In addition, we show that the efficiency-wage competition among firms leads to some inefficiencies in the wage setting process.

Total staff costs to implement a decision support system in nursing.

PubMed

Castilho, Valéria; Lima, Antônio Fernandes Costa; Fugulin, Fernanda Maria Togeiro; Peres, Heloisa Helena Ciqueto; Gaidzinski, Raquel Rapone

2014-01-01

to identify the direct labor (DL) costs to put in practice a decision support system (DSS) in nursing at the University Hospital of the University of São Paulo (HU-USP). the development of the DSS was mapped in four sub-processes: Conception, Elaboration, Construction and Transition. To calculate the DL, the baseline salary per professional category was added to the five-year additional remuneration, representation fees and social charges, and then divided by the number of hours contracted, resulting in the hour wage/professional, which was multiplied by the time spend on each activity in the sub-processes. the DL cost corresponded to R$ 752,618.56 (100%), R$ 26,000.00 (3.45%) of which were funded by a funding agency, while R$ 726,618.56 (96,55%) came from Hospital and University resources. considering the total DL cost, 72.1% related to staff wages for the informatics consulting company and 27.9% to the DL of professionals at the HU and the School of Nursing.

29 CFR 5.15 - Limitations, variations, tolerances, and exemptions under the Contract Work Hours and Safety...

Code of Federal Regulations, 2011 CFR

2011-07-01

...). (iii) The time in question does not involve productive work or performance of the apprentice's or... receives gross wages of not less than $300 per week regardless of the total number of hours worked in any workweek, and (B) Within any workweek the total wages which an employee receives are not less than the...

New Evidence against a Causal Marriage Wage Premium

PubMed Central

Killewald, Alexandra; Lundberg, Ian

2017-01-01

Recent research shows that men’s wages rise more rapidly than expected prior to marriage, but diverges on whether this indicates selection or a causal effect of anticipating marriage. We seek to adjudicate this debate by bringing together literatures on: (1) the male marriage wage premium, (2) selection into marriage based on men’s economic circumstances, and (3) the transition to adulthood, during which both union formation and unusually rapid improvements in work outcomes often occur. Using data from the NLSY79, we evaluate these perspectives. We show that wage declines predate rather than follow divorce, indicating no evidence that staying married benefits men’s wages. We find that older grooms experience no unusual wage patterns at marriage, suggesting that the observed marriage premium may simply reflect co-occurrence with the transition to adulthood for younger grooms. We show that men entering shotgun marriages experience similar premarital wage gains as other grooms, casting doubt on the claim that anticipation of marriage drives wage increases. We conclude that the observed wage patterns are most consistent with men marrying when their wages are already rising more rapidly than expected and divorcing when their wages are already falling, with no additional causal effect of marriage on wages. PMID:28332136

New Evidence Against a Causal Marriage Wage Premium.

PubMed

Killewald, Alexandra; Lundberg, Ian

2017-06-01

Recent research has shown that men's wages rise more rapidly than expected prior to marriage, but interpretations diverge on whether this indicates selection or a causal effect of anticipating marriage. We seek to adjudicate this debate by bringing together literatures on (1) the male marriage wage premium; (2) selection into marriage based on men's economic circumstances; and (3) the transition to adulthood, during which both union formation and unusually rapid improvements in work outcomes often occur. Using data from the National Longitudinal Survey of Youth 1979, we evaluate these perspectives. We show that wage declines predate rather than follow divorce, indicating no evidence that staying married benefits men's wages. We find that older grooms experience no unusual wage patterns at marriage, suggesting that the observed marriage premium may simply reflect co-occurrence with the transition to adulthood for younger grooms. We show that men entering shotgun marriages experience similar premarital wage gains as other grooms, casting doubt on the claim that anticipation of marriage drives wage increases. We conclude that the observed wage patterns are most consistent with men marrying when their wages are already rising more rapidly than expected and divorcing when their wages are already falling, with no additional causal effect of marriage on wages.

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

PubMed

Royalty, Anne Beeson

2008-01-01

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

Cost-Sharing of General and Specific Training with Depreciation of Human Capital.

ERIC Educational Resources Information Center

Pichler, Eva

1993-01-01

Investigates why employers (particularly those valuing technical progress as important for performance) share general training costs and returns. Workers stay with a firm paying a wage below their opportunity wage if it continually provides additional training so that the prospect of future wages outweighs the short-run gain from quitting and…

20 CFR 404.1918 - How benefits are computed.

Code of Federal Regulations, 2010 CFR

2010-04-01

.... covered earnings in each year to the average of the total U.S. covered wages of all workers for that year...) of this section). See § 404.140 for the definition of QC. (4) If the pro rata PIA is higher than the... with at least one U.S. QC by the average of the total wages of all workers for that year and express...

Association of Wage With Employee Participation in Health Assessments and Biometric Screening.

PubMed

Sherman, Bruce W; Addy, Carol

2018-02-01

To understand differences in health risk assessment (HRA) and biometric screening participation rates among benefits-enrolled employees in association with wage category. Cross-sectional analysis of employee eligibility file and health benefits (wellness and claims) data. Data from self-insured employers participating in the RightOpt private exchange (Conduent HR Services) during 2014. Active employees from 4 companies continuously enrolled in health insurance for which wage data were available. Measures included HRA and biometric screening participation rates and wage status, with employee age, sex, employer, job tenure, household income, geographic location, and health benefits deductible as a percentage of total wages serving as covariates. Employees were separated into 5 groups based on wage status. Logistic regression analysis incorporated other measures as covariates to adjust for differences between groups, with HRA and biometric screening participation rates determined as binary outcomes. Participation rates for HRA and biometric screening were 90% and 87%, respectively, in the highest wage category, decreasing to 67% and 60%, respectively, among the lowest wage category. Employee wage status is associated with significant differences in HRA and biometric participation rates. Generalizing the results generated by modest participation in these offerings to entire populations may risk misinterpretation of results based on variable participation rates across wage categories.

Estimating Nursing Wage Bill in Canada and Breaking Down the Growth Rate: 2000 to 2010.

PubMed

Ariste, Ruolz; Béjaoui, Ali

2015-05-01

Even though the nursing professional category (registered nurses [RNs] and licensed practical nurses) made up about one-third of the Canadian health professionals, no study exists about their wage bill, the composition and growth rate of this wage bill. This paper attempts to fill this gap by estimating the nursing wage bill in the Canadian provinces and breaking down the growth rate for the 2000-2010 period, using the 2001 Census and the 2011 National Household Survey. Total wage bill for the nursing professional category in Canada was estimated at $20.1 billion ($17.3 billion for RNs), which suggests that it is as substantial as net physician remuneration. The average annual growth rate of this wage bill was 6.6% for RNs. This increase was mainly driven by real (inflation-adjusted) wage per hour, which was 3.0%, suggesting the existence of a "health premium" of 1.7 percentage points during the study period. Copyright © 2015 Longwoods Publishing.

Estimating Nursing Wage Bill in Canada and Breaking Down the Growth Rate: 2000 to 2010

PubMed Central

Béjaoui, Ali

2015-01-01

Even though the nursing professional category (registered nurses [RNs] and licensed practical nurses) made up about one-third of the Canadian health professionals, no study exists about their wage bill, the composition and growth rate of this wage bill. This paper attempts to fill this gap by estimating the nursing wage bill in the Canadian provinces and breaking down the growth rate for the 2000–2010 period, using the 2001 Census and the 2011 National Household Survey. Total wage bill for the nursing professional category in Canada was estimated at $20.1 billion ($17.3 billion for RNs), which suggests that it is as substantial as net physician remuneration. The average annual growth rate of this wage bill was 6.6% for RNs. This increase was mainly driven by real (inflation-adjusted) wage per hour, which was 3.0%, suggesting the existence of a “health premium” of 1.7 percentage points during the study period. PMID:26142358

Economic Analysis of a Living Wage Ordinance.

ERIC Educational Resources Information Center

Tolley, George; Bernstein, Peter

A study estimated the costs of the "Chicago Jobs and Living Wage Ordinance" that would require firms that receive assistance from the city of Chicago to pay their workers an hourly wage of at least $7.60. An estimate of the additional labor cost that would result from the proposed Ordinance was calculated. Results of a survey of…

20 CFR 10.400 - What is total disability?

Code of Federal Regulations, 2012 CFR

2012-04-01

... the contrary, such as evidence of continued ability to work and to earn wages despite the loss. (b... or earn equivalent wages, or to perform other gainful employment, due to the work-related injury... considered temporary pending return to work. ...

20 CFR 10.400 - What is total disability?

Code of Federal Regulations, 2014 CFR

2014-04-01

... the contrary, such as evidence of continued ability to work and to earn wages despite the loss. (b... or earn equivalent wages, or to perform other gainful employment, due to the work-related injury... considered temporary pending return to work. ...

The Global Economic and Health Burden of Human Hookworm Infection.

PubMed

Bartsch, Sarah M; Hotez, Peter J; Asti, Lindsey; Zapf, Kristina M; Bottazzi, Maria Elena; Diemert, David J; Lee, Bruce Y

2016-09-01

Even though human hookworm infection is highly endemic in many countries throughout the world, its global economic and health impact is not well known. Without a better understanding of hookworm's economic burden worldwide, it is difficult for decision makers such as funders, policy makers, disease control officials, and intervention manufacturers to determine how much time, energy, and resources to invest in hookworm control. We developed a computational simulation model to estimate the economic and health burden of hookworm infection in every country, WHO region, and globally, in 2016 from the societal perspective. Globally, hookworm infection resulted in a total 2,126,280 DALYs using 2004 disability weight estimates and 4,087,803 DALYs using 2010 disability weight estimates (excluding cognitive impairment outcomes). Including cognitive impairment did not significantly increase DALYs worldwide. Total productivity losses varied with the probability of anemia and calculation method used, ranging from $7.5 billion to $138.9 billion annually using gross national income per capita as a proxy for annual wages and ranging from $2.5 billion to $43.9 billion using minimum wage as a proxy for annual wages. Even though hookworm is classified as a neglected tropical disease, its economic and health burden exceeded published estimates for a number of diseases that have received comparatively more attention than hookworm such as rotavirus. Additionally, certain large countries that are transitioning to higher income countries such as Brazil and China, still face considerable hookworm burden.

The Global Economic and Health Burden of Human Hookworm Infection

PubMed Central

Bartsch, Sarah M.; Hotez, Peter J.; Asti, Lindsey; Zapf, Kristina M.; Bottazzi, Maria Elena; Diemert, David J.; Lee, Bruce Y.

2016-01-01

Background Even though human hookworm infection is highly endemic in many countries throughout the world, its global economic and health impact is not well known. Without a better understanding of hookworm’s economic burden worldwide, it is difficult for decision makers such as funders, policy makers, disease control officials, and intervention manufacturers to determine how much time, energy, and resources to invest in hookworm control. Methodology/Principle Findings We developed a computational simulation model to estimate the economic and health burden of hookworm infection in every country, WHO region, and globally, in 2016 from the societal perspective. Globally, hookworm infection resulted in a total 2,126,280 DALYs using 2004 disability weight estimates and 4,087,803 DALYs using 2010 disability weight estimates (excluding cognitive impairment outcomes). Including cognitive impairment did not significantly increase DALYs worldwide. Total productivity losses varied with the probability of anemia and calculation method used, ranging from $7.5 billion to $138.9 billion annually using gross national income per capita as a proxy for annual wages and ranging from $2.5 billion to $43.9 billion using minimum wage as a proxy for annual wages. Conclusion Even though hookworm is classified as a neglected tropical disease, its economic and health burden exceeded published estimates for a number of diseases that have received comparatively more attention than hookworm such as rotavirus. Additionally, certain large countries that are transitioning to higher income countries such as Brazil and China, still face considerable hookworm burden. PMID:27607360

Effects of the Minimum Wage on the Employment Status of Youths. An Update.

ERIC Educational Resources Information Center

Wellington, Alison J.

1991-01-01

Using data from 1954-86, including the 1980s period of relative decline in the value of the minimum wage, a study found that a 10 percent increase in minimum wage reduced teen unemployment by less than 1 percent. In addition, no apparent effect on employment of adults aged 20-24 was found, and minimal differences appeared for sex and race. (SK)

20 CFR 404.1283 - Exceptions to the time limitations on credits or refunds-for wages paid prior to 1987.

Code of Federal Regulations, 2010 CFR

2010-04-01

... or refunds-for wages paid prior to 1987. 404.1283 Section 404.1283 Employees' Benefits SOCIAL... known error which require additional time to complete; or (iii) The Social Security Administration is... additional time is needed to make a determination; or (iv) The Social Security Administration has not issued...

20 CFR 404.1283 - Exceptions to the time limitations on credits or refunds-for wages paid prior to 1987.

Code of Federal Regulations, 2011 CFR

2011-04-01

... or refunds-for wages paid prior to 1987. 404.1283 Section 404.1283 Employees' Benefits SOCIAL... known error which require additional time to complete; or (iii) The Social Security Administration is... additional time is needed to make a determination; or (iv) The Social Security Administration has not issued...

20 CFR 226.74 - Redetermination of reduction.

Code of Federal Regulations, 2010 CFR

2010-04-01

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

Association Between Breast Cancer Disease Progression and Workplace Productivity in the United States.

PubMed

Yin, Wesley; Horblyuk, Ruslan; Perkins, Julia Jane; Sison, Steve; Smith, Greg; Snider, Julia Thornton; Wu, Yanyu; Philipson, Tomas J

2017-02-01

Determine workplace productivity losses attributable to breast cancer progression. Longitudinal analysis linking 2005 to 2012 medical and pharmacy claims and workplace absence data in the US patients were commercially insured women aged 18 to 64 diagnosed with breast cancer. Productivity was measured as employment status and total quarterly workplace hours missed, and valued using average US wages. Six thousand four hundred and nine women were included. Breast cancer progression was associated with a lower probability of employment (hazard ratio [HR] = 0.65, P < 0.01) and increased workplace hours missed. The annual value of missed work was $24,166 for non-metastatic and $30,666 for metastatic patients. Thus, progression to metastatic disease is associated with an additional $6500 in lost work time (P < 0.05), or 14% of average US wages. Breast cancer progression leads to diminished likelihood of employment, increased workplace hours missed, and increased cost burden.

[Migration expectations among nursing students in Mexico City].

PubMed

Rosales-Martínez, Yetzi; Nigenda, Gustavo; Galárraga, Omar; Ruiz-Larios, José Arturo

2010-01-01

To analyze the factors associated with the expectations to migrate abroad among nursing students in Mexico City. A cross-sectional study was conducted with a non-random sample of 420 students. A logistic regression model was estimated. A total of 69% of the informants expressed their intention to move abroad, to look for employment (65%) and/or to continue their studies (26%). Of those, 50% would choose Canada as their destination, followed by Spain and the United States. The variables associated with migration expectations were: age, income, having relatives abroad, and perception of poor labor conditions and low wages in Mexico. Results are consistent with international literature. Low wages, poor labor conditions and the limited possibilities for professional development in Mexico are factors that contribute to generate migration expectations among nursing students. Additionally, optimistic perceptions about the job market and the labor demand in more developed countries heighten expectations to migrate.

Explaining levels of within-group wage inequality in U.S. labor markets.

PubMed

McCall, L

2000-11-01

Most research on earnings inequality has focused on the growing gap between workers of different races and at different education, age, and income levels, but a large portion of the increasing inequality has actually occurred within these groups. This article focuses on the extent and sources of "within-group" wage inequality in more than 500 labor markets in the United States in 1990. In addition to documenting that within-group wage inequality across regions varies more widely today than over the past several decades, the analysis reveals that two frequently cited explanations of rising wage inequality over time have little impact on within-group wage inequality when measured at the local labor market level: (1) industrial shifts and (2) increased technology and trade. By contrast, flexible and insecure employment conditions (e.g., unemployment, contingent work, and immigration) are associated strongly with high local levels of within-group wage inequality, especially among women.

The All-Volunteer Military: Issues and Performance

DTIC Science & Technology

2007-07-01

but were paid market wages for that service (equal to the pay of young full-time workers ), the cost would total approximately $80 billion a year, CBO...Just 48 percent are under age 40, compared with 61 percent of college-educated civilian workers in the 21–49 age range. Gender . Although women ...additional 6 percent of the force was unknown.)68 Those rates vary by gender , with minorities being more heavily represented among women .69 67. In

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

PubMed

Anand, Priyanka

2017-12-01

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

78 FR 31965 - Agency Information Collection Activities: Proposed Collection; Comment Request

Federal Register 2010, 2011, 2012, 2013, 2014

2013-05-28

... the grant funds to fill gaps and address needs; [cir] an indication of the National Preparedness Goal... Form name/Form No. respondents responses per number of response burden (in hourly wage respondent... Form. Total 60 60 18,010 686,901.40 Note: The ``Avg. Hourly Wage Rate'' for each respondent includes a...

20 CFR 229.53 - Reduction for social security benefits on employee's wage record.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 1 2011-04-01 2011-04-01 false Reduction for social security benefits on... UNDER THE RAILROAD RETIREMENT ACT SOCIAL SECURITY OVERALL MINIMUM GUARANTEE Computation of the Overall Minimum Rate § 229.53 Reduction for social security benefits on employee's wage record. The total annuity...

29 CFR 5.31 - Meeting wage determination obligations.

Code of Federal Regulations, 2010 CFR

2010-07-01

... fringe benefits where both are contained in a wage determination applicable to his laborers or mechanics in the following ways: (1) By paying not less than the basic hourly rate to the laborers or mechanics... to the laborers or mechanics and by making contributions for “bona fide” fringe benefits in a total...

29 CFR 5.31 - Meeting wage determination obligations.

Code of Federal Regulations, 2013 CFR

2013-07-01

... fringe benefits where both are contained in a wage determination applicable to his laborers or mechanics in the following ways: (1) By paying not less than the basic hourly rate to the laborers or mechanics... to the laborers or mechanics and by making contributions for “bona fide” fringe benefits in a total...

29 CFR 5.31 - Meeting wage determination obligations.

Code of Federal Regulations, 2012 CFR

2012-07-01

... fringe benefits where both are contained in a wage determination applicable to his laborers or mechanics in the following ways: (1) By paying not less than the basic hourly rate to the laborers or mechanics... to the laborers or mechanics and by making contributions for “bona fide” fringe benefits in a total...

29 CFR 5.31 - Meeting wage determination obligations.

Code of Federal Regulations, 2014 CFR

2014-07-01

... fringe benefits where both are contained in a wage determination applicable to his laborers or mechanics in the following ways: (1) By paying not less than the basic hourly rate to the laborers or mechanics... to the laborers or mechanics and by making contributions for “bona fide” fringe benefits in a total...

78 FR 54645 - Agency Information Collection Activities: Comment Request

Federal Register 2010, 2011, 2012, 2013, 2014

2013-09-05

... Exporters Only'' form is used by exporters to report and pay premiums on insured shipments to various.... Frequency of Reporting of Use: Monthly. Government Expenses: Reviewing time per year: 7,800 hours. Average Wages per Hour: $42.50. Average Cost per Year: $331,500 (time*wages). Benefits and Overhead: 20%. Total...

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

Code of Federal Regulations, 2012 CFR

2012-04-01

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

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

Code of Federal Regulations, 2014 CFR

2014-04-01

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

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

Code of Federal Regulations, 2013 CFR

2013-04-01

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

78 FR 57852 - Agency Information Collection Activities: Comment Request

Federal Register 2010, 2011, 2012, 2013, 2014

2013-09-20

... of Use: As needed. Government Reviewing Time per Year: Reviewing time per year: 285 hours. Average Wages per Hour: $42.50. Average Cost per Year: $12,113. (time*wages). Benefits and Overhead: 20%. Total... 1995. This collection of information is necessary, pursuant to 12 U.S.C. 635 (a)(1), to determine...

20 CFR 229.53 - Reduction for social security benefits on employee's wage record.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 1 2013-04-01 2012-04-01 true Reduction for social security benefits on... UNDER THE RAILROAD RETIREMENT ACT SOCIAL SECURITY OVERALL MINIMUM GUARANTEE Computation of the Overall Minimum Rate § 229.53 Reduction for social security benefits on employee's wage record. The total annuity...

20 CFR 229.53 - Reduction for social security benefits on employee's wage record.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 1 2014-04-01 2012-04-01 true Reduction for social security benefits on... UNDER THE RAILROAD RETIREMENT ACT SOCIAL SECURITY OVERALL MINIMUM GUARANTEE Computation of the Overall Minimum Rate § 229.53 Reduction for social security benefits on employee's wage record. The total annuity...

20 CFR 229.53 - Reduction for social security benefits on employee's wage record.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 1 2012-04-01 2012-04-01 false Reduction for social security benefits on... UNDER THE RAILROAD RETIREMENT ACT SOCIAL SECURITY OVERALL MINIMUM GUARANTEE Computation of the Overall Minimum Rate § 229.53 Reduction for social security benefits on employee's wage record. The total annuity...

20 CFR 229.53 - Reduction for social security benefits on employee's wage record.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Reduction for social security benefits on... UNDER THE RAILROAD RETIREMENT ACT SOCIAL SECURITY OVERALL MINIMUM GUARANTEE Computation of the Overall Minimum Rate § 229.53 Reduction for social security benefits on employee's wage record. The total annuity...

29 CFR 778.503 - Pseudo “percentage bonuses.”

Code of Federal Regulations, 2010 CFR

2010-07-01

... such a scheme is artificially low, and the difference between the wages paid at the hourly rate and the... Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF GENERAL... part, a true bonus based on a percentage of total wages—both straight time and overtime wages—satisfies...

Disequilibrium and human capital in pharmacy labor markets: evidence from four states.

PubMed

Cline, Richard R

2003-01-01

To estimate the association between pharmacists' stocks of human capital (work experience and education), practice setting, demographics, and wage rates in the overall labor market and to estimate the association between these same variables and wage rates within six distinct pharmacy employment sectors. Wage estimation is used as a proxy measure of demand for pharmacists' services. Descriptive survey analysis. Illinois, Minnesota, Ohio, and Wisconsin. Licensed pharmacists working 30 or more hours per week. Analysis of data collected with cross-sectional mail surveys conducted in four states. Hourly wage rates for all pharmacists working 30 or more hours per week and hourly wage rates for pharmacists employed in large chain, independent, mass-merchandiser, hospital, health maintenance organization (HMO), and other settings. A total of 2,235 responses were received, for an adjusted response rate of 53.1%. Application of exclusion criteria left 1,450 responses from full-time pharmacists to analyze. Results from estimations of wages in the pooled sample and for pharmacists in the hospital setting suggest that advanced training and years of experience are associated positively with higher hourly wages. Years of experience were also associated positively with higher wages in independent and other settings, while neither advanced education nor experience was related to wages in large chain, mass-merchandiser, or HMO settings. Overall, the market for full-time pharmacists' labor is competitive, and employers pay wage premiums to those with larger stocks of human capital, especially advanced education and more years of pharmacy practice experience. The evidence supports the hypothesis that demand is exceeding supply in select employment sectors.

When does weight matter most?

PubMed

Chen, Alice J

2012-01-01

Past empirical work establishes a wage penalty from being overweight. In this paper, I exploit variation in an individual's weight over time to determine the age when weight has the largest impact on labor market outcomes. For white men, controlling for weight at younger ages does not eliminate the effect of older adult weight on wage: being overweight as a young adult only adds an additional penalty to adult wages. However, for white women, what they weigh in their early twenties solely determines the existence of an adult wage penalty. The female early-twenties weight penalty has a persistent effect on wages, and differences in marital characteristics, occupation status, or education cannot explain it. It also is not a proxy for intergenerational unobservables. Copyright © 2011 Elsevier B.V. All rights reserved.

29 CFR 552.100 - Application of minimum wage and overtime provisions.

Code of Federal Regulations, 2010 CFR

2010-07-01

... one and one-half times the employee's regular rate of pay for such excess hours, unless the employee... meal credits when combined do not in total exceed 150 percent of the statutory minimum hourly wage for... value of furnishing meals, whichever is less, as determined in accordance with part 531 of this chapter...

29 CFR 552.100 - Application of minimum wage and overtime provisions.

Code of Federal Regulations, 2011 CFR

2011-07-01

... one and one-half times the employee's regular rate of pay for such excess hours, unless the employee... meal credits when combined do not in total exceed 150 percent of the statutory minimum hourly wage for... value of furnishing meals, whichever is less, as determined in accordance with part 531 of this chapter...

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

Code of Federal Regulations, 2010 CFR

2010-04-01

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

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

Code of Federal Regulations, 2011 CFR

2011-04-01

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

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

PubMed

Magnusson, Charlotta; Nermo, Magnus

2017-01-01

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

Housework, children, and women's wages across racial-ethnic groups.

PubMed

Parrott, Heather Macpherson

2014-07-01

Motherhood affects women's household labor and paid employment, but little previous research has explored the extent to which hours of housework may explain per child wage penalties or differences in such penalties across racial-ethnic groups. In this paper, I use longitudinal Panel Study of Income Dynamics (PSID) data to examine how variations in household labor affect the motherhood penalty for White, Black, and Hispanic women. In doing so, I first assess how children affect hours of household labor across these groups and then explore the extent to which this household labor mediates the relationship between children and wages for these women. I find that household labor explains a portion of the motherhood penalty for White women, who experience the most dramatic increases in household labor with additional children. Black and Hispanic women experience slight increases in housework with additional children, but neither children nor housework affects their already low wages. Copyright © 2014 Elsevier Inc. All rights reserved.

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

PubMed

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

1987-01-01

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

Medicare Program; FY 2018 Hospice Wage Index and Payment Rate Update and Hospice Quality Reporting Requirements. Final rule.

PubMed

2017-08-04

This final rule will update the hospice wage index, payment rates, and cap amount for fiscal year (FY) 2018. Additionally, this rule includes new quality measures and provides an update on the hospice quality reporting program.

20 CFR 404.1263 - When fractional part of a cent may be disregarded-for wages paid prior to 1987.

Code of Federal Regulations, 2010 CFR

2010-04-01

... cent shall be used in computing the total of contributions. If a State Fails To Make Timely Payments... disregarded-for wages paid prior to 1987. 404.1263 Section 404.1263 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Coverage of Employees of State and...

Estimating Potential Reductions in Premature Mortality in New York City From Raising the Minimum Wage to $15

PubMed Central

Konty, Kevin J.; Van Wye, Gretchen; Barbot, Oxiris; Hadler, James L.; Linos, Natalia; Bassett, Mary T.

2016-01-01

Objectives. To assess potential reductions in premature mortality that could have been achieved in 2008 to 2012 if the minimum wage had been $15 per hour in New York City. Methods. Using the 2008 to 2012 American Community Survey, we performed simulations to assess how the proportion of low-income residents in each neighborhood might change with a hypothetical $15 minimum wage under alternative assumptions of labor market dynamics. We developed an ecological model of premature death to determine the differences between the levels of premature mortality as predicted by the actual proportions of low-income residents in 2008 to 2012 and the levels predicted by the proportions of low-income residents under a hypothetical $15 minimum wage. Results. A $15 minimum wage could have averted 2800 to 5500 premature deaths between 2008 and 2012 in New York City, representing 4% to 8% of total premature deaths in that period. Most of these avertable deaths would be realized in lower-income communities, in which residents are predominantly people of color. Conclusions. A higher minimum wage may have substantial positive effects on health and should be considered as an instrument to address health disparities. PMID:27077350

Estimating Potential Reductions in Premature Mortality in New York City From Raising the Minimum Wage to $15.

PubMed

Tsao, Tsu-Yu; Konty, Kevin J; Van Wye, Gretchen; Barbot, Oxiris; Hadler, James L; Linos, Natalia; Bassett, Mary T

2016-06-01

To assess potential reductions in premature mortality that could have been achieved in 2008 to 2012 if the minimum wage had been $15 per hour in New York City. Using the 2008 to 2012 American Community Survey, we performed simulations to assess how the proportion of low-income residents in each neighborhood might change with a hypothetical $15 minimum wage under alternative assumptions of labor market dynamics. We developed an ecological model of premature death to determine the differences between the levels of premature mortality as predicted by the actual proportions of low-income residents in 2008 to 2012 and the levels predicted by the proportions of low-income residents under a hypothetical $15 minimum wage. A $15 minimum wage could have averted 2800 to 5500 premature deaths between 2008 and 2012 in New York City, representing 4% to 8% of total premature deaths in that period. Most of these avertable deaths would be realized in lower-income communities, in which residents are predominantly people of color. A higher minimum wage may have substantial positive effects on health and should be considered as an instrument to address health disparities.

Predonation Direct and Indirect Costs Incurred by Adults Who Donated a Kidney: Findings From the KDOC Study.

PubMed

Rodrigue, J R; Schold, J D; Morrissey, P; Whiting, J; Vella, J; Kayler, L K; Katz, D; Jones, J; Kaplan, B; Fleishman, A; Pavlakis, M; Mandelbrot, D A

2015-09-01

Limited information exists on the predonation costs incurred by eventual living kidney donors (LKDs). Expenses related to completion of the donation evaluation were collected from 194 LKDs participating in the multi-center, prospective Kidney Donor Outcomes Cohort (KDOC) Study. Most LKDs (n = 187, 96%) reported one or more direct costs, including ground transportation (80%), healthcare (24%), lodging (17%) and air transportation (14%), totaling $101 484 (USD; mean = $523 ± 942). Excluding paid vacation or sick leave, donor and companion lost wages totaled $35 918 (mean = $187 ± 556) and $14 378 (mean = $76 ± 311), respectively. One-third of LKDs used paid vacation or sick leave to avoid incurring lost wages. Few LKDs reported receiving financial support from the transplant candidate (6%), transplant candidate's family (3%), a nonprofit organization (3%), the National Living Donor Assistance Center (7%), or transplant center (3%). Higher total costs were significantly associated with longer distance traveled to the transplant center (p < 0.001); however, total costs were not associated with age, sex, race/ethnicity, household income, marital status, insurance status, or transplant center. Moderate predonation direct and indirect costs are common for adults who complete the donation evaluation. Potential LKDs should be advised of these possible costs, and the transplant community should examine additional strategies to reimburse donors for them. © Copyright 2015 The American Society of Transplantation and the American Society of Transplant Surgeons.

Criterion 6, indicator 40 : distribution of revenues derived from forest management

Treesearch

Kenneth Skog; James Howard; Rebecca Westby

2011-01-01

For the forestry and logging, wood products, paper products, and wood furniture industries, in 2002, of a total $72.5 billion (2005$) in wages, profits and taxes, 80% went to wages, 18% to profits and 2% to taxes; 43% was provided by paper products industries, 35% by wood products industries, 17% by wood furniture industries and 5% by forestry and logging. Revenues to...

Nursing Gender Pay Differentials in the New Millennium.

PubMed

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

2018-01-01

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

26 CFR 1.52-1 - Trades or businesses that are under common control.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 90,000 O 360,000 120,000 115,000 P 24,000 24,000 0 Total 1,284,000 413,000 280,000 (b) Since... out the following amounts in unemployment insurance wages during 1976 and 1977: 1976 1977 Increase in FUTA wages in 1977 over 1976 Corporation. T $1,000,000 $1,015,000 +$15,000 U 500,000 650,000 +150,000 V...

The relationship between employment status and self-rated health among wage workers in South Korea: the moderating role of household income.

PubMed

Lim, Hyejin; Kimm, Heejin; Song, In Han

2015-02-01

The purpose of the study reported in this article was to investigate the relationship between employment status and self-rated health (SRH) and the moderating effect of household income among wage workers in South Korea. This research analyzed the Korean Labor and Income Panel Study, 2005 to 2008. Of the 10,494 respondents participating in the survey during the period, a total of 1,548 people whose employment status had remained either precarious or nonprecarious were selected. A moderated multiple regression model was used to examine the main effect of employment status on SRH and the moderating effect of total household income on the relationship between employment status and SRH. Among 343 precarious workers and 1,205 nonprecarious workers, after controlling for gender, age, education, smoking, and drinking, employment status was associated with SRH of wage workers, and household income was found to have a moderating effect on SRH in that higher income buffers the link between unstable employment status and low SRH. Unstable employment, combined with low income, was significantly related to precarious wage workers' perceived health. To promote public health, efforts may be needed to secure not only people's employment, but also their income.

Reforming the minimum wage: Toward a psychological perspective.

PubMed

Smith, Laura

2015-09-01

The field of psychology has periodically used its professional and scholarly platform to encourage national policy reform that promotes the public interest. In this article, the movement to raise the federal minimum wage is presented as an issue meriting attention from the psychological profession. Psychological support for minimum wage reform derives from health disparities research that supports the causal linkages between poverty and diminished physical and emotional well-being. Furthermore, psychological scholarship relevant to the social exclusion of low-income people not only suggests additional benefits of financially inclusive policymaking, it also indicates some of the attitudinal barriers that could potentially hinder it. Although the national living wage debate obviously extends beyond psychological parameters, psychologists are well-positioned to evaluate and contribute to it. (PsycINFO Database Record (c) 2015 APA, all rights reserved).

The Gender Wage Gap and Domestic Violence.

PubMed

Aizer, Anna

2010-09-01

Three quarters of all violence against women is perpetrated by domestic partners. This study exploits exogenous changes in the demand for labor in female-dominated industries to estimate the impact of the male-female wage gap on domestic violence. Decreases in the wage gap reduce violence against women, consistent with a household bargaining model. These findings shed new light on the health production process as well as observed income gradients in health and suggest that in addition to addressing concerns of equity and efficiency, pay parity can also improve the health of American women via reductions in violence.

The Gender Wage Gap and Domestic Violence

PubMed Central

Aizer, Anna

2014-01-01

Three quarters of all violence against women is perpetrated by domestic partners. This study exploits exogenous changes in the demand for labor in female-dominated industries to estimate the impact of the male-female wage gap on domestic violence. Decreases in the wage gap reduce violence against women, consistent with a household bargaining model. These findings shed new light on the health production process as well as observed income gradients in health and suggest that in addition to addressing concerns of equity and efficiency, pay parity can also improve the health of American women via reductions in violence. PMID:25110354

Medicare Program; FY 2017 Hospice Wage Index and Payment Rate Update and Hospice Quality Reporting Requirements. Final rule.

PubMed

2016-08-05

This final rule will update the hospice wage index, payment rates, and cap amount for fiscal year (FY) 2017. In addition, this rule changes the hospice quality reporting program, including adopting new quality measures. Finally, this final rule includes information regarding the Medicare Care Choices Model (MCCM).

Three Measures of Returns to Education: An Illustration for the Case of Spain

ERIC Educational Resources Information Center

Arrazola, Maria; de Hevia, Jose

2008-01-01

In this article, in a context of wage equations with sample selection, we propose a novel interpretation of the partial effects linked to education as additional measures of returns to education that complement the traditional one, which is directly obtained from the estimation of the wage offer equation. Using European Household Panel data for…

Gender Inequality and Disabled Inclusivity in Accounting Higher Education and the Accounting Profession during Financial Crises

ERIC Educational Resources Information Center

Lodh, Suman; Nandy, Monomita

2017-01-01

In this article, the authors find that, during financial crises, the wage gap between female and male accounting professionals declines and gender inequality in higher education is affected. In addition, less support and lower wages for disabled accounting professionals demotivate disabled students in accounting higher education. Because of budget…

The Unexpected Long-Run Impact of the Minimum Wage: An Educational Cascade. NBER Working Paper No. 16355

ERIC Educational Resources Information Center

Sutch, Richard

2010-01-01

Neglected, but significant, the long-run consequence of the minimum wage--which was made national policy in the United States in 1938--is its stimulation of capital deepening. This took two forms. First, the engineered shortage of low-skill, low-paying jobs induced teenagers to invest in additional human capital--primarily by extending their…

[Will inpatient care still be financeable? Effects of the minimum wage to operators].

PubMed

Meyer, Dirk

2010-11-01

Due to demographic and social developments nursing service will continueto be a growth industry in the long run. The requirement for this is the political volition of a sufficient funding. A minimum wage in nursing service tends to increase prices of the offered services. Stated justifications for a minimum wage are wage dumping protection (inter alia against the background of the upcoming opening of the single market in 2011) as well as raising rivals' costs. Protection is focused on the 266,000 non-skilled workers in basic care owing to the strong tightening of the labour market for caregivers. Operative minimum wages will lead to adjustments by optimising operations, intensification of work, and rationalisation of workflow by increased employment of capital as well as technical substitution of relatively expensive non-skilled workers. In addition there will be increased pressure on prices for nursing services and private co-payments. There will be an increased supply and demand for illegal services. Suppliers who had been tied to collective contracts so far will achieve a relative advantage in competition.

The impact of age on the reservation wage: the role of employment efficacy and work intention: a study in the Belgian context.

PubMed

De Coen, An; Forrier, Anneleen; Sels, Luc

2015-04-01

This study explores the relationship between age and reservation wage. The authors investigate whether individuals' attitudes toward employment, that is, their "employment efficacy" and "work intention," mediate this relationship. The authors examine this in the Belgian labor market, where substantial differences exist between blue-collar workers, white-collar workers, and civil servants regarding payment systems, employment protection, and pension benefits. Path analysis on a sample of 22,796 Belgian workers aged 18 to 60 years reveals a reverse U-shaped relationship between age and the reservation wage via employment efficacy and a U-shaped relationship via work intention. In addition, study analyses also show a direct relationship between age and the reservation wage. The effects vary with employment status. The authors discuss implications for theory, practice, and future research. © The Author(s) 2012.

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

PubMed

Baughman, Reagan A; Smith, Kristin

2010-05-01

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

[Costs of operation of an urban reinforced community health post (Senegal)].

PubMed

Guèye, Dramé B; Gueye, A S; Wone, I; Sall, F L; Tal, Dia A

2007-01-01

In Senegal, the public funding in community health post is low. Resources are mainly obtained from the sale of services. The aim of this study is to analyse the operating cost of a community health post and to propose a relevant tariffing that would assure sustainable activities. We used the method of complete costs. It comes out from our study that the total cost is 20 870 920F. Wages represent 70% of total expenses, operating costs represent 27% and 4% are investment. The public funding represents a value of 12 257 325F (60% of the total) in which 88% correspond to expenses induced by civil servant wages. The health committee participates for 33% and the other participants (7%). At the end of our study, a sustainable and social tariffing, was proposed.

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

PubMed

Mincer, J

1985-01-01

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

Employees in Nursing and Personal Care Homes: Number, Work Experience, Special Training, and Wages, United States, May-June 1964. Publication No. 1000, Series 12, No. 6.

ERIC Educational Resources Information Center

Taube, Carl A.; Bryant, E. Earl

This report of the findings of a survey of a sample of 1,073 resident institutions which provide nursing or personal care to the aged or chronically ill emphasizes employee work experience, special training, and wages. The median total experience for all nursing and professional employees in the type of job held at the time of the survey was 4.1…

Gender-based wage differentials among registered dietitians.

PubMed

Pollard, Prudence; Taylor, Maxine; Daher, Noha

2007-01-01

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

29 CFR 520.506 - What is the subminimum wage for student-learners and what must I do to comply with the terms of...

Code of Federal Regulations, 2010 CFR

2010-07-01

... demonstrated. (c)(1) The number of hours of employment training each week at subminimum wages pursuant to a... extraordinary circumstances. (2) When school is not in session on any school day, the student-learner may work a number of hours in addition to the weekly hours of employment training authorized by the certificate...

Restructuring, ownership and efficiency in the electricity industry

NASA Astrophysics Data System (ADS)

Shanefelter, Jennifer Kaiser

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

The political economy of infant mortality in São Paulo, Brazil.

PubMed

Wood, C H

1982-01-01

After the military took power in Brazil in 1964, the government adopted a wide range of policies designed to stimulate economic growth. A central aspect of the Brazilian model of development was the control of wages. From 1964 to 1975 this strategy caused the purchasing power of the minimum wage in the city of Säo Paulo to fall. The decline in the real wage index was associated with a rise in infant mortality during the period. When real wages rose after 1974, the death rate dropped off. The infant mortality trend cannot be explained by other factors that affect the actual or the reported death rate, such as changes in cityward migration, shifts in the distribution of income, and improvements in the quality of vital statistics. The findings of this study indicate a causal relationship between the infant mortality trend and changes in the purchasing power of the urban poor. Additional data on nutrition, changes in household behavior, and shifts in the cause structure of mortality support this conclusion.

Gender Wage Gap Accounting: The Role of Selection Bias.

PubMed

Bar, Michael; Kim, Seik; Leukhina, Oksana

2015-10-01

Mulligan and Rubinstein (2008) (MR) argued that changing selection of working females on unobservable characteristics, from negative in the 1970s to positive in the 1990s, accounted for nearly the entire closing of the gender wage gap. We argue that their female wage equation estimates are inconsistent. Correcting this error substantially weakens the role of the rising selection bias (39 % versus 78 %) and strengthens the contribution of declining discrimination (42 % versus 7 %). Our findings resonate better with related literature. We also explain why our finding of positive selection in the 1970s provides additional support for MR's main hypothesis that an exogenous rise in the market value of unobservable characteristics contributed to the closing of the gender gap.

The future of textile production in high wage countries

NASA Astrophysics Data System (ADS)

Kemper, M.; Gloy, Y.-S.; Gries, T.

2017-10-01

It is undisputed that smart production in the context of industry 4.0 offers significant potential for industrial production in Germany. Exploiting this potential provides an opportunity to meet the growing competitive pressure for textile production in high-wage Germany. The complete cross-linking of textile mills towards Textile Production 4.0 means substantial savings. However, currently there are still some challenges that have to be overcome on the long way to Textile Production 4.0. This paper initially reflects the particular challenges of textile production in high-wage Germany. Later, the vision of the future of smart textile production will be outlined. In addition, first pilot solutions and current research approaches which pave the way for Textile Production 4.0 are described.

A Pareto upper tail for capital income distribution

NASA Astrophysics Data System (ADS)

Oancea, Bogdan; Pirjol, Dan; Andrei, Tudorel

2018-02-01

We present a study of the capital income distribution and of its contribution to the total income (capital income share) using individual tax income data in Romania, for 2013 and 2014. Using a parametric representation we show that the capital income is Pareto distributed in the upper tail, with a Pareto coefficient α ∼ 1 . 44 which is much smaller than the corresponding coefficient for wage- and non-wage-income (excluding capital income), of α ∼ 2 . 53. Including the capital income contribution has the effect of increasing the overall inequality measures.

Implementation of a salaried compensation program for registered nurses.

PubMed

Sills, L R

1993-01-01

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

Timber resources and the timber economy of Okanogan County, Washington.

Treesearch

Charles L. Bolsinger

1975-01-01

In 1972, forest industries in Okanogan County, Washington, accounted for 23 percent of total employment and 29 percent of wages paid. Total forest industrial employment has increased since 1953 but represents a smaller proportion of total employment in the county due to the increase in other industries, mainly construction and trade. Timber harvest has nearly doubled...

Drug treatment completion and post-discharge employment in the TOPPS-II Interstate Cooperative Study.

PubMed

Arria, Amelia M

2003-07-01

The objective of this study was to use administrative data to examine the effect of drug treatment completion on patients' subsequent employment and wages earned in the year following discharge, and to compare the consistency of these results across three states. Drug treatment and wage data from 20,495 drug treatment patients were used in this study. Treatment data were provided by the state substance abuse management information systems for Baltimore City, Washington State, and Oklahoma. Wage data were provided by the agency in each state responsible for collecting and reporting wage information. A quasi-experimental design was used to compare treatment completers and non-completers in the year after an index treatment episode. In addition, employment history in the year prior to the index episode was used to statistically adjust for group differences. The index episode of care may have included services under more than one treatment modality. The full social security number was used to link the drug treatment and wage administrative datasets. Treatment completers were 22% to 49% more likely than non-completers to be employed and to earn higher wages in the year following treatment, holding other variables constant. Patients staying in treatment longer than 90 days were 22% to 43% more likely to be employed in the year following treatment than those who stayed a shorter time. These findings were consistent across the three project states with different client populations, treatment delivery systems, and labor markets.

An examination of pharmacists' labor supply and wages.

PubMed

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

2011-12-01

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

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

PubMed

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

2017-07-01

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

10 CFR 455.112 - Davis-Bacon wage rate requirement.

Code of Federal Regulations, 2010 CFR

2010-01-01

... OWNED BY UNITS OF LOCAL GOVERNMENT AND PUBLIC CARE INSTITUTIONS Applicant Responsibilities-Grants to... measure or group of measures in a building, funded under this part, has a total estimated cost for...

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

Federal Register 2010, 2011, 2012, 2013, 2014

2012-09-05

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

48 CFR 22.406-3 - Additional classifications.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 48 Federal Acquisition Regulations System 1 2010-10-01 2010-10-01 false Additional classifications... Involving Construction 22.406-3 Additional classifications. (a) If any laborer or mechanic is to be employed in a classification that is not listed in the wage determination applicable to the contract, the...

48 CFR 22.406-3 - Additional classifications.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 48 Federal Acquisition Regulations System 1 2013-10-01 2013-10-01 false Additional classifications... Involving Construction 22.406-3 Additional classifications. (a) If any laborer or mechanic is to be employed in a classification that is not listed in the wage determination applicable to the contract, the...

48 CFR 22.406-3 - Additional classifications.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 48 Federal Acquisition Regulations System 1 2012-10-01 2012-10-01 false Additional classifications... Involving Construction 22.406-3 Additional classifications. (a) If any laborer or mechanic is to be employed in a classification that is not listed in the wage determination applicable to the contract, the...

48 CFR 22.406-3 - Additional classifications.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 48 Federal Acquisition Regulations System 1 2014-10-01 2014-10-01 false Additional classifications... Involving Construction 22.406-3 Additional classifications. (a) If any laborer or mechanic is to be employed in a classification that is not listed in the wage determination applicable to the contract, the...

48 CFR 22.406-3 - Additional classifications.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 48 Federal Acquisition Regulations System 1 2011-10-01 2011-10-01 false Additional classifications... Involving Construction 22.406-3 Additional classifications. (a) If any laborer or mechanic is to be employed in a classification that is not listed in the wage determination applicable to the contract, the...

Downsizing of a provincial department of health--causes and implications for fiscal policy.

PubMed

Blecher, Mark

2002-06-01

To analyse the financial basis for downsizing of a provincial health department and suggest implications for fiscal policy. Analysis of relevant departmental, provincial and national financing and expenditure trends from 1995/96 to 2002/03. Western Cape (WC) Department of Health (DOH). Downsizing involving 9,282 health workers (27.9%) and closure of 3,601 hospital beds (24.4%) over 5 years. Total aggregate provincial transfers (all provinces) remained fairly constant in real terms. The WC's share decreased from 11.8% in 1996/97 to 9.8% in 2002/03. This was offset by the DOH's share of the WC budget increasing from 25.6% to 29.6%, mainly because of an increase in national health conditional grants. The net effect of financing changes was that the DOH's allocation in real terms was similar in 2002/03 and 1995/96, which suggests that financing changes are not the major cause of downsizing. Expenditure analysis revealed a 39.7% real rise in the average cost of health personnel. Substantial interprovincial inequities remain. The major cause of downsizing was wage growth, particularly following the 1996 wage agreement. Disjointed fiscal and wage policy has affected health services. Simultaneous application of policies of fiscal constraint, redistribution and substantial real wage growth has resulted in substantial downsizing with limited inroads into inequities. Inequities will continue to call for further redistribution, reduction in conditional grants and downsizing, much of which could have been avoided if fiscal and wage policy choices had been optimal.

Training and technology statistical report, October 1979-September 1980

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

Not Available

1981-01-01

A total of 839 trainees were enrolled at TAT during the 1979 to 1980 training year. Section One of this statistical report includes information on only those 613 trainees who exited training between October 1, 1979, and September 30, 1980. Demographic, educational, and employment data on the 613 exiting trainees - graduates and nongraduates - are summarized. There were 478 graduates (78% of concluding trainees), of whom 459 were available for placement. Profile summaries of graduates and nongraduates are tabulated. Of the 459 available for placement, 432 were placed in jobs with beginning wages averaging $6.34 per hour. The estimatedmore » annual income for those who were placed, assuming 2080 h/y, was $13,187. The majority of graduates, 85.8%, were unemployed at the time they entered TAT. The remainder, 14.2% of graduates, reported wages averaging $3.62 per hour at entry to training. Projected on an annual basis, those graduates employed at entry earned $7529. Compared to the average starting wage of placed TAT trainees on their first jobs after graduation, $13,187, their increased earnings were $5658 or a 75% increase after training. During the training year there were 135 trainees who did not graduate. Exit information on these nongraduates is presented. In addition to industrial skills training, TAT offers trainees who do not have a high school diploma or its equivalent the opportunity to work on the General Education Development (GED) by studying at TAT. Thirty-five trainees received their GED certification during the 1979 to 1980 training year. Supplementary statistical data on TAT enrollments, training and placement from 1966 to 1980 is provided.« less

The business cycle and health behaviors.

PubMed

Xu, Xin

2013-01-01

While it is well documented that economic expansions provide widespread and immediate financial benefits, the evidence on how an economic downturn affects individual's health behaviors is surprisingly mixed. In this paper, we take a structural approach to investigate the effects of wages and working hours on health behaviors of low-educated persons using variations in wages and hours caused by changes in local economic activity. In the empirical analysis, we adopt a two-sample instrumental variables approach to combine the data on individual health behaviors from the Behavioral Risk Factor Surveillance System (BRFSS) and the National Health Interview Survey (NHIS) with the data on individual employment from the Current Population Survey (CPS). The total sample size of the combined CPS-BRFSS data for the time period of 1984-2005 is 967,594, while that of the combined CPS-NHIS data for the time period of 1976-2001 is 364,078. We find that increases in wages caused by economic expansions are associated with greater consumption of cigarettes in the United States. We also find that increases in hours of work caused by economic expansions are associated with more cigarette consumption, but less physical activity and physician visits. More importantly, the evidence suggests that most of such effects associated with changes in hours of work can be attributed to the changes at the extensive margin of employment, meaning the changes in employment status, rather than the changes at the intensive margin, meaning changes in hours of work conditional on being employed. These findings imply that changes in employment may have heterogeneous impacts on time-intensive and less time-intensive health behaviors and also provide additional evidence on the importance of time in health production, particularly for time-intensive activities. Copyright © 2012 Elsevier Ltd. All rights reserved.

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

Code of Federal Regulations, 2012 CFR

2012-01-01

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

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

Code of Federal Regulations, 2014 CFR

2014-01-01

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

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

Code of Federal Regulations, 2011 CFR

2011-01-01

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

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

Code of Federal Regulations, 2010 CFR

2010-01-01

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

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

Code of Federal Regulations, 2013 CFR

2013-01-01

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

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

Code of Federal Regulations, 2010 CFR

2010-04-01

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

78 FR 72716 - Proposed Extension of the Information Collections Pertaining to Special Employment Under the Fair...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-12-03

... operations. See 29 CFR 530.101. Consistent with FLSA sections 11(d) and 14(c), the DOL's Wage and Hour... on the form. Frequency: On occasion. Total Burden Cost (capital/startup): $0. Total Burden Cost (operation/maintenance): $1,554. Dated: November 26, 2013. Mary Ziegler, Director, Division of Regulations...

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

Code of Federal Regulations, 2010 CFR

2010-07-01

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

Cost-effectiveness of two vocational rehabilitation programs for persons with severe mental illness.

PubMed

Dixon, Lisa; Hoch, Jeffrey S; Clark, Robin; Bebout, Richard; Drake, Robert; McHugo, Greg; Becker, Deborah

2002-09-01

This study sought to determine differences in the cost-effectiveness of two vocational programs: individual placement and support (IPS), in which employment specialists within a mental health center help patients obtain competitive jobs and provide them with ongoing support, and enhanced vocational rehabilitation (EVR), in which stepwise services that involve prevocational experiences are delivered by rehabilitation agencies. A total of 150 unemployed inner-city patients with severe mental disorders who expressed an interest in competitive employment were randomly assigned to IPS or EVR programs and were followed for 18 months. Wages from all forms of employment and the number of weeks and hours of competitive employment were tracked monthly. Estimates were made of direct mental health costs and vocational costs. Incremental cost-effectiveness ratios (ICERs) were calculated for competitive employment outcomes and total wages. No statistically significant differences were found in the overall costs of IPS and EVR. Participation in the IPS program was associated with significantly more hours and weeks of competitive employment. However, the average combined earnings-earnings from competitive and noncompetitive employment-were virtually the same both programs. The ICER estimates indicated that participants in the IPS program worked in competitive employment settings for an additional week over the 18-month period at a cost of $283 ($13 an hour). The analyses suggest that IPS participants engaged in competitive employment at a higher cost. When combined earnings were used as the outcome, data from the statistical analyses were insufficient to enable any firm conclusions to be drawn. The findings illustrate the importance of choice of outcomes in evaluations of employment programs.

20 CFR 404.1041 - Wages.

Code of Federal Regulations, 2012 CFR

2012-04-01

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

20 CFR 404.1041 - Wages.

Code of Federal Regulations, 2014 CFR

2014-04-01

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

20 CFR 404.1041 - Wages.

Code of Federal Regulations, 2010 CFR

2010-04-01

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

20 CFR 404.1041 - Wages.

Code of Federal Regulations, 2013 CFR

2013-04-01

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

20 CFR 404.1041 - Wages.

Code of Federal Regulations, 2011 CFR

2011-04-01

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

Undocumented Migration and the Wages of Mexican Immigrants

PubMed Central

Massey, Douglas S.; Gentsch, Kerstin

2016-01-01

Prior work has documented the remarkable decline in the real wages of Mexican immigrant workers in the United States over the past several decades. Although some of this trend might be attributable to the changing characteristics of the migrants themselves, we argue that a more important change was the circumstances under within Mexican immigrants competed for jobs in the United States. After 1986 a growing share of Mexican immigrants were undocumented, discrimination against them was mandated by federal law, and enforcement efforts rose in intensity. We combined data from the Mexican Migration Project with independent estimates of the percentage undocumented among Mexicans living in the United States to estimate a series of regression models to test this hypothesis. Controlling for individual characteristics helps to explain the decline in the wages of immigrants, but does not eliminate the trend, which is only explained fully when the percentage undocumented is added to the model. A key date is 1986, confirmed by a Oaxaca-Blinder decomposition analysis, when undocumented hiring was criminalized and undocumented migration revived after IRCA's legalization programs ended. As the percentage undocumented rose to new heights in the face of employer sanctions, immigrant wages fell below what we would have observed under the former policy regime. Using newly available data from Warren and Warren (2013), we examined how variation in the percentage undocumented by state and year from 1990 through 2009 affected immigrant wages and confirmed a strong negative effect, but the addition of an interaction term to the model indicated that the negative effect was confined largely to undocumented migrants, whose wage penalty rose from 8% to 18% as the percentage undocumented rose from its observed minimum to maximum. PMID:27134328

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

Code of Federal Regulations, 2010 CFR

2010-07-01

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

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

Code of Federal Regulations, 2010 CFR

2010-07-01

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

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

ERIC Educational Resources Information Center

Yuen, Terence

2003-01-01

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

Skill networks and measures of complex human capital

PubMed Central

2017-01-01

We propose a network-based method for measuring worker skills. We illustrate the method using data from an online freelance website. Using the tools of network analysis, we divide skills into endogenous categories based on their relationship with other skills in the market. Workers who specialize in these different areas earn dramatically different wages. We then show that, in this market, network-based measures of human capital provide additional insight into wages beyond traditional measures. In particular, we show that workers with diverse skills earn higher wages than those with more specialized skills. Moreover, we can distinguish between two different types of workers benefiting from skill diversity: jacks-of-all-trades, whose skills can be applied independently on a wide range of jobs, and synergistic workers, whose skills are useful in combination and fill a hole in the labor market. On average, workers whose skills are synergistic earn more than jacks-of-all-trades. PMID:29133397

Beauty, body size and wages: Evidence from a unique data set.

PubMed

Oreffice, Sonia; Quintana-Domeque, Climent

2016-09-01

We analyze how attractiveness rated at the start of the interview in the German General Social Survey is related to weight, height, and body mass index (BMI), separately by gender and accounting for interviewers' characteristics or fixed effects. We show that height, weight, and BMI all strongly contribute to male and female attractiveness when attractiveness is rated by opposite-sex interviewers, and that anthropometric characteristics are irrelevant to male interviewers when assessing male attractiveness. We also estimate whether, controlling for beauty, body size measures are related to hourly wages. We find that anthropometric attributes play a significant role in wage regressions in addition to attractiveness, showing that body size cannot be dismissed as a simple component of beauty. Our findings are robust to controlling for health status and accounting for selection into working. Copyright © 2016 Elsevier B.V. All rights reserved.

Clinically significant weight gain 1 year after occupational back injury.

PubMed

Keeney, Benjamin J; Fulton-Kehoe, Deborah; Wickizer, Thomas M; Turner, Judith A; Chan, Kwun Chuen Gary; Franklin, Gary M

2013-03-01

To examine the incidence of clinically significant weight gain 1 year after occupational back injury, and risk factors for that gain. A cohort of Washington State workers with wage-replacement benefits for back injuries completed baseline and 1-year follow-up telephone interviews. We obtained additional measures from claims and medical records. Among 1263 workers, 174 (13.8%) reported clinically significant weight gain (≥7%) 1 year after occupational back injury. Women and workers who had more than 180 days on wage replacement at 1 year were twice as likely (adjusted odds ratio = 2.17, 95% confidence interval = 1.54 to 3.07; adjusted odds ratio = 2.40, 95% confidence interval = 1.63 to 3.53, respectively; both P < 0.001) to have clinically significant weight gain. Women and workers on wage replacement for more than 180 days may be susceptible to clinically significant weight gain after occupational back injury.

Clinically Significant Weight Gain One Year After Occupational Back Injury

PubMed Central

Keeney, Benjamin J.; Fulton-Kehoe, Deborah; Wickizer, Thomas M.; Turner, Judith A.; Chan, Kwun Chuen Gary; Franklin, Gary M.

2014-01-01

Objective To examine the incidence of clinically significant weight gain one year after occupational back injury, and risk factors for that gain. Methods A cohort of Washington State workers with wage-replacement benefits for back injuries completed baseline and 1-year follow-up telephone interviews. We obtained additional measures from claims and medical records. Results Among 1,263 workers, 174 (13.8%) reported clinically significant weight gain (≥7%) 1 year after occupational back injury. Women and workers who had >180 days on wage replacement at 1 year were twice as likely (adjusted OR=2.17, 95% CI=1.54–3.07; adjusted OR=2.40, 95% CI=1.63–3.53, respectively; both P<0.001) to have clinically significant weight gain. Conclusions Women and workers on wage replacement >180 days may be susceptible to clinically significant weight gain following occupational back injury. PMID:23247606

48 CFR 22.404 - Davis-Bacon Act wage determinations.

Code of Federal Regulations, 2010 CFR

2010-10-01

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

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

PubMed

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

2014-05-01

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

Wage Leadership in Construction.

DTIC Science & Technology

1981-01-01

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

Economic influences on birth rates.

PubMed

Ermisch, J

1988-11-01

A researcher uses an econometric analysis to test his theory that economic developments influence birth rates in post World War II in Great Britain. The base of the analysis consists of a group of equilibrium relationships examining the levels of conditional birth rates (at each birth order and each mother's age) and the levels of economic variables, e.g., ratio of women's hourly wage after taxes. The leading cause of a decrease in births, especially after 1974, was an increase in women's net wages in comparison to men's net wages. Additional evidence suggested that higher women's wages increase the cost of an additional child by raising missed earnings, and this higher opportunity cost reduces the chance of another birth. On the other hand, if men's earnings are higher, couples have more children and at a young age. Further, the higher the real house prices the more likely women are to postpone starting a family and, in the case of 20-24 year old women, these high prices also deter them from having a 2nd child. Higher house prices do not affect higher order births, however. When all other things are equal, women from larger families have a tendency to begin having children in their 30s and produce smaller families than those women from smaller families. Large child allowances encourage 3rd-4th births and early motherhood. To increase fertility to replacement level over the long term, the current level of child allowances would have to double costing about 5 billion British pounds or 1.5% of the gross domestic product.

A living wage for research subjects.

PubMed

Phillips, Trisha B

2011-01-01

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

5 CFR 551.311 - Subminimum wage.

Code of Federal Regulations, 2010 CFR

2010-01-01

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

Low-Wage Counties Face Locational Disadvantages.

ERIC Educational Resources Information Center

Gibbs, Robert; Cromartie, John B.

2000-01-01

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

Exploring trends and determinants of pharmacist wage rates: evidence from the 2000 and 2004 National Pharmacist Workforce Survey.

PubMed

Mott, David A; Cline, Richard R; Kreling, David H; Pedersen, Craig A; Doucette, William R; Gaither, Caroline A; Schommer, Jon C

2008-01-01

To examine pharmacists' hourly wage rates, growth rates in pharmacists' wage rates, and factors associated with pharmacists' wage rates in 2000 and 2004. Descriptive, non-experimental, cross-sectional study. United States. 1,644 and 1,129 pharmacists from the 2000 and 2004 National Pharmacist Workforce Survey, respectively. Secondary data from surveys of pharmacists were analyzed. Pharmacists' wage rates in 2000 and 2004 and growth rates in wage rates between 2000 and 2004. Wage rates for pharmacists, expressed in 2004 dollars, increased 4.9% per year between 2000 and 2004, suggesting real wage growth for pharmacists. In 2004, wage rates for pharmacists working part-time were $1.56 (3.4%) less than wages for pharmacists working full-time. In 2004, pharmacists who reported spending higher amounts of time in patient care activities earned significantly lower wages. In 2000 and 2004, wage rates were significantly less in independently owned pharmacies compared with all other practice settings. In 2004, women pharmacists earned significantly less per hour (4.9%) compared with men pharmacists. Pharmacists experienced real wage growth between 2000 and 2004, which reflects the excess demand for pharmacists. The location of pharmacists' employment and the tasks performed by pharmacists in their jobs affect wage rates.

The effect of unions on the distribution of wages of hospital-employed registered nurses in the United States.

PubMed

Spetz, Joanne; Ash, Michael; Konstantinidis, Charalampos; Herrera, Carolina

2011-01-01

We estimate the impact of unionisation on the wage structure of hospital-employed registered nurses in the USA. We examine whether unions have an effect on wage differences associated with race, gender, immigration status, education and experience, as well as whether there is less unexplained wage variation among unionised nurses. In the past decade, there has been resurgence in union activity in the health care industry in the USA, particularly in hospitals. Numerous studies have found that unions are associated with higher wages. Unions may also affect the structure of wages paid to workers, by compressing the wage structure and reducing unexplained variation in wages. Cross-sectional analysis of pooled secondary data from the United States Current Population Survey, 2003-2006. Multivariate regression analysis of factors that predict wages, with models derived from labour economics. There are no wage differences associated with gender, race or immigration status among unionised nurses, but there are wage penalties for black and immigrant nurses in the non-union sector. For the most part, the pay structures of the union and non-union sectors do not significantly differ. The wage penalty associated with diploma education for non-union nurses disappears among unionised nurses. Unionised nurses receive a lower return to experience, although the difference is not statistically significant. There is no evidence that unexplained variation in wages is lower among unionised nurses. While in theory unions may rationalise wage-setting and reduce wage dispersion, we found no evidence to support this hypothesis. The primary effect of hospital unions is to raise wages. Unionisation does not appear to have other important wage effects among hospital-employed nurses. © 2010 Blackwell Publishing Ltd.

29 CFR 502.44 - Additional information, if required.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Additional information, if required. 502.44 Section 502.44 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS ENFORCEMENT OF CONTRACTUAL OBLIGATIONS FOR TEMPORARY ALIEN AGRICULTURAL WORKERS ADMITTED UNDER SECTION 218 OF...

29 CFR 501.44 - Additional information, if required.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Additional information, if required. 501.44 Section 501.44 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS ENFORCEMENT OF CONTRACTUAL OBLIGATIONS FOR TEMPORARY ALIEN AGRICULTURAL WORKERS ADMITTED UNDER SECTION 218 OF...

5 CFR 532.247 - Wage change surveys.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Wage change surveys. 532.247 Section 532... SYSTEMS Prevailing Rate Determinations § 532.247 Wage change surveys. (a) Wage change surveys shall be conducted in each wage area in years during which full-scale wage surveys are not conducted. (b) Data shall...

5 CFR 532.247 - Wage change surveys.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false Wage change surveys. 532.247 Section 532... SYSTEMS Prevailing Rate Determinations § 532.247 Wage change surveys. (a) Wage change surveys shall be conducted in each wage area in years during which full-scale wage surveys are not conducted. (b) Data shall...

5 CFR 532.247 - Wage change surveys.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 5 Administrative Personnel 1 2012-01-01 2012-01-01 false Wage change surveys. 532.247 Section 532... SYSTEMS Prevailing Rate Determinations § 532.247 Wage change surveys. (a) Wage change surveys shall be conducted in each wage area in years during which full-scale wage surveys are not conducted. (b) Data shall...

5 CFR 532.247 - Wage change surveys.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Wage change surveys. 532.247 Section 532... SYSTEMS Prevailing Rate Determinations § 532.247 Wage change surveys. (a) Wage change surveys shall be conducted in each wage area in years during which full-scale wage surveys are not conducted. (b) Data shall...

76 FR 31785 - Prevailing Rate Systems; Abolishment of Cumberland, ME, as a Nonappropriated Fund Federal Wage...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-06-02

... of Cumberland, ME, as a Nonappropriated Fund Federal Wage System Wage Area AGENCY: U.S. Office of... (NAF) Federal Wage System (FWS) wage area and redefine Cumberland, Kennebec, and Penobscot Counties, ME, to the York, ME, NAF wage area. Aroostook, Hancock, Knox, Sagadahoc, and Washington Counties, ME...

76 FR 70321 - Prevailing Rate Systems; Abolishment of Cumberland, ME, as a Nonappropriated Fund Federal Wage...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-11-14

... abolish the Cumberland, Maine, nonappropriated fund (NAF) Federal Wage System (FWS) wage area and redefine... closure of the Naval Air Station Brunswick left the Cumberland wage area without an activity having the... Cumberland, Maine, nonappropriated fund (NAF) Federal Wage System (FWS) wage area and redefine Cumberland...

5 CFR 551.301 - Minimum wage.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Minimum wage. 551.301 Section 551.301... FAIR LABOR STANDARDS ACT Minimum Wage Provisions Basic Provision § 551.301 Minimum wage. (a)(1) Except... employees wages at rates not less than the minimum wage specified in section 6(a)(1) of the Act for all...

Minimum Wage Effects throughout the Wage Distribution

ERIC Educational Resources Information Center

Neumark, David; Schweitzer, Mark; Wascher, William

2004-01-01

This paper provides evidence on a wide set of margins along which labor markets can adjust in response to increases in the minimum wage, including wages, hours, employment, and ultimately labor income. Not surprisingly, the evidence indicates that low-wage workers are most strongly affected, while higher-wage workers are little affected. Workers…

What Is a Current Equivalent to Unemployment Rates of the Past?

ERIC Educational Resources Information Center

Antos, Joseph; And Others

1979-01-01

The results of various attempts to quantify how much changes in the labor force, unemployment insurance, and minimum wages have affected unemployment rates are reasonably close; but no total effect on jobless rates can be determined. (BM)

Wages, wage violations, and pesticide safety experienced by migrant farmworkers in North Carolina.

PubMed

Robinson, Erin; Nguyen, Ha T; Isom, Scott; Quandt, Sara A; Grzywacz, Joseph G; Chen, Haiying; Arcury, Thomas A

2011-01-01

Farmworkers have the potential to receive wages that fail to meet minimum wage standards. This analysis describes wages and minimum wage violations among farmworkers, and it determines associations of wage violations with personal characteristics and pesticide safety regulation violations. Data are from a cross-sectional survey of 300 eastern North Carolina farmworkers conducted in June through August, 2009. Most farmworkers (90.0%) were paid by the hour, but 11.7 percent received piece-rate pay. Wage violations were prevalent among farmworkers: 18.3 percent of all farmworkers, 45.3 percent of farmworkers without H-2A visas, and 3.6 percent of farmworkers with H-2A visas experienced wage violations. Most farmworkers experienced numerous pesticide safety violations. Personal characteristics were not associated with wage violations among farmworkers without H-2A visas, but some pesticide safety violations were associated with wage violations. The association of violations indicates that some growers generally violate regulations. Greater enforcement of all regulations is needed.

WAGES, WAGE VIOLATIONS, AND PESTICIDE SAFETY EXPERIENCED BY MIGRANT FARMWORKERS IN NORTH CAROLINA*

PubMed Central

ROBINSON, ERIN; NGUYEN, HA T.; ISOM, SCOTT; QUANDT, SARA A.; GRZYWACZ, JOSEPH G.; CHEN, HAIYING; ARCURY, THOMAS A.

2012-01-01

Farmworkers have the potential to receive wages that fail to meet minimum wage standards. This analysis describes wages and minimum wage violations among farmworkers, and it determines associations of wage violations with personal characteristics and pesticide safety regulation violations. Data are from a cross-sectional survey of 300 eastern North Carolina farmworkers conducted in June through August, 2009. Most farmworkers (90.0%) were paid by the hour, but 11.7 percent received piece-rate pay. Wage violations were prevalent among farmworkers: 18.3 percent of all farmworkers, 45.3 percent of farmworkers without H-2A visas, and 3.6 percent of farmworkers with H-2A visas experienced wage violations. Most farmworkers experienced numerous pesticide safety violations. Personal characteristics were not associated with wage violations among farmworkers without H-2A visas, but some pesticide safety violations were associated with wage violations. The association of violations indicates that some growers generally violate regulations. Greater enforcement of all regulations is needed. PMID:21733804

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

ERIC Educational Resources Information Center

Jones, Cheryl, Bland; Gates, Michael

2004-01-01

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

Rising above the Minimum Wage.

ERIC Educational Resources Information Center

Even, William; Macpherson, David

An in-depth analysis was made of how quickly most people move up the wage scale from minimum wage, what factors influence their progress, and how minimum wage increases affect wage growth above the minimum. Very few workers remain at the minimum wage over the long run, according to this study of data drawn from the 1977-78 May Current Population…

Period Effects, Cohort Effects, and the Narrowing Gender Wage Gap

PubMed Central

Campbell, Colin; Pearlman, Jessica

2015-01-01

Despite the abundance of sociological research on the gender wage gap, questions remain. In particular, the role of cohorts is under investigated. Using data from the Current Population Survey, we use Age-Period-Cohort analysis to uniquely estimate age, period, and cohort effects on the gender wage gap. The narrowing of the gender wage gap that occurred between 1975 and 2009 is largely due to cohort effects. Since the mid-1990s, the gender wage gap has continued to close absent of period effects. While gains in female wages contributed to declines in the gender wage gap for cohorts born before 1950, for later cohorts the narrowing of the gender wage gap is primarily a result of declines in male wages. PMID:24090861

17 CFR 143.9 - Administrative wage garnishment orders.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 17 Commodity and Securities Exchanges 1 2010-04-01 2010-04-01 false Administrative wage... JURISDICTION Administrative Wage Garnishment § 143.9 Administrative wage garnishment orders. Whenever an... administrative wage garnishment proceeding against a delinquent debtor. ...

Period effects, cohort effects, and the narrowing gender wage gap.

PubMed

Campbell, Colin; Pearlman, Jessica

2013-11-01

Despite the abundance of sociological research on the gender wage gap, questions remain. In particular, the role of cohorts is under investigated. Using data from the Current Population Survey, we use age-period-cohort analysis to uniquely estimate age, period, and cohort effects on the gender wage gap. The narrowing of the gender wage gap that occurred between 1975 and 2009 is largely due to cohort effects. Since the mid-1990s, the gender wage gap has continued to close absent of period effects. While gains in female wages contributed to declines in the gender wage gap for cohorts born before 1950, for later cohorts the narrowing of the gender wage gap is primarily a result of declines in male wages. Copyright © 2013 Elsevier Inc. All rights reserved.

The Impact of a City-Level Minimum-Wage Policy on Supermarket Food Prices in Seattle-King County.

PubMed

Otten, Jennifer J; Buszkiewicz, James; Tang, Wesley; Aggarwal, Anju; Long, Mark; Vigdor, Jacob; Drewnowski, Adam

2017-09-09

Background : Many states and localities throughout the U.S. have adopted higher minimum wages. Higher labor costs among low-wage food system workers could result in higher food prices. Methods : Using a market basket of 106 foods, food prices were collected at affected chain supermarket stores in Seattle and same-chain unaffected stores in King County (n = 12 total, six per location). Prices were collected at 1 month pre- (March 2015) and 1-month post-policy enactment (May 2015), then again 1-year post-policy enactment (May 2016). Unpaired t-tests were used to detect price differences by location at fixed time while paired t-tests were used to detect price difference across time with fixed store chain. A multi-level, linear differences-in-differences model, was used to detect the changes in the average market basket item food prices over time across regions, overall and by food group. Results : There were no significant differences in overall market basket or item-level costs at one-month (-$0.01, SE = 0.05, p = 0.884) or one-year post-policy enactment (-$0.02, SE = 0.08, p = 0.772). No significant increases were observed by food group. Conclusions : There is no evidence of change in supermarket food prices by market basket or increase in prices by food group in response to the implementation of Seattle's minimum wage ordinance.

76 FR 82115 - Wage Methodology for the Temporary Non-Agricultural Employment H-2B Program; Delay of Effective Date

Federal Register 2010, 2011, 2012, 2013, 2014

2011-12-30

... year (FY) 2012. The Wage Rule revised the methodology by which we calculate the prevailing wages to be... 19, 2011, 76 FR 3452. The Wage Rule revised the methodology by which we calculate the prevailing... November 30, 2011. When the Wage Rule goes into effect, it will supersede and make null the prevailing wage...

76 FR 60720 - Wage Methodology for the Temporary Non-Agricultural Employment H-2B Program; Postponement of...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-09-30

... wage determinations based on the new prevailing wage methodology set forth in the Wage Rule, as to the... comment, we published a Final Rule on August 1, 2011, which set the new effective date for the Wage Rule... date of the Wage Methodology for the Temporary Non- agricultural Employment H-2B Program Final Rule...

Stall in Women's Real Wage Growth Slows Progress in Closing the Wage Gap. Briefing Paper.

ERIC Educational Resources Information Center

Hartmann, Heidi; Whittaker, Julie

Since 1979, the wage gap between women and men has narrowed significantly, falling by more than 10 percent overall. The closing of the wage gap has slowed considerably in the 1990's, however, with women's real wages (adjusted for inflation) stagnating in recent year and men's wages continuing to decline. The lack of growth in both women's and…

The Impact of Wages on the Probability of Completing an Apprenticeship or Traineeship. NCVER Monograph Series 04/2010

ERIC Educational Resources Information Center

Karmel, Tom; Mlotkowski, Peter

2010-01-01

The primary focus of this research is the impact of wages on the decision not to continue with an apprenticeship or traineeship. The approach taken is to model three wages relevant to apprentices and trainees: the wage during training; the expected wage in alternative employment; and, the expected wage on completion. The results of these models…

75 FR 68416 - Administrative Wage Garnishment

Federal Register 2010, 2011, 2012, 2013, 2014

2010-11-08

... FEDERAL TRADE COMMISSION 16 CFR Part 1 Administrative Wage Garnishment AGENCY: Federal Trade... 31 U.S.C. 3720D) authorizes collection of Federal agency debt by administrative wage garnishment. Wage garnishment is a process whereby an employer withholds amounts from an employee's wages and pays...

Great expectations: Past wages and unemployment durations☆

PubMed Central

Böheim, Renè; Horvath, Gerard Thomas; Winter-Ebmer, Rudolf

2011-01-01

Decomposing wages into worker and firm wage components, we find that firm-fixed components are sizeable parts of workers' wages. If workers can only imperfectly observe the extent of firm-fixed components in their wages, they might be misled about the overall wage distribution. Such misperceptions may lead to unjustified high reservation wages, resulting in overly long unemployment durations. We examine the influence of previous wages on unemployment durations for workers after exogenous lay-offs and, using Austrian administrative data, we find that younger workers are, in fact, unemployed longer if they profited from high firm-fixed components in the past. We interpret our findings as evidence for overconfidence generated by imperfectly observed productivity. PMID:22211003

29 CFR 4.184 - Posting of notice.

Code of Federal Regulations, 2010 CFR

2010-07-01

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

29 CFR 4.184 - Posting of notice.

Code of Federal Regulations, 2013 CFR

2013-07-01

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

29 CFR 4.184 - Posting of notice.

Code of Federal Regulations, 2011 CFR

2011-07-01

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

29 CFR 4.184 - Posting of notice.

Code of Federal Regulations, 2012 CFR

2012-07-01

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

29 CFR 4.184 - Posting of notice.

Code of Federal Regulations, 2014 CFR

2014-07-01

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

Wage Determination and Discrimination among Older Workers.

ERIC Educational Resources Information Center

Quinn, Joseph F.

1979-01-01

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

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

PubMed

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

2013-02-25

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

20 CFR 404.221 - Computing your average monthly wage.

Code of Federal Regulations, 2010 CFR

2010-04-01

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

20 CFR 404.221 - Computing your average monthly wage.

Code of Federal Regulations, 2011 CFR

2011-04-01

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

Rank Regressions, Wage Distributions, and the Gender Gap.

ERIC Educational Resources Information Center

Fortin, Nicole M.; Lemieux, Thomas

1998-01-01

Current Population Survey data from 1979 and 1991 were used to decompose changes in the gender wage gap into three components: skill distribution, wage structure, and improvements in women's position. Relative wage gains by women may have been a source of increasing wage inequality among men. (SK)

24 CFR 17.170 - Administrative wage garnishment.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Administrative wage garnishment. 17... Administrative Wage Garnishment § 17.170 Administrative wage garnishment. (a) General. The Secretary may collect a debt by using administrative wage garnishment. Regulations in 31 CFR 285.11 governs collection...

5 CFR 532.233 - Preparation for full-scale wage surveys.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Preparation for full-scale wage surveys... REGULATIONS PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.233 Preparation for full-scale wage... the local wage survey committee. (e) Selection and appointment of data collectors. (1) The local wage...

41 CFR 50-202.2 - Minimum wage in all industries.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 41 Public Contracts and Property Management 1 2010-07-01 2010-07-01 true Minimum wage in all... Public Contracts PUBLIC CONTRACTS, DEPARTMENT OF LABOR 202-MINIMUM WAGE DETERMINATIONS Groups of Industries § 50-202.2 Minimum wage in all industries. In all industries, the minimum wage applicable to...

29 CFR 783.45 - Deductions from wages.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Deductions from wages. 783.45 Section 783.45 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF GENERAL... TO EMPLOYEES EMPLOYED AS SEAMEN Computation of Wages and Hours § 783.45 Deductions from wages. Where...

20 CFR 616.10 - Reuse of employment and wages.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Reuse of employment and wages. 616.10 Section 616.10 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR INTERSTATE ARRANGEMENT FOR COMBINING EMPLOYMENT AND WAGES § 616.10 Reuse of employment and wages. Employment and wages...

6 CFR 11.5 - Administrative wage garnishment.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 6 Domestic Security 1 2010-01-01 2010-01-01 false Administrative wage garnishment. 11.5 Section 11.5 Domestic Security DEPARTMENT OF HOMELAND SECURITY, OFFICE OF THE SECRETARY CLAIMS § 11.5 Administrative wage garnishment. DHS may collect debts from a debtor's wages by means of administrative wage...

75 FR 22752 - Federal Advisory Committee; Department of Defense Wage Committee; Charter Renewal

Federal Register 2010, 2011, 2012, 2013, 2014

2010-04-30

... Wage Committee; Charter Renewal AGENCY: Department of Defense (DoD). ACTION: Renewal of Federal... charter for the Department of Defense Wage Committee (hereafter referred to as the Committee). FOR FURTHER... wage surveys and the establishment of wage schedules for all appropriated fund and non- appropriated...

29 CFR 531.59 - The tip wage credit.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false The tip wage credit. 531.59 Section 531.59 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS WAGE PAYMENTS UNDER THE FAIR LABOR STANDARDS ACT OF 1938 Interpretations Payment of Wages to Tipped Employees...

17 CFR 204.65 - Wage garnishment order.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 17 Commodity and Securities Exchanges 2 2010-04-01 2010-04-01 false Wage garnishment order. 204.65... DEBT COLLECTION Administrative Wage Garnishment § 204.65 Wage garnishment order. (a) Unless the... to thirty times the minimum wage See 29 CFR 870.10. (3) When a debtor's pay is subject to withholding...

29 CFR 1.5 - Procedure for requesting wage determinations.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 1 2010-07-01 2010-07-01 true Procedure for requesting wage determinations. 1.5 Section 1.5 Labor Office of the Secretary of Labor PROCEDURES FOR PREDETERMINATION OF WAGE RATES § 1.5 Procedure for requesting wage determinations. (a) The Department of Labor publishes general wage...

24 CFR 965.101 - Preemption of State prevailing wage requirements.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 24 Housing and Urban Development 4 2010-04-01 2010-04-01 false Preemption of State prevailing wage... URBAN DEVELOPMENT PHA-OWNED OR LEASED PROJECTS-GENERAL PROVISIONS Preemption of State Prevailing Wage Requirements § 965.101 Preemption of State prevailing wage requirements. (a) A prevailing wage rate including...

Introduction of a National Minimum Wage Reduced Depressive Symptoms in Low-Wage Workers: A Quasi-Natural Experiment in the UK.

PubMed

Reeves, Aaron; McKee, Martin; Mackenbach, Johan; Whitehead, Margaret; Stuckler, David

2017-05-01

Does increasing incomes improve health? In 1999, the UK government implemented minimum wage legislation, increasing hourly wages to at least £3.60. This policy experiment created intervention and control groups that can be used to assess the effects of increasing wages on health. Longitudinal data were taken from the British Household Panel Survey. We compared the health effects of higher wages on recipients of the minimum wage with otherwise similar persons who were likely unaffected because (1) their wages were between 100 and 110% of the eligibility threshold or (2) their firms did not increase wages to meet the threshold. We assessed the probability of mental ill health using the 12-item General Health Questionnaire. We also assessed changes in smoking, blood pressure, as well as hearing ability (control condition). The intervention group, whose wages rose above the minimum wage, experienced lower probability of mental ill health compared with both control group 1 and control group 2. This improvement represents 0.37 of a standard deviation, comparable with the effect of antidepressants (0.39 of a standard deviation) on depressive symptoms. The intervention group experienced no change in blood pressure, hearing ability, or smoking. Increasing wages significantly improves mental health by reducing financial strain in low-wage workers. © 2016 The Authors. Health Economics published by John Wiley & Sons Ltd. © 2016 The Authors. Health Economics published by John Wiley & Sons Ltd.

Skill networks and measures of complex human capital.

PubMed

Anderson, Katharine A

2017-11-28

We propose a network-based method for measuring worker skills. We illustrate the method using data from an online freelance website. Using the tools of network analysis, we divide skills into endogenous categories based on their relationship with other skills in the market. Workers who specialize in these different areas earn dramatically different wages. We then show that, in this market, network-based measures of human capital provide additional insight into wages beyond traditional measures. In particular, we show that workers with diverse skills earn higher wages than those with more specialized skills. Moreover, we can distinguish between two different types of workers benefiting from skill diversity: jacks-of-all-trades, whose skills can be applied independently on a wide range of jobs, and synergistic workers, whose skills are useful in combination and fill a hole in the labor market. On average, workers whose skills are synergistic earn more than jacks-of-all-trades. Copyright © 2017 the Author(s). Published by PNAS.

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

PubMed Central

2013-01-01

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

Height premium for job performance.

PubMed

Kim, Tae Hyun; Han, Euna

2017-08-01

This study assessed the relationship of height with wages, using the 1998 and 2012 Korean Labor and Income Panel Study data. The key independent variable was height measured in centimeters, which was included as a series of dummy indicators of height per 5cm span (<155cm, 155-160cm, 160-165cm, and ≥165cm for women; <165cm, 165-170cm, 170-175cm, 175-180cm, and ≥180cm for men). We controlled for household- and individual-level random effects. We used a random-effect quantile regression model for monthly wages to assess the heterogeneity in the height-wage relationship, across the conditional distribution of monthly wages. We found a non-linear relationship of height with monthly wages. For men, the magnitude of the height wage premium was overall larger at the upper quantile of the conditional distribution of log monthly wages than at the median to low quantile, particularly in professional and semi-professional occupations. The height-wage premium was also larger at the 90th quantile for self-employed women and salaried men. Our findings add a global dimension to the existing evidence on height-wage premium, demonstrating non-linearity in the association between height and wages and heterogeneous changes in the dispersion and direction of the association between height and wages, by wage level. Copyright © 2017 Elsevier B.V. All rights reserved.

5 CFR 532.229 - Local wage survey committee.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Local wage survey committee. 532.229... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.229 Local wage survey committee. (a)(1) A lead agency shall establish a local wage survey committee in each wage area for which it has lead agency...

5 CFR 532.229 - Local wage survey committee.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 5 Administrative Personnel 1 2012-01-01 2012-01-01 false Local wage survey committee. 532.229... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.229 Local wage survey committee. (a)(1) A lead agency shall establish a local wage survey committee in each wage area for which it has lead agency...

5 CFR 532.229 - Local wage survey committee.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false Local wage survey committee. 532.229... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.229 Local wage survey committee. (a)(1) A lead agency shall establish a local wage survey committee in each wage area for which it has lead agency...

5 CFR 532.229 - Local wage survey committee.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Local wage survey committee. 532.229... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.229 Local wage survey committee. (a)(1) A lead agency shall establish a local wage survey committee in each wage area for which it has lead agency...

Financing Educational Facility Construction: Prevailing Wage Litigation.

ERIC Educational Resources Information Center

Goldblatt, Steven M.; Wood, R. Craig

This chapter presents an up-to-date analysis of prevailing state wage laws that affect educational facility construction or renovation and highlights relevant prevailing wage litigation in many states. Currently, 13 states have no prevailing wage laws for public works. The other 37 states and the District of Columbia do have prevailing wage laws…

24 CFR 70.4 - Procedure for implementing prevailing wage exemptions for volunteers.

Code of Federal Regulations, 2010 CFR

2010-04-01

... prevailing wage exemptions for volunteers. 70.4 Section 70.4 Housing and Urban Development Office of the... AND HUD-DETERMINED WAGE RATES § 70.4 Procedure for implementing prevailing wage exemptions for... otherwise subject to Davis-Bacon or HUD-determined prevailing wage rates which propose to use volunteers and...

29 CFR 525.10 - Prevailing wage rates.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Prevailing wage rates. 525.10 Section 525.10 Labor... OF WORKERS WITH DISABILITIES UNDER SPECIAL CERTIFICATES § 525.10 Prevailing wage rates. (a) A prevailing wage rate is a wage rate that is paid to an experienced worker not disabled for the work to be...

Minimum Wage Laws and the Distribution of Employment.

ERIC Educational Resources Information Center

Lang, Kevin

The desirability of raising the minimum wage long revolved around just one question: the effect of higher minimum wages on the overall level of employment. An even more critical effect of the minimum wage rests on the composition of employment--who gets the minimum wage job. An examination of employment in eating and drinking establishments…

29 CFR 525.13 - Renewal of special minimum wage certificates.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Renewal of special minimum wage certificates. 525.13... minimum wage certificates. (a) Applications may be filed for renewal of special minimum wage certificates.... (c) Workers with disabilities may not continue to be paid special minimum wages after notice that an...

29 CFR 525.24 - Advisory Committee on Special Minimum Wages.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Advisory Committee on Special Minimum Wages. 525.24 Section 525.24 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR... Special Minimum Wages. The Advisory Committee on Special Minimum Wages, the members of which are appointed...

28 CFR 301.204 - Continuation of lost-time wages.

Code of Federal Regulations, 2010 CFR

2010-07-01

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

29 CFR 8.5 - Filing of wage determination record.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 1 2010-07-01 2010-07-01 true Filing of wage determination record. 8.5 Section 8.5 Labor... SERVICE CONTRACTS Review of Wage Determinations § 8.5 Filing of wage determination record. The Associate... record upon which the wage determination was based. Under no circumstances shall source data obtained by...

29 CFR 7.6 - Filing of wage determination record.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 1 2010-07-01 2010-07-01 true Filing of wage determination record. 7.6 Section 7.6 Labor... AND FEDERALLY ASSISTED CONSTRUCTION CONTRACTS Review of Wage Determinations. § 7.6 Filing of wage determination record. (a) In representing the officer issuing the wage determination the Solicitor shall, among...

Do Students Expect Compensation for Wage Risk?

ERIC Educational Resources Information Center

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

2011-01-01

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

29 CFR 783.44 - Board and lodging as wages.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Board and lodging as wages. 783.44 Section 783.44 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF GENERAL... TO EMPLOYEES EMPLOYED AS SEAMEN Computation of Wages and Hours § 783.44 Board and lodging as wages...

76 FR 9694 - Prevailing Rate Systems; Redefinition of the Northeastern Arizona and Colorado Appropriated Fund...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-02-22

... appropriated fund Federal Wage System (FWS) wage areas. The proposed rule would redefine Dolores, Montrose... appropriated fund Federal Wage System (FWS) wage areas. This proposed rule would redefine Dolores, Montrose... defined to the Southern Colorado wage area, with distance being the deciding factor. Dolores County is...

The impact of the UK National Minimum Wage on mental health.

PubMed

Kronenberg, Christoph; Jacobs, Rowena; Zucchelli, Eugenio

2017-12-01

Despite an emerging literature, there is still sparse and mixed evidence on the wider societal benefits of Minimum Wage policies, including their effects on mental health. Furthermore, causal evidence on the relationship between earnings and mental health is limited. We focus on low-wage earners, who are at higher risk of psychological distress, and exploit the quasi-experiment provided by the introduction of the UK National Minimum Wage (NMW) to identify the causal impact of wage increases on mental health. We employ difference-in-differences models and find that the introduction of the UK NMW had no effect on mental health. Our estimates do not appear to support earlier findings which indicate that minimum wages affect mental health of low-wage earners. A series of robustness checks accounting for measurement error, as well as treatment and control group composition, confirm our main results. Overall, our findings suggest that policies aimed at improving the mental health of low-wage earners should either consider the non-wage characteristics of employment or potentially larger wage increases.

Wage theft as a neglected public health problem: an overview and case study from San Francisco's Chinatown District.

PubMed

Minkler, Meredith; Salvatore, Alicia L; Chang, Charlotte; Gaydos, Megan; Liu, Shaw San; Lee, Pam Tau; Tom, Alex; Bhatia, Rajiv; Krause, Niklas

2014-06-01

Wage theft, or nonpayment of wages to which workers are legally entitled, is a major contributor to low income, which in turn has adverse health effects. We describe a participatory research study of wage theft among immigrant Chinatown restaurant workers. We conducted surveys of 433 workers, and developed and used a health department observational tool in 106 restaurants. Close to 60% of workers reported 1 or more forms of wage theft (e.g., receiving less than minimum wage [50%], no overtime pay [> 65%], and pay deductions when sick [42%]). Almost two thirds of restaurants lacked required minimum wage law signage. We discuss the dissemination and use of findings to help secure and enforce a wage theft ordinance, along with implications for practice.

20 CFR 625.2 - Definitions.

Code of Federal Regulations, 2010 CFR

2010-04-01

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

Who Should Get in? Part II.

ERIC Educational Resources Information Center

Jencks, Christopher

2001-01-01

Reviews eight books on immigration, examining the effect of the widening wage gap between immigrant and native workers and discussing why some might want to limit the total number of immigrants. Books describe second generation immigrants; Latinos' experiences; immigration policy and the economy; black identities; immigration's economic,…

The efficiency of a group-specific mandated benefit revisited: the effect of infertility mandates.

PubMed

Lahey, Joanna N

2012-01-01

This paper examines the labor market effects of state health insurance mandates that increase the cost of employing a demographically identifiable group. State mandates requiring that health insurance plans cover infertility treatment raise the relative cost of insuring older women of child-bearing age. Empirically, wages in this group are unaffected, but their total labor input decreases. Workers do not value infertility mandates at cost, and so will not take wage cuts in exchange, leading employers to decrease their demand for this affected and identifiable group. Differences in the empirical effects of mandates found in the literature are explained by a model including variations in the elasticity of demand, moral hazard, ability to identify a group, and adverse selection.

Should I stay or should I go? The impact of working time and wages on retention in the health workforce.

PubMed

Steinmetz, Stephanie; de Vries, Daniel H; Tijdens, Kea G

2014-04-23

Turnover in the health workforce is a concern as it is costly and detrimental to organizational performance and quality of care. Most studies have focused on the influence of individual and organizational factors on an employee's intention to quit. Inspired by the observation that providing care is based on the duration of practices, tasks and processes (issues of time) rather than exchange values (wages), this paper focuses on the influence of working-time characteristics and wages on an employee's intention to stay. Using data from the WageIndicator web survey (N = 5,323), three logistic regression models were used to estimate health care employee's intention to stay for Belgium, Germany and the Netherlands. The first model includes working-time characteristics controlling for a set of sociodemographic variables, job categories, promotion and organization-related characteristics. The second model tests the impact of wage-related characteristics. The third model includes both working-time- and wage-related aspects. Model 1 reveals that working-time-related factors significantly affect intention to stay across all countries. In particular, working part-time hours, overtime and a long commuting time decrease the intention to stay with the same employer. The analysis also shows that job dissatisfaction is a strong predictor for the intention to leave, next to being a woman, being moderately or well educated, and being promoted in the current organization. In Model 2, wage-related characteristics demonstrate that employees with a low wage or low wage satisfaction are less likely to express an intention to stay. The effect of wage satisfaction is not surprising; it confirms that besides a high wage, wage satisfaction is essential. When considering all factors in Model 3, all effects remain significant, indicating that attention to working and commuting times can complement attention to wages and wage satisfaction to increase employees' intention to stay. These findings hold for all three countries, for a variety of health occupations. When following a policy of wage increases, attention to the issues of working time-including overtime hours, working part-time, and commuting time-and wage satisfaction are suitable strategies in managing health workforce retention.

Labor Market Dropouts and Trends in the Wages of Black and White Men.

ERIC Educational Resources Information Center

Juhn, Chinhui

2003-01-01

When discouraged unemployed black males are accounted for, real wage growth for black men over 1969-98 is reduced by about 40% and black-white wage convergence by about one-third. An important source of selection bias is the changing gap between wages of workers and potential wages of nonworkers. (Contains 20 references.) (SK)

29 CFR 510.10 - Table of wage rates and effective dates.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Table of wage rates and effective dates. 510.10 Section 510.10 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR... ACT IN PUERTO RICO Schedule of Minimum Wage Rates Applicable in Puerto Rico § 510.10 Table of wage...

26 CFR 31.3301-4 - When wages are paid.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 26 Internal Revenue 15 2010-04-01 2010-04-01 false When wages are paid. 31.3301-4 Section 31.3301... Unemployment Tax Act (Chapter 23, Internal Revenue Code of 1954) § 31.3301-4 When wages are paid. Wages are paid when actually or constructively paid. Wages are constructively paid when they are credited to the...

26 CFR 31.3401(a)-2 - Exclusions from wages.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 26 Internal Revenue 15 2010-04-01 2010-04-01 false Exclusions from wages. 31.3401(a)-2 Section 31... Collection of Income Tax at Source § 31.3401(a)-2 Exclusions from wages. (a) In general. (1) The term “wages... specifically excepted from wages under section 3401(a). (2) The exception attaches to the remuneration for...

26 CFR 31.3402(e)-1 - Included and excluded wages.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 26 Internal Revenue 15 2010-04-01 2010-04-01 false Included and excluded wages. 31.3402(e)-1... SOURCE Collection of Income Tax at Source § 31.3402(e)-1 Included and excluded wages. (a) If a portion of... not more than 31 consecutive days constitutes wages, and the remainder does not constitute wages, all...

Rural Low-Wage Employment Rises among Men.

ERIC Educational Resources Information Center

Gibbs, Robert; Parker, Timothy

2000-01-01

In 1999, the percentage of low-wage workers in rural areas was higher than in urban areas or in 1979. The share of women and minorities in low-wage work stabilized, but the share of White men increased. Low-wage work increased in higher-skilled occupations, and the share of college educated low-wage workers increased significantly since 1979. (TD)

The cost of lost productivity due to premature cancer-related mortality: an economic measure of the cancer burden.

PubMed

Hanly, Paul A; Sharp, Linda

2014-03-26

Most measures of the cancer burden take a public health perspective. Cancer also has a significant economic impact on society. To assess this economic burden, we estimated years of potential productive life lost (YPPLL) and costs of lost productivity due to premature cancer-related mortality in Ireland. All cancers combined and the 10 sites accounting for most deaths in men and in women were considered. To compute YPPLL, deaths in 5-year age-bands between 15 and 64 years were multiplied by average working-life expectancy. Valuation of costs, using the human capital approach, involved multiplying YPPLL by age-and-gender specific gross wages, and adjusting for unemployment and workforce participation. Sensitivity analyses were conducted around retirement age and wage growth, labour force participation, employment and discount rates, and to explore the impact of including household production and caring costs. Costs were expressed in €2009. Total YPPLL was lower in men than women (men = 10,873; women = 12,119). Premature cancer-related mortality costs were higher in men (men: total cost = €332 million, cost/death = €290,172, cost/YPPLL = €30,558; women: total cost = €177 million, cost/death = €159,959, cost/YPPLL = €14,628). Lung cancer had the highest premature mortality cost (€84.0 million; 16.5% of total costs), followed by cancers of the colorectum (€49.6 million; 9.7%), breast (€49.4 million; 9.7%) and brain & CNS (€42.4 million: 8.3%). The total economic cost of premature cancer-related mortality in Ireland amounted to €509.5 million or 0.3% of gross domestic product. An increase of one year in the retirement age increased the total all-cancer premature mortality cost by 9.9% for men and 5.9% for women. The inclusion of household production and caring costs increased the total cost to €945.7 million. Lost productivity costs due to cancer-related premature mortality are significant. The higher premature mortality cost in males than females reflects higher wages and rates of workforce participation. Productivity costs provide an alternative perspective on the cancer burden on society and may inform cancer control policy decisions.

5 CFR 532.207 - Time schedule for wage surveys.

Code of Federal Regulations, 2010 CFR

2010-01-01

... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.207 Time schedule for wage surveys. (a) Wage... local prevailing rates. (f) The beginning month of appropriated and nonappropriated fund wage surveys...

Decent wage is more important than absolution of debts: A smallholder socio-hydrological modelling framework

NASA Astrophysics Data System (ADS)

Pande, Saket; Savenije, Hubert

2015-04-01

We present a framework to understand the socio-hydrological system dynamics of a small holder. Small holders are farmers who own less than 2 ha of farmland. It couples the dynamics of 6 main variables that are most relevant at the scale of a small holder: local storage (soil moisture and other water storage), capital, knowledge, livestock production, soil fertility and grass biomass production. The hydroclimatic variability is at sub-annual scale and influences the socio-hydrology at annual scale. The model incorporates rule-based adaptation mechanisms (for example: adjusting expenditures on food and fertilizers, selling livestocks etc.) of small holders when they face adverse socio-hydrological conditions, such as low annual rainfall, higher intra-annual variability in rainfall or variability in agricultural prices. We apply the framework to understand the socio-hydrology of a sugarcane small holder in Aurangabad, Maharashtra. This district has witnessed suicides of many sugarcane farmers who could not extricate themselves out of the debt trap. These farmers lack irrigation and are susceptible to fluctuating sugar prices and intra-annual hydro-climatic variability. We study the sensitivity of annual total capital averaged over 30 years, an indicator of small holder wellbeing, to initial capital that a small holder starts with and the prevalent wage rates. We find that a smallholder well being is low (below Rs 30000 per annum, a threshold above which a smallholder can afford a basic standard of living) and is rather insensitive to initial capital at low wage rates. Initial capital perhaps matters to small holder livelihoods at higher wage rates. Further, the small holder system appears to be resilient at around Rs 115/mandays in the sense that small perturbations in wage rates around this rate still sustains the smallholder above the basic standard of living. Our results thus indicate that government intervention to absolve the debt of farmers is not enough. It must invest in local storages that can buffer intra-annual variability in rainfall in tandem and good wages for alternative sources of income.

Wage Theft as a Neglected Public Health Problem: An Overview and Case Study From San Francisco’s Chinatown District

PubMed Central

Salvatore, Alicia L.; Chang, Charlotte; Gaydos, Megan; Liu, Shaw San; Lee, Pam Tau; Tom, Alex; Bhatia, Rajiv; Krause, Niklas

2014-01-01

Wage theft, or nonpayment of wages to which workers are legally entitled, is a major contributor to low income, which in turn has adverse health effects. We describe a participatory research study of wage theft among immigrant Chinatown restaurant workers. We conducted surveys of 433 workers, and developed and used a health department observational tool in 106 restaurants. Close to 60% of workers reported 1 or more forms of wage theft (e.g., receiving less than minimum wage [50%], no overtime pay [> 65%], and pay deductions when sick [42%]). Almost two thirds of restaurants lacked required minimum wage law signage. We discuss the dissemination and use of findings to help secure and enforce a wage theft ordinance, along with implications for practice. PMID:24825200

Rural Hospital Wages and the Area Wage Index

PubMed Central

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

2002-01-01

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

Do wages matter?: a backward bend in the 2004 California RN labor supply.

PubMed

Tellez, Michelle; Spetz, Joanne; Seago, Jean Ann; Harrington, Charlene M; Kitchener, Martin

2009-08-01

Using data from the 2004 California Board of Registered Nursing Survey, a two-stage least-square equation was estimated to examine the effect of wages on hours worked by female registered nurses. Wages were found to have a nonlinear effect on hours worked, with a backward bending supply curve. Wages had a positive effect on the average hours worked per week up to $24.99 per hour and a negative effect between $30.00 and $100.00 per hour when compared with the wage category of $25.00 to $29.99. Results suggest that wages are important to secure the labor supply but do not increase aggregate supply beyond a wage threshold.

24 CFR 70.5 - Procedure for obtaining HUD waiver of prevailing wage rates for volunteers.

Code of Federal Regulations, 2010 CFR

2010-04-01

... of prevailing wage rates for volunteers. 70.5 Section 70.5 Housing and Urban Development Office of... DAVIS-BACON AND HUD-DETERMINED WAGE RATES § 70.5 Procedure for obtaining HUD waiver of prevailing wage... authorized to waive prevailing wage requirements for volunteers, as referenced in § 70.1(b). (b) Local or...

Low-Wage Jobs and Workers: Trends and Options for Change. Research Findings. Executive Summary.

ERIC Educational Resources Information Center

Displaced Homemakers Network, Washington, DC.

This study was conducted to determine how many workers are in low-wage jobs; their characteristics and changes in their characteristics over time; the characteristics of the low-wage jobs; gender, sex, and racial factors influencing participation in low-wage jobs; and the relationship of low-wage work to family poverty and welfare receipt. The…

Comparable Worth, Job Evaluation and Wage Discrimination: The Employer Approaches Wage Gap Issues in the 1980's.

ERIC Educational Resources Information Center

Leach, Daniel E.

1984-01-01

The role of women in the work force and the wages paid to women workers have become major employment discrimination issues of the 1980's. Comparable worth, wage discrimination, and the existence and possible influence of sex-related factors in wage administration systems, which include formalized job evaluation schemes, are discussed. (MLW)

27 CFR 70.162 - Levy and distraint on salary and wages.

Code of Federal Regulations, 2010 CFR

2010-04-01

... salary and wages. 70.162 Section 70.162 Alcohol, Tobacco Products and Firearms ALCOHOL AND TOBACCO TAX... § 70.162 Levy and distraint on salary and wages. (a) Notice of intent to levy. Levy may be made for any... salary or wages. A levy on salary or wages is continuous from the time of the levy until the liability...

A Different Class of Care: the Benefits Crisis and Low-Wage Workers.

PubMed

Jones, Trina

When compared to other developed nations, the United States fares poorly with regard to benefits for workers. While the situation is grim for most U.S. workers, it is worse for low-wage workers. Data show a significant benefits gap between low-wage and high-wage in terms of flexible work arrangements (FWAs), paid leave, pensions, and employer-sponsored health-care insurance, among other things. This gap exists notwithstanding the fact that FWAs and employment benefits produce positive returns for employees, employers, and society in general. Despite these returns, this Article contends that employers will be loath to extend FWAs and greater employment benefits to low-wage workers due to (1) concerns about costs, (2) a surplus of low-wage workers in the labor market, (3) negative perceptions of the skill of low-wage workers and the value of low-wage work, (4) other class-based stereotypes and biases, and (5) structural impediments in some low-wage jobs. Given the decline of unions and limited legislative action to date, the Article maintains that low-wage workers are in a "different class of care" with little hope for meaningful change on the horizon.

The Impact of a City-Level Minimum-Wage Policy on Supermarket Food Prices in Seattle-King County

PubMed Central

Tang, Wesley; Aggarwal, Anju; Vigdor, Jacob; Drewnowski, Adam

2017-01-01

Background: Many states and localities throughout the U.S. have adopted higher minimum wages. Higher labor costs among low-wage food system workers could result in higher food prices. Methods: Using a market basket of 106 foods, food prices were collected at affected chain supermarket stores in Seattle and same-chain unaffected stores in King County (n = 12 total, six per location). Prices were collected at 1 month pre- (March 2015) and 1-month post-policy enactment (May 2015), then again 1-year post-policy enactment (May 2016). Unpaired t-tests were used to detect price differences by location at fixed time while paired t-tests were used to detect price difference across time with fixed store chain. A multi-level, linear differences-in-differences model, was used to detect the changes in the average market basket item food prices over time across regions, overall and by food group. Results: There were no significant differences in overall market basket or item-level costs at one-month (−$0.01, SE = 0.05, p = 0.884) or one-year post-policy enactment (−$0.02, SE = 0.08, p = 0.772). No significant increases were observed by food group. Conclusions: There is no evidence of change in supermarket food prices by market basket or increase in prices by food group in response to the implementation of Seattle’s minimum wage ordinance. PMID:28891937

20 CFR 655.120 - Offered wage rate.

Code of Federal Regulations, 2010 CFR

2010-04-01

... its obligation under § 655.122(l), an employer must offer, advertise in its recruitment, and pay a... prevailing wage, the agreed-upon collective bargaining wage, or the Federal or State minimum wage, in effect...

20 CFR 404.220 - Average-monthly-wage method.

Code of Federal Regulations, 2010 CFR

2010-04-01

... average-monthly-wage method if it is to your advantage. Being eligible for either the average-monthly-wage method or the modified average-monthly-wage method does not preclude your eligibility under the old-start...

Why Wait?

PubMed Central

Loughran, David S.; Zissimopoulos, Julie M.

2012-01-01

We use data from the earlier and later cohorts of the NLSY to estimate the effect of marriage and childbearing on wages. Our estimates imply that marriage lowers female wages 2–4 percent in the year of marriage. Marriage also lowers the wage growth of men and women by about two and four percentage points, respectively. A first birth lowers female wages 2-3 percent, but has no effect on wage growth. Male wages are unaffected by childbearing. These findings suggest that early marriage and childbearing can lead to substantial decreases in lifetime earnings. PMID:22993452

20 CFR 404.1225 - Records-for wages paid prior to 1987.

Code of Federal Regulations, 2013 CFR

2013-04-01

....1225 Section 404.1225 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND... included under its agreement to keep, accurate records of all remuneration (whether in cash or in a medium... show for each employee: (1) The employee's name, address, and Social Security number; (2) The total...

20 CFR 404.1225 - Records-for wages paid prior to 1987.

Code of Federal Regulations, 2012 CFR

2012-04-01

....1225 Section 404.1225 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND... included under its agreement to keep, accurate records of all remuneration (whether in cash or in a medium... show for each employee: (1) The employee's name, address, and Social Security number; (2) The total...

20 CFR 404.1225 - Records-for wages paid prior to 1987.

Code of Federal Regulations, 2011 CFR

2011-04-01

....1225 Section 404.1225 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND... included under its agreement to keep, accurate records of all remuneration (whether in cash or in a medium... show for each employee: (1) The employee's name, address, and Social Security number; (2) The total...

20 CFR 404.1225 - Records-for wages paid prior to 1987.

Code of Federal Regulations, 2014 CFR

2014-04-01

....1225 Section 404.1225 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND... included under its agreement to keep, accurate records of all remuneration (whether in cash or in a medium... show for each employee: (1) The employee's name, address, and Social Security number; (2) The total...

The Devil Is in the Details.

ERIC Educational Resources Information Center

Dempsey, William M.

1997-01-01

A Rochester Institute of Technology (New York) program costing model designed to reflect costs more accurately allocates indirect costs according to salaries and wages, modified total direct costs, square footage of space used, credit hours, and student and faculty full-time equivalents. It allows administrators to make relative value judgments…

20 CFR 404.1225 - Records-for wages paid prior to 1987.

Code of Federal Regulations, 2010 CFR

2010-04-01

....1225 Section 404.1225 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND... included under its agreement to keep, accurate records of all remuneration (whether in cash or in a medium... show for each employee: (1) The employee's name, address, and Social Security number; (2) The total...

75 FR 47839 - Notice of Quarterly Report (January 1, 2010-March 31, 2010)

Federal Register 2010, 2011, 2012, 2013, 2014

2010-08-09

... Facilitate $45,219,525 Number of international Project. transportation to tourists--Efate. increase tourism...,264 Establish an $11,978,769 Total wage bill of Improvement Project. independent and tourism industry... $637,900 Average revenue of added to tourism potters receiving and artisan Artisan Production sectors...

Beyond Your Paycheck: An Employee Benefits Primer.

ERIC Educational Resources Information Center

Stanton, Michael

1990-01-01

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

Understanding the City Size Wage Gap*

PubMed Central

Baum-Snow, Nathaniel; Pavan, Ronni

2013-01-01

In this paper, we decompose city size wage premia into various components. We base these decompositions on an estimated on-the-job search model that incorporates latent ability, search frictions, firm-worker match quality, human capital accumulation and endogenous migration between large, medium and small cities. Counterfactual simulations of the model indicate that variation in returns to experience and differences in wage intercepts across location type are the most important mechanisms contributing to observed city size wage premia. Variation in returns to experience is more important for generating wage premia between large and small locations while differences in wage intercepts are more important for generating wage premia betwen medium and small locations. Sorting on unobserved ability within education group and differences in labor market search frictions and distributions of firm-worker match quality contribute little to observed city size wage premia. These conclusions hold for separate samples of high school and college graduates. PMID:24273347

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

PubMed

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

2017-10-01

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

Understanding the City Size Wage Gap.

PubMed

Baum-Snow, Nathaniel; Pavan, Ronni

2012-01-01

In this paper, we decompose city size wage premia into various components. We base these decompositions on an estimated on-the-job search model that incorporates latent ability, search frictions, firm-worker match quality, human capital accumulation and endogenous migration between large, medium and small cities. Counterfactual simulations of the model indicate that variation in returns to experience and differences in wage intercepts across location type are the most important mechanisms contributing to observed city size wage premia. Variation in returns to experience is more important for generating wage premia between large and small locations while differences in wage intercepts are more important for generating wage premia betwen medium and small locations. Sorting on unobserved ability within education group and differences in labor market search frictions and distributions of firm-worker match quality contribute little to observed city size wage premia. These conclusions hold for separate samples of high school and college graduates.

Physician assistant wages and employment, 2000-2025.

PubMed

Quella, Alicia; Brock, Douglas M; Hooker, Roderick S

2015-06-01

This study sought to assess physician assistant (PA) wages, make comparisons with other healthcare professionals, and project their earnings to 2025. The Bureau of Labor Statistics PA employment datasets were probed, and 2013 wages were used to explore median wage differences between large employer categories and 14 years of historical data (2000-2013). Median wages of PAs, family physicians and general practitioners, pharmacists, registered nurses, advanced practice nurses, and physical therapists were compared. Linear regression was used to project the PA median wage to 2025. In 2013, the median hourly wage for a PA employed in a clinical role was $44.70. From 2000 to 2013, PA wages increased by 40% compared with the cumulative inflation rate of 35.3%. This suggests that demand exceeds supply, a finding consistent with similar clinicians such as family physicians. A predictive model suggests that PA employment opportunities and remuneration will remain high through 2025.

77 FR 60040 - Wage Methodology for the Temporary Non-Agricultural Employment H-2B Program; Delay of Effective Date

Federal Register 2010, 2011, 2012, 2013, 2014

2012-10-02

... Wage Rule revised the methodology by which the Department calculates the prevailing wages to be paid to... the Department calculates the prevailing wages to be paid to H-2B workers and United States (U.S... effect, it will supersede and make null the prevailing wage provisions at 20 CFR 655.10(b) of the...

Wage Payment Systems. Supervising: Economic and Financial Aspects. The Choice Series #73. A Self Learning Opportunity.

ERIC Educational Resources Information Center

Carlisle, Ysanne

This student guide is intended to assist persons employed as supervisors in understanding various wage payment systems. Discussed in the first four sections are the following topics: the aims and determination of payment (aims of a payment system, the economy and wage levels, the government and wage levels, and method of pay and wage levels); main…

29 CFR 520.200 - What is the legal authority for payment of wages lower than the minimum wage required by section...

Code of Federal Regulations, 2010 CFR

2010-07-01

... the minimum wage required by section 6(a) of the Fair Labor Standards Act? 520.200 Section 520.200... lower than the minimum wage required by section 6(a) of the Fair Labor Standards Act? Section 14(a) of..., for the payment of special minimum wage rates to workers employed as messengers, learners (including...

Health workforce remuneration: comparing wage levels, ranking, and dispersion of 16 occupational groups in 20 countries

PubMed Central

2013-01-01

Background This article represents the first attempt to explore remuneration in Human Resources for Health (HRH), comparing wage levels, ranking and dispersion of 16 HRH occupational groups in 20 countries (Argentina, Belarus, Belgium, Brazil, Chile, Colombia, the Czech Republic, Finland, Germany, India, Mexico, the Netherlands, Poland, Russian Federation, Republic of South Africa (RSA), Spain, Sweden, Ukraine, United Kingdom (UK), and United States of America (USA)). The main aim is to examine to what extent the wage rankings, standardized wage levels, and wage dispersion are similar between the 16 occupational groups and across the selected countries and what factors can be shown to be related to the differences that emerge. Method The pooled data from the continuous, worldwide, multilingual WageIndicator web survey between 2008 and 2011 (for selected HRH occupations, n=49,687) have been aggregated into a data file with median or mean remuneration values for 300 occupation/country cells. Hourly wages are expressed in standardized US Dollars (USD), all controlled for purchasing power parity (PPP) and indexed to 2011 levels. Results The wage ranking of 16 HRH occupational groups is fairly similar across countries. Overall Medical Doctors have the highest and Personal Care Workers the lowest median wages. Wage levels of Nursing & Midwifery Professionals vary largely. Health Care Managers have lower earnings than Medical Doctors in all except six of the 20 countries. The largest wage differences are found for the Medical Doctors earning 20 times less in Ukraine than in the US, and the Personal Care Workers, who earn nine times less in the Ukraine than in the Netherlands. No support is found for the assumption that the ratio across the highest and lowest earning HRH occupations is similar between countries: it varies from 2.0 in Sweden to 9.7 in Brazil. Moreover, an increase in the percentage of women in an occupation has a large downward effect on its wage rank. Conclusions This article breaks new ground by investigating for the first time the wage levels, ranking, and dispersion of occupational groups in the HRH workforce across countries. The explorative findings illustrate that the assumption of similarity in cross-country wage ranking holds, but that wage dispersion and wage levels are not similar. These findings might contribute to the policies for health workforce composition and the planning of healthcare provisions. PMID:23448429

Should I stay or should I go? The impact of working time and wages on retention in the health workforce

PubMed Central

2014-01-01

Background Turnover in the health workforce is a concern as it is costly and detrimental to organizational performance and quality of care. Most studies have focused on the influence of individual and organizational factors on an employee’s intention to quit. Inspired by the observation that providing care is based on the duration of practices, tasks and processes (issues of time) rather than exchange values (wages), this paper focuses on the influence of working-time characteristics and wages on an employee’s intention to stay. Methods Using data from the WageIndicator web survey (N = 5,323), three logistic regression models were used to estimate health care employee’s intention to stay for Belgium, Germany and the Netherlands. The first model includes working-time characteristics controlling for a set of sociodemographic variables, job categories, promotion and organization-related characteristics. The second model tests the impact of wage-related characteristics. The third model includes both working-time- and wage-related aspects. Results Model 1 reveals that working-time-related factors significantly affect intention to stay across all countries. In particular, working part-time hours, overtime and a long commuting time decrease the intention to stay with the same employer. The analysis also shows that job dissatisfaction is a strong predictor for the intention to leave, next to being a woman, being moderately or well educated, and being promoted in the current organization. In Model 2, wage-related characteristics demonstrate that employees with a low wage or low wage satisfaction are less likely to express an intention to stay. The effect of wage satisfaction is not surprising; it confirms that besides a high wage, wage satisfaction is essential. When considering all factors in Model 3, all effects remain significant, indicating that attention to working and commuting times can complement attention to wages and wage satisfaction to increase employees’ intention to stay. These findings hold for all three countries, for a variety of health occupations. Conclusions When following a policy of wage increases, attention to the issues of working time—including overtime hours, working part-time, and commuting time—and wage satisfaction are suitable strategies in managing health workforce retention. PMID:24758705

Costs of rearing children in agricultural economies: an alternative estimation approach and findings from rural Bangladesh.

PubMed

Khan, M M; Magnani, R J; Mock, N B; Saadat, Y S

1993-03-01

There are changes in child costs during demographic transition. This study examines household time allocation from 66 agricultural households in 3 villages in Tangail District in rural north central Bangladesh in 1984-85 (371 days). Component and total child-rearing costs are estimated in alternative ways. Conventional "opportunity wage" measures are considered overestimated. The methodological shortcomings of direct cost accounting procedures and consumer demand methods in computing time cost and monetary cost of child rearing are pointed out. In this study's alternative computation, age standardized equivalent costs are generated. Child food consumption costs were generated from a large national survey conducted in 1983. Nonfood expenditures were estimated by food to nonfood expenditure ratios taken from the aforementioned survey. For estimating breast-feeding costs, an estimate was produced based on the assumption that costs for infant food consumption were a fixed proportion of food costs for older children. Land ownership groups were set up to reflect socioeconomic status: 1) landless households, 2) marginal farm households with 1 acre or .4 hectares of land, 3) middle income households with 1-2 acres of land, 4) upper middle income households with 2-4 acres of land, and 5) upper income or rich households with over 4 acres of land. The nonmarket wage rate for hired household help was used to determine the value of cooking, fetching water, and household cleaning and repairing. The results confirm the low costs of child rearing in high fertility societies. Productive nonmarket activities are effective in subsidizing the costs of children. The addition of a child into households already with children has a low impact on time costs of children; "this economies of scale effect is estimated ... at 20%." The highest relative costs were found in the lowest income households, and the lowest costs were in the highest income households. 5% of total household income is devoted to child rearing in the lowest income households compared to 1% of income in the highest income households. The implications are that fertility decline is more directly related to structural changes in the economy, satisfaction of existing demand for family planning, and the producing additional demand for fertility control.

New Minimum Wage Research: A Symposium.

ERIC Educational Resources Information Center

Ehrenberg, Ronald G.; And Others

1992-01-01

Includes "Introduction" (Ehrenberg); "Effect of the Minimum Wage [MW] on the Fast-Food Industry" (Katz, Krueger); "Using Regional Variation in Wages to Measure Effects of the Federal MW" (Card); "Do MWs Reduce Employment?" (Card); "Employment Effects of Minimum and Subminimum Wages" (Neumark,…

76 FR 59896 - Wage Methodology for the Temporary Non-Agricultural Employment H-2B Program; Postponement of...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-09-28

... Wage Rule revised the methodology by which we calculate the prevailing wages to be paid to H-2B workers... methodology by which we calculate the prevailing wages to be paid to H-2B workers and United States (U.S... concerning the calculation of the prevailing wage rate in the H-2B program. CATA v. Solis, Dkt. No. 103-1...

Wage differentials among Appalachian sawmills

Treesearch

Charles H. Wolf

1977-01-01

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

The economic impact of loss of performance due to absenteeism and presenteeism caused by depressive symptoms and comorbid health conditions among Japanese workers.

PubMed

Wada, Koji; Arakida, Mikako; Watanabe, Rika; Negishi, Motomi; Sato, Jun; Tsutsumi, Akizumi

2013-01-01

We aimed to determine the economic impact of absenteeism and presenteeism from five conditions potentially comorbid with depressive symptoms-back or neck disorders, depression, anxiety, or emotional disorders, chronic headaches, stomach or bowel disorders, and insomnia-among Japanese workers aged 18-59 yr. Participants from 19 workplaces anonymously completed Stanford Presenteeism Scale questionnaires. Participants identified one primary health condition and determined the resultant performance loss (0-100%) over the previous 4-wk period. We estimated the wage loss by gender, using 10-yr age bands. A total of 6,777 participants undertook the study. Of these, we extracted the data for those in the 18-59 yr age band who chose targeted primary health conditions (males, 2,535; females 2,465). The primary health condition identified was back or neck disorders. We found that wage loss due to presenteeism and absenteeism per 100 workers across all 10-yr age bands was high for back or neck disorders. Wage loss per person was relatively high among those identifying depression, anxiety, or emotional disorders. These findings offer insight into developing strategies for workplace interventions on increasing work performance.

The Economic Impact of Loss of Performance Due to Absenteeism and Presenteeism Caused by Depressive Symptoms and Comorbid Health Conditions among Japanese Workers

PubMed Central

WADA, Koji; ARAKIDA, Mikako; WATANABE, Rika; NEGISHI, Motomi; SATO, Jun; TSUTSUMI, Akizumi

2013-01-01

We aimed to determine the economic impact of absenteeism and presenteeism from five conditions potentially comorbid with depressive symptoms—back or neck disorders, depression, anxiety, or emotional disorders, chronic headaches, stomach or bowel disorders, and insomnia—among Japanese workers aged 18–59 yr. Participants from 19 workplaces anonymously completed Stanford Presenteeism Scale questionnaires. Participants identified one primary health condition and determined the resultant performance loss (0–100%) over the previous 4-wk period. We estimated the wage loss by gender, using 10-yr age bands. A total of 6,777 participants undertook the study. Of these, we extracted the data for those in the 18–59 yr age band who chose targeted primary health conditions (males, 2,535; females 2,465). The primary health condition identified was back or neck disorders. We found that wage loss due to presenteeism and absenteeism per 100 workers across all 10-yr age bands was high for back or neck disorders. Wage loss per person was relatively high among those identifying depression, anxiety, or emotional disorders. These findings offer insight into developing strategies for workplace interventions on increasing work performance. PMID:23892900

Economic Benefits of Studying Economics in Canada: A Comparison of Wages of Economics Majors with Wages in Other Fields of Study, Circa 2005

ERIC Educational Resources Information Center

Akbari, Ather H.; Aydede, Yigit

2015-01-01

We compared the wages of economics degree holders with of those in 49 other fields of study using data from the 2006 Canadian population census. At the undergraduate level, economics majors earned the sixth highest average wage in 2005. When demographic controls were applied, they ranked ninth on the salary scale. When we compared the wages in 15…

20 CFR 404.1047 - Annual wage limitation.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 2 2014-04-01 2014-04-01 false Annual wage limitation. 404.1047 Section 404.1047 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1047 Annual...

20 CFR 404.1047 - Annual wage limitation.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Annual wage limitation. 404.1047 Section 404.1047 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1047 Annual...

20 CFR 404.1047 - Annual wage limitation.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 2 2013-04-01 2013-04-01 false Annual wage limitation. 404.1047 Section 404.1047 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1047 Annual...

20 CFR 404.1047 - Annual wage limitation.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 2 2012-04-01 2012-04-01 false Annual wage limitation. 404.1047 Section 404.1047 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1047 Annual...

20 CFR 404.1047 - Annual wage limitation.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 2 2011-04-01 2011-04-01 false Annual wage limitation. 404.1047 Section 404.1047 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1047 Annual...

48 CFR 22.1007 - Requirement to obtain wage determinations.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 48 Federal Acquisition Regulations System 1 2010-10-01 2010-10-01 false Requirement to obtain wage determinations. 22.1007 Section 22.1007 Federal Acquisition Regulations System FEDERAL ACQUISITION REGULATION... Amended 22.1007 Requirement to obtain wage determinations. The contracting officer shall obtain wage...

29 CFR 578.2 - Definitions.

Code of Federal Regulations, 2010 CFR

2010-07-01

... to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS MINIMUM WAGE AND... Administrator of the Wage and Hour Division, Employment Standards Administration, U.S. Department of Labor, and includes any official of the Wage and Hour Division who is authorized by the Administrator to perform any...

49 CFR 89.35 - Administrative wage garnishment.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 49 Transportation 1 2010-10-01 2010-10-01 false Administrative wage garnishment. 89.35 Section 89... COLLECTION ACT Collection of Claims § 89.35 Administrative wage garnishment. (a) General. The Secretary may use administrative wage garnishment for debts referred to cross-servicing at Financial Management...

48 CFR 22.1013 - Review of wage determination.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 48 Federal Acquisition Regulations System 1 2010-10-01 2010-10-01 false Review of wage... Amended 22.1013 Review of wage determination. (a) Based on incumbent collective bargaining agreement. (1) If wages, fringe benefits, or periodic increases provided for in a collective bargaining agreement...

A global portrait of the manganese industry-A socioeconomic perspective.

PubMed

Clarke, Carl; Upson, Sophie

2017-01-01

In 2013/14, Risk & Policy Analysts Ltd undertook the first global study on the socio-economic value of Manganese (Mn). Based on a top-down analysis of the key supply chains for Mn, it outlined the economic importance of Mn ore and alloys in terms of their direct and indirect economic value, as well as their effects on employment (jobs and wages). In 2013, global production of Mn ore was worth an estimated US$ 10.2-11.1 billion. Taking into account multiplier effects in the supply chain, the total economic value of Mn ore production globally in 2013 is estimated at US$ 21-23 billion. Direct employment related to Mn ore production is estimated at 44,000-78,000 people worldwide (with total wages estimated at US$ 2.7-4.6 billion per year), plus 33,000-59,000 jobs are created through indirect and induced employment effects. Meanwhile, the production of Mn alloy contributes around US$ 23 billion per year to the global economy (based on global production of around 19 million mt and 2013 market prices). In total, the value of Mn alloy production worldwide, taking into account downstream multiplier effects in the supply chain, is estimated at around US$ 146 billion per year. Direct employment related to Mn alloy production is estimated at 67,000-86,000 jobs worldwide (with total wages estimated at US$ 613-796 million per year), plus 217,000-278,000 jobs created through indirect & induced employment effects. In addition, numerous industries/sectors, products and/or applications are heavily dependent on Mn production and use. Mn is a critical raw material input and alloying element for the steel industry, for which there are no known alternatives. It can be argued that without Mn the entire steel industry (based on the current physico-chemical properties of steel) would not exist and, as a result, the value of the steel industry - an estimated US$ 964 billion to US$ 1446 billion in 2013 - is reliant on the continued supply and use of Mn. Besides its use in steel, Mn is also a critical element in the manufacture of dry cell and other batteries (notably, those used in electric vehicles) and the production of aluminium alloys (e.g. for beverage cans). Mn is also a micronutrient needed for plant growth and plays a vital role in agricultural production. It is also essential for maintaining the health and well-being of the human body and is used in food supplements and medicines. Furthermore, its use in developing applications (such as advanced steel products in automotive applications and batteries for electric vehicles) has the potential to provide socio-economic and environmental benefits in the future through enhancing vehicle safety and reducing fuel use/emissions. Copyright © 2016 Elsevier B.V. All rights reserved.

Urban-rural migration: uncertainty and the effect of a change in the minimum wage.

PubMed

Ingene, C A; Yu, E S

1989-01-01

"This paper extends the neoclassical, Harris-Todaro model of urban-rural migration to the case of production uncertainty in the agricultural sector. A unique feature of the Harris-Todaro model is an exogenously determined minimum wage in the urban sector that exceeds the rural wage. Migration occurs until the rural wage equals the expected urban wage ('expected' due to employment uncertainty). The effects of a change in the minimum wage upon regional outputs, resource allocation, factor rewards, expected profits, and expected national income are explored, and the influence of production uncertainty upon the obtained results are delineated." The geographical focus is on developing countries. excerpt

Subjective well-being and minimum wages: Evidence from U.S. states.

PubMed

Kuroki, Masanori

2018-02-01

This paper investigates whether increases in minimum wages are associated with higher life satisfaction by using monthly-level state minimum wages and individual-level data from the 2005-2010 Behavioral Risk Factor Surveillance System. The magnitude I find suggests that a 10% increase in the minimum wage is associated with a 0.03-point increase in life satisfaction for workers without a high school diploma, on a 4-point scale. Contrary to popular belief that higher minimum wages hurt business owners, I find little evidence that higher minimum wages lead to the loss of well-being among self-employed people. Copyright © 2017 John Wiley & Sons, Ltd.

News update.

PubMed

2012-11-28

The RCN has raised concerns that many healthcare assistants are paid less than the ethical minimum. While the current UK-wide minimum wage is £6.19 per hour, the Living Wage Foundation - which campaigns for minimum wages that refl ect the cost of living - claims the minimum wage should be £8.30 per hour in London and £7.20 per hour in other parts of UK. Commenting during the recent Living Wage Week, RCN general secretary Peter Carter said: 'This affects college members, particularly healthcare assistants in the private sector, who are often paid less than the living wage. Some struggle to make ends meet, forcing them to claim benefi ts.'

Age, wage, and job placement: older women's experiences entering the retail sector.

PubMed

Frank-Miller, Ellen G; Lambert, Susan J; Henly, Julia R

2015-01-01

Older women seeking employment often find opportunities limited to low-wage jobs, such as those in retail. We report findings about job placement and starting wages for hourly workers hired at a women's apparel retailer from August 2006 to December 2009. We examine competing hypotheses regarding the role of age in explaining women's job placement and starting wages. Although newly hired women age 55+ earn higher wages and are placed in higher-quality jobs than the youngest women (ages 18-22), they are less likely to be placed in better-quality jobs than their midlife counterparts. Overall, wage differences are largely explained by job quality.

Alcohol use and the wage returns to education and work experience.

PubMed

Bray, Jeremy W; Hinde, Jesse M; Aldridge, Arnie P

2018-02-01

Despite a widely held belief that alcohol use should negatively impact wages, much of the literature on the topic suggests a positive relationship between nonproblematic alcohol use and wages. Studies on the effect of alcohol use on educational attainment have also failed to find a consistent, negative effect of alcohol use on years of education. Thus, the connections between alcohol use, human capital, and wages remain a topic of debate in the literature. In this study, we use the 1997 cohort of the National Longitudinal Survey of Youth to estimate a theoretical model of wage determination that links alcohol use to wages via human capital. We find that nonbinge drinking is associated with lower wage returns to education whereas binge drinking is associated with increased wage returns to both education and work experience. We interpret these counterintuitive results as evidence that alcohol use affects wages through both the allocative and productive efficiency of human capital formation and that these effects operate in offsetting directions. We suggest that alcohol control policies should be more nuanced to target alcohol consumption in the contexts within which it causes harm. Copyright © 2017 John Wiley & Sons, Ltd.

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

PubMed

2015-08-06

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

75 FR 135 - Department of Defense Wage Committee Meetings

Federal Register 2010, 2011, 2012, 2013, 2014

2010-01-04

... DEPARTMENT OF DEFENSE Office of the Secretary Department of Defense Wage Committee Meetings AGENCY..., notice is hereby given that the Department of Defense Wage Committee will meet in closed session on... CONTACT: Mr. Craig Jerabek, Designated Federal Officer for the Department of Defense Wage Committee; 1400...

Job-Advertising and Wage Control Spillovers.

ERIC Educational Resources Information Center

Goodwin, William B.; Carlson, John A.

1981-01-01

This article examines the tradeoffs between wages and job-related advertising in the recruitment of new employees. Hypothesizes that when wages are limited by controls, firms increase their use of nonwage recruiting methods. Also examines the effect of the Nixon wage controls on newspaper help-wanted advertisements. (Author/CT)

76 FR 13991 - Meeting of the Department of Defense Wage Committee

Federal Register 2010, 2011, 2012, 2013, 2014

2011-03-15

... DEPARTMENT OF DEFENSE Office of the Secretary Meeting of the Department of Defense Wage Committee... meetings of the Department of Defense Wage Committee. DATES: Tuesday, April 5, 2011, and Tuesday, April 19... FURTHER INFORMATION CONTACT: Chairman, Department of Defense Wage Committee, 4000 Defense Pentagon...

10 CFR 1015.208 - Administrative wage garnishment.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 10 Energy 4 2010-01-01 2010-01-01 false Administrative wage garnishment. 1015.208 Section 1015.208... for the Administrative Collection of Claims § 1015.208 Administrative wage garnishment. (a) DOE may use administrative wage garnishment to collect money from a debtor's disposable pay to satisfy...

48 CFR 22.404-11 - Wage determination appeals.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 48 Federal Acquisition Regulations System 1 2010-10-01 2010-10-01 false Wage determination appeals... Involving Construction 22.404-11 Wage determination appeals. The Secretary of Labor has established an... Davis-Bacon Act wage determinations. A contracting agency or other interested party may file a petition...

From Wage Slaves to Wage Workers: Cultural Opportunity Structures and the Evolution of the Wage Demands of the Knights of Labor and the American Federation of Labor, 1880-1900

ERIC Educational Resources Information Center

Hallgrimsdottir, Helga Kristin; Benoit, Cecilia

2007-01-01

This paper examines the reasons behind a historic shift in the language couching the wage demands of two North American labor movements during the last twenty years of the 19th century--the Knights of Labor and the American Federation of Labor. We trace how the once dominant imagery of "wage slavery" lost its connection to producerist labor…

Long-Term Economic and Labor Forecast Trends for Washington. 1996.

ERIC Educational Resources Information Center

Lefberg, Irv; And Others

This publication provides actual historical and long-term forecast data on labor force, total wage and salary employment, industry employment, and personal income for the state of Washington. The data are based upon the Washington Office of Financial Management long-term population forecast. Chapter 1 presents long-term forecasts of Washington…

77 FR 37047 - Agency Information Collection Activities; Proposed Collection; Comment Request

Federal Register 2010, 2011, 2012, 2013, 2014

2012-06-20

.... Other project leaders have advanced degrees in the social sciences (e.g., gerontology) or epidemiology...,070 Total 58 87 \\2\\ 3,450 \\1\\ Based upon the weighted average of the mean wages for 19-3099 Social... and Quality, HHS. ACTION: Notice. SUMMARY: This notice announces the intention of the Agency for...

Forest industries of eastern Washington.

Treesearch

Brian R. Wall; Donald R. Gedney; Robert B. Forster

1966-01-01

A sawmill, built in 1872, marked the beginning of the forest industry in eastern Washington -- almost half a century after the emergence of the lumber industry in western Washington. Since then, this industry has increased in importance to eastern Washington's economy, now furnishing about one-fifth of the total manufacturing employment and wages paid—in...

19 CFR 351.524 - Allocation of benefit to a particular time period.

Code of Federal Regulations, 2010 CFR

2010-04-01

... percent of relevant sales (e.g., total sales, export sales, the sales of a particular product, or the sales to a particular market) of the firm in question during the year in which the subsidy was approved... promotion assistance; early retirement payments; worker assistance; worker training; wage subsidies; and...

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

Code of Federal Regulations, 2014 CFR

2014-04-01

..., or other similar medium, within the 24-month period immediately preceding the filing of the employer... an agreement as authorized by section 233 of the Social Security Act, 42 U.S.C. 433 (i.e., an agreement establishing a totalization arrangement between the social security system of the United States...

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

Code of Federal Regulations, 2012 CFR

2012-04-01

..., or other similar medium, within the 24-month period immediately preceding the filing of the employer... an agreement as authorized by section 233 of the Social Security Act, 42 U.S.C. 433 (i.e., an agreement establishing a totalization arrangement between the social security system of the United States...

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

Code of Federal Regulations, 2011 CFR

2011-04-01

..., or other similar medium, within the 24-month period immediately preceding the filing of the employer... an agreement as authorized by section 233 of the Social Security Act, 42 U.S.C. 433 (i.e., an agreement establishing a totalization arrangement between the social security system of the United States...

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

Code of Federal Regulations, 2013 CFR

2013-04-01

..., or other similar medium, within the 24-month period immediately preceding the filing of the employer... an agreement as authorized by section 233 of the Social Security Act, 42 U.S.C. 433 (i.e., an agreement establishing a totalization arrangement between the social security system of the United States...

75 FR 51713 - Regulations Governing Practice Before the Internal Revenue Service

Federal Register 2010, 2011, 2012, 2013, 2014

2010-08-23

... likely respondents and record keepers are individuals and businesses. Estimated total annual... 6694(a) of the Code made by the Small Business and Work Opportunity Tax Act of 2007, Public Law 110-28... Form 1040 series returns, while another examination will cover wage and small business income Form 1040...

20 CFR 656.41 - Review of prevailing wage determinations.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Review of prevailing wage determinations. 656.41 Section 656.41 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR... Prevailing Wage § 656.41 Review of prevailing wage determinations. (a) Review of NPC PWD. Any employer...

42 CFR 413.231 - Adjustment for wages.

Code of Federal Regulations, 2010 CFR

2010-10-01

... labor-related portion of the base rate to account for geographic differences in the area wage levels using an appropriate wage index (established by CMS) which reflects the relative level of hospital wages... area as defined in this paragraph (b). (1) Urban area means a Metropolitan Statistical Area or a...

Teaching the Minimum Wage in Econ 101 in Light of the New Economics of the Minimum Wage.

ERIC Educational Resources Information Center

Krueger, Alan B.

2001-01-01

Argues that the recent controversy over the effect of the minimum wage on employment offers an opportunity for teaching introductory economics. Examines eight textbooks to determine topic coverage but finds little consensus. Describes how minimum wage effects should be taught. (RLH)

Bridging the Wage Gap: Pay Equity and Job Evaluations.

ERIC Educational Resources Information Center

Ferraro, Geraldine A.

1984-01-01

Discusses the growing gap between the wages of women and men and reviews arguments opposing pay equity. Cites occupational segregation and sex-based wage discrimination as causes for the wage gap, and considers some remedies that have proven to be effective: negotiation, collective bargaining, litigation, and job evaluation studies. (KH)

48 CFR 22.1012-1 - Prevailing wage determinations.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 48 Federal Acquisition Regulations System 1 2010-10-01 2010-10-01 false Prevailing wage... wage determination in a solicitation, contract or contract modification (see 22.1007) is determined by... wage determination shall not be effective if it is received by the contracting agency less than 10 days...

76 FR 31785 - Prevailing Rate Systems; Redefinition of the Madison, Wisconsin, and Southwestern Wisconsin...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-06-02

... Madison, Wisconsin, and Southwestern Wisconsin Appropriated Fund Federal Wage System Wage Areas AGENCY: U... Management is issuing a final rule to redefine the geographic boundaries of the Madison, Wisconsin, and Southwestern Wisconsin appropriated fund Federal Wage System (FWS) wage areas. The final rule redefines Adams...

24 CFR 235.375 - Termination, suspension, or reinstatement of the assistance payments contract.

Code of Federal Regulations, 2010 CFR

2010-04-01

... obtaining of wage and claim information from State Wage Information Collection Agencies, as provided by part... HOME OWNERSHIP AND PROJECT REHABILITATION Assistance Payments-Homes for Lower Income Families § 235.375... consent forms for the obtaining of wage and claim information from State Wage Information Collection...

48 CFR 52.222-32 - Construction Wage Rate Requirements-Price Adjustment (Actual Method).

Code of Federal Regulations, 2014 CFR

2014-10-01

... 48 Federal Acquisition Regulations System 2 2014-10-01 2014-10-01 false Construction Wage Rate... CLAUSES Text of Provisions and Clauses 52.222-32 Construction Wage Rate Requirements—Price Adjustment (Actual Method). As prescribed in 22.407(g), insert the following clause: Construction Wage Rate...

41 CFR 50-201.1101 - Minimum wages.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 41 Public Contracts and Property Management 1 2010-07-01 2010-07-01 true Minimum wages. 50-201... Contracts PUBLIC CONTRACTS, DEPARTMENT OF LABOR 201-GENERAL REGULATIONS § 50-201.1101 Minimum wages. Determinations of prevailing minimum wages or changes therein will be published in the Federal Register by the...

Legal Issues Involving Student Workers.

ERIC Educational Resources Information Center

Valentine, Harold; Zikmund, Dale G.

This paper outlines the provisions of the Fair Labor Standards Act (sometimes referred to as the Wage-Hour Law) that establishes a minimum wage, subminimum wage, training wage overtime pay, and recordkeeping requirements. The following topics are addressed: (1) covered employment; (2) exemptions; (3) hours worked; (4) board, lodging, and other…

48 CFR 22.404-5 - Expiration of project wage determinations.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 48 Federal Acquisition Regulations System 1 2010-10-01 2010-10-01 false Expiration of project wage... Involving Construction 22.404-5 Expiration of project wage determinations. (a) The contracting officer shall make every effort to ensure that contract award is made before expiration of the project wage...

48 CFR 22.404-6 - Modifications of wage determinations.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 48 Federal Acquisition Regulations System 1 2010-10-01 2010-10-01 false Modifications of wage... Involving Construction 22.404-6 Modifications of wage determinations. (a) General. (1) The Department of Labor may modify a wage determination to make it current by specifying only the items being changed or...

75 FR 11137 - Federal Advisory Committee; Department of Defense Wage Committee; Meeting

Federal Register 2010, 2011, 2012, 2013, 2014

2010-03-10

... Wage Committee; Meeting AGENCY: Department of Defense (DoD). ACTION: Notice of closed meeting. SUMMARY... is hereby given that the Department of Defense Wage Committee will meet on April 6, 2010. The meeting... the Chairman, Department of Defense Wage Committee, 4000 Defense Pentagon, Washington, DC 20301- 4000...

77 FR 63205 - Prevailing Rate Systems; Abolishment of Montgomery, Pennsylvania, as a Nonappropriated Fund...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-10-16

... Montgomery, Pennsylvania, as a Nonappropriated Fund Federal Wage System Wage Area AGENCY: U.S. Office of... final rule to abolish the Montgomery, Pennsylvania, nonappropriated fund (NAF) Federal Wage System (FWS) wage area and redefine Chester, Montgomery, and Philadelphia Counties, PA, to the Burlington, NJ, NAF...

29 CFR 525.5 - Wage payments.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Wage payments. 525.5 Section 525.5 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS EMPLOYMENT OF WORKERS WITH DISABILITIES UNDER SPECIAL CERTIFICATES § 525.5 Wage payments. (a) An individual whose earning or...

76 FR 64901 - Department of Defense Wage Committee; Notice of Closed Meetings

Federal Register 2010, 2011, 2012, 2013, 2014

2011-10-19

... DEPARTMENT OF DEFENSE Office of the Secretary Department of Defense Wage Committee; Notice of... hereby given that closed meeting of the Department of Defense Wage Committee will be held. DATES: Tuesday... writing to the Chairman, Department of Defense Wage Committee, 4000 Defense Pentagon, Washington, DC 20301...

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

Code of Federal Regulations, 2010 CFR

2010-04-01

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

12 CFR 313.93 - Wage garnishment order.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 12 Banks and Banking 4 2010-01-01 2010-01-01 false Wage garnishment order. 313.93 Section 313.93 Banks and Banking FEDERAL DEPOSIT INSURANCE CORPORATION PROCEDURE AND RULES OF PRACTICE PROCEDURES FOR CORPORATE DEBT COLLECTION Administrative Wage Garnishment § 313.93 Wage garnishment order. (a) Unless the...

48 CFR 1322.404-6 - Modification of wage determination.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 48 Federal Acquisition Regulations System 5 2010-10-01 2010-10-01 false Modification of wage... Involving Construction 1322.404-6 Modification of wage determination. The designee authorized to request an extension beyond 90 days after bid opening from the Department of Labor Administrator, Wage and Hour...

17 CFR 256.920 - Salaries and wages.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 17 Commodity and Securities Exchanges 3 2010-04-01 2010-04-01 false Salaries and wages. 256.920... COMPANY ACT OF 1935 2. Expense § 256.920 Salaries and wages. (a) This account shall include salaries, wages, bonuses and other consideration for services, with the exception of director's fees paid directly...

76 FR 64902 - Department of Defense Wage Committee; Notice of Closed Meetings

Federal Register 2010, 2011, 2012, 2013, 2014

2011-10-19

... DEPARTMENT OF DEFENSE Office of the Secretary Department of Defense Wage Committee; Notice of... hereby given that closed meeting of the Department of Defense Wage Committee will be held. DATES: Tuesday... writing to the Chairman, Department of Defense Wage Committee, 4000 Defense Pentagon, Washington, DC 20301...

77 FR 33445 - Department of Defense Wage Committee; Notice of Closed Meetings

Federal Register 2010, 2011, 2012, 2013, 2014

2012-06-06

... DEPARTMENT OF DEFENSE Office of the Secretary Department of Defense Wage Committee; Notice of... hereby given that a closed meeting of the Department of Defense Wage Committee will be held. DATES... by writing to the Chairman, Department of Defense Wage Committee, 4000 Defense Pentagon, Washington...

77 FR 43575 - Department of Defense Wage Committee; Notice of Closed Meetings

Federal Register 2010, 2011, 2012, 2013, 2014

2012-07-25

... DEPARTMENT OF DEFENSE Office of the Secretary Department of Defense Wage Committee; Notice of... hereby given that closed meeting of the Department of Defense Wage Committee will be held. DATES: Tuesday... writing to the Chairman, Department of Defense Wage Committee, 4000 Defense Pentagon, Washington, DC 20301...

75 FR 22630 - Vital Signs Minnesota, Inc., Including Workers Whose Unemployment Insurance (UI) Wages Are Paid...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-04-29

..., Inc., Including Workers Whose Unemployment Insurance (UI) Wages Are Paid Through Biomedical Dynamics.... had their wages reported under a separate unemployment insurance (UI) tax account under the name... Minnesota, Inc., including workers whose unemployment insurance (UI) wages are paid through Biomedical...

76 FR 27366 - Blue Heron Paper Company, Including Workers Whose Unemployment Insurance (UI) Wages Are Paid...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-05-11

..., Including Workers Whose Unemployment Insurance (UI) Wages Are Paid Through Barrett Business Services, Inc... location of the subject firm had their wages reported under a separated unemployment insurance (UI) tax... Company, including workers whose unemployment insurance (UI) wages are paid through Barrett Business...

75 FR 34170 - Circuit Science, Inc., Including Workers Whose Unemployment Insurance (UI) Wages Are Reported...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-06-16

...., Including Workers Whose Unemployment Insurance (UI) Wages Are Reported Through Circuit Test; Plymouth, MN... employment at the subject firm had their wages reported under a separated unemployment insurance (UI) tax...., including workers whose unemployment insurance (UI) wages are reported through Circuit, Plymouth, Minnesota...

75 FR 22846 - Norgren Automation Solutions, Including Workers Whose Unemployment Insurance (UI) Wages Are Paid...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-04-30

... Solutions, Including Workers Whose Unemployment Insurance (UI) Wages Are Paid Through Syron Engineering Erie... from employment at the subject firm had their wages reported under a separated unemployment insurance... of Norgren Automation Solutions, including workers whose unemployment insurance (UI) wages are paid...

Reservation wage of female volunteer community health workers in Dhaka urban slums: a bidding game approach.

PubMed

Alam, Khurshid; Tasneem, Sakiba; Huq, Molla

2014-12-01

BRAC, a large Bangladeshi NGO, recently has been using female volunteer community health workers (CHWs) in Dhaka urban slums to provide maternal and child health services. Due to erratic performance-based income and higher opportunity cost the urban CHWs lose motivation which contributes to high dropout and poor performance. This results challenges for the cost effectiveness and sustainability of the urban health program. CHWs also consider their performance-based income very low compare to their work load. So, CHWs raise their voice for a fixed income. In order to understand this problem we explored fixed income for CHWs and the correlates that influence it. We surveyed a sample of 542 current CHWs. We used bidding game approach to derive the equilibrium reservation wage for CHWs for providing full-time services. Then, we performed ordered logit models with bootstrap simulation to identify the determinants of reservation wage. The average reservation wage of CHWs to continue their work as full-time CHWs rather than volunteer CHWs was US$24.11 which was three times higher than their current performance-based average income of US$ 8.03. Those CHWs received additional health training outside BRAC were 72% and those who joined with an expectation of income were 62% more likely to ask for higher reservation wage. On the contrary, CHWs who were burdened with household loan were 65% and CHWs who had alternative income generating scope were 47% less likely to ask for higher reservation wage. Other important factors we identified were BRAC village organization membership, competition with other health services providers, performance as a CHW, and current and past monthly CHW income. The findings of this study are relevant to certain developing countries such as Bangladesh and Tanzania which commonly use volunteer CHWs, and where poor retention and performance is a common issue due to erratic and performance-based income. So, the study has implications in improving retention of health workers as well as their level of performance. The study also suggests that the financial incentives provided to CHWs should be clearly based on their qualifications and opportunity cost to ensure a high performing and motivated health workforce.

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

DTIC Science & Technology

1980-02-08

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

Urban scaling and the production function for cities.

PubMed

Lobo, José; Bettencourt, Luís M A; Strumsky, Deborah; West, Geoffrey B

2013-01-01

The factors that account for the differences in the economic productivity of urban areas have remained difficult to measure and identify unambiguously. Here we show that a microscopic derivation of urban scaling relations for economic quantities vs. population, obtained from the consideration of social and infrastructural properties common to all cities, implies an effective model of economic output in the form of a Cobb-Douglas type production function. As a result we derive a new expression for the Total Factor Productivity (TFP) of urban areas, which is the standard measure of economic productivity per unit of aggregate production factors (labor and capital). Using these results we empirically demonstrate that there is a systematic dependence of urban productivity on city population size, resulting from the mismatch between the size dependence of wages and labor, so that in contemporary US cities productivity increases by about 11% with each doubling of their population. Moreover, deviations from the average scale dependence of economic output, capturing the effect of local factors, including history and other local contingencies, also manifest surprising regularities. Although, productivity is maximized by the combination of high wages and low labor input, high productivity cities show invariably high wages and high levels of employment relative to their size expectation. Conversely, low productivity cities show both low wages and employment. These results shed new light on the microscopic processes that underlie urban economic productivity, explain the emergence of effective aggregate urban economic output models in terms of labor and capital inputs and may inform the development of economic theory related to growth.

Urban Scaling and the Production Function for Cities

PubMed Central

Lobo, José; Bettencourt, Luís M. A.; Strumsky, Deborah; West, Geoffrey B.

2013-01-01

The factors that account for the differences in the economic productivity of urban areas have remained difficult to measure and identify unambiguously. Here we show that a microscopic derivation of urban scaling relations for economic quantities vs. population, obtained from the consideration of social and infrastructural properties common to all cities, implies an effective model of economic output in the form of a Cobb-Douglas type production function. As a result we derive a new expression for the Total Factor Productivity (TFP) of urban areas, which is the standard measure of economic productivity per unit of aggregate production factors (labor and capital). Using these results we empirically demonstrate that there is a systematic dependence of urban productivity on city population size, resulting from the mismatch between the size dependence of wages and labor, so that in contemporary US cities productivity increases by about 11% with each doubling of their population. Moreover, deviations from the average scale dependence of economic output, capturing the effect of local factors, including history and other local contingencies, also manifest surprising regularities. Although, productivity is maximized by the combination of high wages and low labor input, high productivity cities show invariably high wages and high levels of employment relative to their size expectation. Conversely, low productivity cities show both low wages and employment. These results shed new light on the microscopic processes that underlie urban economic productivity, explain the emergence of effective aggregate urban economic output models in terms of labor and capital inputs and may inform the development of economic theory related to growth. PMID:23544042

Wage differentials between college graduates with and without learning disabilities.

PubMed

Dickinson, David L; Verbeek, Roelant L

2002-01-01

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

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

ERIC Educational Resources Information Center

Horrace, William C.; Oaxaca, Ronald L.

2001-01-01

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

26 CFR 1.199-2 - Wage limitation.

Code of Federal Regulations, 2010 CFR

2010-04-01

... that W-2 wages must have been included in a return filed with the Social Security Administration (SSA... wages must be reported on return filed with the Social Security Administration—(i) In general. The term... setting forth the method that is used to calculate W-2 wages in case of a taxpayer with a short taxable...

Relationship Between Accreditation Status and Hourly Wages of Medical Record Technicians.

ERIC Educational Resources Information Center

Passmore, David Lynn; Marron, Michael

A study examined the relationship between accreditation status and hourly wages of medical record technicians (MRTs) in four major metropolitan areas (Chicago, St. Louis, Kansas City, and Atlanta) during August 1975. Multiple regression analysis of the hourly wages of 590 female, full-time MRTs collected through a government hospital wage survey…

20 CFR 404.1042 - Wages when paid and received.

Code of Federal Regulations, 2010 CFR

2010-04-01

... DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1042... employee in the course of employment, that are considered to be wages, are deemed to be paid at the time... received by the employee. (2) We consider tips to be received in the course of employment whether they are...

20 CFR 404.1042 - Wages when paid and received.

Code of Federal Regulations, 2012 CFR

2012-04-01

... DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1042... employee in the course of employment, that are considered to be wages, are deemed to be paid at the time... received by the employee. (2) We consider tips to be received in the course of employment whether they are...

20 CFR 404.1042 - Wages when paid and received.

Code of Federal Regulations, 2013 CFR

2013-04-01

... DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1042... employee in the course of employment, that are considered to be wages, are deemed to be paid at the time... received by the employee. (2) We consider tips to be received in the course of employment whether they are...

20 CFR 404.1042 - Wages when paid and received.

Code of Federal Regulations, 2011 CFR

2011-04-01

... DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1042... employee in the course of employment, that are considered to be wages, are deemed to be paid at the time... received by the employee. (2) We consider tips to be received in the course of employment whether they are...

20 CFR 404.1042 - Wages when paid and received.

Code of Federal Regulations, 2014 CFR

2014-04-01

... DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1042... employee in the course of employment, that are considered to be wages, are deemed to be paid at the time... received by the employee. (2) We consider tips to be received in the course of employment whether they are...

29 CFR 510.22 - Industries eligible for minimum wage phase-in.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Industries eligible for minimum wage phase-in. 510.22 Section 510.22 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR... ACT IN PUERTO RICO Classification of Industries § 510.22 Industries eligible for minimum wage phase-in...

29 CFR 5.11 - Disputes concerning payment of wages.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 1 2010-07-01 2010-07-01 true Disputes concerning payment of wages. 5.11 Section 5.11... Provisions and Procedures § 5.11 Disputes concerning payment of wages. (a) This section sets forth the procedure for resolution of disputes of fact or law concerning payment of prevailing wage rates, overtime...

5 CFR 532.271 - Special wage schedules for National Park Service positions in overlap areas.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 5 Administrative Personnel 1 2012-01-01 2012-01-01 false Special wage schedules for National Park... wage schedules for National Park Service positions in overlap areas. (a)(1) The Department of the Interior shall establish special schedules for wage employees of the National Park Service whose duty...

5 CFR 532.271 - Special wage schedules for National Park Service positions in overlap areas.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Special wage schedules for National Park... wage schedules for National Park Service positions in overlap areas. (a)(1) The Department of the Interior shall establish special schedules for wage employees of the National Park Service whose duty...

5 CFR 532.271 - Special wage schedules for National Park Service positions in overlap areas.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 5 Administrative Personnel 1 2013-01-01 2013-01-01 false Special wage schedules for National Park... wage schedules for National Park Service positions in overlap areas. (a)(1) The Department of the Interior shall establish special schedules for wage employees of the National Park Service whose duty...

5 CFR 532.271 - Special wage schedules for National Park Service positions in overlap areas.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false Special wage schedules for National Park... wage schedules for National Park Service positions in overlap areas. (a)(1) The Department of the Interior shall establish special schedules for wage employees of the National Park Service whose duty...

5 CFR 532.271 - Special wage schedules for National Park Service positions in overlap areas.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Special wage schedules for National Park... wage schedules for National Park Service positions in overlap areas. (a)(1) The Department of the Interior shall establish special schedules for wage employees of the National Park Service whose duty...

41 CFR 50-202.2 - Minimum wage in all industries.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 41 Public Contracts and Property Management 1 2011-07-01 2009-07-01 true Minimum wage in all industries. 50-202.2 Section 50-202.2 Public Contracts and Property Management Other Provisions Relating to... Industries § 50-202.2 Minimum wage in all industries. In all industries, the minimum wage applicable to...

41 CFR 50-202.2 - Minimum wage in all industries.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 41 Public Contracts and Property Management 1 2013-07-01 2013-07-01 false Minimum wage in all industries. 50-202.2 Section 50-202.2 Public Contracts and Property Management Other Provisions Relating to... Industries § 50-202.2 Minimum wage in all industries. In all industries, the minimum wage applicable to...

41 CFR 50-202.2 - Minimum wage in all industries.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 41 Public Contracts and Property Management 1 2014-07-01 2014-07-01 false Minimum wage in all industries. 50-202.2 Section 50-202.2 Public Contracts and Property Management Other Provisions Relating to... Industries § 50-202.2 Minimum wage in all industries. In all industries, the minimum wage applicable to...

41 CFR 50-202.2 - Minimum wage in all industries.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 41 Public Contracts and Property Management 1 2012-07-01 2009-07-01 true Minimum wage in all industries. 50-202.2 Section 50-202.2 Public Contracts and Property Management Other Provisions Relating to... Industries § 50-202.2 Minimum wage in all industries. In all industries, the minimum wage applicable to...

76 FR 9639 - Prevailing Rate Systems; Redefinition of the Shreveport, LA; Texarkana, TX; Milwaukee, WI; and...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-02-22

... Shreveport, LA; Texarkana, TX; Milwaukee, WI; and Southwestern Wisconsin Appropriated Fund Federal Wage... Shreveport, LA; Texarkana, TX; Milwaukee, WI; and Southwestern Wisconsin appropriated fund Federal Wage System (FWS) wage areas. The final rule redefines Upshur County, TX, from the Texarkana wage area to the...

27 CFR 70.242 - Wages, salary and other income.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 27 Alcohol, Tobacco Products and Firearms 2 2010-04-01 2010-04-01 false Wages, salary and other... Collection of Excise and Special (Occupational) Tax Limitations § 70.242 Wages, salary and other income. (a... as wages, salary or other income are exempt from levy. This section described the income of a...

77 FR 75589 - Prevailing Rate Systems; Redefinition of the Minneapolis-St. Paul, MN, and Southwestern Wisconsin...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-12-21

... 3206-AM75 Prevailing Rate Systems; Redefinition of the Minneapolis-St. Paul, MN, and Southwestern Wisconsin Appropriated Fund Federal Wage System Wage Areas AGENCY: U.S. Office of Personnel Management..., and Southwestern Wisconsin appropriated fund Federal Wage System wage areas. The proposed rule would...

5 CFR 532.237 - Review by the local wage survey committee.

Code of Federal Regulations, 2010 CFR

2010-01-01

... REGULATIONS PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.237 Review by the local wage survey... to the lead agency together with a report of its recommendations concerning the use of the data. The local wage survey committee may make any other recommendations concerning the wage survey which it...

5 CFR 532.243 - Consultation with the agency wage committee.

Code of Federal Regulations, 2010 CFR

2010-01-01

... REGULATIONS PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.243 Consultation with the agency wage... survey; (2) The report and recommendations of the local wage survey committee concerning the use of data... recommendation for a proposed wage schedule derived from the data. [46 FR 21344, Apr. 10, 1981. Redesignated at...

29 CFR 4.159 - General minimum wage.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 1 2010-07-01 2010-07-01 true General minimum wage. 4.159 Section 4.159 Labor Office of... General minimum wage. The Act, in section 2(b)(1), provides generally that no contractor or subcontractor... a contract less than the minimum wage specified under section 6(a)(1) of the Fair Labor Standards...

76 FR 52642 - Department of Defense Wage Committee; Notice of Closed Meetings

Federal Register 2010, 2011, 2012, 2013, 2014

2011-08-23

... DEPARTMENT OF DEFENSE Office of the Secretary Department of Defense Wage Committee; Notice of... Committee Act, notice is hereby given that a closed meeting of the Department of Defense Wage Committee will... meetings may be obtained by writing to the Chairman, Department of Defense Wage Committee, 4000 Defense...

75 FR 50751 - Federal Advisory Committee; Department of Defense Wage Committee

Federal Register 2010, 2011, 2012, 2013, 2014

2010-08-17

... Wage Committee ACTION: Notice of closed meetings. SUMMARY: Pursuant to the provisions of section 10 of... Wage Committee will meet on September 21, October 5, and October 19, 2010, in Rosslyn, VA. The meetings... meetings may be obtained by writing to the Chairman, Department of Defense Wage Committee, 4000 Defense...

42 CFR 412.266 - Availability of wage data.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 42 Public Health 2 2010-10-01 2010-10-01 false Availability of wage data. 412.266 Section 412.266... Review Board Composition and Procedures § 412.266 Availability of wage data. A hospital may obtain the average hourly wage data necessary to prepare its application to the MGCRB from Federal Register documents...

29 CFR 500.81 - Payment of wages when due.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Payment of wages when due. 500.81 Section 500.81 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS MIGRANT AND SEASONAL AGRICULTURAL WORKER PROTECTION Worker Protections Wages and Payroll Standards § 500.81 Payment of...

26 CFR 31.3306(b)-1 - Wages.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 26 Internal Revenue 15 2010-04-01 2010-04-01 false Wages. 31.3306(b)-1 Section 31.3306(b)-1... Unemployment Tax Act (Chapter 23, Internal Revenue Code of 1954) § 31.3306(b)-1 Wages. (a) Applicable law and... after 1938 constitutes wages is determined under section 3306(b). Accordingly, only remuneration paid...

76 FR 35858 - Department of Defense Wage Committee; Notice of Closed Meetings

Federal Register 2010, 2011, 2012, 2013, 2014

2011-06-20

... DEPARTMENT OF DEFENSE Office of the Secretary Department of Defense Wage Committee; Notice of... is hereby given that closed meeting of the Department of Defense Wage Committee will be held on... considered are related to internal rules and practices of the Department of Defense and the detailed wage...

76 FR 52643 - Department of Defense Wage Committee; Notice of Closed Meetings

Federal Register 2010, 2011, 2012, 2013, 2014

2011-08-23

... DEPARTMENT OF DEFENSE Office of the Secretary Department of Defense Wage Committee; Notice of... Committee Act, notice is hereby given that a closed meeting of the Department of Defense Wage Committee will... meetings may be obtained by writing to the Chairman, Department of Defense Wage Committee, 4000 Defense...

26 CFR 31.3402(c)-1 - Wage bracket withholding.

Code of Federal Regulations, 2010 CFR

2010-04-01

... percentage method with respect to any employee. The tax computed under the wage bracket method shall be in... tax is required to be withheld from a wage payment of $48 when two withholding exemptions are claimed... tax to be withheld from a wage payment of $36 when one withholding exemption is claimed. (c) Periods...

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

Code of Federal Regulations, 2010 CFR

2010-10-01

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

75 FR 26793 - Fypon, Ltd., Parkersburg, WV, Including Workers Whose Unemployment Insurance, (UI) Wages Are Paid...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-05-12

...., Parkersburg, WV, Including Workers Whose Unemployment Insurance, (UI) Wages Are Paid through Therma-Tru Doors... Unemployment Insurance, (UI) Wages Are Paid Through Therma-Tru Doors, Archbold, OH; Amended Certification... employment at the subject firm had their wages reported under a separate unemployment insurance (UI) tax...

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

Code of Federal Regulations, 2012 CFR

2012-10-01

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

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

Code of Federal Regulations, 2013 CFR

2013-10-01

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

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

Code of Federal Regulations, 2014 CFR

2014-10-01

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

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

Code of Federal Regulations, 2011 CFR

2011-10-01

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

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

PubMed

Waite, Sean

2015-11-01

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

Economic development and wage inequality: A complex system analysis

PubMed Central

Pugliese, Emanuele; Pietronero, Luciano

2017-01-01

Adapting methods from complex system analysis, this paper analyzes the features of the complex relationship between wage inequality and the development and industrialization of a country. Development is understood as a combination of a monetary index, GDP per capita, and a recently introduced measure of a country’s economic complexity: Fitness. Initially the paper looks at wage inequality on a global scale, over the time period 1990–2008. Our empirical results show that globally the movement of wage inequality along with the ongoing industrialization of countries has followed a longitudinally persistent pattern comparable to the one theorized by Kuznets in the fifties: countries with an average level of development suffer the highest levels of wage inequality. Next, the study narrows its focus on wage inequality within the United States. By using data on wages and employment in the approximately 3100 US counties over the time interval 1990–2014, it generalizes the Fitness-Complexity metric for geographic units and industrial sectors, and then investigates wage inequality between NAICS industries. The empirical time and scale dependencies are consistent with a relation between wage inequality and development driven by institutional factors comparing countries, and by change in the structural compositions of sectors in a homogeneous institutional environment, such as the counties of the United States. PMID:28926577

Economic development and wage inequality: A complex system analysis.

PubMed

Sbardella, Angelica; Pugliese, Emanuele; Pietronero, Luciano

2017-01-01

Adapting methods from complex system analysis, this paper analyzes the features of the complex relationship between wage inequality and the development and industrialization of a country. Development is understood as a combination of a monetary index, GDP per capita, and a recently introduced measure of a country's economic complexity: Fitness. Initially the paper looks at wage inequality on a global scale, over the time period 1990-2008. Our empirical results show that globally the movement of wage inequality along with the ongoing industrialization of countries has followed a longitudinally persistent pattern comparable to the one theorized by Kuznets in the fifties: countries with an average level of development suffer the highest levels of wage inequality. Next, the study narrows its focus on wage inequality within the United States. By using data on wages and employment in the approximately 3100 US counties over the time interval 1990-2014, it generalizes the Fitness-Complexity metric for geographic units and industrial sectors, and then investigates wage inequality between NAICS industries. The empirical time and scale dependencies are consistent with a relation between wage inequality and development driven by institutional factors comparing countries, and by change in the structural compositions of sectors in a homogeneous institutional environment, such as the counties of the United States.

Examining gender salary disparities: an analysis of the 2003 multistate salary survey.

PubMed

Brown, Lawrence M; Schommer, Jon C; Mott, Dave; Gaither, Caroline A; Doucette, William R; Zgarrick, Dave P; Droege, Marcus

2006-09-01

Pharmacist salary and wage surveys have been conducted at the state and national level for more than 20 years; however, it is not known to what extent, if any, wage disparities due to gender still exist. The overall objective of this study was to determine if wage disparities exist among male and female pharmacists at the multistate and individual state level for each of 6 states studied. A secondary objective was to explore the effect of various demographic variables on the hourly wages of pharmacists. Data were collected from 1,688 pharmacists in 6 states during 2003 using a cross-sectional descriptive survey design. A multiple regression analysis on hourly wage testing the effects of state of practice, practice setting, position, terminal degree, and years in practice was conducted. Subsequent multiple regression analyses were conducted individually for each of the 6 states to test the effects of the above variables on hourly wage for both male and female pharmacists, followed by state-level analyses for male and female pharmacists, respectively. For the pooled data, all variables were found to be significant predictors of hourly wage, except for earning a PharmD degree without a residency or graduate degree. Gender was not a significant predictor of wage disparities in the state-level analyses. Position was the only significant predictor of wage disparities in all states (except Tennessee) such that pharmacists in management positions make significantly higher salaries than those in staff positions. The results of these analyses suggest that wage disparities due to gender do not exist at the state level for the 6 states surveyed, when controlling for practice setting, position, terminal degree, and years in practice. The larger number of men in management positions may explain lower wages for female pharmacists.

Healthcare

ERIC Educational Resources Information Center

Carnevale, Anthony P.; Smith, Nicole; Gulish, Artem; Beach, Bennett H.

2012-01-01

This report, provides detailed analyses and projections of occupations in healthcare fields, and wages earned. In addition, the important skills and work values associated with workers in those fields of healthcare are discussed. Finally, the authors analyze the implications of research findings for the racial, ethnic, and class diversity of the…

Interindustry Wage Differentials and the Gender Wage Gap.

ERIC Educational Resources Information Center

Fields, Judith; Wolff, Edward N.

1995-01-01

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

29 CFR 510.20 - Wage surveys in Puerto Rico.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Wage surveys in Puerto Rico. 510.20 Section 510.20 Labor... RICO Classification of Industries § 510.20 Wage surveys in Puerto Rico. (a) The legislative history to... official survey data substantiating that an industry's average hourly wage is below either the $4.65 or $4...

29 CFR 510.20 - Wage surveys in Puerto Rico.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 29 Labor 3 2012-07-01 2012-07-01 false Wage surveys in Puerto Rico. 510.20 Section 510.20 Labor... RICO Classification of Industries § 510.20 Wage surveys in Puerto Rico. (a) The legislative history to... official survey data substantiating that an industry's average hourly wage is below either the $4.65 or $4...

29 CFR 510.20 - Wage surveys in Puerto Rico.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 3 2011-07-01 2011-07-01 false Wage surveys in Puerto Rico. 510.20 Section 510.20 Labor... RICO Classification of Industries § 510.20 Wage surveys in Puerto Rico. (a) The legislative history to... official survey data substantiating that an industry's average hourly wage is below either the $4.65 or $4...

29 CFR 510.20 - Wage surveys in Puerto Rico.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 3 2014-07-01 2014-07-01 false Wage surveys in Puerto Rico. 510.20 Section 510.20 Labor... RICO Classification of Industries § 510.20 Wage surveys in Puerto Rico. (a) The legislative history to... official survey data substantiating that an industry's average hourly wage is below either the $4.65 or $4...

29 CFR 510.20 - Wage surveys in Puerto Rico.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 3 2013-07-01 2013-07-01 false Wage surveys in Puerto Rico. 510.20 Section 510.20 Labor... RICO Classification of Industries § 510.20 Wage surveys in Puerto Rico. (a) The legislative history to... official survey data substantiating that an industry's average hourly wage is below either the $4.65 or $4...

20 CFR 655.1113 - Element III-What does “facility wage rate” mean?

Code of Federal Regulations, 2010 CFR

2010-04-01

... Facility Meet to Employ H-1C Nonimmigrant Workers as Registered Nurses? § 655.1113 Element III—What does... for registered nurses similarly employed by the facility.” (b) The facility must pay the higher of the...., prevailing wage). (c) Wage obligations for H-1C nurses in nonproductive status—(1) Circumstances where wages...

High Skills, High Wages. Washington's Comprehensive Plan for Workforce Training and Education, 1998.

ERIC Educational Resources Information Center

Washington State Workforce Training and Education Coordinating Board, Olympia.

In Washington, urban centers enjoy rising wages and low employment; rural areas have stagnating wages and high unemployment. Most family-wage job opportunities are in occupations that require some postsecondary education but not a four-year degree. The shortage is most severe in the supply of skilled workers with vocational training. Technology…

20 CFR 655.1113 - Element III-What does “facility wage rate” mean?

Code of Federal Regulations, 2011 CFR

2011-04-01

... Facility Meet to Employ H-1C Nonimmigrant Workers as Registered Nurses? § 655.1113 Element III—What does... for registered nurses similarly employed by the facility.” (b) The facility must pay the higher of the...., prevailing wage). (c) Wage obligations for H-1C nurses in nonproductive status—(1) Circumstances where wages...

29 CFR 4.167 - Wage payments-medium of payment.

Code of Federal Regulations, 2014 CFR

2014-07-01

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

29 CFR 4.167 - Wage payments-medium of payment.

Code of Federal Regulations, 2013 CFR

2013-07-01

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

29 CFR 4.167 - Wage payments-medium of payment.

Code of Federal Regulations, 2012 CFR

2012-07-01

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

29 CFR 4.167 - Wage payments-medium of payment.

Code of Federal Regulations, 2011 CFR

2011-07-01

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

29 CFR 4.167 - Wage payments-medium of payment.

Code of Federal Regulations, 2010 CFR

2010-07-01

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

Unemployment Rates and Starting Salaries: Are Australian Graduates at the Whim of the Wage Curve?

ERIC Educational Resources Information Center

Carroll, David

2011-01-01

The existence of an inverse relationship between wage levels and regional unemployment rates, commonly referred to as the wage curve, is well established in the economic literature and was described by Card (1995) as being "close to an empirical law of economics". This microeconomic wage-unemployment relationship, first identified by…

29 CFR 1620.12 - Wage “rate.”

Code of Federal Regulations, 2013 CFR

2013-07-01

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

29 CFR 1620.12 - Wage “rate.”

Code of Federal Regulations, 2014 CFR

2014-07-01

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

29 CFR 1620.12 - Wage “rate.”

Code of Federal Regulations, 2012 CFR

2012-07-01

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

29 CFR 1620.12 - Wage “rate.”

Code of Federal Regulations, 2011 CFR

2011-07-01

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

Male-Female Wage Differentials in the United States.

ERIC Educational Resources Information Center

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

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

Do Students' College Major Choices Respond to Changes in Wages? CEDR Working Paper. WP #2014-­6

ERIC Educational Resources Information Center

Long, Mark C.; Goldhaber, Dan; Huntington-Klein, Nick

2014-01-01

We find statistically significant relationships between changes in wages by occupation and subsequent changes in college majors completed in associated fields. College majors (defined at a detailed level) are most strongly related to wages observed three years earlier, when students were college freshmen. The responses to wages vary depending on…

29 CFR 4.50 - Types of wage and fringe benefit determinations.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 1 2010-07-01 2010-07-01 true Types of wage and fringe benefit determinations. 4.50... Determination Procedures § 4.50 Types of wage and fringe benefit determinations. The Administrator specifies the minimum monetary wages and fringe benefits to be paid as required under the Act in two types of...

29 CFR 697.2 - Industry wage rates and effective dates.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 29 Labor 3 2014-07-01 2014-07-01 false Industry wage rates and effective dates. 697.2 Section 697... REGULATIONS INDUSTRIES IN AMERICAN SAMOA § 697.2 Industry wage rates and effective dates. Every employer shall... 1938, wages at a rate not less than the minimum rate prescribed in this section for the industries and...

29 CFR 697.2 - Industry wage rates and effective dates.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 29 Labor 3 2013-07-01 2013-07-01 false Industry wage rates and effective dates. 697.2 Section 697... REGULATIONS INDUSTRIES IN AMERICAN SAMOA § 697.2 Industry wage rates and effective dates. Every employer shall... 1938, wages at a rate not less than the minimum rate prescribed in this section for the industries and...

29 CFR 697.2 - Industry wage rates and effective dates.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 29 Labor 3 2012-07-01 2012-07-01 false Industry wage rates and effective dates. 697.2 Section 697... REGULATIONS INDUSTRIES IN AMERICAN SAMOA § 697.2 Industry wage rates and effective dates. Every employer shall... 1938, wages at a rate not less than the minimum rate prescribed in this section for the industries and...

26 CFR 301.6334-2 - Wages, salary, and other income.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 26 Internal Revenue 18 2010-04-01 2010-04-01 false Wages, salary, and other income. 301.6334-2....6334-2 Wages, salary, and other income. (a) In general. Under section 6334 (a)(9) and (d) certain amounts payable to or received by a taxpayer as wages, salary, or other income are exempt from levy. This...

A Comparative Analysis of the Wages of Hispanic, Black, and Anglo Men.

ERIC Educational Resources Information Center

Reimers, Cordelia

This paper details the factors contributing to the wage structure of Hispanic men and compares the wages of Black and Anglo men. The major finding is that controlling for differences in observable personal characteristics--such as education and work experience--substantially reduces the wage differences between Hispanics and Anglos. For example,…

Does the Gender Wage Gap Exist at Riverside Community College District?

ERIC Educational Resources Information Center

Brown, Jami; Casolari, Amber

2015-01-01

The gender wage gap in the United States is a well-documented social and economic phenomenon. The Equal Pay Act of 1963 has done little to bring parity between men's and women's wages. Existing data show a relationship between race, age, geography, immigration, education, and women's pay status. This study analyzes wage disparity within higher…

Minimum Wages and Skill Acquisition: Another Look at Schooling Effects.

ERIC Educational Resources Information Center

Neumark, David; Wascher, William

2003-01-01

Examines the effects of minimum wage on schooling, seeking to reconcile some of the contradictory results in recent research using Current Population Survey data from the late 1970s through the 1980s. Findings point to negative effects of minimum wages on school enrollment, bolstering the findings of negative effects of minimum wages on enrollment…

Minimum Wage Effects on Educational Enrollments in New Zealand

ERIC Educational Resources Information Center

Pacheco, Gail A.; Cruickshank, Amy A.

2007-01-01

This paper empirically examines the impact of minimum wages on educational enrollments in New Zealand. A significant reform to the youth minimum wage since 2000 has resulted in some age groups undergoing a 91% rise in their real minimum wage over the last 10 years. Three panel least squares multivariate models are estimated from a national sample…

Minimum Wage and Community College Attendance: How Economic Circumstances Affect Educational Choices

ERIC Educational Resources Information Center

Williams, Betsy

2013-01-01

How do changes in minimum wages affect community college enrollment and employment? In particular, among adults without associate's or bachelor's degrees who may earn near the minimum wage, do endowment effects of a higher minimum wage encourage school attendance? Among adults without associate's or bachelor's degrees who may earn near the minimum…

Employment Effects of Minimum and Subminimum Wages. Recent Evidence.

ERIC Educational Resources Information Center

Neumark, David

Using a specially constructed panel data set on state minimum wage laws and labor market conditions, Neumark and Wascher (1992) presented evidence that countered the claim that minimum wages could be raised with no cost to employment. They concluded that estimates indicating that minimum wages reduced employment on the order of 1-2 percent for a…

Does the Minimum Wage Affect Welfare Caseloads?

ERIC Educational Resources Information Center

Page, Marianne E.; Spetz, Joanne; Millar, Jane

2005-01-01

Although minimum wages are advocated as a policy that will help the poor, few studies have examined their effect on poor families. This paper uses variation in minimum wages across states and over time to estimate the impact of minimum wage legislation on welfare caseloads. We find that the elasticity of the welfare caseload with respect to the…

Do Some Workers Have Minimum Wage Careers?

ERIC Educational Resources Information Center

Carrington, William J.; Fallick, Bruce C.

2001-01-01

Most workers who begin their careers in minimum-wage jobs eventually gain more experience and move on to higher paying jobs. However, more than 8% of workers spend at least half of their first 10 working years in minimum wage jobs. Those more likely to have minimum wage careers are less educated, minorities, women with young children, and those…

29 CFR 783.26 - The section 6(b)(2) minimum wage requirement.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false The section 6(b)(2) minimum wage requirement. 783.26... The section 6(b)(2) minimum wage requirement. Section 6(b), with paragraph (2) thereof, requires the... prescribed by” paragraph (1) of the subsection is the minimum wage rate applicable according to the schedule...

29 CFR 520.403 - What information is required when applying for authority to pay less than the minimum wage?

Code of Federal Regulations, 2010 CFR

2010-07-01

... pay less than the minimum wage? 520.403 Section 520.403 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS EMPLOYMENT UNDER SPECIAL CERTIFICATE OF... than the minimum wage? (a) A separate application must be made for each plant or establishment...

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

ERIC Educational Resources Information Center

Grave, Barbara S.; Goerlitz, Katja

2012-01-01

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

26 CFR 31.3121(a)(1)-1 - Annual wage limitation.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 26 Internal Revenue 15 2010-04-01 2010-04-01 false Annual wage limitation. 31.3121(a)(1)-1 Section... § 31.3121(a)(1)-1 Annual wage limitation. (a) In general. (1) The term “wages” does not include that... for such calendar year (exclusive of remuneration excepted from wages in accordance with paragraph (j...

Wage increases in the clinical laboratory: how are workers faring against inflation and in comparison to other health professions?

PubMed

Chapman, Susan A; McClory, Vasey; Ward-Cook, Kory

2005-07-26

High vacancy rates in the clinical laboratory profession have led to the use of wage increases and financial incentives to attract and retain workers. American Society for Clinical Pathology (ASCP) surveys indicate that wages for Medical Technologists and Medical Laboratory Technicians have been steadily rising in the past few years following years of little or no increases. When adjusted for inflation, the real wage increases have even modestly exceeded the inflation rate. However, wages in the clinical laboratory remain lower than in several other allied health professions with comparable educational preparation. Achieving competitive wages will be important in addressing the long-term need to attract more students to the clinical laboratory.

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

PubMed

Heitmueller, Axel; Inglis, Kirsty

2007-07-01

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

Work and empowerment: women and agriculture in South India.

PubMed

Rao, Smriti

2011-01-01

This article explores the implications of women's work in agriculture in Telangana, a region in the state of Andhra Pradesh, India. I suggest that higher capital costs for cultivators' post-liberalisation increased the pressure to contain wage costs in a region where women form the majority of the agricultural wage labour force. Under such conditions, when women perform both own-cultivation as well as agricultural wage work in the fields of others, they face pressure to restrict bargaining for higher wages, contributing to a widening gender wage gap. To the extent that wages shape intra-household bargaining power, the empowering effect of workforce participation for such women would thus be blunted. From available NSS data I provide some preliminary evidence in support of this argument.

Legal Status and Wage Disparities for Mexican Immigrants.

PubMed

Hall, Matthew; Greenman, Emily; Farkas, George

2010-12-01

This paper employs a unique method of imputing the legal status of Mexican immigrants in the 1996-1999 and 2001-2003 panels of the Survey of Income and Program Participation to provide new evidence of the role of legal authorization in the U.S. on workers' wages. Using growth curve techniques, we estimate wage trajectories for four groups: documented Mexican immigrants, undocumented Mexican immigrants, U.S-born Mexican Americans, and native non-Latino whites. Our estimates reveal a 17 percent wage disparity between documented and undocumented Mexican immigrant men, and a 9 percent documented-undocumented wage disparity for Mexican immigrant women. We also find that in comparison to authorized Mexicans, undocumented Mexican immigrants have lower returns to human capital and slower wage growth.

Legal Status and Wage Disparities for Mexican Immigrants

PubMed Central

Hall, Matthew; Greenman, Emily; Farkas, George

2014-01-01

This paper employs a unique method of imputing the legal status of Mexican immigrants in the 1996-1999 and 2001-2003 panels of the Survey of Income and Program Participation to provide new evidence of the role of legal authorization in the U.S. on workers’ wages. Using growth curve techniques, we estimate wage trajectories for four groups: documented Mexican immigrants, undocumented Mexican immigrants, U.S-born Mexican Americans, and native non-Latino whites. Our estimates reveal a 17 percent wage disparity between documented and undocumented Mexican immigrant men, and a 9 percent documented-undocumented wage disparity for Mexican immigrant women. We also find that in comparison to authorized Mexicans, undocumented Mexican immigrants have lower returns to human capital and slower wage growth. PMID:25414526

Retention and Advancement in the Retail Industry: A Career Ladder Approach.

ERIC Educational Resources Information Center

Prince, Heath J.

Retailing is the largest industry in the United States, employing roughly 18 percent of the total labor force. However, high turnover resulting from low wages in entry-level positions and the perceptions of retail workers that job security is far from certain and that advancement potential is limited have resulted in low levels of employee…

75 FR 16512 - Willstaff Staffing Agency, Willstaff Crystal, Inc., and MDS Industrial Resources, Inc., Working...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-04-01

... Plant, Tyler, Texas. The notice was published in the Federal Register on December 11, 2009 (74 FR 65798...., Waterworks Division, South Plant, Tyler, Texas had their wages reported under a separate unemployment... Company, Waterworks Division, South Plant, Tyler, Texas (TA-W- 71,840A), who became totally or partially...

75 FR 54654 - Agency Information Collection Activities; Proposals, Submissions, and Approvals

Federal Register 2010, 2011, 2012, 2013, 2014

2010-09-08

... request (ICR) to the Office of Management and Budget (OMB) for review and approval in accordance with the... frequency of response, and estimated total burden may be obtained from the RegInfo.gov Web site at http... Department of Labor--Wage and Hour Division, Office of Management and Budget, Room 10235, Washington, DC...

Regional economic contributions of the forest-based industries in the south

Treesearch

P.B. Aruna; Frederick Cubbage; Karen Abt; Clair Redmond

1997-01-01

Forest-based industries (including forestry) make substantial direct contributions to the economy of the South, as well as contributing to pleasant living conditions and environmental protection. As of 1992, about 633,000 persons were employed in forest-based industries, comprising 1.5 percent of all southern employment. Total wages amounted to $15 billion in 1990, or...

20 CFR 229.48 - Family maximum.

Code of Federal Regulations, 2011 CFR

2011-04-01

... total wages (see 20 CFR 404.203(m)) for the second year before the individual dies or becomes eligible... employee's first month of entitlement to the DIB O/M is July 1980 or later, the family maximum is 85... $804.90. Under the O/M guarantee, the employee would receive $750 since it is higher than his annuity...

20 CFR Appendix I to Subpart C of... - Average of the Total Wages for Years After 1950

Code of Federal Regulations, 2010 CFR

2010-04-01

... 1950 I Appendix I to Subpart C of Part 404 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Computing Primary Insurance Amounts Pt. 404... Explanation: We use these figures to index your social security earnings (as described in § 404.211) for...

Punishment, Revenge, and Retribution: A Historical Analysis of Punitive Operations

DTIC Science & Technology

2005-05-26

59 Silberman, “The Mad Mullah”, 525. 60 James, Savage Wars, 152. 61 At the time, Emperor Menelik II , who was Amharic and a Christian...prepared to wage total war upon Japan. Although the causes of our entry into World War II are many, there can be no doubt that the feeling of outrage, of

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

PubMed Central

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

2004-01-01

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

The association of minimum wage change on child nutritional status in LMICs: A quasi-experimental multi-country study.

PubMed

Ponce, Ninez; Shimkhada, Riti; Raub, Amy; Daoud, Adel; Nandi, Arijit; Richter, Linda; Heymann, Jody

2017-08-02

There is recognition that social protection policies such as raising the minimum wage can favourably impact health, but little evidence links minimum wage increases to child health outcomes. We used multi-year data (2003-2012) on national minimum wages linked to individual-level data from the Demographic and Health Surveys (DHS) from 23 low- and middle-income countries (LMICs) that had least two DHS surveys to establish pre- and post-observation periods. Over a pre- and post-interval ranging from 4 to 8 years, we examined minimum wage growth and four nutritional status outcomes among children under 5 years: stunting, wasting, underweight, and anthropometric failure. Using a differences-in-differences framework with country and time-fixed effects, a 10% increase in minimum wage growth over time was associated with a 0.5 percentage point decline in stunting (-0.054, 95% CI (-0.084,-0.025)), and a 0.3 percentage point decline in failure (-0.031, 95% CI (-0.057,-0.005)). We did not observe statistically significant associations between minimum wage growth and underweight or wasting. We found similar results for the poorest households working in non-agricultural and non-professional jobs, where minimum wage growth may have the most leverage. Modest increases in minimum wage over a 4- to 8-year period might be effective in reducing child undernutrition in LMICs.

Direct and Indirect Effects of Teenage Body Weight on Adult Wages. NBER Working Paper No. 15027

ERIC Educational Resources Information Center

Han, Euna; Norton, Edward C.; Powell, Lisa M.

2009-01-01

Previous estimates on the association between body weight and wages in the literature have been contingent on education and occupation. This paper examines the direct effect of BMI on wages and the indirect effects operating through education and occupation choice, particularly for late-teen BMI and adult wages. Using the National Longitudinal…

20 CFR 655.1112 - Element II-What does “no adverse effect on wages and working conditions” mean?

Code of Federal Regulations, 2010 CFR

2010-04-01

... What Requirements Must a Facility Meet to Employ H-1C Nonimmigrant Workers as Registered Nurses? § 655... affect the wages and working conditions of registered nurses similarly employed.” (b) For purposes of...-1C nurses is not authorized. (c) Wages. To meet the requirement of no adverse effect on wages, the...

20 CFR 655.1112 - Element II-What does “no adverse effect on wages and working conditions” mean?

Code of Federal Regulations, 2011 CFR

2011-04-01

... What Requirements Must a Facility Meet to Employ H-1C Nonimmigrant Workers as Registered Nurses? § 655... affect the wages and working conditions of registered nurses similarly employed.” (b) For purposes of...-1C nurses is not authorized. (c) Wages. To meet the requirement of no adverse effect on wages, the...

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

Code of Federal Regulations, 2010 CFR

2010-04-01

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

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

Code of Federal Regulations, 2011 CFR

2011-04-01

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

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

Code of Federal Regulations, 2010 CFR

2010-07-01

... OPPORTUNITY COMMISSION THE EQUAL PAY ACT § 1620.33 Recovery of wages due; injunctions; penalties for willful... paid to an employee to meet the equal pay standard, and of any wages that the employer should have paid an employee whose wages he reduced in violation of the Act in an attempt to equalize his or her pay...

STATE MINIMUM WAGE LEGISLATION, A WEAPON IN THE WAR ON POVERTY.

ERIC Educational Resources Information Center

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

CENSUS DATA SHOW THAT POVERTY IS OFTEN THE RESULT OF SERIOUS WAGE INADEQUACIES. IN 1964, NEARLY ONE-FIFTH OF THE MORE THAN 47.5 MILLION FAMILIES IN THE NATION HAD INCOMES UNDER $3,000. MINIMUM WAGE LEGISLATION HELPS TO ELIMINATE POVERTY BY SETTING A FLOOR FOR WAGES. FEWER THAN 30 MILLION OF THE MORE THAN 47 MILLION NONSUPERVISORY EMPLOYEES IN…

20 CFR 404.1341 - Wage credits for a member of a uniformed service.

Code of Federal Regulations, 2010 CFR

2010-04-01

... continuous active duty or the full period that you were called to active duty to receive these wage credits... continuous active duty or the full period you were called or ordered to active duty to receive these wage... sum death payment) based on your wages while on active duty as a member of the uniformed service from...

20 CFR 404.1341 - Wage credits for a member of a uniformed service.

Code of Federal Regulations, 2011 CFR

2011-04-01

... continuous active duty or the full period that you were called to active duty to receive these wage credits... continuous active duty or the full period you were called or ordered to active duty to receive these wage... sum death payment) based on your wages while on active duty as a member of the uniformed service from...

20 CFR 655.200 - General description of this subpart and definition of terms.

Code of Federal Regulations, 2011 CFR

2011-04-01

... designee. Adverse effect rate means the wage rate which the OFLC Administrator has determined must be... the prevailing wage rate in the area and/or occupation is the adverse effect rate, if the use (or non... may determine that a wage rate higher than the prevailing wage rate is the adverse effect rate if the...

20 CFR 655.200 - General description of this subpart and definition of terms.

Code of Federal Regulations, 2012 CFR

2012-04-01

... designee. Adverse effect rate means the wage rate which the OFLC Administrator has determined must be... the prevailing wage rate in the area and/or occupation is the adverse effect rate, if the use (or non... may determine that a wage rate higher than the prevailing wage rate is the adverse effect rate if the...

20 CFR 655.200 - General description of this subpart and definition of terms.

Code of Federal Regulations, 2013 CFR

2013-04-01

... designee. Adverse effect rate means the wage rate which the OFLC Administrator has determined must be... the prevailing wage rate in the area and/or occupation is the adverse effect rate, if the use (or non... may determine that a wage rate higher than the prevailing wage rate is the adverse effect rate if the...

20 CFR 655.200 - General description of this subpart and definition of terms.

Code of Federal Regulations, 2010 CFR

2010-04-01

... designee. Adverse effect rate means the wage rate which the OFLC Administrator has determined must be... the prevailing wage rate in the area and/or occupation is the adverse effect rate, if the use (or non... may determine that a wage rate higher than the prevailing wage rate is the adverse effect rate if the...

The Minimum Wage and the Employment of Teenagers. Recent Research.

ERIC Educational Resources Information Center

Fallick, Bruce; Currie, Janet

A study used individual-level data from the National Longitudinal Study of Youth to examine the effects of changes in the federal minimum wage on teenage employment. Individuals in the sample were classified as either likely or unlikely to be affected by these increases in the federal minimum wage on the basis of their wage rates and industry of…

Continuous Training and Wages: An Empirical Analysis Using a Comparison-Group Approach

ERIC Educational Resources Information Center

Gorlitz, Katja

2011-01-01

Using German linked employer-employee data, this paper investigates the short-term impact of on-the-job training on wages. The applied estimation approach was first introduced by Leuven and Oosterbeek (2008). Wages of employees who intended to participate in training but did not do so because of a random event are compared to wages of training…

77 FR 11383 - Prevailing Rate Systems; Abolishment of Monmouth, NJ, as a Nonappropriated Fund Federal Wage...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-02-27

...;Prices of new books are listed in the first FEDERAL REGISTER issue of each #0;week. #0; #0; #0; #0;#0... abolish the Monmouth, New Jersey, nonappropriated fund (NAF) Federal Wage System (FWS) wage area and... closure of Fort Monmouth left the Monmouth wage area without an activity having the capability to conduct...

Low-wage workers and health insurance coverage: can policymakers target them through their employers?

PubMed

Long, S H; Marquis, M S

2001-01-01

Many policy initiatives to increase health insurance coverage would subsidize employers to offer coverage or subsidize employees to participate in their employers' health plans. Using data from the 1997 Robert Wood Johnson Foundation Employer Health Insurance Survey, we contrast "low-wage employers" with all other employers. Employees in low-wage businesses have significantly worse access to employment-based insurance than other employees do; they are less likely to work for an employer that offers insurance, less likely to be eligible if working in a business that offers insurance, and less likely to be enrolled if eligible. Low-wage employers contribute lower shares of premiums and offer less generous benefits than other employers do. Policies that would target subsidies to selected employers to increase insurance offers to low-wage workers are difficult to design, however, because several commonly mentioned employer characteristics (including firm size) are found to be poor indicators of low-wage worker concentration. Programs that would set minimum standards for employer plans to be eligible for "buy-ins" need to base these standards on the less generous terms offered by low-wage employers in order to effectively reach low-wage workers and their dependents.

Network effects across the earnings distribution: payoffs to visible and invisible job finding assistance.

PubMed

McDonald, Steve

2015-01-01

This study makes three critical contributions to the "Do Contacts Matter?" debate. First, the widely reported null relationship between informal job searching and wages is shown to be mostly the artifact of a coding error and sample selection restrictions. Second, previous analyses examined only active informal job searching without fully considering the benefits derived from unsolicited network assistance (the "invisible hand of social capital") - thereby underestimating the network effect. Third, wage returns to networks are examined across the earnings distribution. Longitudinal data from the NLSY reveal significant wage returns for network-based job finding over formal job searching, especially for individuals who were informally recruited into their jobs (non-searchers). Fixed effects quantile regression analyses show that contacts generate wage premiums among middle and high wage jobs, but not low wage jobs. These findings challenge conventional wisdom on contact effects and advance understanding of how social networks affect wage attainment and inequality. Copyright © 2014 Elsevier Inc. All rights reserved.

Gender Wage Inequality and Economic Growth: Is There Really a Puzzle?-A Comment.

PubMed

Schober, Thomas; Winter-Ebmer, Rudolf

2011-08-01

Seguino (2000) shows that gender wage discrimination in export-oriented semi-industrialized countries might be fostering investment and growth in general. While the original analysis does not have internationally comparable wage discrimination data, we replicate the analysis using data from a meta-study on gender wage discrimination and do not find any evidence that more discrimination might further economic growth-on the contrary: if anything the impact of gender inequality is negative for growth. Standing up for more gender equality-also in terms of wages-is good for equity considerations and at least not negative for growth.

76 FR 73509 - Wage Methodology for the Temporary Non-Agricultural Employment H-2B Program; Delay of Effective...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-11-29

..., which set the new effective date of September 30, 2011 for the Wage Rule (the Effective Date Rule). In... Wage Rule and its new effective date, and the possibility that the litigation may be transferred to... performed before and after the new effective date of the Wage Rule. The first determination was based on the...

20 CFR 404.1342 - Limits on granting World War II and post-World War II wage credits.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Limits on granting World War II and post-World War II wage credits. 404.1342 Section 404.1342 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Wage Credits for Veterans and Members of the Uniformed Services Amounts of Wage Credits...

20 CFR 404.1340 - Wage credits for World War II and post-World War II veterans.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Wage credits for World War II and post-World War II veterans. 404.1340 Section 404.1340 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Wage Credits for Veterans and Members of the Uniformed Services Amounts of Wage Credits and...

20 CFR 404.1340 - Wage credits for World War II and post-World War II veterans.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 2 2011-04-01 2011-04-01 false Wage credits for World War II and post-World... Uniformed Services Amounts of Wage Credits and Limits on Their Use § 404.1340 Wage credits for World War II and post-World War II veterans. In determining your entitlement to, and the amount of, your monthly...

20 CFR 404.1340 - Wage credits for World War II and post-World War II veterans.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 2 2012-04-01 2012-04-01 false Wage credits for World War II and post-World... Uniformed Services Amounts of Wage Credits and Limits on Their Use § 404.1340 Wage credits for World War II and post-World War II veterans. In determining your entitlement to, and the amount of, your monthly...

20 CFR 404.1340 - Wage credits for World War II and post-World War II veterans.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 20 Employees' Benefits 2 2014-04-01 2014-04-01 false Wage credits for World War II and post-World... Uniformed Services Amounts of Wage Credits and Limits on Their Use § 404.1340 Wage credits for World War II and post-World War II veterans. In determining your entitlement to, and the amount of, your monthly...

20 CFR 404.1340 - Wage credits for World War II and post-World War II veterans.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 20 Employees' Benefits 2 2013-04-01 2013-04-01 false Wage credits for World War II and post-World... Uniformed Services Amounts of Wage Credits and Limits on Their Use § 404.1340 Wage credits for World War II and post-World War II veterans. In determining your entitlement to, and the amount of, your monthly...

The Consequences of Indexing the Minimum Wage to Average Wages in the U.S. Economy.

ERIC Educational Resources Information Center

Macpherson, David A.; Even, William E.

The consequences of indexing the minimum wage to average wages in the U.S. economy were analyzed. The study data were drawn from the 1974-1978 May Current Population Survey (CPS) and the 180 monthly CPS Outgoing Rotation Group files for 1979-1993 (approximate annual sample sizes of 40,000 and 180,000, respectively). The effects of indexing on the…

29 CFR 516.11 - Employees exempt from both minimum wage and overtime pay requirements under section 13(a) (2), (3...

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Employees exempt from both minimum wage and overtime pay... Exemptions Under the Act; Other Special Requirements § 516.11 Employees exempt from both minimum wage and.... With respect to each and every employee exempt from both the minimum wage and overtime pay requirements...

26 CFR 404.6334(d)-1 - Minimum exemption from levy for wages, salary, or other income.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 26 Internal Revenue 18 2010-04-01 2010-04-01 false Minimum exemption from levy for wages, salary... ADMINISTRATION UNDER THE TAX REFORM ACT OF 1976 § 404.6334(d)-1 Minimum exemption from levy for wages, salary, or... period. Paragraph (c) of this section contains rules relating to the minimum amount of wages, salary, or...

76 FR 14679 - Prevailing Wage Rates for Construction Occupations on Guam for Purposes of the H-2B Temporary...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-03-17

...)(v)(E) and (F). If the prevailing wage rate is too low, available U.S. workers may be dissuaded from... Docket No. USCIS-2010-0006] RIN 1615-ZA98 Prevailing Wage Rates for Construction Occupations on Guam for... the public on the system that the Governor of Guam is using to determine prevailing wage rates for...

Effect of Long Working Hours on Self-reported Hypertension among Middle-aged and Older Wage Workers

PubMed Central

2014-01-01

Objectives Many studies have reported an association between overwork and hypertension. However, research on the health effects of long working hours has yielded inconclusive results. The objective of this study was to identify an association between overtime work and hypertension in wage workers 45 years and over of age using prospective data. Methods Wage workers in Korea aged 45 years and over were selected for inclusion in this study from among 10,254 subjects from the Korean Longitudinal Study of Ageing. Workers with baseline hypertension and those with other major diseases were excluded. In the end, a total of 1,079 subjects were included. A Cox proportional hazards model was used to calculate hazard ratios and adjust for baseline characteristics such as sex, age, education, income, occupation, form of employment, body mass index, alcohol habit, smoking habit, regular exercise, and number of working days per week. Additional models were used to calculate hazard ratios after gender stratification. Results Among the 1,079 subjects, 85 workers were diagnosed with hypertension during 3974.2 person-months. The average number of working hours per week for all subjects was 47.68. The proportion of overtime workers was 61.0% (cutoff, 40 h per week). Compared with those working 40 h and less per week, the hazard ratio of subjects in the final model, which adjusted for all selected variables, working 41-50 h per week was 2.20 (95% confidence interval [CI], 1.19–4.06), that of subjects working 51-60 h per week was 2.40 (95% CI, 1.07–5.39), and that of subjects working 61 h and over per week was 2.87 (95% CI, 1.33–6.20). In gender stratification models, the hazard ratio of the females tended to be higher than that of the males. Conclusion As the number of working hours per week increased, the hazard ratio for diagnosis of hypertension significantly increased. This result suggests a positive association between overtime work and the risk of hypertension. PMID:25852938

Effect of Long Working Hours on Self-reported Hypertension among Middle-aged and Older Wage Workers.

PubMed

Yoo, Dong Hyun; Kang, Mo-Yeol; Paek, Domyung; Min, Bokki; Cho, Sung-Il

2014-01-01

Many studies have reported an association between overwork and hypertension. However, research on the health effects of long working hours has yielded inconclusive results. The objective of this study was to identify an association between overtime work and hypertension in wage workers 45 years and over of age using prospective data. Wage workers in Korea aged 45 years and over were selected for inclusion in this study from among 10,254 subjects from the Korean Longitudinal Study of Ageing. Workers with baseline hypertension and those with other major diseases were excluded. In the end, a total of 1,079 subjects were included. A Cox proportional hazards model was used to calculate hazard ratios and adjust for baseline characteristics such as sex, age, education, income, occupation, form of employment, body mass index, alcohol habit, smoking habit, regular exercise, and number of working days per week. Additional models were used to calculate hazard ratios after gender stratification. Among the 1,079 subjects, 85 workers were diagnosed with hypertension during 3974.2 person-months. The average number of working hours per week for all subjects was 47.68. The proportion of overtime workers was 61.0% (cutoff, 40 h per week). Compared with those working 40 h and less per week, the hazard ratio of subjects in the final model, which adjusted for all selected variables, working 41-50 h per week was 2.20 (95% confidence interval [CI], 1.19-4.06), that of subjects working 51-60 h per week was 2.40 (95% CI, 1.07-5.39), and that of subjects working 61 h and over per week was 2.87 (95% CI, 1.33-6.20). In gender stratification models, the hazard ratio of the females tended to be higher than that of the males. As the number of working hours per week increased, the hazard ratio for diagnosis of hypertension significantly increased. This result suggests a positive association between overtime work and the risk of hypertension.

Worksite Influences on Obesogenic Behaviors in Low-Wage Workers in St Louis, Missouri, 2013–2014

PubMed Central

Pizzorno, Galen; Kinghorn, Anna M.; Evanoff, Bradley A.

2015-01-01

Introduction More than one-third of US adults are obese. Workplace programs to reduce obesity and improve overall health are not available or accessible to all workers, particularly low-wage workers among whom obesity is more prevalent. The goal of the study was to identify modifiable workplace factors and behaviors associated with diet and exercise to inform future workplace interventions to improve health. Methods We distributed paper and online surveys to 2 groups of low-wage workers, hospital workers and retail sales workers, at the worksites. The surveys assessed obesity, obesogenic behaviors, workplace factors, and worker participation in workplace health programs (WHPs). Descriptive and regression analyses were conducted to examine workplace factors associated with obesogenic behaviors. Results A total of 529 surveys were completed (219 hospital workers and 310 retail workers). More than 40% of workers were obese and 27% were overweight. In general, workers had poor diets (frequent consumption of sugary and high-fat foods) and engaged in little physical activity (only 30.9% met recommended physical activity guidelines). Access to and participation in workplace health programs varied greatly between hospital and retail sales workers. We identified several modifiable workplace factors, such as food source and work schedule, that were associated with diet, exercise, or participation in workplace health programs. Conclusion This study illustrates the high prevalence of obesity and obesogenic behaviors workers in 2 low-wage groups. The differences between work groups indicated that each group had unique facilitators and barriers to healthy eating and exercise. An understanding of how socioeconomic, demographic, and work-related factors influence health will help to identify high-risk populations for intervention and to design interventions tailored and relevant to the target audiences. PMID:25950573

Worksite influences on obesogenic behaviors in low-wage workers in St Louis, Missouri, 2013-2014.

PubMed

Strickland, Jaime R; Pizzorno, Galen; Kinghorn, Anna M; Evanoff, Bradley A

2015-05-07

More than one-third of US adults are obese. Workplace programs to reduce obesity and improve overall health are not available or accessible to all workers, particularly low-wage workers among whom obesity is more prevalent. The goal of the study was to identify modifiable workplace factors and behaviors associated with diet and exercise to inform future workplace interventions to improve health. We distributed paper and online surveys to 2 groups of low-wage workers, hospital workers and retail sales workers, at the worksites. The surveys assessed obesity, obesogenic behaviors, workplace factors, and worker participation in workplace health programs (WHPs). Descriptive and regression analyses were conducted to examine workplace factors associated with obesogenic behaviors. A total of 529 surveys were completed (219 hospital workers and 310 retail workers). More than 40% of workers were obese and 27% were overweight. In general, workers had poor diets (frequent consumption of sugary and high-fat foods) and engaged in little physical activity (only 30.9% met recommended physical activity guidelines). Access to and participation in workplace health programs varied greatly between hospital and retail sales workers. We identified several modifiable workplace factors, such as food source and work schedule, that were associated with diet, exercise, or participation in workplace health programs. This study illustrates the high prevalence of obesity and obesogenic behaviors workers in 2 low-wage groups. The differences between work groups indicated that each group had unique facilitators and barriers to healthy eating and exercise. An understanding of how socioeconomic, demographic, and work-related factors influence health will help to identify high-risk populations for intervention and to design interventions tailored and relevant to the target audiences.

Economic policy and the double burden of malnutrition: cross-national longitudinal analysis of minimum wage and women's underweight and obesity.

PubMed

Conklin, Annalijn I; Ponce, Ninez A; Crespi, Catherine M; Frank, John; Nandi, Arijit; Heymann, Jody

2018-04-01

To examine changes in minimum wage associated with changes in women's weight status. Longitudinal study of legislated minimum wage levels (per month, purchasing power parity-adjusted, 2011 constant US dollar values) linked to anthropometric and sociodemographic data from multiple Demographic and Health Surveys (2000-2014). Separate multilevel models estimated associations of a $10 increase in monthly minimum wage with the rate of change in underweight and obesity, conditioning on individual and country confounders. Post-estimation analysis computed predicted mean probabilities of being underweight or obese associated with higher levels of minimum wage at study start and end. Twenty-four low-income countries. Adult non-pregnant women (n 150 796). Higher minimum wages were associated (OR; 95 % CI) with reduced underweight in women (0·986; 0·977, 0·995); a decrease that accelerated over time (P-interaction=0·025). Increasing minimum wage was associated with higher obesity (1·019; 1·008, 1·030), but did not alter the rate of increase in obesity prevalence (P-interaction=0·8). A $10 rise in monthly minimum wage was associated (prevalence difference; 95 % CI) with an average decrease of about 0·14 percentage points (-0·14; -0·23, -0·05) for underweight and an increase of about 0·1 percentage points (0·12; 0·04, 0·20) for obesity. The present longitudinal multi-country study showed that a $10 rise in monthly minimum wage significantly accelerated the decline in women's underweight prevalence, but had no association with the pace of growth in obesity prevalence. Thus, modest rises in minimum wage may be beneficial for addressing the protracted underweight problem in poor countries, especially South Asia and parts of Africa.

48 CFR 22.1008-1 - Obtaining wage determinations.

Code of Federal Regulations, 2011 CFR

2011-10-01

... Labor. If the WDOL database does not contain the applicable prevailing wage determination for a contract... employees to be utilized in performance of the contract using the Wage and Hour Division's Service Contract...

29 CFR 4.3 - Wage determinations.

Code of Federal Regulations, 2014 CFR

2014-07-01

... section 2(a) thereof will be set forth in wage determinations issued by the Administrator. Wage... determinations that are no longer current may be accessed in the “Archived SCA WD” database of WDOL for...

29 CFR 4.3 - Wage determinations.

Code of Federal Regulations, 2011 CFR

2011-07-01

... section 2(a) thereof will be set forth in wage determinations issued by the Administrator. Wage... determinations that are no longer current may be accessed in the “Archived SCA WD” database of WDOL for...

29 CFR 4.3 - Wage determinations.

Code of Federal Regulations, 2012 CFR

2012-07-01

... section 2(a) thereof will be set forth in wage determinations issued by the Administrator. Wage... determinations that are no longer current may be accessed in the “Archived SCA WD” database of WDOL for...

29 CFR 4.3 - Wage determinations.

Code of Federal Regulations, 2013 CFR

2013-07-01

... section 2(a) thereof will be set forth in wage determinations issued by the Administrator. Wage... determinations that are no longer current may be accessed in the “Archived SCA WD” database of WDOL for...

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

PubMed

Boye, Katarina; Halldén, Karin; Magnusson, Charlotta

2017-12-01

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

THE ROLE OF LOCATION IN EVALUATING RACIAL WAGE DISPARITY.

PubMed

Black, Dan A; Kolesnikova, Natalia; Sanders, Seth G; Taylor, Lowell J

2013-05-01

A standard object of empirical analysis in labor economics is a modified Mincer wage function in which an individual's log wage is specified to be a function of education, experience, and an indicator variable identifying race. We analyze this approach in a context in which individuals live and work in different locations (and thus face different housing prices and wages). Our model provides a justification for the traditional approach, but with the important caveat that the regression should include location-specific fixed effects. Empirical analyses of men in U.S. labor markets demonstrate that failure to condition on location causes us to (i) overstate the decline in black-white wage disparity over the past 60 years, and (ii) understate racial and ethnic wage gaps that remain after taking into account measured cognitive skill differences that emerge when workers are young.

The incidence of the healthcare costs of smoking.

PubMed

Cowan, Benjamin; Schwab, Benjamin

2011-09-01

Smokers earn less than non-smokers, but much is still unknown about the source(s) of the smoker's wage gap. We build on the work of Bhattacharya and Bundorf (2009), who provide evidence that obese workers receive lower wages on account of their higher expected healthcare costs. Similarly, we find that smokers who hold employer-sponsored health insurance (ESI) receive significantly lower wages than their non-smoking peers, while smokers who are not insured through their employer endure no such wage penalty. Our results have two implications: first, the incidence of smokers' elevated medical costs appears to be borne by smokers themselves in the form of lower wages. Second, differences in healthcare costs between smokers and non-smokers are a significant source of the smoker's wage gap. Copyright © 2011 Elsevier B.V. All rights reserved.

Estimating the effects of wages on obesity.

PubMed

Kim, DaeHwan; Leigh, John Paul

2010-05-01

To estimate the effects of wages on obesity and body mass. Data on household heads, aged 20 to 65 years, with full-time jobs, were drawn from the Panel Study of Income Dynamics for 2003 to 2007. The Panel Study of Income Dynamics is a nationally representative sample. Instrumental variables (IV) for wages were created using knowledge of computer software and state legal minimum wages. Least squares (linear regression) with corrected standard errors were used to estimate the equations. Statistical tests revealed both instruments were strong and tests for over-identifying restrictions were favorable. Wages were found to be predictive (P < 0.05) of obesity and body mass in regressions both before and after applying IVs. Coefficient estimates suggested stronger effects in the IV models. Results are consistent with the hypothesis that low wages increase obesity prevalence and body mass.

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

PubMed

Walani, Salimah R

2013-01-01

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

Science, ethics and war: a pacifist's perspective.

PubMed

Kovac, Jeffrey

2013-06-01

This article considers the ethical aspects of the question: should a scientist engage in war-related research, particularly use-inspired or applied research directed at the development of the means for the better waging of war? Because scientists are simultaneously professionals, citizens of a particular country, and human beings, they are subject to conflicting moral and practical demands. There are three major philosophical views concerning the morality of war that are relevant to this discussion: realism, just war theory and pacifism. In addition, the requirements of professional codes of ethics and common morality contribute to an ethical analysis of the involvement of scientists and engineers in war-related research and technology. Because modern total warfare, which is facilitated by the work of scientists and engineers, results in the inevitable killing of innocents, it follows that most, if not all, war-related research should be considered at least as morally suspect and probably as morally prohibited.

[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.

29 CFR 515.5 - Additional requirements.

Code of Federal Regulations, 2011 CFR

2011-07-01

... Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS UTILIZATION... such supplements to or provisions thereof as may be issued from time to time by the Division or the... of the Division and the Secretary of Labor may at any time, upon notifying the State agency, make...

29 CFR 515.5 - Additional requirements.

Code of Federal Regulations, 2010 CFR

2010-07-01

... Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS UTILIZATION... such supplements to or provisions thereof as may be issued from time to time by the Division or the... of the Division and the Secretary of Labor may at any time, upon notifying the State agency, make...

29 CFR 825.404 - Consequences for an employer when not paying the penalty assessment after a final order is issued.

Code of Federal Regulations, 2014 CFR

2014-07-01

... (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993... Debt Collection Act (DCA), 31 U.S.C. 3711 et seq., and, in addition to seeking recovery of the unpaid...

29 CFR 825.404 - Consequences for an employer when not paying the penalty assessment after a final order is issued.

Code of Federal Regulations, 2012 CFR

2012-07-01

... (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993... Debt Collection Act (DCA), 31 U.S.C. 3711 et seq., and, in addition to seeking recovery of the unpaid...

29 CFR 825.404 - Consequences for an employer when not paying the penalty assessment after a final order is issued.

Code of Federal Regulations, 2013 CFR

2013-07-01

... (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993... Debt Collection Act (DCA), 31 U.S.C. 3711 et seq., and, in addition to seeking recovery of the unpaid...

29 CFR 825.404 - Consequences for an employer when not paying the penalty assessment after a final order is issued.

Code of Federal Regulations, 2011 CFR

2011-07-01

... (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993... Debt Collection Act (DCA), 31 U.S.C. 3711 et seq., and, in addition to seeking recovery of the unpaid...

76 FR 47186 - Agency Information Collection Activities; Submission for OMB Review; Comment Request

Federal Register 2010, 2011, 2012, 2013, 2014

2011-08-04

..., if any, printing and distribution costs. The required disclosures generally constitute only a small addition to the advertising for negative option plans. Because printing and distribution expenditures are...). Based on recent data from the Bureau of Labor Statistics,\\1\\ the mean hourly wage for advertising...

Wage Premiums for On-the-Job Computer Use: A Metro and Nonmetro Analysis. Rural Development Research Report.

ERIC Educational Resources Information Center

Kusmin, Lorin D.

By 1997, almost half of all U.S. workers used computers on the job, and such workers generally received higher wages than non-users. However, on-the-job use was less common in nonmetro areas than in metro areas, and wages for nonmetro workers were generally lower. But is computer use instrumental in explaining the metro-nonmetro wage gap? A survey…

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

ERIC Educational Resources Information Center

Hagedorn, Linda Serra

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

Do Changes in Job Mobility Explain the Growth of Wage Inequality among Men in the United States, 1977-2005?

ERIC Educational Resources Information Center

Mouw, Ted; Kalleberg, Arne L.

2010-01-01

To what extent did the increase in wage inequality among men in the United States over the past three decades result from job loss and/or employment instability? We propose a simple method for decomposing the change in wage inequality into components due to upward and downward between-employer mobility and within-employer wage changes using data…

Why Wait? The Effect of Marriage and Childbearing on the Wages of Men and Women

ERIC Educational Resources Information Center

Loughran, David S.; Zissimopoulos, Julie M.

2009-01-01

We use data from the earlier and later cohorts of the NLSY to estimate the effect of marriage and childbearing on wages. Our estimates imply that marriage lowers female wages 2-4 percent in the year of marriage. Marriage also lowers the wage growth of men and women by about two and four percentage points, respectively. A first birth lowers female…

Bringing the Firms into Globalization Research: The Effects of Foreign Investment and Exports on Wages in Mexican Manufacturing Firms

PubMed Central

Villarreal, Andrés; Sakamoto, Arthur

2011-01-01

Researchers specializing in organizations and labor markets have paid insufficient attention to the effects that foreign ownership of a firm and its orientation towards export production may have on the wages it pays to its workers. Using information from a nationally-representative sample of manufacturing firms in Mexico, a paradigmatic case of a developing country that is highly integrated into world markets, we find that foreign-owned and export-oriented firms pay considerably more than nationally-owned firms engaged in the production of goods for sale in the domestic market. Second, beyond paying higher wages to their workers, foreign-owned firms also raise the wages paid by domestic firms operating in the same regional labor markets. The wage premium in foreign and export-oriented firms cannot be explained by their size, industry, geographical location, productivity, use of advanced technology, or the sociodemographic composition of their workforce. We find evidence that wages in foreign-owned companies in Mexico are dependent on the country of origin of the capital investment. A greater difference between the industry-specific wages paid in the country of ownership and Mexico is associated with a higher wage premium in Mexican affiliates. Future work should strive to link information from foreign-owned affiliates with their parent companies abroad. PMID:21566699

The potential imposition of wage controls on nurses: a threat to nurses, patients, and hospitals.

PubMed

Buerhaus, Peter I

2008-01-01

When there are shortages of RNs, hospitals and health care organizations in competitive nurse labor markets respond by increasing wages: some hospitals will respond faster and some will offer higher wages than others. The wage increase brings about two important short and long-run outcomes that, together, will increase the supply of RNs in the labor market. Because wage controls prevent the flexibility of wages to adjust, they can cause a shortage to develop when the demand for RNs is increasing (as in the 1970s), and wage controls will lengthen the duration of a shortage once it has begun. The impacts of prolonged RN shortages are multifaceted and destructive to nurses, patients, and hospitals. Looking ahead over the next 15 years when the demand for RNs is expected to grow by roughly 3% per year and the supply of RNs by much less than that, a new nursing shortage is projected to develop and reach a deficit of 285,000 RNs by 2020. The worst thing that could happen to the nursing profession would be to impose wage controls on nurses as this would prevent the needed short and long-run labor supply responses from developing and thereby eliminate the shortage.

The wage effects of obesity: a longitudinal study.

PubMed

Baum, Charles L; Ford, William F

2004-09-01

We use National Longitudinal Survey of Youth (NLSY) data to examine the effects of obesity on wages by gender. Sample means indicate that both men and women experience a persistent obesity wage penalty over the first two decades of their careers. We then control for a standard set of socioeconomic and familial variables but find that standard covariates do not explain why obese workers experience persistent wage penalties. This suggests that other variables -- including job discrimination, health-related factors and/or obese workers' behavior patterns -- may be the channels through which obesity adversely affects wages. The study closes with a discussion of the public policy implications suggested by these findings.

On the Malthusian theory of long swings.

PubMed

Waterman, A M

1987-05-01

"In the Essay on Population economic growth consists of alternating surges of population (during which real wages fall and the rate of profit rises) and capital (during which the reverse occurs). A series of temporary equilibria exists at which wages are maximal, the rate of profit minimal, and fully employed work-force in technically determined relation to fixed capital stock. Between these equilibria occur episodes of excess labour, below-maximum wages, above minimum profit-rate and capital accumulation. Malthus's 'ratios' presuppose a logarithmic production function that implies first, that the full-employment real wage will fall to subsistence; secondly, that the full-employment 'wages fund' is constant." (SUMMARY IN FRE) excerpt

Emotional labor demands and compensating wage differentials.

PubMed

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

2004-08-01

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

5 CFR 532.235 - Conduct of full-scale wage survey.

Code of Federal Regulations, 2010 CFR

2010-01-01

... PREVAILING RATE SYSTEMS Prevailing Rate Determinations § 532.235 Conduct of full-scale wage survey. (a) Wage... the lead agency believes is appropriate and useful in determining local prevailing rates. (c) The data...