Impact of the Minimum Wage on Compression.

ERIC Educational Resources Information Center

Wolfe, Michael N.; Candland, Charles W.

1979-01-01

Assesses the impact of increases in the minimum wage on salary schedules, provides guidelines for creating a philosophy to deal with the impact, and outlines options and presents recommendations. (IRT)

Wage and Salary Stabilization in a National Security Emergency

DTIC Science & Technology

1984-10-01

Arkansas Houston, Texas Eldorado, AR Bryan, TX Fayetteville, AR Lufkin, TX 2-8 Wage and Salary 2 - 9 . Region VI cont. Fort Smith, AR Waco, TX Jonesboro , AR ...applied to: financial and monetary systems: wages, salaries, and benefits; prices; rents; and rationing of essential goods. These measures are ...in terms of a number of conditions. They are : CONDITION I: Peacetime CONDITION II: National emergency (Threat of war) CONDITION ILIA: Mobilization

Measuring Changes in Salaries and Wages in Public Schools. 1984 Edition. ERS School Management Reference Series.

ERIC Educational Resources Information Center

Educational Research Service, Arlington, VA.

The Composite Indicator of Changes (CIC) in average salaries and wages paid by public school systems is designed to reflect overall changes, to compare salary trends among various categories of personnel, and to analyze salary trends in an individual school system and among groups of school systems. Annual updates of the CIC are computed from data…

Measuring Changes in Salaries and Wages in Public Schools: 2000 Edition. 27th Annual Edition.

ERIC Educational Resources Information Center

Williams, Alicia R.; Cooke, Willa D.; Davis, Andrea M.; Miller, Oronde A.; Lewis, JoAnn

This annual survey reports comparable salary data for 22 professional positions. The purpose of this edition is to aid in the analysis of trends in average salaries and wages paid public-school employees in the six component groups of school personnel over the previous 10 years. This report shows how the Composite Indicator of Changes (CIC) in…

Measuring Changes in Salaries and Wages in Public Schools: A Basic Handbook. ERS School Management Reference Series.

ERIC Educational Resources Information Center

Educational Research Service, Arlington, VA.

A new statistical measure termed the Composite Indicator of Changes (CIC) reflects overall changes in average salaries and wages paid by public school systems in much the same way that the Dow-Jones averages reflect price changes in the stock market. The CIC is useful for comparing salary trends among various categories of personnel, among…

BODY MASS INDEX AND SELF-EMPLOYMENT IN SOUTH KOREA.

PubMed

Han, Euna; Kim, Tae Hyun

2017-07-01

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

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.

26 CFR 509.101 - Introductory.

Code of Federal Regulations, 2012 CFR

2012-04-01

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

26 CFR 509.101 - Introductory.

Code of Federal Regulations, 2011 CFR

2011-04-01

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

26 CFR 509.101 - Introductory.

Code of Federal Regulations, 2014 CFR

2014-04-01

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

26 CFR 509.101 - Introductory.

Code of Federal Regulations, 2013 CFR

2013-04-01

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

12 CFR 627.2750 - Priority of claims-banks.

Code of Federal Regulations, 2011 CFR

2011-01-01

... authorized by the receiver, claims for wages and salaries, including vacation pay, earned prior to the... of the receivership to engage or retain for a reasonable period of time. (d) If authorized by the receiver, claims for wages and salaries, including vacation pay, earned prior to the appointment of the...

12 CFR 650.45 - Priority of claims.

Code of Federal Regulations, 2011 CFR

2011-01-01

...) If authorized by the receiver, claims for wages and salaries, including vacation pay, earned prior to... in the best interest of the receivership to engage or retain for a reasonable period of time. (d) If authorized by the receiver, claims for wages and salaries, including vacation pay, earned prior to the...

12 CFR 627.2745 - Priority of claims-associations.

Code of Federal Regulations, 2011 CFR

2011-01-01

...) If authorized by the receiver, claims for wages and salaries, including vacation pay, earned prior to... in the best interest of the receivership to engage or retain for a reasonable period of time. (d) If authorized by the receiver, claims for wages and salaries, including vacation pay, earned prior to the...

The Wage Gap and Administrative Salaries Today.

ERIC Educational Resources Information Center

Beyer, Kirk D.

1992-01-01

Analysis of national data on college administrator salaries by gender, minority/nonminority status, years of service, and institution type found that wage gaps related to gender and minority status persisted in 1991-92 but that interaction of length of service with other study variables explained a significant amount of this gap. (MSE)

26 CFR 301.6334-1 - Property exempt from levy.

Code of Federal Regulations, 2010 CFR

2010-04-01

... salary, wages, or other income as is necessary to comply with such order or decree. The taxpayer must... applied in satisfaction of the support obligation. The Service may make arrangements with a delinquent taxpayer to establish a specific amount of such taxpayer's salary, wage, or other income for each pay...

Wage and Salary Administration for Smaller Institutions of Higher Education. A Basic Guide to Management Practice.

ERIC Educational Resources Information Center

National Association of College and University Business Officers, Washington, DC.

This manual provides a basic guide to wage and salary administration at smaller institutions of higher education--institutions with 400 or fewer full-time nonacademic employees and a relatively uncomplicated administrative organization. Emphasis is placed on definitions and benefits of the process, assigning responsibility and authority, deciding…

27 CFR 70.241 - Property exempt from levy.

Code of Federal Regulations, 2010 CFR

2010-04-01

... taxpayer's salary, wages, or other income as is necessary to comply with such order or decree. The taxpayer... released from levy will actually be applied in satisfaction of the support obligation. The appropriate TTB... salary, wage, or other income for each pay period which shall be exempt from levy. Any request for such...

12 CFR 627.2752 - Priority of claims-other Farm Credit institutions.

Code of Federal Regulations, 2011 CFR

2011-01-01

... wages and salaries, including vacation pay, earned prior to the appointment of the receiver by an... engage or retain for a reasonable period of time. (d) If authorized by the receiver, claims for wages and salaries, including vacation pay, earned prior to the appointment of the receiver, up to a maximum of three...

49 CFR 1152.32 - Calculation of avoidable costs.

Code of Federal Regulations, 2012 CFR

2012-10-01

...—CR 40-13-20 Do. Purchased services 41-13-20 Do. Other expenses 61-13-20 Do. Electric power systems.... Shop buildings—freight cars Salaries and wages 11-13-25 Do. Materials 21-13-25 Do. Repairs by others—DR... and maintenance Salaries and wages 11-21-41 Road diesel and road electric locomotive gross ton miles...

49 CFR 1152.32 - Calculation of avoidable costs.

Code of Federal Regulations, 2013 CFR

2013-10-01

...—CR 40-13-20 Do. Purchased services 41-13-20 Do. Other expenses 61-13-20 Do. Electric power systems.... Shop buildings—freight cars Salaries and wages 11-13-25 Do. Materials 21-13-25 Do. Repairs by others—DR... and maintenance Salaries and wages 11-21-41 Road diesel and road electric locomotive gross ton miles...

49 CFR 1152.32 - Calculation of avoidable costs.

Code of Federal Regulations, 2014 CFR

2014-10-01

...—CR 40-13-20 Do. Purchased services 41-13-20 Do. Other expenses 61-13-20 Do. Electric power systems.... Shop buildings—freight cars Salaries and wages 11-13-25 Do. Materials 21-13-25 Do. Repairs by others—DR... and maintenance Salaries and wages 11-21-41 Road diesel and road electric locomotive gross ton miles...

49 CFR 1152.32 - Calculation of avoidable costs.

Code of Federal Regulations, 2010 CFR

2010-10-01

...—CR 40-13-20 Do. Purchased services 41-13-20 Do. Other expenses 61-13-20 Do. Electric power systems.... Shop buildings—freight cars Salaries and wages 11-13-25 Do. Materials 21-13-25 Do. Repairs by others—DR... and maintenance Salaries and wages 11-21-41 Road diesel and road electric locomotive gross ton miles...

49 CFR 1152.32 - Calculation of avoidable costs.

Code of Federal Regulations, 2011 CFR

2011-10-01

...—CR 40-13-20 Do. Purchased services 41-13-20 Do. Other expenses 61-13-20 Do. Electric power systems.... Shop buildings—freight cars Salaries and wages 11-13-25 Do. Materials 21-13-25 Do. Repairs by others—DR... and maintenance Salaries and wages 11-21-41 Road diesel and road electric locomotive gross ton miles...

Employment Status, Quality of Matching, and Retirement in Korea: Evidence from Korean Longitudinal Study of Aging1

PubMed Central

Lee, Chulhee; Lee, Jinkook

2013-01-01

This paper explores the differing probabilities of retirement for self-employed and wage-and-salary workers. It finds self-employed workers are less likely to retire than wage-and-salary ones, and that differences in retirement incomes, health, productivity, job characteristics, and compulsory retirement practices do not explain the disparity. The difference between self-employed and wage-and-salary workers in the quality of matching between the job and the worker (i.e., between required and desired amount of work) explains the later retirement of the self-employed. We note the implications of these findings for labor-force participation at older ages and how policies might boost employment of the elderly. PMID:23935768

Do higher salaries lower physician migration?

PubMed

Okeke, Edward N

2014-08-01

It is believed that low wages are an important reason why doctors and nurses in developing countries migrate, and this has led to a call for higher wages for health professionals in developing countries. In this paper, we provide some of the first estimates of the impact of raising health workers' salaries on migration. Using aggregate panel data on the stock of foreign doctors in 16 Organization for Economic Cooperation and Development countries, we explore the effect of a wage increase programme in Ghana on physician migration. We find evidence that 6 years after the implementation of this programme, the foreign stock of Ghanaian doctors abroad had fallen by approximately 10% relative to the estimated counterfactual. This result should be interpreted with caution, however, given the sensitivity of the results to changes in model specification. Published by Oxford University Press in association with The London School of Hygiene and Tropical Medicine © The Author 2013; all rights reserved.

Measuring Trends in Salaries and Wages in Public Schools: ERS Composite Indicator of Changes. ERS Information Aid.

ERIC Educational Resources Information Center

Educational Research Service, Arlington, VA.

The composite indicator, published annually by the Educational Research Service (ERS), was designed to reflect overall changes in average salaries and wages paid by public school systems. The purpose of this book is to describe the nature of the indicator, how it is compiled on a national and state basis, and how local school systems can compile…

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

Code of Federal Regulations, 2012 CFR

2012-04-01

... ADMINISTRATION UNDER THE TAX REFORM ACT OF 1976 § 404.6334(d)-1 Minimum exemption from levy for wages, salary, or other income. (a) In general. Under section 6331(a), if an individual liable for any tax neglects or... person is not a minor child of the individual with respect to whom amounts are exempt from levy under...

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

Code of Federal Regulations, 2013 CFR

2013-04-01

... ADMINISTRATION UNDER THE TAX REFORM ACT OF 1976 § 404.6334(d)-1 Minimum exemption from levy for wages, salary, or other income. (a) In general. Under section 6331(a), if an individual liable for any tax neglects or... person is not a minor child of the individual with respect to whom amounts are exempt from levy under...

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

Code of Federal Regulations, 2014 CFR

2014-04-01

... ADMINISTRATION UNDER THE TAX REFORM ACT OF 1976 § 404.6334(d)-1 Minimum exemption from levy for wages, salary, or other income. (a) In general. Under section 6331(a), if an individual liable for any tax neglects or... person is not a minor child of the individual with respect to whom amounts are exempt from levy under...

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

Code of Federal Regulations, 2011 CFR

2011-04-01

... ADMINISTRATION UNDER THE TAX REFORM ACT OF 1976 § 404.6334(d)-1 Minimum exemption from levy for wages, salary, or other income. (a) In general. Under section 6331(a), if an individual liable for any tax neglects or... person is not a minor child of the individual with respect to whom amounts are exempt from levy under...

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

ERIC Educational Resources Information Center

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

2010-01-01

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

29 CFR 778.113 - Salaried employees-general.

Code of Federal Regulations, 2010 CFR

2010-07-01

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

Inequalities in the distribution of pharmacists' wage-and-salary earnings: indicators and their development.

PubMed

Carvajal, Manuel J; Armayor, Graciela M

2013-01-01

Disparities in wages and salaries can be viewed as the dispersion of a statistical distribution that responds to observed and unobserved characteristics, and reflects socioeconomic phenomena such as the interplay of supply and demand, availability of information, and efficiency of markets in their search for equilibrium. The aim of this study was to explore the nature of inequality in the distribution of pharmacists' wage-and-salary earnings and establish the extent to which inequality primarily occurred because of variation between/among groups or within groups of pharmacists in several classifications of human-capital and job-related preference variables. Data were collected through the use of a survey questionnaire mailed to registered pharmacists in South Florida, USA. Five indicators of inequality (the log earnings variance, the coefficient of variation, the lower median share, the 90-10 decile ratio, and the Gini coefficient) were estimated for eight human-capital classifications and eight job-related classifications. A one-way ANOVA model was applied to the groups in each classification to compare variation between/among versus within pharmacy groups. Pharmacists' wage-and-salary earnings were more evenly distributed than most income distributions discussed in the literature. They were more equitably distributed for full-time pharmacists than for all pharmacists in the data set. All five-inequality indicators behaved similarly. Notable differences were observed between/among groups within the gender, age group, marital status, number of children, academic degree, and type of primary pharmacy activity classifications. Inequalities in wages and salaries have been identified both between/among and within pharmacist groups in several classifications using five commonly accepted indicators. Copyright © 2013 Elsevier Inc. All rights reserved.

Time Is Money: Opportunity Cost and Physicians' Provision of Charity Care 1996–2005

PubMed Central

Wright, David Bradley

2010-01-01

Objective To test whether physicians' provision of charity care depends on their hourly wage. Data Sources Secondary data from four rounds of the Community Tracking Study (CTS) Physician Survey (1996–2005). Data are nationally representative of nonfederal office- and hospital-based physicians spending at least 20 hours per week on patient care. Study Design A two-part model with site-level fixed effects, time trend variables, and site–year interactions is used to model the relationship between physicians' hourly wage and both their decision to provide any charity care and the amount of charity care provided. Salaried and nonsalaried physicians are modeled separately. Data Collection/Extraction Methods Data from each round of the CTS were merged into a single cross-sectional file with 38,087 physician-year observations. Principal Findings The association between physician's hourly wage and the likelihood of providing charity care is positive for salaried physicians and negative for nonsalaried physicians. Among physicians providing any charity care, hourly wage is positively associated with the amount of charity care provided regardless of salaried status. Practice characteristics are also significant. Conclusions The financial considerations of salaried physicians differ significantly from those of nonsalaried physicians in the decision to provide charity care, but factor similarly into the amount of charity care provided. PMID:20662946

Criterion 6, indicator 37 : average wage rates, annual average income, and annual injury rates in major forest employment categories

Treesearch

Kenneth Skog; Susan J. Alexander; John Bergstrom; Ken Cordell; Elizabeth Hill; James Howard; Rebecca Westby

2011-01-01

Average annual incomes for forest management and protection includes salaries for full-time permanent employees of the U.S. Department of Agriculture, Forest Service, which have increased from a median of $41,300 in 1992 to $48,200 in 2000, to $50,500 in 2006 (all in 2005$). Salary of full-time permanent employees in state forestry agencies in 1998, for entry level...

48 CFR 731.371 - Compensation for personal services.

Code of Federal Regulations, 2010 CFR

2010-10-01

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

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…

Pharmacists' wages and salaries: The part-time versus full-time dichotomy.

PubMed

Carvajal, Manuel J; Popovici, Ioana

2016-01-01

Recent years have seen significant growth in part-time work among pharmacy personnel. If preferences and outlooks of part-time and full-time workers differ, job-related incentives may not have the same effect on both groups; different management practices may be necessary to cope with rapidly evolving workforces. To compare wage-and-salary responses to the number of hours worked, human-capital stock, and job-related preferences between full-time and part-time pharmacists. The analysis focused on the pharmacist workforce because, unlike other professions, remuneration is fairly linear with respect to the amount of time worked. Data were collected from a self-reported survey of licensed pharmacists in southern Florida (U.S. State). The sample consisted of 979 full-time and 254 part-time respondents. Using ordinary least squares, a model estimated, separately for full-time and part-time pharmacists, annual wage-and-salary earnings as functions of average workweek, human-capital stock, and job-related preferences. Practitioners working less than 36 h/week were driven almost exclusively by pay, whereas practitioners working 36 h or more exhibited a more comprehensive approach to their work experience that included variables beyond monetary remuneration. Managing part-time pharmacists calls for emphasis on wage-and-salary issues. Job-security and gender- and children-related concerns, such as flexibility, should be oriented toward full-time practitioners. Copyright © 2016 Elsevier Inc. All rights reserved.

29 CFR 548.301 - Salaried employees.

Code of Federal Regulations, 2010 CFR

2010-07-01

... then be computed by dividing the $154 salary by 11 working days of 8 hours each, or 88 hours. The basic... the salary of $154 by 80 working hours, or 10 days of 8 hours each. The basic rate would therefore be... Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS...

42 CFR 57.3202 - How will allowable increases be determined?

Code of Federal Regulations, 2010 CFR

2010-10-01

..., mandated cost-of-living increases in wages, salaries and fringe benefits, (2) attributable to costs of... 42 Public Health 1 2010-10-01 2010-10-01 false How will allowable increases be determined? 57.3202 Section 57.3202 Public Health PUBLIC HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES GRANTS GRANTS...

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…

29 CFR 778.306 - Salary reductions in short workweeks.

Code of Federal Regulations, 2010 CFR

2010-07-01

... employee is hired at a fixed salary of $200 for a 40-hour week, his hourly rate is $5. When he works only...” from the salary for hours not worked in short weeks will be considered strong, if not conclusive....306 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR...

Maricopa County Employer Wage Survey, 1988. Arizona Labor Market Information.

ERIC Educational Resources Information Center

Arizona State Dept. of Economic Security, Phoenix.

This document contains fall 1988 data on salary and benefits as provided by Maricopa County, Arizona, employers. A chart with wage data presents weighted hourly wage paid, hourly range, and weighted hourly range for each occupational title. Definitions of terms follow. Then, benchmark summary position descriptions (definitions) of the occupations…

Pima County Employer Wage Survey, 1988. Arizona Labor Market Information.

ERIC Educational Resources Information Center

Arizona State Dept. of Economic Security, Phoenix.

This document contains Fall 1988 data on salary and benefits as provided by Pima County, Arizona, employers. A chart with wage data presents weighted hourly wage paid, hourly range, and weighted hourly range for each occupational title. Definitions of terms follow. Then, benchmark summary position descriptions (definitions) of the occupations are…

Pay, working conditions, and teacher quality.

PubMed

Hanushek, Eric A; Rivkin, Steven G

2007-01-01

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

Psychology Degrees: Employment, Wage, and Career Trajectory Consequences.

PubMed

Rajecki, D W; Borden, Victor M H

2011-07-01

Psychology is a very popular undergraduate major. Examining wage data from a range of degree holders reveals much about the expected career trajectories of those with psychology degrees. First, regarding baccalaureates, psychology and other liberal arts graduates-compared with those from certain preprofessional and technical undergraduate programs-generally fall in relatively low tiers of salary levels at both starting and later career points. Salary levels among baccalaureate alumni groups correlate with averaged measures of salary satisfaction, repeated job seeking, and perceptions of underemployment. These patterns seem to stem from the specific occupational categories (job titles) entered by graduates in psychology compared with other graduates, calling into question the employability advantage of so-called generic liberal arts skills. Second, psychology master's degree holders also generally fall in a low tier of salary among their science, engineering, and health counterparts. Third, psychology college faculty (including instructors) fall in low tiers of salary compared with their colleagues from other academic fields. Such broadly based indications of the relative economic disadvantages of psychology degrees have implications for career counseling in the field. © The Author(s) 2011.

Differences in Occupational Earnings by Sex.

ERIC Educational Resources Information Center

Robinson, Derek

1998-01-01

This analysis of the female/male wage gap in diverse countries looks at pay scales/job rates, average wage/salary rates, and average earnings in medical, public service, banking, and finance occupations. Explanations for differences and discussion of methodological issues are offered. (SK)

Push or Pull: Changes in the Relative Risk and Growth of Entrepreneurship Among Older Households.

PubMed

Weller, Christian E; Wenger, Jeffrey B; Lichtenstein, Benyamin; Arcand, Carolyn

2018-03-19

Amid insufficient retirement savings and the growing need to work longer, it is important to understand why self-employment, especially entrepreneurship, has grown among older households. Older households may have been pushed into entrepreneurship by the growing risks of wage-and-salary employment as wages and jobs have become less stable. Alternatively, older households may have been pulled into entrepreneurship as the associated risks have declined, for instance, due to greater opportunities to diversify income away from risky business income. We examine the economic causes of the rise in entrepreneurship among older households. We use summary statistics and multinomial logit regressions to analyze the link between economic pressures in wage-and-salary employment, financial strength of entrepreneurship, and the presence and change of entrepreneurship among older households-aged 50 years or older. We use household data from the Federal Reserve's Survey of Consumer Finances from 1989 to 2013. We find little support for the claim that increased economic pressures are correlated with rising entrepreneurship. Instead, our results suggest that the growth of older entrepreneurship is coincident with increasing access to dividend and interest income. We also find some evidence that access to Social Security and other annuity benefits increases the likelihood of self-employment. Implications: Entrepreneurship among older households increasingly correlates with income diversification. Policymakers interested in encouraging more entrepreneurship among older households could consider increased access to income diversification through social insurance.

29 CFR 541.603 - Effect of improper deductions from salary.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 541.603 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR... deductions; the number and geographic location of employees whose salary was improperly reduced; the number... classification working for the same managers responsible for the actual improper deductions. Employees in...

Local Clerical and Custodial Wage Administration Practices.

ERIC Educational Resources Information Center

Bakos, Estelle

Moraine Valley Community College (MVCC), Illinois, collected salary-related data for clerical and custodial personnel, in order to establish a compatible wage structure, provide business management course information, and improve secretarial career counseling. Limiting data sampling to the geographical boundries of the Moraine Valley District…

The Incidence and Wage Consequences of Home-Based Work in the United States, 1980-2000

ERIC Educational Resources Information Center

Oettinger, Gerald S.

2011-01-01

This study documents the rapid growth in home-based wage and salary employment and the sharp decline in the home-based wage penalty in the United States between 1980 and 2000. These twin patterns, observed for both men and women in most occupation groups, suggest that employer costs of providing home-based work arrangements have decreased.…

48 CFR 731.205-6 - Compensation for personal services.

Code of Federal Regulations, 2012 CFR

2012-10-01

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

48 CFR 731.205-6 - Compensation for personal services.

Code of Federal Regulations, 2013 CFR

2013-10-01

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

48 CFR 731.205-6 - Compensation for personal services.

Code of Federal Regulations, 2014 CFR

2014-10-01

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

77 FR 38041 - TRICARE Management Activity Adoption of Department of the Treasury's Administrative Wage...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-06-26

... due process for nontax debtors. Agencies may prescribe their own conforming regulations, containing... federal salary or retirement payments through the Defense Finance and Accounting Service. In January 2012... does not apply to federal salary offset, the process by which federal agencies collect debts from the...

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

ERIC Educational Resources Information Center

Chillemi, Ottorino

1988-01-01

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

20 CFR 1002.5 - What definitions apply to USERRA?

Code of Federal Regulations, 2010 CFR

2010-04-01

... than wages or salary for work performed) that accrues to the employee because of an employment contract... pension plan, health plan, or employee stock ownership plan, insurance coverage and awards, bonuses... wages for work performed, or that has control over employment opportunities, including— (i) A person...

26 CFR 31.3306(b)-1 - Wages.

Code of Federal Regulations, 2011 CFR

2011-04-01

... such items at the time of payments. (f) Ordinarily, facilities or privileges (such as entertainment... “vacation allowances” paid to an employee constitute wages. Thus, the salary of an employee on vacation... though at the time paid the individual is no longer an employee. Example. A is employed by B, an employer...

Pay, Working Conditions, and Teacher Quality

ERIC Educational Resources Information Center

Hanushek, Eric A.; Rivkin, Steven G.

2007-01-01

Eric Hanushek and Steven Rivkin examine how salary and working conditions affect the quality of instruction in the classroom. The wages of teachers relative to those of other college graduates have fallen steadily since 1940. Today, average wages differ little, however, between urban and suburban districts. In some metropolitan areas urban…

Salary Negotiation Patterns between Women and Men in Academic Libraries

ERIC Educational Resources Information Center

Silva, Elise; Galbraith, Quinn

2018-01-01

Due to persistent wage gaps between men and women nationally, and in the field of academic librarianship, researchers wished to study possible issues that contribute to the phenomenon. This study examines the tendency for men and women to negotiate salaries in academic libraries upon hire. Researchers surveyed professional librarians employed in…

Colorado Hospital Survey Covering Salaries, Wages, and Selected Personnel Policies and Practices.

ERIC Educational Resources Information Center

Colorado Hospital Association, Denver.

The data presented in this survey were gathered by mailed questionnaires and cover salary data on 28 "key benchmark" job classifications considered to be most representative in Colorado hospitals regardless of size, location, or type. There are tables of selected benefits, personnel policies, and practices together with actual pay rates…

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

ERIC Educational Resources Information Center

Martin, Stephanie M.

2010-01-01

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

Salaries in histology.

PubMed

Buesa, René J

2008-04-01

An analysis of histology salaries from the last 4 national surveys conducted by the American Society of Clinical Pathologists is presented. The regional variations within and between years for histology salaries presented in the last 4 national surveys of medical laboratory specialties are not statistically significant. Local variations greater than the national variations reflect the preponderant effect of local supply and demand over regional characteristics. Salaries by hospitals are significantly different only between 2 size categories and the supervisors' salary. There is no correlation between the salary increase for any histology position in any one year and the vacancy level in the previous year. On the other hand, the correlation between histotechnicians' salaries and both the cost of living and the median income are significant, as well as between the latter and the supervisors' salary. The histotechnologists' salaries are significantly correlated with the consumer price index but not with the inflation rate. A survey of histology salaries in foreign countries was also undertaken and compared with salaries in the United States. National salaries rank close to the general average for 10 foreign countries when expressed as ratios with the personal gross domestic product or with the countries' minimum wage. For the midpoint salary ranges, the United States ranks fourth after Canada, the United Kingdom, and Australia, the latter 3 countries with structured pay rates adjusted to local costs of living in contrast with United States' salary characteristics. Histology salaries rest on negotiations within each employer's salary structure and fluctuate according to license level, documented studies, special training(s), years of experience, references, and the ability to negotiate, where each side tries to take advantage of the other. The result is a heterogeneous and chaotic salary situation driven by personal and local needs, where the histology worker usually ends underpaid, especially in nonmedical settings.

Trends in E & G Expenditure Allocations. Indicators of Recession or Increased Productivity?

ERIC Educational Resources Information Center

Minter, John

1992-01-01

A random sample of 300 financial officers at public and independent 4-year and public 2-year institutions reveal their projected fiscal 1992 year-end expenditures and 1992-93 budget allocations. Summarized in chart form are the findings on changes in growth rates on salary and wage allocations for a variety of institutional functions. (GLR)

Human Capital and Its Development in Present-Day Russia

ERIC Educational Resources Information Center

Nureev, R. M.

2010-01-01

In the broad sense of the word human capital is a specific form of capital that is embodied in people themselves. It consists of the individual's reserve of health, knowledge, skills, abilities, and motivations that enable him to increase his labor productivity and give him an income in the form of wages, salaries, and other income. The structure…

Wage Determinants among Medical Doctors and Nurses in Spain

ERIC Educational Resources Information Center

Salas-Velasco, Manuel

2010-01-01

This paper examines the determination of wage rates for health professionals using three well known, and commonly used, econometric techniques: ordinary least squares, instrumental variables, and Heckman's method. The data come from a graduate survey and the analysis focuses on a regional labor market, due to nationwide information on salaries is…

29 CFR 778.304 - Amounts deducted from cash wages-general.

Code of Federal Regulations, 2010 CFR

2010-07-01

... dues) or required by law (such as taxes and garnishments). (4) Reductions in a fixed salary paid for a fixed workweek in weeks in which the employee fails to work the full schedule. (5) Deductions for... 778.304 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR...

INDUSTRY WAGE SURVEY--BANKING, NOVEMBER-DECEMBER 1964.

ERIC Educational Resources Information Center

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

THE RESULTS OF A SURVEY OF WAGES AND SUPPLEMENTARY PRACTICES IN THE BANKING INDUSTRY COVERING 27 STANDARD METROPOLITAN STATISTICAL AREAS AS OF NOVEMBER-DECEMBER 1964 ARE SUMMARIZED. BUREAU FIELD ECONOMISTS, IN PERSONAL VISITS, STUDIED 458 OF 1,286 BANKS EMPLOYING 20 OR MORE WORKERS. THE AVERAGE WEEKLY SALARIES OF WORKERS IN SELECTED NONSUPERVISORY…

Returns to Seniority among Public School Teachers.

ERIC Educational Resources Information Center

Ballou, Dale; Podgursky, Michael

2002-01-01

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

Comparing Teacher Salaries: Insights from the U.S. Census

ERIC Educational Resources Information Center

Taylor, Lori L.

2008-01-01

Teachers are more likely to be found in rural communities and low-wage metropolitan areas than are college-educated workers in other occupations. This analysis explores the extent to which the geographic distribution of teachers explains the relatively low average wage found in other studies. The analysis suggests that excluding geographic…

What Happens to Teacher Salaries during a Recession? Schools in Crisis: Making Ends Meet

ERIC Educational Resources Information Center

Simpkins, Jim; Roza, Marguerite; Simburg, Suzanne

2012-01-01

In many districts where budgets are tight and forcing cuts in services, are teacher incomes also falling behind? Is teaching becoming a less remunerative occupation relative to other local opportunities such that over time it may become less attractive? Or, do the automatic salary triggers shift wages up despite revenue constraints? This study…

ALA Salary Survey: Personal Members

ERIC Educational Resources Information Center

American Libraries, 1971

1971-01-01

A survey of the members of the American Library Association revealed that the principal salary determinants are academic degree, type of employer and sex. The obvious differences in the earnings of men and women is not only found in the early experience years but any narrowing which does take place in the wage gap seems to take place at the…

Blocked, Diluted, and Co-Opted: Interest Groups Wage War against Merit Pay

ERIC Educational Resources Information Center

Buck, Stuart; Greene, Jay P.

2011-01-01

According to the latest "Education Next" poll, public support for merit pay gained significant ground over the past year and now outdistances opposition by a 2:1 margin. Replacing the standardized salary schedule, where the only factors that determine teacher salaries are the number of years on the job and academic credentials, seems a…

44 CFR 208.39 - Reimbursement for personnel costs incurred during Activation.

Code of Federal Regulations, 2011 CFR

2011-10-01

...) Convert the annual salary of any salaried Non-Exempt System Member to its hourly equivalent for a 40-hour... during the Activation, the hourly wage equivalent of each Activated Non-Exempt System Member calculated... Agencies for costs incurred by Non-Exempt System Members in accordance with 29 U.S.C. 207(a) of the Fair...

44 CFR 208.39 - Reimbursement for personnel costs incurred during Activation.

Code of Federal Regulations, 2010 CFR

2010-10-01

...) Convert the annual salary of any salaried Non-Exempt System Member to its hourly equivalent for a 40-hour... during the Activation, the hourly wage equivalent of each Activated Non-Exempt System Member calculated... Agencies for costs incurred by Non-Exempt System Members in accordance with 29 U.S.C. 207(a) of the Fair...

44 CFR 208.39 - Reimbursement for personnel costs incurred during Activation.

Code of Federal Regulations, 2012 CFR

2012-10-01

...) Convert the annual salary of any salaried Non-Exempt System Member to its hourly equivalent for a 40-hour... during the Activation, the hourly wage equivalent of each Activated Non-Exempt System Member calculated... Agencies for costs incurred by Non-Exempt System Members in accordance with 29 U.S.C. 207(a) of the Fair...

44 CFR 208.39 - Reimbursement for personnel costs incurred during Activation.

Code of Federal Regulations, 2013 CFR

2013-10-01

...) Convert the annual salary of any salaried Non-Exempt System Member to its hourly equivalent for a 40-hour... Activation, the hourly wage equivalent of each Activated Non-Exempt System Member calculated under § 208.39(e)(1) of this part for the first 40 hours AND the overtime payment equivalent for each Activated Non...

78 FR 73506 - Submission for OMB Review; Comment Request: Infant Bath Seats

Federal Register 2010, 2011, 2012, 2013, 2014

2013-12-06

... mark or other means that identifies the date (month and year, as a minimum) of manufacture. Section 9... instructions with infant bath seats thus would be ``usual and customary'' and not within the definition of... a GS-12 level, salaried employee. The average hourly wage rate for a mid-level salaried GS-12...

Work Expectations, Human Capital Accumulation, and the Wages of Young Women.

ERIC Educational Resources Information Center

Sandell, Steven H.; Shapiro, David

Based on the National Longitudinal Surveys of Young Women aged fourteen to twenty-four in 1968, a study was made to determine the impact that women's ex ante labor market expectations have on their salary and development and to examine the effect of women's postschool training and maturation (human capital accumulation) on wages. Six findings…

Long Hours and Premium Pay, May 1979.

ERIC Educational Resources Information Center

Stamas, George D.

1980-01-01

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

Great Careers in Two Years: The Associate Degree Option. High Skill and High Wage Jobs Available through Two-Year Programs.

ERIC Educational Resources Information Center

Phifer, Paul

This book explores high-skill and high-wage jobs available through two-year programs. It identifies 100 high-need occupational areas, and discusses "hot" programs and starting salaries for graduates of dental hygiene, manufacturing, process technology, telecommunications, physical therapy assisting, and registered nursing. Each career article…

Pay Inequities for Recently Hired Faculty, 1988-2004

ERIC Educational Resources Information Center

Porter, Stephen R.; Toutkoushian, Robert K.; Moore, John V., III

2008-01-01

The national media and academic journals have reported a sizable wage gap between men and women in academe--a gap that has persisted over time. Data from the National Center for Education Statistics for 2004-2005 show that the average salary for all male faculty ($69,337) exceeded the average salary for female faculty ($56,926) by almost 22%.…

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

PubMed

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

2016-01-01

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

10 CFR 1015.202 - Demand for payment.

Code of Federal Regulations, 2011 CFR

2011-01-01

... tools such as credit bureau reporting, private collection agencies, administrative wage garnishment, Federal salary offset, tax refund offset, administrative offset, litigation, and other tools, as...

10 CFR 1015.202 - Demand for payment.

Code of Federal Regulations, 2013 CFR

2013-01-01

... tools such as credit bureau reporting, private collection agencies, administrative wage garnishment, Federal salary offset, tax refund offset, administrative offset, litigation, and other tools, as...

10 CFR 1015.202 - Demand for payment.

Code of Federal Regulations, 2012 CFR

2012-01-01

... tools such as credit bureau reporting, private collection agencies, administrative wage garnishment, Federal salary offset, tax refund offset, administrative offset, litigation, and other tools, as...

Gender Discrimination in Employment: Wage Inequity for Professional and Doctoral Degree Holders in the United States and Possible Remedies

ERIC Educational Resources Information Center

Wolford, Karen M.

2005-01-01

Gender discrimination and wage inequity remain problems worldwide. In the United States and Canada, where equal rights and protective legislation have been in place for nearly 40 years, glaring disparities in salaries and job opportunities remain. Similar problems have been studied in the United Kingdom, leading to enactment of the 1975 Sex…

New Measures of Teachers' Work Hours and Implications for Wage Comparisons

ERIC Educational Resources Information Center

West, Kristine L.

2014-01-01

Researchers have good data on teachers' annual salaries but a hazy understanding of teachers' hours of work. This makes it difficult to calculate an accurate hourly wage and leads policy makers to default to anecdote rather than fact when debating teacher pay. Using data from the American Time Use Survey, I find that teachers work an average of…

Documentation for the NCES Comparable Wage Index Files. EFSC 2006-865

ERIC Educational Resources Information Center

Taylor, Lori L.; Glander, Mark C.

2006-01-01

The Comparable Wage Index (CWI) is a measure of the systematic, regional variations in the salaries of college graduates who are not educators. It can be used by researchers to adjust district-level finance data at different levels in order to make better comparisons across geographic areas. The CWI was developed by Dr. Lori L. Taylor at the Bush…

The Structure and Determinants of Expected and Actual Starting Salaries of Higher Education Students in Germany: Identical or Different?

ERIC Educational Resources Information Center

Frick, Bernd; Maihaus, Michael

2016-01-01

Using two representative samples of some 74,000 students and 11,000 graduates, respectively, we analyse the accuracy of students' wage expectations given their individual characteristics. We find that students are aware of the effects of most of their own characteristics, as a large number of determinants of expected and realised salaries do not…

Women Business Owners. Facts on U.S. Working Women. Fact Sheet No. 87-2.

ERIC Educational Resources Information Center

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

From 1977 to 1983, the number of sole proprietorships operated by women increased from 1.9 to 3.3 million. The number of self-employed women--the majority of whom are sole proprietors--continued to grow. In 1982 the median earnings of self-employed women were substantially lower than those of wage and salary women workers and self-employed men.…

The Employment Precariousness Scale (EPRES): psychometric properties of a new tool for epidemiological studies among waged and salaried workers.

PubMed

Vives, Alejandra; Amable, Marcelo; Ferrer, Montserrat; Moncada, Salvador; Llorens, Clara; Muntaner, Carles; Benavides, Fernando G; Benach, Joan

2010-08-01

Despite the fact that labour market flexibility has resulted in an expansion of precarious employment in industrialised countries, to date there is limited empirical evidence concerning its health consequences. The Employment Precariousness Scale (EPRES) is a newly developed, theory-based, multidimensional questionnaire specifically devised for epidemiological studies among waged and salaried workers. To assess the acceptability, reliability and construct validity of EPRES in a sample of waged and salaried workers in Spain. A sample of 6968 temporary and permanent workers from a population-based survey carried out in 2004-2005 was analysed. The survey questionnaire was interviewer administered and included the six EPRES subscales, and measures of the psychosocial work environment (COPSOQ ISTAS21) and perceived general and mental health (SF-36). A high response rate to all EPRES items indicated good acceptability; Cronbach's alpha coefficients, over 0.70 for all subscales and the global score, demonstrated good internal consistency reliability; exploratory factor analysis using principal axis analysis and varimax rotation confirmed the six-subscale structure and the theoretical allocation of all items. Patterns across known groups and correlation coefficients with psychosocial work environment measures and perceived health demonstrated the expected relations, providing evidence of construct validity. Our results provide evidence in support of the psychometric properties of EPRES, which appears to be a promising tool for the measurement of employment precariousness in public health research.

12 CFR 709.5 - Payout priorities in involuntary liquidation.

Code of Federal Regulations, 2010 CFR

2010-01-01

...) Administrative costs and expenses of liquidation; (2) Claims for wages and salaries, including vacation... case involving liquidation of a low-income designated credit union, any outstanding secondary capital...

48 CFR 970.2201-1-2 - Policies.

Code of Federal Regulations, 2011 CFR

2011-10-01

... benefits. (i) Wages, salaries, and employee benefits shall be administered in a manner designated to adapt... the duty to adopt practices which are fundamental to the friendly adjustment of disputes, and which...

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

Code of Federal Regulations, 2010 CFR

2010-04-01

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

Salary differences of male and female physician assistant educators.

PubMed

Coombs, Jennifer; Valentin, Virginia

2014-01-01

The Physician Assistant Education Association (PAEA) annual report has shown substantial salary differences between male and female physician assistant (PA) faculty. Despite this published difference between the salaries, very little research has been conducted on the subject. The purpose of this study is to determine if there is a significant difference between male and female PA faculty salaries. The researchers set out to determine if these differences could be further distinguished by education level, rank, or position. In addition, any difference between the percentages of male and female faculty promoted to higher ranks and in leadership positions was also explored. Salary, gender, degree, rank, and position were obtained and deidentified from the 25th PAEA annual report. SPSS Version 20 was used to analyze the data. Statistical analysis included descriptive measures and an independent t test. Data from only those PA educators who reported full-time employment were used. The final analysis included 477 PA faculty salaries. Female PA educators showed statistically significant lower annual incomes than their male counterparts. The income disparity persisted when differentiated by education, rank, and position. Higher percentages of male PA faculty members were found in higher ranks and in leadership positions. This study confirms previous reports that female PA faculty earn less than their male counterparts. With increasing numbers of female PAs entering academia, the lack of women in leadership positions and the wage disparity are concerning.

Women researchers lead wage hikes

NASA Astrophysics Data System (ADS)

Bell, Peter M.

Women employed in the research and development fields in universities, government, and industry made substantial increases and lead men in salary gains in 1981, according to a far-reaching survey of 5000 respondents (Industrial Research and Development, April 1982). At the upper end, 20% of women researchers received salary increases of 14% or more, compared to 13% of the men. The raises were high in 1981; more than half the women in research and development had salary gains of over 9%.The employment picture for women in the scientific and technical fields is somewhat complicated by the affirmative efforts of hiring. More women were hired in 1981, and most newly hired women and men begin at the lowest salaries. This factor contributed to the reality that more women than men at the lower salary ranges received zero raises. However, according to the survey, this is not a trend, since the current efforts to add women in research fields are providing more rewards for women per amount of experience than for men: “…women working in R&D have far less experience than their male counterparts.” (IR&D, op cit.). The median years of experience is down in 1981 from previous years. Some 40% of the women surveyed had less than 6 years experience, compared to about 14% of the men. These figures contrast with those of the survey trends of previous years, which indicated a direct relation between salary and experience. It is still true that because larger numbers of men have over 16 years of experience, the highest paid employees in research and development fields are men. It is noted, however, that in the beginning salary scales ($16-27 k/yr) women outnumber men.

49 CFR 1242.06 - Instructions for separation.

Code of Federal Regulations, 2010 CFR

2010-10-01

... expenses for Way and Structures administration functions: 11—Salaries and wages, 21—Materials, tools... be individually applied to the separation rules in § 1242.10. In each case, the independent accounts...

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

Code of Federal Regulations, 2011 CFR

2011-04-01

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

"Liberation sticks" or "coffin nails"? Representations of the working woman and cigarette smoking in Canada, 1919-1939.

PubMed

Cook, Sharon Anne

2007-01-01

When Canadian women first took up public smoking in the 1920s, the attraction was a complex one, both for them and for advertisers. Newly enfranchised and moving into the workforce in ever greater numbers, the (usually) young and single waged or salaried woman sought a ready symbol for her liberation as well as the pleasures resulting from the product itself to encapsulate the presumed freedom of the era. Commercial interests both responded to women's personal and cultural goals and furthered them by reconceptualizing smoking in the public mind as a behaviour associated with respectable, middle-class women in public spaces. Despite this representation, the archetypal woman smoker in the 1920s was a waged or salaried woman, not a middle-class one. Working women defined the image of the female smoker.

49 CFR 1242.38 - Fringe benefits (account 12-26-00).

Code of Federal Regulations, 2010 CFR

2010-10-01

... of common salaries and wages in administration, locomotive repair and maintenance, machinery repair, equipment damaged, and dismantling retired road property (accounts 11-26-01, 11-26-41, 11-26-40, 11-26-48...

Construction engineering inspection direct cost survey.

DOT National Transportation Integrated Search

2014-07-01

The objective of the study was to provide a rationale to Georgia Department of Transportation : (GDOT) for Direct Costs in terms of salary and wages charged by qualified independent : contractors performing Construction Engineering Inspection (CEI) s...

The role of the health care sector in the U.S. economy.

PubMed

Foley, J

1993-10-01

This Issue Brief discusses factors that contribute to the growth of health care expenditures and the reasons that many individuals, employers, and policymakers consider health expenditures too high. In addition, it describes various industries that make up the health care delivery system and their role in the U.S. economy as employers, producers, exporters, and suppliers of research and development. The report also discusses the economic implications of rising health care expenditures for individuals, employers, and the federal government and the potential impact of proposed health care reform on the health care sector and the U.S. economy as a whole. Health care delivery industries such as pharmaceuticals and medical equipment suppliers have higher than average research and development levels, in addition to a positive balance of trade. Moreover, while the total number of jobs in the private sector declined between 1990 and 1993, the number of jobs in the relatively high paid health services sector continued to grow. In aggregate, employer spending on health care represents only 6.6 percent of total labor costs. In comparison, wages and salaries represent 83 percent of total labor costs. Consequently, the growth rate of health care expenditures has a smaller impact on the growth rate of total compensation than does the growth rate in wages and salaries. Using job multipliers developed by the U.S. Department of Commerce, it is estimated that the 18,600 health care services jobs in Rochester, Minnesota in 1993 created another 32,000 jobs in the area. Any contraction of the health care sector in cities that have a large concentration of employment in health services would result in reduced employment in restaurants, retail stores, janitorial services, and other local businesses. EBRI's simulations estimated that between 200,000 and 1.2 million workers could become unemployed as a direct result of a mandate that employers provide health benefits to their employees, assuming that wages and salaries did not adjust at all. Others find that approximately 50,000 individuals would lost their jobs, assuming that wages and other labor costs adjust downward to completely account for increased costs. As is apparent, the estimates of job loss (and of the total costs of the policy) are extremely sensitive to the assumptions used in the simulation.

42 CFR 51b.206 - How can grant funds be used?

Code of Federal Regulations, 2013 CFR

2013-10-01

... FOR PREVENTIVE HEALTH SERVICES Grants for Childhood Immunization Programs § 51b.206 How can grant... equipment for childhood immunization programs. Grant funds also may be used to pay for salaries or wages and...

42 CFR 51b.206 - How can grant funds be used?

Code of Federal Regulations, 2012 CFR

2012-10-01

... FOR PREVENTIVE HEALTH SERVICES Grants for Childhood Immunization Programs § 51b.206 How can grant... equipment for childhood immunization programs. Grant funds also may be used to pay for salaries or wages and...

42 CFR 51b.206 - How can grant funds be used?

Code of Federal Regulations, 2011 CFR

2011-10-01

... FOR PREVENTIVE HEALTH SERVICES Grants for Childhood Immunization Programs § 51b.206 How can grant... equipment for childhood immunization programs. Grant funds also may be used to pay for salaries or wages and...

42 CFR 51b.206 - How can grant funds be used?

Code of Federal Regulations, 2014 CFR

2014-10-01

... FOR PREVENTIVE HEALTH SERVICES Grants for Childhood Immunization Programs § 51b.206 How can grant... equipment for childhood immunization programs. Grant funds also may be used to pay for salaries or wages and...

10 CFR 1015.202 - Demand for payment.

Code of Federal Regulations, 2010 CFR

2010-01-01

... tools such as credit bureau reporting, private collection agencies, administrative wage garnishment, Federal salary offset, tax refund offset, administrative offset, litigation, and other tools, as... effect, in most cases collection activity against the debtor should stop immediately. (1) After seeking...

Gender differences in pension wealth: estimates using provider data.

PubMed

Johnson, R W; Sambamoorthi, U; Crystal, S

1999-06-01

Information from pension providers was examined to investigate gender differences in pension wealth at midlife. For full-time wage and salary workers approaching retirement age who had pension coverage, median pension wealth on the current job was 76% greater for men than women. Differences in wages, years of job tenure, and industry between men and women accounted for most of the gender gap in pension wealth on the current job. Less than one third of the wealth difference could not be explained by gender differences in education, demographics, or job characteristics. The less-advantaged employment situation of working women currently in midlife carries over into worse retirement income prospects. However, the gender gap in pensions is likely to narrow in the future as married women's employment experiences increasingly resemble those of men.

From socialist principles to motorcycle maintenance: the origin and development of the salaried physician model in the Israeli Public Health Services, 1918 to 1998.

PubMed Central

Shvarts, S; de Leeuw, D L; Granit, S; Benbassat, J

1999-01-01

For more than 70 years, physicians in the Israeli health care system have been employed on a fixed salary rather than on a fee-for-service basis. The present report is a brief review of the origin and development of this unique salaried physician model and its effect on the terms of physicians' employment. Archival documents were reviewed. The salaried physician model was introduced to ensure egalitarian health care for patients rather than equal payment for physicians. It was accepted by physicians because it guaranteed their employment and income. However, over the years, the salaried physician model has evolved into a complex wage scale, with multiple fringe benefits that bypass formal agreements in order to reward individual physicians. In addition, the salaried physician model has encouraged illegal private practice, which is viewed today as one of the major problems of the Israeli Public Health Services. Images FIGURE 1 FIGURE 2 FIGURE 3 FIGURE 4 FIGURE 5 FIGURE 6 FIGURE 7 PMID:9949759

The Impact of Taxes on Competition for CEOs.

PubMed

Krenn, Peter

2017-07-03

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

25 CFR 38.14 - Voluntary services.

Code of Federal Regulations, 2013 CFR

2013-04-01

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

25 CFR 38.14 - Voluntary services.

Code of Federal Regulations, 2011 CFR

2011-04-01

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

25 CFR 38.14 - Voluntary services.

Code of Federal Regulations, 2012 CFR

2012-04-01

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

25 CFR 38.14 - Voluntary services.

Code of Federal Regulations, 2014 CFR

2014-04-01

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

The gender earnings gap among pharmacists.

PubMed

Carvajal, Manuel J; Armayor, Graciela M; Deziel, Lisa

2012-01-01

A gender earnings gap exists across professions. Compared with men, women earn consistently lower income levels. The determinants of wages and salaries should be explored to assess whether a gender earnings gap exists in the pharmacy profession. The objectives of this study were to (1) compare the responses of male and female pharmacists' earnings with human-capital stock, workers' preferences, and opinion variables and (2) assess whether the earnings determination models for male and female pharmacists yielded similar results in estimating the wage-and-salary gap through earnings projections, the influence of each explanatory variable, and gender differences in statistical significance. Data were collected through the use of a 37-question survey mailed to registered pharmacists in South Florida, United States. Earnings functions were formulated and tested separately for male and female pharmacists using unlogged and semilog equation forms. Number of hours worked, human-capital stock, job preferences, and opinion variables were hypothesized to explain wage-and-salary differentials. The empirical evidence led to 3 major conclusions: (1) men's and women's earnings sometimes were influenced by different stimuli, and when they responded to the same variables, the effect often was different; (2) although the influence of some explanatory variables on earnings differed in the unlogged and semilog equations, the earnings projections derived from both equation forms for male and female pharmacists were remarkably similar and yielded nearly identical male-female earnings ratios; and (3) controlling for number of hours worked, human-capital stock, job preferences, and opinion variables reduced the initial unadjusted male-female earnings ratios only slightly, which pointed toward the presence of gender bias. After controlling for human-capital stock, job-related characteristics, and opinion variables, male pharmacists continued to earn higher income levels than female pharmacists. Copyright © 2012 Elsevier Inc. All rights reserved.

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.

25 CFR 38.14 - Voluntary services.

Code of Federal Regulations, 2010 CFR

2010-04-01

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

18 CFR 367.26 - Departmental classification.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 18 Conservation of Power and Water Resources 1 2013-04-01 2013-04-01 false Departmental classification. 367.26 Section 367.26 Conservation of Power and Water Resources FEDERAL ENERGY REGULATORY... ACT General Instructions § 367.26 Departmental classification. Salaries and wages and all other costs...

18 CFR 367.26 - Departmental classification.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 18 Conservation of Power and Water Resources 1 2012-04-01 2012-04-01 false Departmental classification. 367.26 Section 367.26 Conservation of Power and Water Resources FEDERAL ENERGY REGULATORY... ACT General Instructions § 367.26 Departmental classification. Salaries and wages and all other costs...

18 CFR 367.26 - Departmental classification.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 18 Conservation of Power and Water Resources 1 2014-04-01 2014-04-01 false Departmental classification. 367.26 Section 367.26 Conservation of Power and Water Resources FEDERAL ENERGY REGULATORY... ACT General Instructions § 367.26 Departmental classification. Salaries and wages and all other costs...

26 CFR 521.116 - Reciprocal administrative assistance.

Code of Federal Regulations, 2013 CFR

2013-04-01

... Department of the Ministry of Finance (Generaldirektoren for Skattevaesenet) of Denmark. (b) Information to... transmit to the Chief of the Taxation Department of the Ministry of Finance of Denmark, as soon as..., royalties, salaries, wages, pensions, annuities and other fixed or determinable annual or periodical profits...

26 CFR 521.116 - Reciprocal administrative assistance.

Code of Federal Regulations, 2012 CFR

2012-04-01

... Department of the Ministry of Finance (Generaldirektoren for Skattevaesenet) of Denmark. (b) Information to... transmit to the Chief of the Taxation Department of the Ministry of Finance of Denmark, as soon as..., royalties, salaries, wages, pensions, annuities and other fixed or determinable annual or periodical profits...

26 CFR 521.116 - Reciprocal administrative assistance.

Code of Federal Regulations, 2014 CFR

2014-04-01

... Department of the Ministry of Finance (Generaldirektoren for Skattevaesenet) of Denmark. (b) Information to... transmit to the Chief of the Taxation Department of the Ministry of Finance of Denmark, as soon as..., royalties, salaries, wages, pensions, annuities and other fixed or determinable annual or periodical profits...

18 CFR 367.26 - Departmental classification.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 18 Conservation of Power and Water Resources 1 2011-04-01 2011-04-01 false Departmental classification. 367.26 Section 367.26 Conservation of Power and Water Resources FEDERAL ENERGY REGULATORY... ACT General Instructions § 367.26 Departmental classification. Salaries and wages and all other costs...

18 CFR 367.26 - Departmental classification.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 18 Conservation of Power and Water Resources 1 2010-04-01 2010-04-01 false Departmental classification. 367.26 Section 367.26 Conservation of Power and Water Resources FEDERAL ENERGY REGULATORY... ACT General Instructions § 367.26 Departmental classification. Salaries and wages and all other costs...

23 CFR 140.906 - Labor costs.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 23 Highways 1 2011-04-01 2011-04-01 false Labor costs. 140.906 Section 140.906 Highways FEDERAL HIGHWAY ADMINISTRATION, DEPARTMENT OF TRANSPORTATION PAYMENT PROCEDURES REIMBURSEMENT Reimbursement for Railroad Work § 140.906 Labor costs. (a) General. (1) Salaries and wages, at actual or average rates, and...

23 CFR 140.906 - Labor costs.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 23 Highways 1 2014-04-01 2014-04-01 false Labor costs. 140.906 Section 140.906 Highways FEDERAL HIGHWAY ADMINISTRATION, DEPARTMENT OF TRANSPORTATION PAYMENT PROCEDURES REIMBURSEMENT Reimbursement for Railroad Work § 140.906 Labor costs. (a) General. (1) Salaries and wages, at actual or average rates, and...

23 CFR 140.906 - Labor costs.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 23 Highways 1 2013-04-01 2013-04-01 false Labor costs. 140.906 Section 140.906 Highways FEDERAL HIGHWAY ADMINISTRATION, DEPARTMENT OF TRANSPORTATION PAYMENT PROCEDURES REIMBURSEMENT Reimbursement for Railroad Work § 140.906 Labor costs. (a) General. (1) Salaries and wages, at actual or average rates, and...

41 CFR 60-2.11 - Organizational profile.

Code of Federal Regulations, 2010 CFR

2010-07-01

... that may assist in identifying organizational units where women or minorities are underrepresented or.../Pacific Islanders, and American Indians/Alaskan Natives. (c) Workforce analysis. (1) A workforce analysis... Indians/Alaskan Natives. The wage rate or salary range for each job title must be given. All job titles...

Addressing Gender Equity in Nonfaculty Salaries.

ERIC Educational Resources Information Center

Toukoushian, Robert K.

2000-01-01

Discusses methodology of gender equity studies on noninstructional employees of colleges and universities, including variable selection in the multiple regression model and alternative approaches for measuring wage gaps. Analysis of staff data at one institution finds that experience and market differences account for 80 percent of gender pay…

41 CFR 60-2.11 - Organizational profile.

Code of Federal Regulations, 2014 CFR

2014-07-01

... that may assist in identifying organizational units where women or minorities are underrepresented or.../Pacific Islanders, and American Indians/Alaskan Natives. (c) Workforce analysis. (1) A workforce analysis... Indians/Alaskan Natives. The wage rate or salary range for each job title must be given. All job titles...

41 CFR 60-2.11 - Organizational profile.

Code of Federal Regulations, 2012 CFR

2012-07-01

... that may assist in identifying organizational units where women or minorities are underrepresented or.../Pacific Islanders, and American Indians/Alaskan Natives. (c) Workforce analysis. (1) A workforce analysis... Indians/Alaskan Natives. The wage rate or salary range for each job title must be given. All job titles...

41 CFR 60-2.11 - Organizational profile.

Code of Federal Regulations, 2013 CFR

2013-07-01

... that may assist in identifying organizational units where women or minorities are underrepresented or.../Pacific Islanders, and American Indians/Alaskan Natives. (c) Workforce analysis. (1) A workforce analysis... Indians/Alaskan Natives. The wage rate or salary range for each job title must be given. All job titles...

The Impact of Taxes on Competition for CEOs

PubMed Central

Krenn, Peter

2017-01-01

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

12 CFR 360.3 - Priorities.

Code of Federal Regulations, 2011 CFR

2011-01-01

... vacation and sick leave pay and contributions to employee benefit plans, earned prior to the appointment of... interests of the receivership to engage or retain for a reasonable period of time; (4) If authorized by the receiver, claims for wages and salaries, including vacation and sick leave pay and contributions to...

Child Rearing and Individuality Among Suburban Malays.

ERIC Educational Resources Information Center

Banks, David J.; Banks, Ellen

This study focuses on Malaysians' perceptions of individuality in their children and on general characteristics of Malaysian child training practices. Research was carried out in three adjoining villages where well over half of the income of residents is derived from wage and salaried employment in industrial towns. The study consisted of…

12 CFR 205.2 - Definitions.

Code of Federal Regulations, 2010 CFR

2010-01-01

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

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…

12 CFR 1807.401 - Affordable housing-rental housing.

Code of Federal Regulations, 2014 CFR

2014-01-01

...) One of the following three definitions of “annual income” must be used to determine whether a family... net family assets). (3) Although any of the above three definitions of “annual income” are permitted... available decennial Census. This definition includes: (A) Wages, salaries, tips, commissions, etc.; (B) Self...

12 CFR 1807.401 - Affordable housing-rental housing.

Code of Federal Regulations, 2011 CFR

2011-01-01

...) One of the following three definitions of “annual income” must be used to determine whether a family... net family assets). (3) Although any of the above three definitions of “annual income” are permitted... available decennial Census. This definition includes: (A) Wages, salaries, tips, commissions, etc.; (B) Self...

12 CFR 1807.401 - Affordable housing-rental housing.

Code of Federal Regulations, 2012 CFR

2012-01-01

...) One of the following three definitions of “annual income” must be used to determine whether a family... net family assets). (3) Although any of the above three definitions of “annual income” are permitted... available decennial Census. This definition includes: (A) Wages, salaries, tips, commissions, etc.; (B) Self...

12 CFR 1807.401 - Affordable housing-rental housing.

Code of Federal Regulations, 2013 CFR

2013-01-01

...) One of the following three definitions of “annual income” must be used to determine whether a family... net family assets). (3) Although any of the above three definitions of “annual income” are permitted... available decennial Census. This definition includes: (A) Wages, salaries, tips, commissions, etc.; (B) Self...

Educational Mismatch and Self-Employment

ERIC Educational Resources Information Center

Bender, Keith A.; Roche, Kristen

2013-01-01

Previous research on educational mismatch concentrates on estimating its labor market consequences but with a focus on wage and salary workers. This paper examines the far less studied influence of mismatch on the self-employed. Using a sample of workers in science and engineering fields, results show larger earnings penalties for mismatch among…

Tracking the Gender Pay Gap: A Case Study

ERIC Educational Resources Information Center

Travis, Cheryl B.; Gross, Louis J.; Johnson, Bruce A.

2009-01-01

This article provides a short introduction to standard considerations in the formal study of wages and illustrates the use of multiple regression and resampling simulation approaches in a case study of faculty salaries at one university. Multiple regression is especially beneficial where it provides information on strength of association, specific…

The Equal Pay Boondoggle

ERIC Educational Resources Information Center

Lester, Richard A.

1975-01-01

Problems of extending the Equal Pay Act to university faculty are examined in light of the complicated market forces and merit systems affecting faculty appointments and salaries. Solutions to the problem are suggested including guidelines for the Wage and Hour Division of the Department of Labor to use in identifying sex discrimination. (JT)

75 FR 68203 - Debt Collection

Federal Register 2010, 2011, 2012, 2013, 2014

2010-11-05

... collection of non-tax debts owed to PBGC. PBGC is adding salary offset and administrative wage garnishment to... applicable to the collection of non-tax debt owed to the Government. Background In 1994, PBGC adopted a... tax refund offset, as required for participation in the Federal tax refund offset program authorized...

75 FR 42662 - Debt Collection

Federal Register 2010, 2011, 2012, 2013, 2014

2010-07-22

... a tax overpayment payable to a taxpayer by the amount of past-due, legally enforceable debt owed by... collection of non-tax debts owed to PBGC. This proposed rule would add salary offset and administrative wage... other laws applicable to the collection of non-tax debt owed to the Government. Background In 1994, PBGC...

Restructuring Teacher Pay to Reward Excellence

ERIC Educational Resources Information Center

National Council on Teacher Quality, 2010

2010-01-01

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

30 CFR 57.2 - Definitions.

Code of Federal Regulations, 2011 CFR

2011-07-01

... which is initiated by a safety fuse. Blasting circuit means the electrical circuit used to fire one or... enclosure through which an electric circuit is carried to one or more cables from a single incoming feed... organization which hires one or more persons to work for wages or salary. Emulsion means an explosive material...

30 CFR 57.2 - Definitions.

Code of Federal Regulations, 2010 CFR

2010-07-01

... which is initiated by a safety fuse. Blasting circuit means the electrical circuit used to fire one or... enclosure through which an electric circuit is carried to one or more cables from a single incoming feed... organization which hires one or more persons to work for wages or salary. Emulsion means an explosive material...

30 CFR 57.2 - Definitions.

Code of Federal Regulations, 2013 CFR

2013-07-01

... which is initiated by a safety fuse. Blasting circuit means the electrical circuit used to fire one or... enclosure through which an electric circuit is carried to one or more cables from a single incoming feed... organization which hires one or more persons to work for wages or salary. Emulsion means an explosive material...

40 CFR 10.4 - Evidence to be submitted.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 10.4 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY GENERAL ADMINISTRATIVE CLAIMS UNDER..., whether he is a full or part-time employee, and wages or salary actually lost. (5) If a claim is made for... following evidence or information: (1) Proof of ownership. (2) A detailed statement of the amount claimed...

Purchasing power of civil servant health workers in Mozambique.

PubMed

Ferrinho, Fátima; Amaral, Marta; Russo, Giuliano; Ferrinho, Paulo

2012-01-01

Health workers' purchasing power is an important consideration in the development of strategies for health workforce development. This work explores the purchasing power variation of Mozambican public sector health workers, between 1999 and 2007. In general, the calculated purchasing power increased for most careers under study, and the highest percentage increase was observed for the lowest remuneration careers, contributing in this way for a relative reduction in the difference between the higher and the lower salaries. This was done through a simple and easy-to-apply methodology to estimate salaries' capitalization rate, by means of the accumulated inflation rate, after taking wage revisions into account. All the career categories in the Ministry of Health and affiliated public sector institutions were considered. Health workers' purchasing power is an important consideration in the development of strategies for health workforce development. This work explores the purchasing power variation of Mozambican public sector health workers, between 1999 and 2007. In general, the calculated purchasing power increased for most careers under study, and the highest percentage increase was observed for the lowest remuneration careers, contributing in this way for a relative reduction in the difference between the higher and the lower salaries. These results seem to contradict a commonly held assumption that health sector pay has deteriorated over the years, and with substantial damage for the poorest. Further studies appear to be needed to design a more accurate methodology to better understand the evolution and impact of public sector health workers' remunerations across the years.

Workplace smoking related absenteeism and productivity costs in Taiwan

PubMed Central

Tsai, S; Wen, C; Hu, S; Cheng, T; Huang, S

2005-01-01

Objective: To estimate productivity losses and financial costs to employers caused by cigarette smoking in the Taiwan workplace. Methods: The human capital approach was used to calculate lost productivity. Assuming the value of lost productivity was equal to the wage/salary rate and basing the calculations on smoking rate in the workforce, average days of absenteeism, average wage/salary rate, and increased risk and absenteeism among smokers obtained from earlier research, costs due to smoker absenteeism were estimated. Financial losses caused by passive smoking, smoking breaks, and occupational injuries were calculated. Results: Using a conservative estimate of excess absenteeism from work, male smokers took off an average of 4.36 sick days and male non-smokers took off an average of 3.30 sick days. Female smokers took off an average of 4.96 sick days and non-smoking females took off an average of 3.75 sick days. Excess absenteeism caused by employee smoking was estimated to cost US$178 million per annum for males and US$6 million for females at a total cost of US$184 million per annum. The time men and women spent taking smoking breaks amounted to nine days per year and six days per year, respectively, resulting in reduced output productivity losses of US$733 million. Increased sick leave costs due to passive smoking were approximately US$81 million. Potential costs incurred from occupational injuries among smoking employees were estimated to be US$34 million. Conclusions: Financial costs caused by increased absenteeism and reduced productivity from employees who smoke are significant in Taiwan. Based on conservative estimates, total costs attributed to smoking in the workforce were approximately US$1032 million. PMID:15923446

Workplace smoking related absenteeism and productivity costs in Taiwan.

PubMed

Tsai, S P; Wen, C P; Hu, S C; Cheng, T Y; Huang, S J

2005-06-01

To estimate productivity losses and financial costs to employers caused by cigarette smoking in the Taiwan workplace. The human capital approach was used to calculate lost productivity. Assuming the value of lost productivity was equal to the wage/salary rate and basing the calculations on smoking rate in the workforce, average days of absenteeism, average wage/salary rate, and increased risk and absenteeism among smokers obtained from earlier research, costs due to smoker absenteeism were estimated. Financial losses caused by passive smoking, smoking breaks, and occupational injuries were calculated. Using a conservative estimate of excess absenteeism from work, male smokers took off an average of 4.36 sick days and male non-smokers took off an average of 3.30 sick days. Female smokers took off an average of 4.96 sick days and non-smoking females took off an average of 3.75 sick days. Excess absenteeism caused by employee smoking was estimated to cost USD 178 million per annum for males and USD 6 million for females at a total cost of USD 184 million per annum. The time men and women spent taking smoking breaks amounted to nine days per year and six days per year, respectively, resulting in reduced output productivity losses of USD 733 million. Increased sick leave costs due to passive smoking were approximately USD 81 million. Potential costs incurred from occupational injuries among smoking employees were estimated to be USD 34 million. Financial costs caused by increased absenteeism and reduced productivity from employees who smoke are significant in Taiwan. Based on conservative estimates, total costs attributed to smoking in the workforce were approximately USD 1032 million.

Representation and Salary Gaps by Race-Ethnicity and Gender at Selective Public Universities

ERIC Educational Resources Information Center

Li, Diyi; Koedel, Cory

2017-01-01

We use data from 2015-2016 to document faculty representation and wage gaps by race-ethnicity and gender in six fields at selective public universities. Consistent with widely available information, Black, Hispanic, and female professors are underrepresented and White and Asian professors are overrepresented in our data. Disadvantaged minority and…

26 CFR 1.1441-4 - Exemptions from withholding for certain effectively connected income and other amounts.

Code of Federal Regulations, 2010 CFR

2010-04-01

... extent provided in a determination letter from the district director or the Assistant Commissioner...) Exemption from withholding. Withholding is not required under § 1.1441-1 from salaries, wages, remuneration... presenting to the withholding agent a letter in duplicate from a district director stating the amount of...

48 CFR 731.205-6 - Compensation for personal services.

Code of Federal Regulations, 2010 CFR

2010-10-01

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

26 CFR 301.6334-3 - Determination of exempt amount.

Code of Federal Regulations, 2010 CFR

2010-04-01

... means an amount equal to— (1) The sum of— (i) The standard deduction (including additional standard... income other than on a weekly basis, the amount payable to that individual during any applicable pay... a regular weekly basis. (2) Specific pay periods other than weekly. In the case of wages, salary, or...

42 CFR 417.544 - Physicians' services furnished directly by the HMO or CMP.

Code of Federal Regulations, 2010 CFR

2010-10-01

... attributable to salaries, wages, incentive payments, fringe benefits) must be distinguished from the cost of... 42 Public Health 3 2010-10-01 2010-10-01 false Physicians' services furnished directly by the HMO or CMP. 417.544 Section 417.544 Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF...

26 CFR 1.50A-3 - Recomputation of credit allowed by section 40.

Code of Federal Regulations, 2011 CFR

2011-04-01

... (h) of § 1.50B-1) if the employment relationship (as determined under common law principles) has... a termination of the employment relationship between the taxpayer and any WIN employee. (2) Failure..., or experience. However, there must be a reasonable relationship between the lower wages or salary of...

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…

Career Guide to Industries, 2000-01 Edition. Bulletin 2523.

ERIC Educational Resources Information Center

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

This document provides information on the nature, working conditions, and employment opportunities of 42 industries that accounted for nearly 3 of 4 wage and salary jobs in 1998. The following are among the types of information provided for each industry discussed: (1) nature of the industry (goods produced and services provided, individual…

38 CFR 21.4262 - Other training on-the-job courses.

Code of Federal Regulations, 2011 CFR

2011-07-01

... required; (5) The entrance wage or salary paid by the training establishment to employees already trained... on-the-job and not on such factors as length of service and normal turnover; (2) The training content... of Veterans Affairs employees will promote the development of on-the-job training courses. They will...

23 CFR 140.906 - Labor costs.

Code of Federal Regulations, 2010 CFR

2010-04-01

... of actual costs provided that (i) the rate is based on historical cost data of the company, (ii) such... 23 Highways 1 2010-04-01 2010-04-01 false Labor costs. 140.906 Section 140.906 Highways FEDERAL... Railroad Work § 140.906 Labor costs. (a) General. (1) Salaries and wages, at actual or average rates, and...

Federal Expenditures by State for Fiscal Year 1989.

ERIC Educational Resources Information Center

Bureau of the Census (DOC), Washington, DC. Governments Div.

Twelve data tables are presented covering federal grants, salaries and wages, direct payments to individuals, procurement contracts, and other direct federal expenditures, by state and by territory, for fiscal year 1989 (FY89), with some summary trend data. The tables provide the following data for FY89, respectively: (1) summary distribution of…

29 CFR 1620.26 - Red circle rates.

Code of Federal Regulations, 2010 CFR

2010-07-01

..., wage rates which are maintained for reasons unrelated to sex. An example of bona fide use of a “red... being performed by opposite gender-employees. Under the “red circle” principle the employer may continue to pay the employee his or her present salary, which is greater than that paid to the opposite gender...

29 CFR 1620.26 - Red circle rates.

Code of Federal Regulations, 2011 CFR

2011-07-01

..., wage rates which are maintained for reasons unrelated to sex. An example of bona fide use of a “red... being performed by opposite gender-employees. Under the “red circle” principle the employer may continue to pay the employee his or her present salary, which is greater than that paid to the opposite gender...

29 CFR 548.3 - Authorized basic rates.

Code of Federal Regulations, 2010 CFR

2010-07-01

... Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS... section 7(g)(3) of the Act, and § 548.2: (a) A rate per hour which is obtained by dividing a monthly or semi-monthly salary by the number of regular working days in each monthly or semi-monthly period and...

45 CFR 35.4 - Administrative claims; evidence and information to be submitted.

Code of Federal Regulations, 2010 CFR

2010-10-01

... agency any other physician's reports previously or thereafter made of the physical or mental condition... from employment, whether he is a full or part-time employee, and wages or salary actually lost. (5) If... may be required to submit the following evidence or information: (1) Proof of ownership. (2) A...

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

ERIC Educational Resources Information Center

Trivett, David A.

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

Labor market effects of intrauterine exposure to nutritional deficiency: Evidence from administrative data on Muslim immigrants in Denmark.

PubMed

Schultz-Nielsen, Marie Louise; Tekin, Erdal; Greve, Jane

2016-05-01

This paper examines whether nutritional disruptions experienced during the stage of fetal development impair an individual's labor market productivity later in life. We consider intrauterine exposure to the month of Ramadan as a natural experiment that might cause shocks to the inflow of nutrients essential for fetal development. Specifically, we use administrative data from Denmark to investigate the impact of exposure to Ramadan in utero on labor market outcomes of adult Muslim males, including employment status, annual salary, hourly wage rate, and hours of work. Our findings indicate that potential exposure to nutritional disruptions during a critical stage of fetal development is likely to have scarring effects on the fetus expressed as poor labor market outcomes later in life. Specifically, exposure to Ramadan around the 7th month of gestation results in a lower likelihood of employment and, to a lesser extent, a lower salary, and reduced labor supply. For example, the 7th month intrauterine exposure to Ramadan is associated with a 2.6 percentage points reduction in the likelihood of employment among Muslim males. We do not find an impact on the wage rate. Finally, we also document suggestive evidence that these results may partially be driven by increased disability and to a lesser extent by poor educational attainment among those who were exposed to Ramadan during this particular period in utero. Copyright © 2016 Elsevier B.V. All rights reserved.

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

PubMed

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

2018-05-11

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

Determinants of general practitioners' wages in England.

PubMed

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

2011-02-01

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

27 CFR 70.243 - Exempt amount.

Code of Federal Regulations, 2010 CFR

2010-04-01

... as wages, salary, or other income for each payroll period described in § 70.244 of this part are exempt from levy as follows: (a) If the payroll period is weekly, an amount equal to: (1) The sum of: (i...) If the payroll period is not weekly, the amount exempt from levy shall be an amount which as nearly...

Textbook Pages to Salary Wages: An Examination of the Relationship between Cooperative Education and Early Employment Outcomes

ERIC Educational Resources Information Center

Grover-Bisker, Edna M.

2011-01-01

This study examined the relationship between cooperative education (co-op) and the early career outcomes of graduates at Missouri University of Science and Technology, a science and technological research university in the Midwest. The study's primary purpose was to provide university leadership with a quantitative evaluation of the university's…

The Work Experience of Undocumented Mexican Women Migrants in Los Angeles.

ERIC Educational Resources Information Center

Simon, Rita J.; DeLey, Margo

1984-01-01

Undocumented Mexican women workers in Los Angeles were interviewed about their work experience in the United States. Most of them work in factories, not in domestic service. Most earn a salary above minimum wage but below that earned by documented women, and 80 percent believe their treatment at work equals that of other workers. (KH)

49 CFR 1242.05 - Operating expense account number notation.

Code of Federal Regulations, 2010 CFR

2010-10-01

... expense categories are utilized. The categories are: salaries and wages (account 11-XX-XX); material, tools, supplies, fuels and lubricants (account 21-XX-XX); purchased services (accounts 31-XX-XX to 41-XX-XX, inclusive); and general (accounts 61-XX-XX to 65-XX-XX, inclusive, 51-XX-XX, 52-XX-XX, 53-XX-XX...

29 CFR 541.100 - General rule for executive employees.

Code of Federal Regulations, 2010 CFR

2010-07-01

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

18 CFR 346.2 - Material in support of initial rates or change in rates.

Code of Federal Regulations, 2010 CFR

2010-04-01

..., and oil losses and shortages; maintenance, including salaries and wages, supplies and expenses... 18 Conservation of Power and Water Resources 1 2010-04-01 2010-04-01 false Material in support of initial rates or change in rates. 346.2 Section 346.2 Conservation of Power and Water Resources FEDERAL...

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

ERIC Educational Resources Information Center

Dinovitzer, Ronit; Reichman, Nancy; Sterling, Joyce

2009-01-01

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

39 CFR 912.7 - Evidence and information to be submitted.

Code of Federal Regulations, 2010 CFR

2010-07-01

... by a physician employed by the agency or another Federal agency. A copy of the report of the... has made, or agrees to make available to the agency or another Federal agency. A copy previously or... from his employment, whether he is a full- or part-time employee, and wages or salary actually lost. (5...

10 CFR 14.23 - Evidence and information to be submitted.

Code of Federal Regulations, 2010 CFR

2010-01-01

... physician employed by the NRC or another Federal agency. The claimant may request in writing a copy of the...-time employee, and wages or salary actually lost. (5) If a claim is made for loss of income and the...: (1) Proof of ownership of the property interest which is the subject of the claim. (2) A detailed...

28 CFR 14.4 - Administrative claims; evidence and information to be submitted.

Code of Federal Regulations, 2010 CFR

2010-07-01

... by a physician employed by the agency or another Federal agency. A copy of the report of the... has made or agrees to make available to the agency any other physician's reports previously or... wages or salary actually lost. (5) If a claim is made for loss of income and the claimant is self...

24 CFR 17.4 - Administrative claim; evidence and information to be submitted.

Code of Federal Regulations, 2010 CFR

2010-04-01

... by a physician employed or designated by the Department or another Federal agency. A copy of the..., and wages or salary actually lost; (5) If a claim is made for loss of income and the claimant is self... may be required to submit the following evidence or information: (1) Proof of ownership; (2) A...

Do Businesses Have a Social Responsibility?

ERIC Educational Resources Information Center

Social Education, 2009

2009-01-01

Many workers are employees of companies. These workers agree to do what the companies' owners tell them to do. In return, the companies pay the employees a wage or salary. This relationship, or contract, is an example of a principal-agent agreement: The company is the principal and the worker is the agent. The principal-agent agreement is the most…

Knowing Your Worth: Salary Expectations and Gender of Matriculating Physician Assistant Students.

PubMed

Streilein, Annamarie; Leach, Brandi; Everett, Christine; Morgan, Perri

2018-03-01

The male-female wage gap is present and persistent in the health care sector, even among physician assistants (PAs). Explanations for the persistent gender earnings gap include differential salary expectations of men and women based, in part, on women's lower pay entitlement. The purpose of this study was to examine differences in salary expectations between male and female matriculating PA students nationwide, adjusting for other factors expected to affect salaries and pay expectations of both male and female matriculants. Using data from the Physician Assistant Education Association Matriculating Student Survey of 2013, 2014, and 2015, we investigated the relationship between first-year PA students' gender and their salary expectations after graduation using a multinomial logistic regression analysis. We controlled for possible confounders by including independent variables measuring student demographics, background characteristics, qualifications, future career plans, and financial considerations. We found that female PA students were less likely than male PA students to expect a salary of $80,000-$89,999 (Odds Ratio [OR] = 0.73), $90,000-$99,999 (OR = 0.58), or $100,000 or greater (OR = 0.42) in comparison to an expected salary of less than $70,000, when controlling for our independent variables. Our analysis shows that on entry into PA training programs, female PA students' earnings expectations are less than those of male PA students. Our results are consistent with research, suggesting that women typically expect lower pay and systematically undervalue their contributions and skills in comparison to men. Physician assistant programs should consider strategies to promote realistic salary expectations among PA students as one way to promote earnings equity.

75 FR 65368 - Additional Waivers Granted to and Alternative Requirements for the State of Illinois' CDBG...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-10-22

... maintain documentation on the creation and retention of (a) Total jobs, (b) number of jobs within certain... that the State shall report and maintain documentation on the creation and retention of total jobs, the... salaries or wages per job and the income limits for a household of one, rather than the usual CDBG standard...

Paid to Persuade: Careers in Sales

ERIC Educational Resources Information Center

Torpey, Elka Maria

2011-01-01

Workers who make a living in sales are paid to persuade others to buy goods and services. Just about anything, from apricots to zip-line tours, needs an intermediary to move from producer to buyer. That go-between person is the sales worker. Sales jobs are numerous. In May 2010, there were over 13 million wage and salary sales workers in the…

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

ERIC Educational Resources Information Center

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

2014-01-01

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

Manage Work Better to Better Manage Human Resources: A Comparative Study of Two Approaches to Job Analysis.

ERIC Educational Resources Information Center

Clifford, James P.

1996-01-01

The Position Classification Questionnaire (PCQ) and task inventory method (TI) were used to study the same work functions. PCQ divided functions into 16 classes for wage/salary determination. TI divided them into 28 classifications for training purposes. The two approaches were considerably different in their approach to how work should be…

Correcting Part-Time Misconceptions. Policy Watch.

ERIC Educational Resources Information Center

Employment Policies Inst., Washington, DC.

Part-time workers are those working fewer than 35 hours per week. Of the 113 million wage and salary workers in the labor force, only 17 percent are classified as part time. Four of five part-time workers choose to work part-time rather than full-time. The 3.8 million involuntary part-time workers constitute only 3.4 percent of the work force.…

Trends in key economic and social indicators for Pacific Northwest states and counties.

Treesearch

Terry L. Raettig

1999-01-01

Local (county) variations in key social and economic indicators are important in Oregon and Washington. Covered employment, wage and salary, unemployment, and population data for 1987 through 1997 showed regional trends in these indicators, which are compared with national trends. Future updates will be published in the “Production, Prices, Employment, and Trade in...

Your Paycheck. Cooperative Work Experience Learning Activity Packet: Series on Job Entry and Adjustment; Packet Five.

ERIC Educational Resources Information Center

Herschbach, Dennis R.; And Others

This student booklet is fifth in an illustrated series of eleven learning activity packets for use in teaching job hunting and application procedures and the management of wages to secondary students. Two units are included in this packet: the first describing the various ways of being paid: salary (including overtime and compensatory time),…

10 CFR 1014.4 - Administrative claims; evidence and information to be submitted.

Code of Federal Regulations, 2010 CFR

2010-01-01

... physician employed by the DOE or another Federal agency. A copy of the physician's report shall be made...-time employee, and the wages or salary actually lost. (5) If a claim is made for loss of income and the...: (1) Proof of ownership of the property interest that is the subject of the claim. (2) A detailed...

29 CFR 15.5 - Administrative claim; evidence or information to substantiate.

Code of Federal Regulations, 2010 CFR

2010-07-01

... physician employed or designated by the Department or another federal agency. A copy of the report of the... she is a full or part-time employee, and wages or salary actually lost. (5) If a claim is made for... with respect to each item of property: (1) Proof of ownership. (2) A detailed statement of the amount...

22 CFR 304.4 - Administrative claim; evidence and information to be submitted.

Code of Federal Regulations, 2010 CFR

2010-04-01

... mental examination by a physician employed or designated by the Peace Corps or another Federal agency. A...-or part-time employee, and wages or salary actually lost; (5) If a claim is made for loss of income... ownership. (2) A detailed statement of the amount claimed with respect to each item of property. (3) Two or...

14 CFR 15.7 - Administrative claims; evidence and information to be submitted.

Code of Federal Regulations, 2010 CFR

2010-01-01

... physical or mental examination by a physician employed by the FAA or another Federal agency. A copy of the..., and wages or salary actually lost. (6) If a claim is made for loss of income and the claimant is self... ownership of the property interest which is the subject of the claim. (2) A detailed statement of the amount...

Workweeks of 41 Hours or More and Premium Pay.

ERIC Educational Resources Information Center

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

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

26 CFR 1.50B-1 - Definitions of WIN expenses and WIN employees.

Code of Federal Regulations, 2010 CFR

2010-04-01

... employee. (c) Trade or business expenses. The term “WIN expenses” includes only salaries and wages which... 26 Internal Revenue 1 2010-04-01 2010-04-01 true Definitions of WIN expenses and WIN employees. 1... INCOME TAXES Rules for Computing Credit for Expenses of Work Incentive Programs § 1.50B-1 Definitions of...

Salary Management System for Small and Medium-sized Enterprises

NASA Astrophysics Data System (ADS)

Hao, Zhang; Guangli, Xu; Yuhuan, Zhang; Yilong, Lei

Small and Medium-sized Enterprises (SMEs) in the process of wage entry, calculation, the total number are needed to be done manually in the past, the data volume is quite large, processing speed is low, and it is easy to make error, which is resulting in low efficiency. The main purpose of writing this paper is to present the basis of salary management system, establish a scientific database, the computer payroll system, using the computer instead of a lot of past manual work in order to reduce duplication of staff labor, it will improve working efficiency.This system combines the actual needs of SMEs, through in-depth study and practice of the C/S mode, PowerBuilder10.0 development tools, databases and SQL language, Completed a payroll system needs analysis, database design, application design and development work. Wages, departments, units and personnel database file are included in this system, and have data management, department management, personnel management and other functions, through the control and management of the database query, add, delete, modify, and other functions can be realized. This system is reasonable design, a more complete function, stable operation has been tested to meet the basic needs of the work.

Cost of neurocysticercosis patients treated in two referral hospitals in Mexico City, Mexico.

PubMed

Bhattarai, Rachana; Carabin, Hélène; Proaño, Jefferson V; Flores-Rivera, Jose; Corona, Teresa; Flisser, Ana; Budke, Christine M

2015-08-01

To estimate annual costs related to the diagnosis, treatment and productivity losses among patients with neurocysticercosis (NCC) receiving treatment at two referral hospitals, the Instituto Nacional de Neurologia y Neurocirugia (INNN) and the Hospital de Especialidades of the Instituto Mexicano del Seguro Social (HE-IMSS), in Mexico City from July 2007 to August 2008. Information on presenting clinical manifestations, diagnostic tests, hospitalisations, surgical procedures and other treatments received by NCC outpatients was collected from medical charts, and supplemented by an individual questionnaire regarding productivity losses and out-of-pocket expenses related to NCC. The annual average per-patient direct costs were US$ 503 (95% CI: 414-592) and US$ 438 (95% CI: 322-571) for patients without a history of hospitalisation and/or surgery seen at the INNN and the HE-IMSS, respectively. These costs increased to US$ 2506 (95% CI: 1797-3215) and US$ 2170 (95% CI: 1303-3037), respectively, for patients with a history of hospitalisation and/or surgery. The average annual per-patient indirect costs were US$ 246 (95% CI: 165-324) and US$ 114 (95% CI: 51-178), respectively, using minimum salary wages for individuals not officially employed. The total annual cost for patients who had and had not been hospitalised and/or undergone a surgical procedure for the diagnosis or treatment of NCC corresponded to 212% and 41% of an annual minimum wage salary, respectively. The disease tends to affect rural socioeconomically disadvantaged populations and creates health disparities and significant economic losses in Mexico. © 2015 John Wiley & Sons Ltd.

Is there really a pot of gold at the end of the rainbow? Has the Occupational Specific Dispensation, as a mechanism to attract and retain health workers in South Africa, leveled the playing field?

PubMed Central

2012-01-01

Background South Africa is experiencing a critical shortage of human resources for health (HRH) at a time when the population and the burden of ill-health, primarily due to HIV, AIDS and TB, are on the increase. This shortage is particularly severe within the nursing profession, which has witnessed significant emigration due to poor domestic working conditions and remuneration. Salaries and other benefits are an obvious pull factor towards foreign countries, given the often extreme international wage differentials. The introduction of the Occupation Specific Dispensation (OSD) in 2007 sought to improve the public services’ ability to attract and retain employees thereby reducing incentives to emigrate. Methods Using a representative basket of commonly bought goods (including food, entertainment, fuel and utilities), a purchasing power parity (PPP) ratio is an exchange rate between two currencies that equalises the international price of buying that basket. Our study makes comparisons, using such a PPP index, and allows the identification of real differences in salaries for our selected countries (South Africa, United States, United Kingdom, Canada, Australia and Saudi Arabia) for the same HRH professions. If PPP adjusted earnings are indeed different then this indicates an economic incentive to emigrate. Results Salaries of most South African HRH, particularly registered nurses, are dwarfed by their international counterparts (notably United States, Canada and Saudi Arabia), although the OSD has gone some way to reduce that disparity. All selected foreign countries generally offer higher salaries on a PPP adjusted basis. The United Kingdom ($43202) and Australia ($38622), in the category of Medical Officer, are the only two examples where the PPP adjustment brings the salary below what is being offered in South Africa ($50013 post OSD). The PPP adjusted salary differences between registered nurses is very slight for South Africa ($18884 post OSD), Australia ($21784) and the United Kingdom ($20487). All other foreign countries show large salary advantages across the HRH categories examined. Conclusion Whilst South African salaries remain lower than their foreign counterparts by and large, the introduction and implementation of the OSD has made significant progress in reducing the gap between salaries of HRH in South Africa (SA) and the rest of the world. Given that the OSD has narrowed the gap between SA and overseas salaries whilst in the context of continued out migration of SA HRH, further research into push factors effecting migration needs to be undertaken. PMID:22867099

Is there really a pot of gold at the end of the rainbow? Has the Occupational Specific Dispensation, as a mechanism to attract and retain health workers in South Africa, leveled the playing field?

PubMed

George, Gavin; Rhodes, Bruce

2012-08-06

South Africa is experiencing a critical shortage of human resources for health (HRH) at a time when the population and the burden of ill-health, primarily due to HIV, AIDS and TB, are on the increase. This shortage is particularly severe within the nursing profession, which has witnessed significant emigration due to poor domestic working conditions and remuneration. Salaries and other benefits are an obvious pull factor towards foreign countries, given the often extreme international wage differentials. The introduction of the Occupation Specific Dispensation (OSD) in 2007 sought to improve the public services' ability to attract and retain employees thereby reducing incentives to emigrate. Using a representative basket of commonly bought goods (including food, entertainment, fuel and utilities), a purchasing power parity (PPP) ratio is an exchange rate between two currencies that equalises the international price of buying that basket. Our study makes comparisons, using such a PPP index, and allows the identification of real differences in salaries for our selected countries (South Africa, United States, United Kingdom, Canada, Australia and Saudi Arabia) for the same HRH professions. If PPP adjusted earnings are indeed different then this indicates an economic incentive to emigrate. Salaries of most South African HRH, particularly registered nurses, are dwarfed by their international counterparts (notably United States, Canada and Saudi Arabia), although the OSD has gone some way to reduce that disparity. All selected foreign countries generally offer higher salaries on a PPP adjusted basis. The United Kingdom ($43202) and Australia ($38622), in the category of Medical Officer, are the only two examples where the PPP adjustment brings the salary below what is being offered in South Africa ($50013 post OSD). The PPP adjusted salary differences between registered nurses is very slight for South Africa ($18884 post OSD), Australia ($21784) and the United Kingdom ($20487). All other foreign countries show large salary advantages across the HRH categories examined. Whilst South African salaries remain lower than their foreign counterparts by and large, the introduction and implementation of the OSD has made significant progress in reducing the gap between salaries of HRH in South Africa (SA) and the rest of the world. Given that the OSD has narrowed the gap between SA and overseas salaries whilst in the context of continued out migration of SA HRH, further research into push factors effecting migration needs to be undertaken.

Environmental Impact Analysis Process. Environmental Impact Statement for Realignment of Beale Air Force Base

DTIC Science & Technology

1990-04-01

CONTACTED .......... 6-2 APPENDIX A.- Average Daily Air Emissions Inventory for Yuba County .............................. A-1 APPENDIX B...Civilian Wage and Salary Employment, Yuba City Metropolitan Statistical Area, 1987 (Yuba and Sutter Counties , CA) ................... 3-46 vii LIST OF...Beale AFB Students Enrolled in Yuba and Sutter County Public Schools, FY 1989-90, by Assistance Category and School Capacity ................... 3-50 4

Uncovering the Hidden Wage : Public Perceptions of Opportunities for Side Income in Various Occupations in the USSR

DTIC Science & Technology

1991-11-01

34 February 1991.31 pp. 26. Kevin Block. "Depoliticizing Ownership: An Examination of the Property Reform Debate and the New Law on Ownership in the USSR...RSFSR (Trud v SSSR, pp. 156-157). 18 Assuming librariam make the average of waer in "Cultme" (and they pulably made less), the official salary of a

Women, Work and Wages: How To Get the Job and Pay You Want. Facts on Working Women.

ERIC Educational Resources Information Center

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

This guide is designed to provide women job seekers with tools to help them obtain the job and salary they want and deserve. It begins with information about the labor market in general. These sources of information about jobs are described: networking; private employers; one-stop career centers; America's Job Bank; federal, state, and local…

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

ERIC Educational Resources Information Center

Canadian Association of University Teachers, 2011

2011-01-01

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

THE NEW FIVE-DAY WORKWEEK IN THE SOVIET UNION.

ERIC Educational Resources Information Center

NASH, EDMUND

IT WAS ESTIMATED BY THE SOVIET PRESS THAT, AS A RESULT OF A MARCH 1967 DECREE, ABOUT 82 PERCENT OF THE COUNTRY'S 80 MILLION WAGE AND SALARY WORKERS WOULD MOVE FROM THE TRADITIONAL 6 TO THE 5-DAY WORKWEEK BY NOVEMBER OF THE SAME YEAR. UNDER CERTAIN PRODUCTION AND WORKING CONDITIONS, THE PREVIOUS PATTERN OF A 7-HOUR WEEKDAY AND A 6-HOUR SATURDAY WAS…

The Experience of Childbearing Women in the Workplace: The Impact of Family-Friendly Policies and Practices. Final Report.

ERIC Educational Resources Information Center

Piotrkowski, Chaya S.; And Others

Secondary analyses of data collected in the Mothers in the Workplace study examined how family-relevant workplace policies and practices may influence childbearing women's labor force participation during pregnancy and after childbirth. It focused on 2,375 women who held wage and salary jobs during pregnancy and 1,761 of these women who were…

The Socioeconomic Benefits Generated by Pima Community College. Executive Summary [and] Volume 1: Main Report.

ERIC Educational Resources Information Center

Christophersen, Kjell A.; Robison, M. Henry

This paper examines the ways in which the State of Arizona and the local economy benefit from the presence of the Pima Community College (PCC) District. After the Executive Summary, Volume 1, the Main Report, discusses findings from the study. The Pima Community College District paid $68.2 million in direct faculty and staff wages and salaries in…

Counterinsurgency in Afghanistan, Rand Counterinsurgency Study, Volume 4

DTIC Science & Technology

2008-01-01

population. These forces may be badly financed and equipped, orga- nizationally inept, corrupt, politically divided, and poorly informed about events...dominated by drug traffick- ers, the opium poppy economy financed a mode of local government that undermined the power of the central government.29...salaries are financed by non-believers. Unless you stop getting wages from them, you will be counted among the Ameri- can puppets.”45 This rationale

United States Air Force Statistical Digest, Fiscal Year 1960. Fifteenth Edition

DTIC Science & Technology

1960-09-30

USAF CIVILIAN EMPLOYEES IN SALARIED AND WAGE BOARD GROUPS EMPLOYED UNDER MILITARY , ASSISTANCE PROGRAM (MAP), AT END OF QUARTER - FY � (Previous year...provide summary data on all aspects of the Mlli_ 165 tary Assistance program administered by the Air Force. The data were compiled from progress reports...Military Assistance . MAP AIRCRAFT - Aircraft in foreign countries provided by the USAF under Military Assistance Program . AIRCRAFT ATTRITION - Aircraft

The life-cycle argument: age as a mediator of pharmacists' earnings.

PubMed

Carvajal, Manuel J; Armayor, Graciela M

2015-01-01

Age diversity poses challenges to pharmacy employers and managers. A life-cycle argument has been presented to explain pharmacists' age-related differences at work. Explore responses of pharmacists' wage-and-salary earnings in three age groups (younger than 40, 40-54 years, and 55 years plus) to labor input and human-capital variables. A survey questionnaire was mailed to registered pharmacists in South Florida, USA. An earnings function was formulated and tested, using ordinary least squares, for each age group separately to compare the direction, magnitude, and statistical significance of each determinant on earnings. The covariates were number of hours worked, type of pharmacy degree, years of professional experience, gender, number of children, and whether the pharmacist had completed a residency and/or attained a specialty board certification. The model showed better fit and statistical significance for practitioners under 40 and 55 years or older. The number of hours worked was the overwhelming determinant, but the magnitude of its influence was different for the three age groups. Human-capital indicators provided evidence in support of the life-cycle argument. The wage-and-salary earnings of pharmacy practitioners were mediated by age group in their response to labor input and human-capital variables. Copyright © 2015 Elsevier Inc. All rights reserved.

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.

Premium copayments and the trade-off between wages and employer-provided health insurance.

PubMed

Lubotsky, Darren; Olson, Craig A

2015-12-01

This paper estimates the trade-off between salary and health insurance costs using data on Illinois school teachers between 1991 and 2008 that allow us to address several common empirical challenges in this literature. Teachers paid about 17 percent of the cost of individual health insurance and about 46 percent of the cost of their family members' plans through premium contributions, but we find no evidence that teachers' salaries respond to changes in insurance costs. Consistent with a higher willingness to pay for insurance, we find that premium contributions are higher in districts that employ a higher-tenured workforce. We find no evidence that school districts respond to higher health insurance costs by reducing the number of teachers. Copyright © 2015 Elsevier B.V. All rights reserved.

An Analysis of the Relationship among Ability Measures, Education and Earnings.

DTIC Science & Technology

1987-12-01

other high and low values did not form any pattern by education level. Perhaps the most interesting comparisons among subgroups are the differences ...salary and wages in 1983. Independent variables included measures of education, education squared, experience, experience squared, gender , race, marital...1983, p.15) In 1977 a decision was made to begin a new longitudinal study of young men and women . This study was ’o allow for replication of analyses

United States Air Force Statistical Digest, Fiscal Year 1965, Twentieth Edition

DTIC Science & Technology

1965-09-30

prOVided by the USAF under Military Assistance Program . MAP EMPLOYEES - Category of civilian personnel engaged in activities reqUired in carrying out the...92 - USAF CIVIUAN EMPLOYEES IN SALARIED AND WAGE BOARD GROUPS EMPLOYED UNDER MILITARY ASSISTANCE PROGRAM (MAP), WORLO-WIDE, AT END OF QUARTER - FY...statistical material for tary Assistance Program (MAP), and re- the digest. AFCHO will furnish a chronology lated studies and historical events. of

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

DTIC Science & Technology

1982-08-01

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

Gender Differences in Job Satisfaction, Satisfaction with Society and Satisfaction from their Salary in Greek Civil Servants who are working under conditions of Labour—Intensive

NASA Astrophysics Data System (ADS)

Antonakas, Nikolaos; Mironaki, Amalia

2009-08-01

The objective of this study is to determine empirically the existence of differences in three dimensions of satisfaction in Greek civil servants' gender, when they work under conditions of stress and tension. The three dimensions of satisfaction selected to be considered were job satisfaction, satisfaction with society and satisfaction from their salary. For this a two parts questionnaire was used. The first part included, besides sex and socially demographic characteristics of employees and the second part consisted of the above aspects of satisfaction. Used a sample of 290 employees and a factor analysis was conducted on the results of the questionnaire. The central question of this paper was whether the strength of the force of better wage, compared with the average civil servant, affects a different way to meet women and men's satisfaction who work under working conditions—intensity. The main finding of this study was the existence differences between women and men in the dimension of satisfaction from the salary.

[Fluctuations in relative income and the baby boom in the United States].

PubMed

Bourcier De Carbon, P

1997-01-01

This work argues that fluctuations in relative income of young adults in the US after World War II coincided with the dramatically increased fertility of the baby boom and were probably a significant determining factor in its occurrence and eventual interruption. The US total fertility rate declined rapidly in the early 20th century, from 3.8 in 1900 to 2.44 in 1929 and 2.24 in 1935-36. Fertility was below replacement level in 1932-39. Its spectacular recovery from the early 1940s culminated in the year 1957, with a total fertility rate of 3.77. Fertility declined rapidly again in the late 1960s and attained its low point in 1976, with a total fertility rate of 1.74. It has slowly increased since then, especially with the arrival of increasing numbers of high-fertility immigrants from Latin America beginning in the late 1980s. Although per capita gross national product in the US rose dramatically between 1929 and 1994, income distribution also changed, as did the relative income from wages and salaries of workers under 40 years old. From the end of World War II until the late 1950s, the wage and salary income of young workers increased more rapidly than did that of older workers, so that younger workers were at an advantage during the years of the baby boom. Young workers also benefited from federal programs such as Fulbright scholarships, home loan programs, and veterans benefits. Transfer payments for pensions and higher interest rates progressively improved the position of older workers, and younger workers faced a loss of relative income in the 1960s and 1970s that coincided with the end of the baby boom and that quite likely was a causative factor. With the progressive aging of the US population, the relative loss of income of younger workers will probably intensify and be joined by a relative loss of political power, as the proportion of the electorate in the prime childbearing years shrinks further.

Pensions: worker coverage and retirement income, 1984.

PubMed

Nelson, C T

1987-09-01

The 4th wave topical module to the 1984 panel of the Survey of Income and Program Participation, conducted September through December of 1984, contained supplemental questions on both pension eligibility of the working population and on characteristics of persons receiving retirement income. This report presents findings based on these supplemental questions. The prevalence of pension coverage among different segments of the population, the reliance on employee-directed retirement plans, and differences in the level of economic well-being of today's retirees are some of the topics discussed in this report. Some highlights of the data follow. 1) In 1984, 52.7 million (67.1%) of wage and salary workers were covered by an employer-sponsored pension plan. 2) The pension coverage rate of workers with monthly earnings of $500 was 37.8%; the pension coverage rate of workers with monthly earnings of $2000 or more was 84.1%. 3) Employees of larger firms were far more likely to be covered by an employee-sponsored pension plan than employees of smaller firms, 4) In 1984, 16.3 million wage and salary workers contributed to Individual Retirement Accounts. The pension coverage rate of these workers was 75.8%. 5) About 6.1% of all wage and salary workers participated in employer-sponsored thrift plans, known as 401(k) plans. 6) 72.1% of workers are covered by either an employer-sponsored pension, IRA, or 401 (k) plan. 7) There were 11.5 million retirees receiving pension benefits in August 1984. Their average monthly pension income was $570. 8) 66.4% of all retirees receiving pension benefits were male; male retirees received about $670 per month, while females received $370. 9) Retirees younger than 65 received significantly more pension income than those over 65. Older retirees were much more likely to be receiving Social Security benefits in addition to their pensions. 10) 19.6% of the 11.5 million retirement pension recipients completed 4 or more years of college. Their mean pension income was $950, compared to $550 for retirees with only 4 years of high school. 11) About 1.8 million retirees, or 15.7% of all retirement pension recipients, worked during the reference month. Working retirees received average pension incomes of $730, while nonworking retirees received $540.

Retirement plan participation and features and standard of living of Americans 55 or older.

PubMed

Copeland, Craig

2002-08-01

This Issue Brief is the third in a series of Employee Benefit Research Institute (EBRI) publications based on data collected in 1998 and released in 2002 as the Retirement and Pension Plan Coverage Topical Module of the 1996 Survey of Income and Program Participation (SIPP). This report completes the series by examining the survey's more detailed questions concerning workers' employment-based retirement plans. Specifically, it examines the percentage of workers who are participating in a plan, and also workers' reasons for not participating in a plan when working in a job where a plan is sponsored; the features of, or decisions made concerning salary reduction plans; historical participation in employment-based retirement plans; and a comparison of the standard of living of individuals age 55 or older with their living standard in their early 50s. As of June 1998, 64.3 percent of wage and salary workers age 16 or older worked for an employer or union that sponsored any type of retirement plan (defined contribution or defined benefit) for any of its employees or members (the "sponsorship rate"). Almost 47 percent of these wage and salary workers participated in a plan (the "participation rate"), with 43.2 percent being entitled to a benefit or eligible to receive a lump-sum distribution from a plan if their job terminated at the time of survey (the "vested rate"). The predominant reason for choosing not to participate in a retirement plan was that doing so was unaffordable. The eligible participation rate for salary reduction plans was 81.4 percent. Fifty-six percent of all workers have participated in some type of retirement plan sometime during their work life through 1998. For those ages 51-60, almost 72 percent have ever participated in a plan. The median account balance in salary reduction plans in 1998 was $14,000. In 1998, 12.9 percent of salary reduction plan participants eligible to take a loan had done so, and the average outstanding loan balance was $5,196. Nearly 80 percent of those age 55 or older reported that their standard of living is about the same or better now than it was when they were in their early 50s. The incidence of both pension income and health insurance from a former employer had a significant impact on retirees' ability to maintain their standard of living. In addition, those who spent their entire most recent lump-sum distribution were more likely to have a much worse standard of living in retirement than those who rolled over their entire most recent distribution.

A Statistical Analysis of the Medicare Hospital Routine Nursing Salary Cost Differential

PubMed Central

Fitzmaurice, J. Michael

1983-01-01

From July 1971 (but effective retroactively to July 1, 1969) to October 1981, Medicare hospital reimbursement methods assumed that patients in the qualifying categories of the aged, pediatric, maternal, and kidney transplant cases consumed 8.5 percent more routine nursing resources than patients outside these categories. Consequently, the Medicare program paid this nursing differential to hospitals for all its hospitalized beneficiaries in these categories. The purpose of this study is to investigate whether hospitals with more qualifying Medicare patients do, in fact, have higher per diem routine nursing salary costs. This study tests this hypothesis while attempting to hold constant the influences of other factors such as local area wages, hospital size, occupancy rate, type of control, and geographic region. Using 1979 data from over 4,500 hospitals, and 1977, 1978, and 1979 data from a sample of 1200 hospitals, this study looks at the relationship between per diem hospital routine nursing salary costs and the proportion of qualifying Medicare routine patient days in two models. Model I incorporates the framework of the Section 223 routine cost limits and Model II incorporates a comprehensive set of variables representing the hospitals′ production and output characteristics. The evidence from this study provides little empirical basis to support the existence of a strong or sizeable relationship and, hence, does not support payment of the Medicare routine nursing salary cost differential. PMID:10310276

The class analysis of poverty: is the underclass living off the socially available surplus?

PubMed

Chernomas, R; Sepehri, A

1997-01-01

In a recent article Erik Olin Wright argues that the U.S. underclass is a drain on the socially available surplus and thus a hindrance to capital accumulation. Wright's argument is not supported by available evidence from the United States, Canada, and the United Kingdom on the state's distributive activities. This evidence suggests that the social welfare necessary to sustain the underclass is provided by transfers from wage and salary earners rather than from profit.

The economic effect of a physician assistant or nurse practitioner in rural America.

PubMed

Eilrich, Fred C

2016-10-01

Revenues generated by physician assistants (PAs) and NPs in clinics and hospitals create employment opportunities and wages, salaries, and benefits for staff, which in turn are circulated throughout the local economy. An input-output model was used to estimate the direct and secondary effects of a rural primary care PA or NP on the community and surrounding area. This type of model explains how input/output from one sector of industry can be the output/input for another sector. Given two example scenarios, a rural PA or NP can have an employment effect of 4.4 local jobs and labor income of $280,476 from the clinic. The total effect to a community with a hospital increases to 18.5 local jobs and $940,892 of labor income.

[Affordability and availability of drugs for treatment of chronic diseases in the public health care system].

PubMed

Helfer, Ana Paula; Camargo, Aline Lins; Tavares, Noemia Urruth Leão; Kanavos, Panos; Bertoldi, Andréa Dâmaso

2012-03-01

To assess the affordability by workers of drugs used for treatment of chronic diseases, as well as the availability of the reference, similar, or generic forms of these drugs in the public health care system. We employed the methodology recommended by the World Health Organization (WHO) and Health Action International (HAI) for the standardized collection of information on selling prices in the private sector and availability in the public health care system of drugs in six cities in the state of Rio Grande do Sul, Brazil. Data were collected from November 2008 to January 2009. Affordability was estimated as the number of salary days required for a worker receiving the national minimum wage to buy, in a private pharmacy, the amount of medication required for one month of treatment. Availability was assessed by the presence of these drugs in public health care system facilities. Twenty-two public facilities and 30 private pharmacies were studied. Of 21 drugs used for the treatment of seven chronic disorders, only nine were available free of charge in the six cities. Mean availability ranged from 83.3% (São Leopoldo) to 97.6% (Caxias do Sul). Affordability ranged from 0.4 to 10.5 salary days for reference drugs, 0.2 to 8.4 salary days for similar drugs, and 0.3 to 3.8 salary days for generic drugs. The overall availability of the drugs surveyed was higher than the 80% recommended by WHO. However, some treatments were not available, or had limited availability in the public system. Concerning affordability, the number of salary days required to buy these drugs may affect the continuation of drug treatments for chronic diseases.

Economic burden of neurocysticercosis: results from Peru.

PubMed

Rajkotia, Yogesh; Lescano, Andres G; Gilman, Robert H; Cornejo, Christian; Garcia, Hector H

2007-08-01

Neurocysticercosis (NCC) is a major cause of neurological morbidity in the developing world. This study aimed to assess the treatment costs and productivity losses associated with NCC in Peru. NCC patients were identified through retrospective chart analysis. Patients meeting inclusion criteria were interviewed in order to obtain data on symptom history, treatment costs, productivity losses and health service utilisation patterns. These data were modelled to determine average treatment costs and productivity losses over 2 years. Our findings show that treatment costs and productivity losses consume 54% of an annual minimum wage salary during the first year of treatment and 16% during the second year. Diagnosis (36%) and drug therapy (27%) represent the most expensive healthcare-related costs. These costs are prohibitive for some-8% of our study sample had no diagnostic tests during their first 6 months of disease, and two-thirds of those who delayed treatment reportedly did so due to their inability to pay. Two-thirds of wage-earners lost their jobs owing to NCC and only 61% were able to re-engage in wage-earning activities. This study highlights the need to expand financial coverage to ensure the poor have access to health services and do not become further impoverished.

Application of the System Identification Technique to Goal-Directed Saccades.

DTIC Science & Technology

1984-07-30

1983 to May 31, 1984 by the AFOSR under Grant No. AFOSR-83-0187. 1. Salaries & Wages $7,257 2. Employee Benefits $ 4186 3. Indirect Costs $1,177 *’ 1...Equipment $2,127 DEC VT100 Terminal Computer Terminal Table & Chair Computer Interface 5. Travel $ 672 6. Miscellaneous Expenses 281 Computer Costs ...Telephone Xeroxing Report Costs Total $12,000 A 1cc;3t Ion r . ;. ., ’o n. e, Ef V r CI3 k.i *r 7’r’ ’ - s-I - . CLef • -- * 0 - -- -, r ~ 𔄁 . r w

Purchasing power of civil servant health workers in Mozambique

PubMed Central

Ferrinho, Fátima; Amaral, Marta; Russo, Giuliano; Ferrinho, Paulo

2012-01-01

Background Health workers’ purchasing power is an important consideration in the development of strategies for health workforce development. This work explores the purchasing power variation of Mozambican public sector health workers, between 1999 and 2007. In general, the calculated purchasing power increased for most careers under study, and the highest percentage increase was observed for the lowest remuneration careers, contributing in this way for a relative reduction in the difference between the higher and the lower salaries. Methods This was done through a simple and easy-to-apply methodology to estimate salaries’ capitalization rate, by means of the accumulated inflation rate, after taking wage revisions into account. All the career categories in the Ministry of Health and affiliated public sector institutions were considered. Results Health workers’ purchasing power is an important consideration in the development of strategies for health workforce development. This work explores the purchasing power variation of Mozambican public sector health workers, between 1999 and 2007. In general, the calculated purchasing power increased for most careers under study, and the highest percentage increase was observed for the lowest remuneration careers, contributing in this way for a relative reduction in the difference between the higher and the lower salaries. Conclusion These results seem to contradict a commonly held assumption that health sector pay has deteriorated over the years, and with substantial damage for the poorest. Further studies appear to be needed to design a more accurate methodology to better understand the evolution and impact of public sector health workers’ remunerations across the years. PMID:22368757

Benveniste v. University of Southampton, 23 November 1988.

PubMed

1988-01-01

The appellant charged her employer, the University of Southampton, with sex discrimination in violation of the Equal Pay Act 1970 because she was paid less than men employed in the same position. She had been initially employed at a time when the University was subject to severe financial constraints, and, although she had subsequently been given extra annual pay increases, she was still not paid as much as the men. First the Court of Appeal of England ruled that the financial constraints constituted a "material difference" in circumstances and thus originally justified the difference in salaries under Section 1(3) of the Act. It also held, however, that once those constraints had ended, the justification also ended and the appellant was then entitled to be paid the same wages as men in comparable positions. full text

5 CFR 9901.323 - Eligibility for general salary increase.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Eligibility for general salary increase... NATIONAL SECURITY PERSONNEL SYSTEM (NSPS) Pay and Pay Administration Rate Ranges and General Salary Increases § 9901.323 Eligibility for general salary increase. (a) Employees with a current rating of record...

Principals' Salaries, 2005-2006

ERIC Educational Resources Information Center

Williams, Alicia R.

2006-01-01

How do salaries of elementary and middle school principals compare with those of other administrators and classroom teachers? Are increases in salaries of principals keeping pace with increases in salaries of classroom teachers? How have principals' salaries fared over the years when the cost of living is taken into account? To provide answers to…

Principals' Salaries, 2006-2007

ERIC Educational Resources Information Center

Cooke, Willa D.; Licciardi, Chris

2007-01-01

How do salaries of elementary and middle school principals compare with those of other administrators and classroom teachers? Are increases in salaries of principals keeping pace with increases in salaries of classroom teachers? And how have principals' salaries fared over the years when the cost of living is taken into account? This article…

Principals' Salaries, 2007-2008

ERIC Educational Resources Information Center

Cooke, Willa D.; Licciardi, Chris

2008-01-01

How do salaries of elementary and middle school principals compare with those of other administrators and classroom teachers? Are increases in salaries of principals keeping pace with increases in salaries of classroom teachers? And how have principals' salaries fared over the years when the cost of living is taken into account? There are reliable…

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.

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

PubMed

Du, Juan; Leigh, J Paul

2011-10-01

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

Report on audit of Department of Energy`s contractor salary increase fund

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

NONE

1997-04-04

The Department of Energy (Department) uses contractors to operate its facilities and compensates contractor employees based on their skills, complexity of jobs, and work performance. Thirty-one of the Department`s major contractors reported a total payroll of $4.3 billion and $4.4 billion during 1994 and 1995, respectively. The 31 contractors also reported awarding salary increases of $18 million for 1994 and $200 million for 1995. The purpose of the audit was to review the process used to determine and approve the amount of salary increases for contractor employees. The specific audit objective was to determine whether salary increases received by contractormore » employees were in accordance with Departmental policies and procedures. The Department of Energy Acquisition Regulation (DEAR) requires that contractor salary actions be within specific limitations, supportable, and approved prior to incurrence of costs. In addition, the Secretary of Energy imposed a 1 year salary freeze on the merit portion of management and operating contractor employee salaries for each contractor`s Fiscal Year 1994 compensation year. However, a fund for promotions and adjustments was approved but limited to 0.5 percent of payroll for the year. A review of eight major contractors showed that six complied with the Department`s policies on salary increases. The other two gave salary increases that were not always in accordance with Departmental policies. This resulted in both contractors not fully complying with the pay freeze in 1994 and exceeding their salary increase fund budgets in 1995. If these two contractors had implemented Department and contract requirements and contracting officers had properly performed their contract administrative responsibilities concerning salary increase funds, both contractors would have frozen salary increases and would not have exceeded their annual budgets.« less

Business, Households, and Governments: Health Spending, 1991

PubMed Central

Cowan, Cathy A.; McDonnell, Patricia A.

1993-01-01

Governments have been thrust to the forefront of health care reform efforts as growth in government health care costs was faster than growth in all other sponsor sectors in 1991. In the business sector, real health care costs per worker have risen 65 times faster than real wages and salaries per worker during the past 26 years. Households continue to devote 5 percent of income after taxes to health care, the same percentage for the last 8 years. This article presents data supporting these findings, and an analysis of health care spending by each sponsor sector. PMID:10130577

Labor-Force Dynamics at Older Ages

PubMed Central

Zissimopoulos, Julie M.; Karoly, Lynn A.

2012-01-01

Labor-market transitions toward the latter parts of workers’ careers can be complex, with movement between jobs and classes of work and in and out of retirement. The authors analyzed factors associated with the labor-market transitions of older workers to self-employment from unemployment or disability, retirement, or wage and salary work using rich panel data from seven waves of the Health and Retirement Study (HRS). They found evidence that (prior) job characteristics and liquidity constraints are important predictors of movements to self-employment for workers and nonworkers, while risk aversion is a significant predictor only for workers. PMID:23049149

A case study of cost-efficient staffing under annualized hours.

PubMed

van der Veen, Egbert; Hans, Erwin W; Veltman, Bart; Berrevoets, Leo M; Berden, Hubert J J M

2015-09-01

We propose a mathematical programming formulation that incorporates annualized hours and shows to be very flexible with regard to modeling various contract types. The objective of our model is to minimize salary cost, thereby covering workforce demand, and using annualized hours. Our model is able to address various business questions regarding tactical workforce planning problems, e.g., with regard to annualized hours, subcontracting, and vacation planning. In a case study for a Dutch hospital two of these business questions are addressed, and we demonstrate that applying annualized hours potentially saves up to 5.2% in personnel wages annually.

Combating pharmacist shortage through labor certification.

PubMed

Maswoswe, J J; Stewart, K R; Enigbokan, M; Egbunike, I; Jackson, D M

1994-06-01

Several solutions, ranging from increased technician duties to salary raises, automation, and increasing job satisfaction, have been presented in the literature as methods of assuaging the pharmacist shortage. Although a significant portion of pharmacy graduates from American pharmacy colleges are foreign nationals, no marketing strategies have been elucidated in the retention and recruitment of foreign nationals through labor certification. Labor certifications are generally approved by the Secretary of Labor if the following factors have been verified: 1) there are not sufficient United States workers who are able, willing, qualified, and available for employment; and 2) the employment of the foreign national will not adversely affect the wages and working conditions of U.S. workers similarly employed. When properly understood, the labor certification process is a test of the job market where foreigners, by virtue of their skills and qualifications, attain certification which subsequently leads to permanent residency (green card). The objective of this report is to elucidate the tedious yet effective method of retaining American-educated foreign nationals through labor certification.

Contraceptive social marketing and community-based distribution systems in Colombia.

PubMed

Vernon, R; Ojeda, G; Townsend, M C

1988-01-01

Three operations research experiments were carried out in three provinces of Colombia to improve the cost-effectiveness of Profamilia's nonclinic-based programs. The experiments tested: (a) whether a contraceptive social marketing (CSM) strategy can replace a community-based distribution (CBD) program in a high contraceptive use area; (b) if wage incentives for salaried CBD instructors will increase contraceptive sales; and (c) whether a specially equipped information, education, and communication (IEC) team can replace a cadre of rural promoters to expand family planning coverage. All three strategies proved to be effective, but only the CSM system yielded a profit. Despite this, Profamilia discontinued its CSM program soon after the experiment was completed. Unexpected government controls regulating the price and sale of contraceptives in Colombia made the program unprofitable. As a result, family planning agencies are cautioned against replacing CBD programs with CSM. Instead, CBD programs might adopt a more commercial approach to become more efficient.

Gender, race, and meritocracy in organizational careers.

PubMed

Castilla, Emilio J

2008-05-01

This study helps to fill a significant gap in the literature on organizations and inequality by investigating the central role of merit-based reward systems in shaping gender and racial disparities in wages and promotions. The author develops and tests a set of propositions isolating processes of performance-reward bias, whereby women and minorities receive less compensation than white men with equal scores on performance evaluations. Using personnel data from a large service organization, the author empirically establishes the existence of this bias and shows that gender, race, and nationality differences continue to affect salary growth after performance ratings are taken into account, ceteris paribus. This finding demonstrates a critical challenge faced by the many contemporary employers who adopt merit-based practices and policies. Although these policies are often adopted in the hope of motivating employees and ensuring meritocracy, policies with limited transparency and accountability can actually increase ascriptive bias and reduce equity in the workplace.

Nurse Satisfaction and Burnout in Shanghai Neurology Wards.

PubMed

Jiang, Hui; Li, Chen; Gu, Yan; Lu, Haiyan

2016-01-01

To explore satisfaction and burnout of nurses working in neurology wards in Shanghai, China. A descriptive cross-sectional questionnaire survey. Three hundred and eighty-seven nurses from 23 neurology wards in 21 tertiary general hospitals were recruited using cluster sampling. The valid response rate was 94.83%. Nurse satisfaction with the salary/wages, the job and the nurse staffing level were 21.79%, 37.33%, and 40.87%. A high nurse burnout rate was found as: emotional exhaustion (EE) ≥ 27 (89.92%); depersonalization (DP) ≥ 10 (92.64%); and reduced personal accomplishment (PA)≤ 33 (79.29%). Most nurses in the neurology wards were dissatisfied and had high levels of burnout. Experienced, intermediate and senior nurses were at the highest risk for job turnover. Nurse administrators should take effective measures to increase nurse satisfaction and decrease burnout to retain experienced nurses and keep the stability of nursing workforce. © 2014 Association of Rehabilitation Nurses.

The Influence of Performance-Based Accountability on the Distribution of Teacher Salary Increases

ERIC Educational Resources Information Center

Bifulco, Robert

2010-01-01

This study examines how aspects of a district's institutional and policy environment influence the distribution of teacher salary increases. The primary hypothesis tested is that statewide performance-based accountability policies influence the extent to which districts backload teacher salary increases. I use data on teacher salaries from the…

Industrial action by healthcare workers in Nigeria in 2013-2015: an inquiry into causes, consequences and control-a cross-sectional descriptive study.

PubMed

Oleribe, Obinna Ositadimma; Ezieme, Iheaka Paul; Oladipo, Olabisi; Akinola, Ezinne Patience; Udofia, Deborah; Taylor-Robinson, Simon D

2016-07-27

Nigeria has suffered from several healthcare workers' strikes in the past 36 months, involving all categories of health workers. Frequent healthcare workers' strikes result in the closure of public healthcare institutions preventing Nigerians' access to quality health services. The purpose of this study was to identify the root cause(s) of strikes by healthcare workers, their effects on the health system and possible solutions to prevent, or at least reduce, industrial action. A cross-sectional descriptive survey was used to execute this study between February and March 2015. A self-administered questionnaire with both closed- and open-ended questions was used for this study. Data were analysed using EpiData™ and SPSS 21. Simple frequencies and chi-square analysis were carried out. A total of 150 healthcare workers participated in the study. Sixty-two (41.3 %) participants were males, 86 (57.3 %) married, 90 (60.0 %) Christians and 119 (79.3 %) graduates, and about half of the participants earn less than N129 000.00 (US$ 737.00) per month. Less than half of the participants (43.6 %) supported industrial actions. Poor healthcare leadership and management were cited as the most common (92 %), as well as the most important (43.3 %), cause of healthcare worker strikes in Nigeria. Other causes cited were a demand for higher salaries and wages (82 %), infrastructural issues (63.3 %) and inter-personal issues (61.3 %). Only 2.0 % rated current healthcare management as excellent, while 24.0 % rated it as very good. Several strategies were cited towards improving healthcare management. The findings of this study differ from previous studies that identified demand for increased salaries and wages as the most common cause of healthcare workers' strikes in Nigeria. Identified causes of these continued strikes, especially inadequate healthcare leadership/management, must be tackled in order to eliminate industrial action by healthcare workers. Training doctors in health management and leadership towards building skilled physician leaders is a strategy that is long overdue in Nigeria.

Relationships between dental hygienists' career attitudes and their retention of practice. Part II. From the results of the Ohio Dentist and Dental Hygiene Surveys.

PubMed

Cox, S S; Langhout, K J; Scheid, R C

1993-01-01

This article utilizes findings from the Ohio Dental Hygiene Survey and Ohio Dentist Survey to uncover what specific dental hygiene attitudes exist relative to employment and what factors have led to job termination and to re-entry. Ohio dental hygiene employees are most satisfied with patient relationships, co-worker relationships, and flexible working hours. The dental hygienists are least satisfied with fringe benefits, financial growth, and career creativity. Salary, benefits, nor career longevity were significant factors in determining satisfaction. Dental hygienists who were not working when surveyed, said they would consider returning to practice if a better salary were available, if they could find part-time work, if there were a good wage scale with benefits, or if their own financial need changed. Thirty-six percent of the non-practitioners said they would not ever consider returning to practice due to working conditions, establishment of a new career, or inadequate compensation. Dentist employers stated that they were satisfied or very satisfied with their dental hygienists' patient care and contribution to the practice.

Focus on Teacher Salaries.

ERIC Educational Resources Information Center

Gaines, Gale F.

This report presents teacher salary data from the Southern Regional Education Board (SREB). There is a gap between SREB states' average teacher salaries and the national average. Over the last 5 years, SREB teacher salaries increased by an average of 14.4 percent; the national increase was nearly 2 percentage points lower. Georgia and North…

Labor-Force Dynamics at Older Ages: Movements Into Self-Employment for Workers and Nonworkers.

PubMed

Zissimopoulos, Julie M; Karoly, Lynn A

2009-01-01

Labor-market transitions toward the latter parts of workers' careers can be complex, with movement between jobs and classes of work and in and out of retirement. The authors analyzed factors associated with the labor-market transitions of older workers to self-employment from unemployment or disability, retirement, or wage and salary work using rich panel data from seven waves of the Health and Retirement Study (HRS). They found evidence that (prior) job characteristics and liquidity constraints are important predictors of movements to self-employment for workers and nonworkers, while risk aversion is a significant predictor only for workers.

Who pays for public employee health costs?

PubMed

Clemens, Jeffrey; Cutler, David M

2014-12-01

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

Entry-level dietitians' salaries and benefits: comparisons with those of other selected health care professionals.

PubMed

Loushine, S K; Vaden, A G

1985-10-01

Data on salaries and fringe benefits of entry-level hospital dietitians were provided by surveys sent to personnel administrators in seven Midwestern states. In September 1982, the annual mean salary offered to dietitians awaiting registration was +16,472, whereas that for entry-level registered dietitians (R.D.s) was +17,250. In the smallest hospitals, annual mean salaries for R.D.s were lowest; non-metropolitan salaries were 2.8% lower than the metropolitan salaries. The salaries of entry-level R.D.s increased 54% from 1977 to 1982, while the Consumer Price Index (CPl), North Central, increased 59.7%. Salaries for selected entry-level health professionals ranked in decreasing order as follows: pharmacist, physical therapist, occupational therapist, social worker, staff nurse, dietitian, medical technologist, and respiratory therapist. Nationally, the entry-level dietitian's mean annual salary was +630 higher than that of the Midwestern dietitian. The increase in the national CPl from 1977 to 1982 was 57%, while the increase in the dietitian's salary was 48%. Leave time generally included 12 sick days, 2 weeks' vacation, 6 holidays, and 3 personal days per year. Employers contribute various amounts to life, health, and dental insurance costs. Discounts often were permitted on various hospital services. More than 80% of the hospitals surveyed provided some reimbursement for continuing education, and 74% permitted educational leaves of absence.

Labor-force participation patterns of older self-employed workers.

PubMed

Quinn, J F

1980-04-01

Self-employed persons work in a less constrained environment than do most wage-and-salary employees. Generally they are not subject to compulsory retirement nor are they affected by institutional rules concerning labor supply. Data from the 1969 and 1971 interviews of the Retirement History Study show that the labor supply and retirement patterns of the self-employed are distinct from those of other workers. The self-employed (espeically "career" self-employed) nearing retirement age are less likely to be out of the labor force, and those who continue in the labor force have a wider variation in the number of hours worked per year. Downward flexibility in hours (the option for gradual retirement) may be an extremely valuable aspect of self-employed status, and one wonders whether other older workers would also choose this pattern if more flexible opportunities were available. Despite these differences, labor-supply decisions of the self-employed are found to be influenced by many of the same factors that affect the rest of the workforce--health, eligibility for social security and pension benefits, the wage rate, and the flow of asset.

Compensation in academic medicine: progress toward gender equity.

PubMed

Wright, Anne L; Ryan, Kenneth; St Germain, Patricia; Schwindt, Leslie; Sager, Rebecca; Reed, Kathryn L

2007-10-01

Studies have documented substantial salary disparities between women and men in academic medicine. While various strategies have been proposed to increase equity, to our knowledge, no interventions have been evaluated. This paper aims to assess the effect of an identity-conscious intervention on salary equity. This study shows comparison of adjusted annual salaries for women and men before and after an intervention. We studied full time faculty employed in FY00 (n = 393) and FY04 (n = 462) in one College of Medicine. Compensation data were obtained from personnel databases for women and men, and adjusted for predictors. After verification of data accuracy by departments, comparable individuals within the same department who had different salaries were identified. The Dean discussed apparent disparities with department heads, and salaries were adjusted. Total adjusted annualized salaries were compared for men and women for the year the project began and the year after the intervention using multivariate models. Female faculty members' salaries were also considered as a percent of male faculty members' salaries. Twenty-one potential salary disparities were identified. Eight women received equity adjustments to their salaries, with the average increase being $17,323. Adjusted salaries for women as a percent of salary for men increased from 89.4% before the intervention to 93.5% after the intervention. Disparities in compensation were no longer significant in FY2004 in basic science departments, where women were paid 97.6% of what men were paid. This study shows that gender disparities in compensation can be reduced through careful documentation, identification of comparable individuals paid different salaries, and commitment from leadership to hold the appropriate person accountable.

Salary Survey: Chemists' Salaries Move Higher This Year.

ERIC Educational Resources Information Center

Chemical and Engineering News, 1981

1981-01-01

Presents in tabular form chemists' salaries. Reviews salaries of chemists with B.S., M.S., and Ph.D. degrees, chemical engineers, college faculty, industrial chemists, women, and employment status of chemists surveyed. Indicates relatively low unemployment and that medial salary for chemists has increased 11% between March 1980 and March 1981. (JN)

Compensation in Academic Medicine: Progress Toward Gender Equity

PubMed Central

Ryan, Kenneth; St. Germain, Patricia; Schwindt, Leslie; Sager, Rebecca; Reed, Kathryn L.

2007-01-01

Background Studies have documented substantial salary disparities between women and men in academic medicine. While various strategies have been proposed to increase equity, to our knowledge, no interventions have been evaluated. Objective This paper aims to assess the effect of an identity-conscious intervention on salary equity. Design This study shows comparison of adjusted annual salaries for women and men before and after an intervention. Participants/Setting We studied full time faculty employed in FY00 (n = 393) and FY04 (n = 462) in one College of Medicine. Intervention Compensation data were obtained from personnel databases for women and men, and adjusted for predictors. After verification of data accuracy by departments, comparable individuals within the same department who had different salaries were identified. The Dean discussed apparent disparities with department heads, and salaries were adjusted. Measurements Total adjusted annualized salaries were compared for men and women for the year the project began and the year after the intervention using multivariate models. Female faculty members’ salaries were also considered as a percent of male faculty members’ salaries. Results Twenty-one potential salary disparities were identified. Eight women received equity adjustments to their salaries, with the average increase being $17,323. Adjusted salaries for women as a percent of salary for men increased from 89.4% before the intervention to 93.5% after the intervention. Disparities in compensation were no longer significant in FY2004 in basic science departments, where women were paid 97.6% of what men were paid. Conclusions This study shows that gender disparities in compensation can be reduced through careful documentation, identification of comparable individuals paid different salaries, and commitment from leadership to hold the appropriate person accountable. PMID:17694417

CEO expectation: the Star Wars materiel manager of the 1990s, or C-3PO as role model.

PubMed

Zenty, T F; Olson, M R

1993-05-01

Materiel-intensive expenditures account for a significant portion of all hospital costs, second only to salaries and wages, yet materiel managers may often be overlooked as key members of the management team. This is alarming since the potential exists for materiel managers to impact annual savings of hundreds of thousands of dollars by operating efficient departments. Materiel managers have a tremendous opportunity to enhance their image and improve hospital productivity in the coming decade. The challenges of the 1990s will stretch materiel managers' skills toward enhancing their professionalism and achieving the expectations of themselves and top management. If materiel managers will effectively utilize (C3)PO they will increase their educational levels, continue to learn new skills, maintain a customer-oriented management style, exercise creativity, develop and adhere to standards, and be proactive in their responsibilities. The benefits of their success will be felt by patients, hospitals, the industry, and materiel managers everywhere.

[Psychosocial risks, quality of employment, and workplace stress in Chilean wage-earning workers: a gender perspective].

PubMed

Ansoleaga, Elisa; Díaz, Ximena; Mauro, Amalia

2016-07-21

This study aimed to estimate the prevalence of work-related stress in Chile and its association with exposure to workplace psychosocial risks and quality of employment, considering gender differences. The cross-sectional study included a representative probabilistic national sample of 3,010 salaried workers (1,486 women and 1,524 men). Eighteen percent reported work-related stress (23.8% of women and 14.8% of men). People exposed to psychosocial risks had a higher probability of experiencing stress, and women were more likely to suffer stress than men. Women and men in precarious work showed increased likelihood of distress, compared to workers with less precarious jobs. However, women in precarious jobs were more likely to suffer stress than men in the same situation. The study concluded that women had more precarious jobs, experienced greater exposure to psychosocial risks, and suffered more stress than men. This is evidence of double discrimination (social and gender-based) in the Chilean labor market.

Finance salaries. Account the cost.

PubMed

Robling, Andy

2003-02-06

Post-qualification salaries have increased by 4-7 per cent, a slowdown on last year's figures when increases were often more than 10 per cent. The highest increases this year tended to be in medium-sized trusts where newly qualified accountants' salaries rose 8.2 per cent. Directors of finance in large trusts earn about 20 per cent more than in medium trusts and about 40 per cent more than in small ones. Newly qualified accountants in large trusts earn 5 per cent more than in medium-sized trusts and 13 per cent more than in small ones. The survey is based on an analysis of salaries from Hays' jobs database, and salaries of registered candidates.

Cross-Regional Differences in Meeting the Challenge of Teacher Salary Increase

ERIC Educational Resources Information Center

Derkachev, P. V.

2015-01-01

This paper presents an overview of studies on the correlations of teacher pay to regional economics and to regional factors affecting the size of teacher salaries. It describes the basic pay indicators for teachers in the regions: absolute salary, teacher pay level as compared to the average regional salary, and ratio of salary to the cost of a…

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

Availability, prices and affordability of essential medicines in Haiti

PubMed Central

Chahal, Harinder Singh; St. Fort, Nazaire; Bero, Lisa

2013-01-01

Background Haiti is the poorest country in the Western Hemisphere and faces numerous challenges, including inadequate medication access for its residents. The objective of this study was to determine the availability, prices, and affordability of essential medicines in Haiti and compare these findings to other countries. Methods We conducted a cross–sectional nationwide survey in 2011 of availability and consumer prices of 60 essential medicines in Haiti using a standardized methodology developed by the World Health Organization and Health Action International. The survey was conducted in 163 medicine outlets in four health care sectors (public, retail, nonprofit and mixed sectors). Medicine prices were expressed as ratios relative to the International Reference Price. Affordability was calculated by comparing the costs of treatment for common conditions with the salary of the lowest paid government worker and was compared to available data from four Latin American countries. Results For generic medicines, the availability in public, retail, nonprofit and mixed sectors was 20%, 37%, 24% and 23% of medications, respectively. Most of the available medicines were priced higher than the International Reference Price. The lowest paid government worker would need 2.5 days’ wages to treat an adult respiratory infection with generic medicines from the public sector. For treatment of common conditions with originator brands (OB) purchased from a retail pharmacy, costs were between 1.4 (anaerobic bacterial infection) and 13.7 (hyperlipidemia) days’ wages, respectively. Treatment of pediatric bacterial infections with the OB of ceftriaxone from a retail pharmacy would cost 24.6 days’ wages. Prices in Bolivia, Colombia, Mexico and Nicaragua were frequently lower for comparable medications. Conclusions The availability of essential medicines was low and prices varied widely across all four sectors. Over 75% of Haitians live on less than US$ 2.00 /day; therefore, most medication regimens are largely unaffordable. Inclusion of essential medications on the national formulary and working with organizations responsible for importing medications into Haiti, particularly drug donation agencies, are important first steps to increasing medication access. PMID:24363923

Trends in salaries of obstetrics-gynecology faculty, 2000-01 to 2008-09.

PubMed

Rayburn, William F; Fullilove, Anne M; Scroggs, James A; Schrader, Ronald M

2011-01-01

We sought to determine whether downward trends in inflation-adjusted salaries (1989-99) continued for obstetrics and gynecology faculty. Data were gathered from the Faculty Salary Survey from the Association of American Medical Colleges for academic years 2001 through 2009. We compared median physician salaries adjusted for inflation according to rank and specialty. While faculty compensation increased by 24.8% (2.5% annually), change in salaries was comparable to the cumulative inflation rate (21.3%). Salaries were consistently highest among faculty in gynecologic oncology (P < .001), next highest among maternal-fetal medicine specialists (P < .001), and were not significantly different between general obstetrics-gynecology and reproductive-endocrinology-infertility. Inflation-adjusted growth of salaries in general obstetrics-gynecology was not significantly different from that in general internal medicine and pediatrics. Growth in salaries of physician faculty in obstetrics and gynecology increased from 2000-01 through 2008-09 with real purchasing power keeping pace with inflation. Copyright © 2011 Mosby, Inc. All rights reserved.

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)

How do dual practitioners divide their time? The cases of three African capital cities.

PubMed

McPake, Barbara; Russo, Giuliano; Tseng, Fu-Min

2014-12-01

Health professionals dual practice has received increasing attention, particularly in the context of the universal health coverage movement. This paper explores the determinants of doctors' choices to become a dual practitioner and of dual practitioners' choices to allocate time to the private sector in the capital cities of Mozambique, Guinea Bissau and Cape Verde. The data are drawn from a survey conducted in 2012 among 329 physicians. We use a two-part model to analyse the decision of both public and private practitioners to become dual practitioners, and to allocate time between public and private sectors. We impute potential earnings in public and private practice by using nearest-neighbour propensity score matching. Our results show that hourly wage in the private sector, number of dependents, length of time as a physician, work outside city, and being a specialist with or without technology all have a positive association with the probability of being a dual physician, while number of dependents displays a negative sign. Level of salaries in the public sector are not associated with dual practice engagement, with important implications for attempts aimed at retaining professionals in the public sector through wage increases. As predicted by theory that recognises doctors' role in price setting, earnings rates are not significant predictors of private sector time allocation; personal characteristics of physicians appear more important, such as age, number of dependents, specialist without technology, specialist with technology, and three reasons for not working more hours in the private sector. Answers to questions about the factors that limit working hours in the private sector have significant predictive power, suggesting that type of employment in the private sector may be an underlying determinant of both dual practice engagement and time allocation decisions. Copyright © 2014 Elsevier Ltd. All rights reserved.

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.

Withering Heights: 21st Annual Salary Survey.

ERIC Educational Resources Information Center

Schettler, Joel

2002-01-01

This report on an annual salary survey of trainers shows that, although training professionals' base salaries increased 7.1 percent over last year, their raises (3.9 percent) were not equal to those of the general public (4.5 percent). Tables depict salaries by region, gender, job category, industry, gross sales/assets, education, and experience.…

Instructional Faculty Salaries for Academic Year 1985-86. OERI Bulletin.

ERIC Educational Resources Information Center

Kroe, Elaine

National salary data for instructional faculty for 1985-1986 are presented, along with a narrative overview, based on 2,952 responses to the Higher Education General Information Survey of Salaries, Tenure, and Fringe Benefits of Full-Time Instructional Faculty. Academic year 1985-1986 was the fifth consecutive year that salary increases for…

[Salary and clinical productivity among physicians in Norwegian somatic hospitals 2001-2008].

PubMed

Johannessen, Karl-Arne

2010-09-23

Analysis of the future need for medical doctors necessitates an assessment of their productivity. The goals of this study were to analyze the relation between doctors' work force and the increased activity in hospitals, and to describe the development of working hours and salary for hospital doctors in a gender perspective. Information about man-labour years, working time and salary for doctors in Norwegian somatic hospitals was retrieved for the period 2001-2008. Number of hospital stays, DRG points and outpatient consultations per man-labour year are used as measures of doctors' clinical productivity. The percentage of female doctors increased from 34.7 % to 42.2 %. The mean annual salary increased more for men (14.4 % higher in 2001 and 16.6 % higher in 2008) than women. Total salary costs for doctors increased by 69.9 % (from 3.66 bill to 6.22 bill. NOK); 42.6 % of this increase was generated by new positions (1 306 man-labour years, + 21.2 %). Labour years from extended working hours increased by 6.8 % (constituting 1043 labour years in 2008; 12.2 % of the total), but the average extended labour time per doctor decreased (-16.7 % for women and -9.6 % for men). The number of hospital stays increased by 13.2 %, DRG points increased by 12.4 % and outpatient consultations increased by 9.3 % per doctor's work year in the period 2001-2008. Higher salaries for men may be explained by age, more men in senior positions and longer working hours than for women. The productivity of Norwegian doctors still increased from 2001 to 2008 (taking into account the increase in salary).

Placements & Salary Survey 2008: Jobs and Pay Both up

ERIC Educational Resources Information Center

Maatta, Stephanie

2008-01-01

Despite a difficult economy and tightening budgets, both jobs and salaries rose for 2007 graduates. Echoing the previous year's growth, reported annual salaries increased approximately 3.1%, from $41,014 in 2006 to $42,361. The picture was most positive for graduates in the Southeast, whose average annual starting salary surged past the $40,000…

Risky health-related behaviours among school-aged adolescents: a rational 'consumer' choice?

PubMed

Hartley, Jane E K

2016-05-01

Within the contemporary culture of consumption, school-aged adolescents, though neither waged nor salaried producers, are nevertheless treated by the media and the advertisers as if they are active consumers who are engaged in the project of the self. For those adolescents who lack the financial resources to 'buy into' this culture, anxiety may ensue. In order to ease this anxiety, and to acquire social status, some - not all - may make the 'rational' 'consumer' choice to engage in risky health-related behaviour. In situ ethnographic research is needed in order to complement and inform the existing survey-based evidence on the relationship between economic status and health-related behaviour among school-aged adolescents as they deal with the pressures of consumerism.

Actuarial calculation for PSAK-24 purposes post-employment benefit using market-consistent approach

NASA Astrophysics Data System (ADS)

Effendie, Adhitya Ronnie

2015-12-01

In this paper we use a market-consistent approach to calculate present value of obligation of a companies' post-employment benefit in accordance with PSAK-24 (the Indonesian accounting standard). We set some actuarial assumption such as Indonesian TMI 2011 mortality tables for mortality assumptions, accumulated salary function for wages assumption, a scaled (to mortality) disability assumption and a pre-defined turnover rate for termination assumption. For economic assumption, we use binomial tree method with estimated discount rate as its average movement. In accordance with PSAK-24, the Projected Unit Credit method has been adapted to determine the present value of obligation (actuarial liability), so we use this method with a modification in its discount function.

How to Tell What Next Year's Teachers Will Cost Your Board

ERIC Educational Resources Information Center

Mahdesian, Zaven M.

1969-01-01

Given the distribution of staff on the salary schedule and the index of salaries to be paid, these tables provide a method that allows officials to determine what it will cost to raise the starting salary by any given amount, what the average increase will be, and what the average salary will be for total staff and subdivisions. (DE)

Salaries in Universities and Colleges in 1920. Bulletin, 1920, No. 20

ERIC Educational Resources Information Center

Bureau of Education, Department of the Interior, 1920

1920-01-01

Undoubtedly the most critical question now before the university and college public is the question of salaries. The avowed purpose of many of the drives for additional funds for the support of the higher institutions is the increasing of the salaries of college officers and teachers. It is well known that the general level of such salaries is far…

The impact of the Department of Veterans Affairs Health Care Personnel Enhancement Act of 2004 on VA physicians' salaries and retention.

PubMed

Weeks, William B; Wallace, Tanner A; Wallace, Amy E

2009-01-01

To determine whether the Department of Veterans Affairs Health Care Personnel Enhancement Act (the Act), which was designed to achieve VA physician salary parity with American Academy of Medical Colleges (AAMC) Associate Professors and enacted in 2006, had achieved its goal. Using VA human resources datasets and data from the AAMC, we calculated mean VA physician salaries, with 95 percent confidence intervals, for 15 different medical specialties. For each specialty, we compared VA salaries to the median, 25th, and 75th percentile of AAMC Associate Professors' incomes. The Act's passage resulted in a $20,000 annual increase in VA physicians' salaries. VA primary care physicians, medical subspecialists, and psychiatrists had salaries that were comparable to their AAMC counterparts prior to and after enactment of the Act. However, VA surgical specialists', anesthesiologists', and radiologists' salaries lagged their AAMC counterparts both before and after the Act's enactment. Income increases were negatively correlated with full-time workforce changes. VA does not appear to provide comparable salaries for physicians necessary for surgical care. In certain cases, VA should consider outsourcing surgical services.

Survey on the availability, price and affordability of selected essential medicines for non-communicable diseases in community pharmacies of Kathmandu valley.

PubMed

Shrestha, Rajeev; Ghale, Anish; Chapagain, Bijay Raj; Gyawali, Mahasagar; Acharya, Trishna

2017-01-01

The access to essential medicines for non-communicable disease treatment is unacceptably low worldwide. The fundamental right to health cannot be fulfilled without equitable access to essential medicines. A cross-sectional study was carried out in 94 community pharmacies of Kathmandu valley. Non-probability quota sampling method was adopted for the purpose. Village Development Committees with more than 5000 populations were included in the study. The availability of the selected essential medicines, their price and producer identity were observed. Data entry and analysis were carried out in Microsoft Excel and Statistical package for social science. The availability of the essential medicines was not 100% in Kathmandu valley. High competition and high price variation were seen in metformin 500 mg (254.6%) and atorvastatin 10 mg (327.6%). The study showed that maximum (54.7%) brands were manufactured in Nepal. Furthermore, atorvastatin 10 mg (0.6 day wage) was found to be quite expensive, and glibenclamide 5 mg (0.1 day wage) was the cheapest one for diabetes mellitus treatment for 1 month of treatment period compared to daily wages of other essential medicines. The availability of the selected essential medicines was found to be ununiform and insufficient in the entire region. High competition was observed in the products with high price variation, and the access to cost-effective brand was poor. Furthermore, it was found that government salary is affordable to treat non-communicable disease with the help of the essential medicines.

General Labour Code (Act No. 2 of 1986), 5 April 1986. [Selected provisions].

PubMed

1989-01-01

Guinea-Bissau's General Labor Code, Act No. 2 of 1986, requires that employers adopt non-discriminatory procedures in dealing with their employees, disallowing discrimination based on gender, race, national origin, religion, political ideology or inclination, or on whether or not an employee is affiliated to a worker's union. Women are guaranteed equality with men in work opportunity and employment treatment; they are assured access to any type of job, profession, or position which does not pose any potential or actual threat to their genetic functioning. Additional legislation shall establish the conditions and prohibitions for contracting woman for heavy labor, for jobs performed under insalubrious conditions, for underground work, and for other types of jobs which might endanger a woman's genetic functioning. Job offers must not discriminate, unless the restrictions or specifications are essential to the nature of the job, rendering the job qualitatively differentiable when performed by a man or a woman. The employer must ensure that female workers have the same job opportunity and treatment for professional training and career development. Different specific job categories may not be created for men and women if a woman's salary is inferior to that of a man performing equivalent work in a corresponding professional category. Protection during pregnancy and delivery guarantees a woman the right to decline medically inadvisable tasks without loss of wages; to decline overtime work; to be absent from work when necessary for maternal medical care without loss of wages; to interrupt daily work to nurse her children for 1 hour or 2 for half-hour periods for up to 1 year without the loss of wages. Every female employee has the right to 60 days pregnancy and maternity leave, without loss of wages, for whatever clinical type of delivery, including for still births and for births where the infant died shortly thereafter.

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.

Relative performance of for-profit psychiatric hospitals in investor-owned systems and nonprofit psychiatric hospitals.

PubMed

McCue, M J; Clement, J P

1993-01-01

The authors analyzed the differences in operational and financial performance between 42 matched pairs of for-profit psychiatric hospitals belonging to multifacility organizations and nonprofit psychiatric hospitals for the fiscal years ending in 1986 through 1990. The pairs of short-term hospitals were matched according to location, standard metropolitan statistical area, or wage index. Analyses were based on data on these hospitals from the Health Care Financing Administration. The groups of variables studied included the hospitals' operational performance and productivity, profitability and payer mix, revenue and expenses, and capital structure. Differences in the mean values of the variables for the for-profit hospitals and the nonprofit hospitals were analyzed by pairwise t tests. The for-profit organization hospitals had significantly higher net revenue, lower salary expenses, and higher profits than the nonprofit hospitals. Patients in the for-profit hospitals had longer stays, and these hospitals had fewer full-time employees per adjusted inpatient day and per adjusted discharge. The higher prices and operating margins of the for-profit hospitals belonging to investor-owned systems reflect the profit-maximizing goal of these facilities. The ability of for-profit organization hospitals to achieve economies of scale in expenses, however, was not evident except in the case of salary expenses.

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.

Salaries and Tenure of Instructional Faculty in Institutions of Higher Education 1974-75.

ERIC Educational Resources Information Center

Beazley, Richard M.

Data are presented on the salaries and tenure of full-time instructional faculty collected for 1974/75. Findings include: (1) mean salaries of full-time instructional faculty on 9- to 10-month contracts increased by 12.7 percent between 1972-73 and 1974-75, while those of instructional faculty on 11- to 12-month contracts increased by 13.2…

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…

Nike-Footed Health Workers deal with the problems of adolescent pregnancy.

PubMed

Perino, S S

1992-01-01

Working principally to prevent repeat teen pregnancy, improve birth outcomes to teen mothers, and build adolescent parenting skills, the Nike (sneaker)-Footed Health Worker Project (NFHW) draws trainees from the target population of parenting adolescents. The young mothers will participate in an education project that, after 1 year, will return them to serve the same population from which they were drawn. The Nike-Footed Health Worker Project is designed to allow adolescent mothers to complete high school while they are simultaneously trained in the principles of basic pre- and postnatal care, child development, nutrition, and counseling. After fully understanding and signing a contract detailing the expectations and requirements of the course, trainees will begin the project and receive a base salary in the form of a student loan. Eligible for merit wage increases, they are obligated to use their salaries to make pre-set contributions to the project for housing, food, and child care expenses. After graduating from the 12-month residential project, the NFHWs will be prepared to serve their community. Working out of local clinics and hospitals, they will bring basic care to the homes of pregnant teenagers. Acting as the advocates and counselors of adolescents, the NFHWs will help to prepare the expectant mothers for the arrival of their infant. Following the child's birth, the NFHWs will continue to work with the mother and her primary health care providers as the new mother learns the art of parenting. The NFHW will also ensure that the child has received the appropriate well-baby care (immunizations and so forth) and that the mother has received needed postnatal care and counseling about contraception.

Nike-Footed Health Workers deal with the problems of adolescent pregnancy.

PubMed Central

Perino, S S

1992-01-01

Working principally to prevent repeat teen pregnancy, improve birth outcomes to teen mothers, and build adolescent parenting skills, the Nike (sneaker)-Footed Health Worker Project (NFHW) draws trainees from the target population of parenting adolescents. The young mothers will participate in an education project that, after 1 year, will return them to serve the same population from which they were drawn. The Nike-Footed Health Worker Project is designed to allow adolescent mothers to complete high school while they are simultaneously trained in the principles of basic pre- and postnatal care, child development, nutrition, and counseling. After fully understanding and signing a contract detailing the expectations and requirements of the course, trainees will begin the project and receive a base salary in the form of a student loan. Eligible for merit wage increases, they are obligated to use their salaries to make pre-set contributions to the project for housing, food, and child care expenses. After graduating from the 12-month residential project, the NFHWs will be prepared to serve their community. Working out of local clinics and hospitals, they will bring basic care to the homes of pregnant teenagers. Acting as the advocates and counselors of adolescents, the NFHWs will help to prepare the expectant mothers for the arrival of their infant. Following the child's birth, the NFHWs will continue to work with the mother and her primary health care providers as the new mother learns the art of parenting. The NFHW will also ensure that the child has received the appropriate well-baby care (immunizations and so forth) and that the mother has received needed postnatal care and counseling about contraception. PMID:1561305

How to make rural jobs more attractive to health workers. Findings from a discrete choice experiment in Tanzania.

PubMed

Kolstad, Julie Riise

2011-02-01

The geographical imbalance of the health workforce in Tanzania represents a serious problem when it comes to delivering crucial health services to a large share of the population. This study provides new quantitative information about how to make jobs in rural areas more attractive to newly educated clinical officers (COs). A unique data set stemming from a discrete choice experiment with CO finalists in Tanzania is applied. The results show that offering continuing education after a certain period of service is one of the most powerful recruitment instruments the authorities have available. Increased salaries and hardship allowances will also substantially increase recruitment in rural areas. Offers of decent housing and good infrastructure, including the provision of equipment, will increase recruitment to rural remote areas but not as much as higher wages and offers of education. Women are less responsive to pecuniary incentives and are more concerned with factors that directly allow them to do a good job, while those with parents living in a remote rural area are generally less responsive to the proposed policies. When the willingness to help other people is a strong motivating force, policies that improve the conditions for helping people appear particularly effective.

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…

Aircrew Automated Escape Systems (AAES), In-Service Usage Data Analysis Program,

DTIC Science & Technology

1982-02-01

Factors where the dotted arrows indicate correlation and the solid arrow indicates causation. A classic example is teachers salaries and beer sales (in...dollars) observed over a ten year period. TEACHERS ’ SALARY (IN $) BEER SALES (IN $) A Classical Example of Spurioazs Association Between Teachers ...8217 Salary and Beer Sales Beer sales is highly correlated with teachers salaries, but would anyone suggest that the correspond- ing increase in beer sales

[Effectiveness of individual supported employment for people with severe mental disorders].

PubMed

Rodríguez Pulido, Francisco; Caballero Estebaranz, Nayra; Tallo Aldana, Elena; Méndez Abad, Manuel E; Hernández Álvarez-Sotomayor, M Carmen; López Reig, Susana; Vílchez de León, Patricia Inés; González-Dávila, Enrique

2017-07-13

To assess the effectiveness of an individual placement and support (IPS) strategy in people with severe mental disorders in Tenerife Island (Spain). Patients of Community Mental Health Services with severe mental disorders were randomly assigned to two groups. One of them received IPS (n=124), and the control group (n=75) was advised in the usual job search. Patients were followed up for an average of 3.4 years and an analysis was made of how many patients worked at least one day, working hours, wages, the number of contracts and the number of hospital admissions. Non-parametric methods were used to compare the results (Mann-Whitney U test). The percentage of patients who worked at least one day was 99% in the IPS group compared with 75% in the control group; they worked on average 30.1 weeks per year vs 7.4; the monthly salary was € 777.9 vs € 599.9; the number of contracts per person was 3.89 vs 4.85, and hospital admissions were 0.19 vs 2.1. The IPS strategy is effective for the labour integration of people with severe mental illness getting them to work longer, have higher wages and fewer hospital admissions. Copyright © 2017 SESPAS. All rights reserved.

Reasons for job separations in a cohort of workers with psychiatric disabilities.

PubMed

Cook, Judith A; Burke-Miller, Jane K

2015-01-01

We explored the relative effects of adverse working conditions, job satisfaction, wages, worker characteristics, and local labor markets in explaining voluntary job separations (quits) among employed workers with psychiatric disabilities. Data come from the Employment Intervention Demonstration Program in which 2,086 jobs were ended by 892 workers during a 24 mo observation period. Stepped multivariable logistic regression analysis examined the effect of variables on the likelihood of quitting. Over half (59%) of all job separations were voluntary while 41% were involuntary, including firings (17%), temporary job endings (14%), and layoffs (10%). In multivariable analysis, workers were more likely to quit positions at which they were employed for 20 h/wk or less, those with which they were dissatisfied, low-wage jobs, non-temporary positions, and jobs in the structural (construction) occupations. Voluntary separation was less likely for older workers, members of racial and ethnic minority groups, and those residing in regions with lower unemployment rates. Patterns of job separations for workers with psychiatric disabilities mirrored some findings regarding job leaving in the general labor force but contradicted others. Job separation antecedents reflect the concentration of jobs for workers with psychiatric disabilities in the secondary labor market, characterized by low-salaried, temporary, and part-time employment.

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)

School Leaders Target Salary Reform toward Newer Teachers

ERIC Educational Resources Information Center

Sawchuk, Stephen

2009-01-01

Leaders in a handful of school districts are pondering the idea of "front-loading" teacher compensation by paying novices more than they would typically earn under traditional salary schedules. Boosting new teachers' salaries, officials in Denver, the District of Columbia, and New York City contend, would increase the applicant pool and…

The Effect of the Proportion of Women on Salaries: The Case of College Administrators.

ERIC Educational Resources Information Center

Pfeffer, Jeffrey; Davis-Blake, Alison

1987-01-01

Examines the effect of the proportion of women administrators on both men's and women's salaries in colleges and universities. Identifies four theoretical predictors: economic competition and crowding, demographic group power, group interaction, and institutionalization. Increasing the proportion of women actually decreases salaries for both…

Work-related musculoskeletal disorders among construction workers in the United States from 1992 to 2014.

PubMed

Wang, Xuanwen; Dong, Xiuwen Sue; Choi, Sang D; Dement, John

2017-05-01

Examine trends and patterns of work-related musculoskeletal disorders (WMSDs) among construction workers in the USA, with an emphasis on older workers. WMSDs were identified from the 1992-2014 Survey of Occupational Injuries and Illnesses (SOII), and employment was estimated from the Current Population Survey (CPS). Risk of WMSDs was measured by number of WMSDs per 10 000 full-time equivalent workers and stratified by major demographic and employment subgroups. Time series analysis was performed to examine the trend of WMSDs in construction. The number of WMSDs significantly dropped in the US construction industry, following the overall injury trends. However, the rate of WMSDs in construction remained higher than in all industries combined; the median days away from work increased from 8 days in 1992 to 13 days in 2014, and the proportion of WMSDs for construction workers aged 55 to 64 years almost doubled. By occupation, construction labourers had the largest number of WMSD cases, while helpers, heating and air-conditioning mechanics, cement masons and sheet metal workers had the highest rates of WMSDs. The major cause of WMSDs in construction was overexertion, and back injuries accounted for more than 40% of WMSDs among construction workers. The estimated wage loss for private wage-and-salary construction workers was $46 million in 2014. Construction workers continue to face a higher risk of WMSDs. Ergonomic solutions that reduce overexertion-the primary exposure for WMSDs-should be adopted extensively at construction sites, particularly for workers with a higher risk of WMSDs. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/.

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.

5 CFR 9901.355 - Setting pay upon reduction in band.

Code of Federal Regulations, 2010 CFR

2010-01-01

... involuntarily, the setting of the employee's base salary rate is subject to the rules in this section. As..., the employee's base salary may be reduced, subject to the requirements in paragraph (b) of this section. The employee may be eligible for an increase to base salary, subject to the requirements in...

Certificated Personnel and Related Information, Fall 1991.

ERIC Educational Resources Information Center

MacKenzie, Stella; Keith, Jo Ann

Information is presented about public school teachers and other holders of certificates in Colorado in 1991. The average salary for the 33,093 public school teachers was $33,072, representing a 3.9% increase over the 1990 average salary. This marked the third consecutive year that the average teacher salary in Colorado was below the national…

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.

Minimum Wage Increases and the Working Poor. Changing Domestic Priorities Discussion Paper.

ERIC Educational Resources Information Center

Mincy, Ronald B.

Most economists agree that the difficulties of targeting minimum wage increases to low-income families make such increases ineffective tools for reducing poverty. This paper provides estimates of the impact of minimum wage increases on the poverty gap and the number of poor families, and shows which factors are barriers to decreasing poverty…

Job Satisfaction, Salaries and Unions: The Determination of University Faculty Compensation.

ERIC Educational Resources Information Center

Lillydahl, Jane H.; Singell, Larry D.

1993-01-01

Develops a model of faculty salaries, job satisfaction, and union status, using data for 1,729 faculty members at 4-year colleges and universities. Unions significantly and positively affect full and associate professors' salaries and increase the rewards to seniority while reducing the returns to being at a research university. Union members'…

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.

Do Individuals Perceive Income Tax Rates Correctly?

PubMed

Gideon, Michael

2017-01-01

This article uses data from survey questions fielded on the 2011 wave of the Cognitive Economics Study to uncover systematic errors in perceptions of income tax rates. First, when asked about the marginal tax rates (MTRs) for households in the top tax bracket, respondents underestimate the top MTR on wages and salary income, overestimate the MTR on dividend income, and therefore significantly underestimate the currently tax-advantaged status of dividend income. Second, when analyzing the relationship between respondents' self-reported average tax rates (ATRs) and MTRs, many people do not understand the progressive nature of the federal income tax system. Third, when comparing self-reported tax rates with those computed from self-reported income, respondents systematically overestimate their ATR while reported MTR are accurate at the mean, the responses are consistent with underestimation of tax schedule progressivity.

Do Individuals Perceive Income Tax Rates Correctly?

PubMed Central

Gideon, Michael

2017-01-01

This article uses data from survey questions fielded on the 2011 wave of the Cognitive Economics Study to uncover systematic errors in perceptions of income tax rates. First, when asked about the marginal tax rates (MTRs) for households in the top tax bracket, respondents underestimate the top MTR on wages and salary income, overestimate the MTR on dividend income, and therefore significantly underestimate the currently tax-advantaged status of dividend income. Second, when analyzing the relationship between respondents' self-reported average tax rates (ATRs) and MTRs, many people do not understand the progressive nature of the federal income tax system. Third, when comparing self-reported tax rates with those computed from self-reported income, respondents systematically overestimate their ATR while reported MTR are accurate at the mean, the responses are consistent with underestimation of tax schedule progressivity. PMID:29238156

Trends in gender, employment, salary, and debt of graduates of US veterinary medical schools and colleges.

PubMed

Chieffo, Carla; Kelly, Alan M; Ferguson, James

2008-09-15

To characterize trends in gender, employment, starting salaries, and educational debt of graduates of US veterinary medical schools and colleges from 1988 to 2007. Meta-analysis. Sample Population-Veterinary medical graduates from 26 or 27 of 27 US veterinary schools and colleges from 1988 through 2007. Data were obtained from surveys published in the JAVMA. A chi2 test for trend was used to analyze trends in choices of employment and educational indebtedness for the veterinary graduate populations over time. The greatest changes in employment occurred in predominantly large animal practice, which attracted 10.7% of new graduates in 1989 but only 2.2% in 2007, and in advanced study, which attracted 15.2% of new graduates in 1989 and 36.8% in 2007. In 2007, 75% of graduates were women, but this gender shift was not associated with the decline in the percentage of graduates entering rural practice. From 1989 through 2007, starting salaries in private practice increased at a rate of 4.60%/y. During the same period, educational debt increased at an annual rate of 7.36%, or 60% higher than the rate of increases for starting salaries. As a result, debt at graduation increased from 1.1 times the starting salary in 1989 to 2.0 times the starting salary in 2007. Veterinary students are now more in debt than they have ever been. This trend together with a substantial increase in the rate of interest charged for government-backed education loans create conditions for new graduates that appear unsustainable.

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

ERIC Educational Resources Information Center

Rist, Marilee C.

1983-01-01

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

Managerial Perceptions Regarding Salary Increase Criteria

ERIC Educational Resources Information Center

Dyer, Lee; And Others

1976-01-01

Results of study indicate that managers feel job performance should be most important determinant of salary increases for themselves and for subordinates; that organizations do not place sufficient emphasis on this criterion; and that job satisfaction is affected to some degree by this perception. (RW)

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...

Will the clinicians support the researchers and teachers? Results of a salary satisfaction survey of 947 academic surgeons.

PubMed

Scarborough, John E; Bennett, Kyla M; Schroeder, Rebecca A; Swedish, Tristan B; Jacobs, Danny O; Kuo, Paul C

2009-09-01

To determine whether academic surgeons are satisfied with their salaries, and if they are willing to forego some compensation to support departmental academic endeavors. Increasing financial constraints have led many academic surgery departments to rely on increasingly on clinical revenue generation for the cross-subsidization of research and teach missions. Members of 3 academic surgical societies (n = 3059) were surveyed on practice characteristics and attitudes about financial compensation. Univariate and multivariate logistic regression analyses were performed to identify determinants of salary satisfaction and willingness to forego compensation to support academic missions. One thousand thirty-eight (33.9%) surgeons responded to our survey, 947 of whom maintain an academic practice. Of these academic surgeons, 49.7% expressed satisfaction with their compensation. Length of career, administrative responsibility for compensation and membership in the American Surgical Association or the Society of University Surgeons were predictive of salary satisfaction on univariate analysis. Frequent emergency call duty, increased clinical activity, and greater perceived difference between academic and private practice compensation were predictive of salary dissatisfaction. On multivariate analysis, increased clinical activity was inversely associated with both salary satisfaction (adjusted odds ratio [AOR], 0.77; [95% CI: 0.64, 0.94]; P = 0.009) and amount of compensation willingly killed for an academic practice (AOR, 0.71; [0.61, 0.83]; P < 0.0005). Increasing reliance on clinical revenue to subsidize nonclinical academic missions is disaffecting many academic surgeons. Redefined mission priorities, enhanced nonfinancial rewards, utilization of nonclinical revenue sources (eg, philanthropy, grants), increased efficiency of business practices and/or redesign of fund flows may be necessary to sustain recruitment and retention of young academic surgeons.

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.

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)

[Higher salary as an incentive for scientific activity?].

PubMed

Gulsvik, Amund; Aasland, Olaf Gjerløw

2007-08-23

Few publications are available on how salaries are established for physicians with science as their main occupation. The results of a questionnaire survey to medical doctors are reported. A questionnaire was sent to members of The Norwegian Medical Association's branch for doctors in academic medicine in spring 2005. Questions concerned how they thought scientific qualifications and production affected their present salary and what they considered to be a reasonable salary for a researcher with their qualifications and production. 304 of 487 (62%) doctors answered. The study included 128 full-time professors, 101 associate professors or post-doctoral scientists with a PhD, 44 scientists without a PhD and 31 PhD-students. The average age was 52 years, and 28% were women. 71% had a university as their main employer. The median number of peer-reviewed scientific publications was 19 per physician-scientist for the last 5 years. The average annual salary was 498,000 NOK, and the average increase in salary considered to be reasonable was 279,000 NOK. A reasonable salary for evaluating a PhD-thesis was considered to be 18,700 NOK and that for giving a 45-minute lecture was 3,200 NOK. In a multiple linear regression analysis on actual salary, the significant predictors were employer, scientific qualifications, age, and sex. Predictors for the difference between reasonable and actual salary was scientific production and employer. Age, employer or scientific qualifications could not predict who considered a doubling of the present salary (for a 45-minute lecture and evaluating a PhD) to be appropriate. Universities should be aware of the large gap between salaries to physician-scientists employed by universities and to those employed by other institutions. Scientific production should be more emphasized in future negotiations on salaries.

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.

Mothers' work patterns and Children's cognitive achievement: Evidence from the India Human Development survey.

PubMed

Vikram, Kriti; Chen, Feinian; Desai, Sonalde

2018-05-01

As female labor force participation increases globally, the relationship between maternal employment and children's development remains unclear. Using data from the India Human Development Survey (2005), we investigate the link between maternal employment and children's arithmetic and reading achievement. We develop a work pattern typology that goes beyond standard measures of employment and captures work intensity and its compatibility with child-rearing in a transitional economy. We find that the relationship between maternal employment and children's outcomes is not unidimensional. For example, children of self-employed mothers are not disadvantaged compared to those with stay-at-home mothers, but maternal employment in salaried jobs or wage work outside the home is negatively associated with cognitive skills in children. However, this negative association is reversed at higher levels of maternal education, suggesting greater access to resources and flexibility associated with better jobs mitigate the negative aspects of maternal employment posed by time constraints. Additionally, maternal employment is associated with maternal involvement in schoolwork and financial investment in academic activities, providing evidence that both time and resources devoted to children's education are significant. Copyright © 2018 Elsevier Inc. All rights reserved.

[Issues related to national university medical schools: focusing on the low wages of university hospital physicians].

PubMed

Takamuku, Masatoshi

2015-01-01

University hospitals, bringing together the three divisions of education, research, and clinical medicine, could be said to represent the pinnacle of medicine. However, when compared with physicians working at public and private hospitals, physicians working at university hospitals and medical schools face extremely poor conditions. This is because physicians at national university hospitals are considered to be "educators." Meanwhile, even after the privatization of national hospitals, physicians working for these institutions continue to be perceived as "medical practitioners." A situation may arise in which physicians working at university hospitals-performing top-level medical work while also being involved with university and postgraduate education, as well as research-might leave their posts because they are unable to live on their current salaries, especially in comparison with physicians working at national hospitals, who focus solely on medical care. This situation would be a great loss for Japan. This potential loss can be prevented by amending the classification of physicians at national university hospitals from "educators" to "medical practitioners." In order to accomplish this, the Japan Medical Association, upon increasing its membership and achieving growth, should act as a mediator in negotiations between national university hospitals, medical schools, and the government.

Korean Affairs Report

DTIC Science & Technology

1986-03-17

34 irregularities among public employees , fraudulence to be committed by impersonating ranking government officials, production of adulterated food, capital...Salaries of the government employees will increase by 4 percent across the board, including normal increases in salaries of officials; and an...additional 3 percent average increase will come because of a revision in the rewarding system, thus increasing by 9.2 percent compared to this year. The

The role of gender in MPH graduates' salaries.

PubMed

Bradley, E H; White, W; Anderson, E; Mattocks, K; Pistell, A

2000-01-01

Several studies have demonstrated that workforce roles and salaries differ substantially between men and women in administrative positions within the health care industry. Recent studies of graduates with masters of business administration (MBA) and masters of health administration (MHA) degrees have indicated that women tend to experience lower salaries, given like responsibilities. However, the impact of gender on salary has been less studied among masters of public health (MPH) graduates in the health care field. Our objective was to assess the impact of gender on salary among MPH degree graduates. Using a cross-sectional survey of all graduates from the MPH program at Yale University between 1991-1997 (n = 201, response rate = 51%), we ascertained graduates' reported salary in the first job post-graduation and reported salary in their current position. Bivariate and multivariate analyses were used to assess the unadjusted and adjusted associations between gender and salary. Salaries in both the first job post-graduation and in the current job differed significantly by gender, with women earning less than men (p-values < .05). Moreover, these differences persisted after controlling for a set of human capital measures including pre-MPH work experience, age at graduation, years since graduation, area of specialization within the MPH degree, and type of work site (governmental or nonprofit versus for-profit). Unlike studies of MBA and MHA graduates, however, this study did not find evidence that the gender-related salary gap widened as the years since graduation increased, although the sample size did not allow comprehensive testing of this trend.

Profile of English salaried GPs: labour mobility and practice performance.

PubMed

Ding, Alexander; Hann, Mark; Sibbald, Bonnie

2008-01-01

Recent national policy changes have provided greater flexibility in GPs' contracts. One such policy is salaried employment, which offers reduced hours and freedom from out-of-hours and administrative responsibilities, aimed at improving recruitment and retention in a labour market facing regional shortages. To profile salaried GPs and assess their mobility within the labour market. Serial cross-sectional study. All GPs practising in England during the years 1996/1997, 2000/2001, and 2004/2005. Descriptive analyses, logistic regression. Salaried GPs tended to be either younger (<35 years) or older (> or =65 years), female, or overseas-qualified; they favoured part-time working and personal medical services contracts. Salaried GPs were more mobile than GP principals, and have become increasingly so, despite a trend towards reduced overall mobility in the GP workforce. Practices with salaried GPs scored more Quality and Outcomes Framework points and were located in slightly more affluent areas. Salaried status appears to have reduced limitations in the labour market, leading to better workforce deployment from a GP's perspective. However, there is no evidence to suggest it has relieved inequalities in GP distribution.

Minimum Wages and the Economic Well-Being of Single Mothers

ERIC Educational Resources Information Center

Sabia, Joseph J.

2008-01-01

Using pooled cross-sectional data from the 1992 to 2005 March Current Population Survey (CPS), this study examines the relationship between minimum wage increases and the economic well-being of single mothers. Estimation results show that minimum wage increases were ineffective at reducing poverty among single mothers. Most working single mothers…

Do more health insurance options lead to higher wages? Evidence from states extending dependent coverage.

PubMed

Dillender, Marcus

2014-07-01

Little is known about how health insurance affects labor market decisions for young adults. This is despite the fact that expanding coverage for people in their early 20s is an important component of the Affordable Care Act. This paper studies how having an outside source of health insurance affects wages by using variation in health insurance access that comes from states extending dependent coverage to young adults. Using American Community Survey and Census data, I find evidence that extending health insurance to young adults raises their wages. The increases in wages can be explained by increases in human capital and the increased flexibility in the labor market that comes from people no longer having to rely on their own employers for health insurance. The estimates from this paper suggest the Affordable Care Act will lead to wage increases for young adults. Copyright © 2014 Elsevier B.V. All rights reserved.

Gender Inequity in Academia: An Empirical Analysis.

ERIC Educational Resources Information Center

Alpert, Dona

1989-01-01

Compared equity in number and salary between women and men at different ranks within a sample of doctoral-level institutions of higher education (N=109). Found that at current rate of increase it will take women 90 years to be equally represented and that gap in salaries has increased since 1975. (ABL)

How Will Higher Minimum Wages Affect Family Life and Children's Well-Being?

PubMed

Hill, Heather D; Romich, Jennifer

2018-06-01

In recent years, new national and regional minimum wage laws have been passed in the United States and other countries. The laws assume that benefits flow not only to workers but also to their children. Adolescent workers will most likely be affected directly given their concentration in low-paying jobs, but younger children may be affected indirectly by changes in parents' work conditions, family income, and the quality of nonparental child care. Research on minimum wages suggests modest and mixed economic effects: Decreases in employment can offset, partly or fully, wage increases, and modest reductions in poverty rates may fade over time. Few studies have examined the effects of minimum wage increases on the well-being of families, adults, and children. In this article, we use theoretical frameworks and empirical evidence concerning the effects on children of parental work and family income to suggest hypotheses about the effects of minimum wage increases on family life and children's well-being.

Mental Health Insurance Parity and Provider Wages.

PubMed

Golberstein, Ezra; Busch, Susan H

2017-06-01

Policymakers frequently mandate that employers or insurers provide insurance benefits deemed to be critical to individuals' well-being. However, in the presence of private market imperfections, mandates that increase demand for a service can lead to price increases for that service, without necessarily affecting the quantity being supplied. We test this idea empirically by looking at mental health parity mandates. This study evaluated whether implementation of parity laws was associated with changes in mental health provider wages. Quasi-experimental analysis of average wages by state and year for six mental health care-related occupations were considered: Clinical, Counseling, and School Psychologists; Substance Abuse and Behavioral Disorder Counselors; Marriage and Family Therapists; Mental Health Counselors; Mental Health and Substance Abuse Social Workers; and Psychiatrists. Data from 1999-2013 were used to estimate the association between the implementation of state mental health parity laws and the Paul Wellstone and Pete Domenici Mental Health Parity and Addiction Equity Act and average mental health provider wages. Mental health parity laws were associated with a significant increase in mental health care provider wages controlling for changes in mental health provider wages in states not exposed to parity (3.5 percent [95% CI: 0.3%, 6.6%]; p<.05). Mental health parity laws were associated with statistically significant but modest increases in mental health provider wages. Health insurance benefit expansions may lead to increased prices for health services when the private market that supplies the service is imperfect or constrained. In the context of mental health parity, this work suggests that part of the value of expanding insurance benefits for mental health coverage was captured by providers. Given historically low wage levels of mental health providers, this increase may be a first step in bringing mental health provider wages in line with parallel health professions, potentially reducing turnover rates and improving treatment quality.

Trends in female labor force participation in Sweden.

PubMed

Gustafsson, S; Jacobsson, R

1985-01-01

The labor force participation of Swedish married women increased form 49.1% to 83.5% in the past 2 decades. Results from cross section analyses carried out on micro data from 3 standard of living investigations, done in 1968, 1974, and 1981, are used to predict changes over time. Women's real wages have increased over time more than men's real wages; in combination with estimated positve own wages elasticities, this change is the most important determinant of the increase in female labor supply. The labor force participation of married women ages 20-59 has increased from 49.1% in 1963 to 83.5% in 1982; the increase is especially large for women with children under 7. Over the decades 1920-1965, when real wages of woman increased more than real incomes of men, the labor force participation rates of married women increased even faster. From 1963-1981 a dramatic narrowing of the male-female wage gap occurred; most of the decrease is a result of factors other than the human capital variables accumulated at school and on the job. The effect of centralized collective bargaining and a strong union policy to increase low wages may be important explanatory factors. Generous parental leaves and subsidized day care may have an increasing effect on fertility; but instead, fertility has decreased, perhaps less than it might have done in the absence of such policies. By using individual cross section data from the 3 standard of living investigations, estimates of participation are performed. The own wage effects of the participation equation are positive and significant but decreasing over time. Important institutional changes between the sample periods are the extended parental leaves and the increased supply of government subsidized day care.

Testimony. Federal White-Collar Employee Salary Reform

DTIC Science & Technology

1990-03-14

each locality. GAO also points out that private sector companies often grant salary increases to individual employees based on their job performance...by private sector employers for similar jobs. The comparability principle holds that the private sector will determine the "going rates" for jobs...established to maintain salary comparability with the private sector has not been followed for many years. Every year, beginning in 1978, Presidents have

Workplace status and risk of hypertension among hourly and salaried aluminum manufacturing employees

PubMed Central

Clougherty, Jane Ellen; Eisen, Ellen A; Slade, Martin D; Kawachi, Ichiro; Cullen, Mark R

2009-01-01

An inverse relationship between workplace status and morbidity is well established; higher job status has been associated with reduced risks of heart disease, hypertension, and injury. Most research on job status, however, has focused on salaried populations, and it remains unclear whether job status operates similarly among hourly workers. Our objectives were to examine whether hourly status itself influences risk of hypertension after adjustment for socioeconomic confounders, and to explore the role of fine-scale job grade on hypertension incidence within hourly and salaried groups. We examined data for 14,999 aluminum manufacturing employees in 11 plants across the U.S., using logistic regression with adjustment for age, sex, race/ ethnicity and other individual characteristics. Propensity score restriction was used to identify comparable groups of hourly and salaried employees, reducing confounding by socio-demographic characteristics. Job grade (coded 1 through 30, within hourly and salaried groups) was examined as a more refined measure of job status. Hourly status was associated with an increased risk of hypertension, after propensity restriction and adjustment for confounders. The observed effect of hourly status was stronger among women, although the propensity-restricted cohort was disproportionately male (96 %). Among salaried workers, higher job grade was not consistently associated with decreased risk; among hourly employees, however, there was a significant trend, with higher job grades more protective against hypertension. Increasing the stringency of hypertension case criteria also increased the risk of severe or persistent hypertension for hourly employees. PMID:19027215

Workplace status and risk of hypertension among hourly and salaried aluminum manufacturing employees.

PubMed

Clougherty, Jane Ellen; Eisen, Ellen A; Slade, Martin D; Kawachi, Ichiro; Cullen, Mark R

2009-01-01

An inverse relationship between workplace status and morbidity is well established; higher job status has been associated with reduced risks of heart disease, hypertension, and injury. Most research on job status, however, has focused on salaried populations, and it remains unclear whether job status operates similarly among hourly workers. Our objectives were to examine whether hourly status itself influences risk of hypertension after adjustment for socioeconomic confounders, and to explore the role of fine-scale job grade on hypertension incidence within hourly and salaried groups. We examined data for 14,999 aluminum manufacturing employees in 11 plants across the U.S., using logistic regression with adjustment for age, sex, race/ethnicity and other individual characteristics. Propensity score restriction was used to identify comparable groups of hourly and salaried employees, reducing confounding by sociodemographic characteristics. Job grade (coded 1 through 30, within hourly and salaried groups) was examined as a more refined measure of job status. Hourly status was associated with an increased risk of hypertension, after propensity restriction and adjustment for confounders. The observed effect of hourly status was stronger among women, although the propensity-restricted cohort was disproportionately male (96%). Among salaried workers, higher job grade was not consistently associated with decreased risk; among hourly employees, however, there was a significant trend, with higher job grades more protective against hypertension. Increasing the stringency of hypertension case criteria also increased the risk of severe or persistent hypertension for hourly employees.

The Effect of Minimum Wages on Adolescent Fertility: A Nationwide Analysis.

PubMed

Bullinger, Lindsey Rose

2017-03-01

To investigate the effect of minimum wage laws on adolescent birth rates in the United States. I used a difference-in-differences approach and vital statistics data measured quarterly at the state level from 2003 to 2014. All models included state covariates, state and quarter-year fixed effects, and state-specific quarter-year nonlinear time trends, which provided plausibly causal estimates of the effect of minimum wage on adolescent birth rates. A $1 increase in minimum wage reduces adolescent birth rates by about 2%. The effects are driven by non-Hispanic White and Hispanic adolescents. Nationwide, increasing minimum wages by $1 would likely result in roughly 5000 fewer adolescent births annually.

48 CFR 52.222-30 - Davis-Bacon Act-Price Adjustment (None or Separately Specified Method).

Code of Federal Regulations, 2010 CFR

2010-10-01

... for elsewhere in this contract, to cover any increases or decreases in wages and benefits as a result of— (1) Incorporation of the Department of Labor's wage determination applicable at the exercise of... applied to the contract by operation of law; or (3) An increase in wages and benefits resulting from any...

Reservoir hosts for Gyrodactylus salaris may play a more significant role in epidemics than previously thought.

PubMed

Paladini, Giuseppe; Hansen, Haakon; Williams, Chris F; Taylor, Nick G H; Rubio-Mejía, Olga L; Denholm, Scott J; Hytterød, Sigurd; Bron, James E; Shinn, Andrew P

2014-12-20

Gyrodactylus salaris Malmberg, 1957 has had a devastating impact on wild Norwegian stocks of Atlantic salmon Salmo salar L., and it is the only Office International des Epizooties (OIE) listed parasitic pathogen of fish. The UK is presently recognised as G. salaris-free, and management plans for its containment and control are currently based on Scandinavian studies. The current study investigates the susceptibility of British salmonids to G. salaris, and determines whether, given the host isolation since the last glaciation and potential genetic differences, the populations under test would exhibit different levels of susceptibility, as illustrated by the parasite infection trajectory over time, from their Scandinavian counterparts. Populations of S. salar, brown trout Salmo trutta L., and grayling Thymallus thymallus (L.), raised from wild stock in UK government hatcheries, were flown to Norway and experimentally challenged with a known pathogenic strain of G. salaris. Each fish was lightly anaesthetised and marked with a unique tattoo for individual parasite counting. A single Norwegian population of S. salar from the River Lærdalselva was used as a control. Parasite numbers were assessed every seven days until day 48 and then every 14 days. Gyrodactylus salaris regularly leads to high mortalities on infected juveniles S. salar. The number of G. salaris on British S. salar rose exponentially until the experiment was terminated at 33 days due to fish welfare concerns. The numbers of parasites on S. trutta and T. thymallus increased sharply, reaching a peak of infection on days 12 and 19 post-infection respectively, before declining to a constant low level of infection until the termination of the experiment at 110 days. The ability of S. trutta and T. thymallus to carry an infection for long periods increases the window of exposure for these two hosts and the potential transfer of G. salaris to other susceptible hosts. This study demonstrates that G. salaris can persist on S. trutta for longer periods than previously thought, and that the role that S. trutta could play in disseminating G. salaris needs to be considered carefully and factored into management plans and epidemics across Europe.

Work force policy perspectives: registered nurses.

PubMed

Friss, L O

1981-01-01

If the decline in full-time labor force participation by registered nurses in hospitals is to be reversed, the issue of equal pay for comparable work must be addressed. Under pressure for cost containment, policies tend to focus on labor force economics rather than on limitations of services. While the two are interrelated, wage policies must be considered independently. This article describes the network which determines how nurse salaries are set: the relationship between the private sector, the general schedule and the Veteran's Administration. The effects of this system are documented, using testimony from a case in the tenth circuit, as well as comparisons with other reference groups: policemen, teachers, laborers, and VA career fields. The evidence suggests that there is a need for policy intervention. Prime areas for action are the comparability practices by governments, particularly in the areas of classification standards and pay setting. Hospital personnel practices which continue past effects of occupational segregation also should be changed.

Pickstone v. Freemans, 30 June 1988.

PubMed

1988-01-01

The applicants, warehouse operatives of the respondent employers, charged the employers with sex discrimination under Section 1(2)(c) of the Equal Pay Act 1970, because they were paid less than male warehouse checkers who they claimed performed work of "equal value." The respondents, relying on language in Section 1(2)(c), argued that the applicants could not bring the suit because there was a male employee working in the same job as the applicants and earning the same salary as the applicants. The House of Lords of the UK, upheld a lower court decision (see Annual Review of Population Law Vol. 14, 1987, Section 630) and rejected this argument. In reaching this decision, it relied on the legislative history of the Equal Pay Act and concluded that the language of Section 1(2)(c) did not exclude situations where there was a man employed in the same job at the same wages as the applicants. full text

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

Noel, Claudel, E-mail: claudelnoel@gmail.co

The solid waste management industry in Haiti is comprised of a formal and an informal sector. Many basic activities in the solid waste management sector are being carried out within the context of profound poverty, which exposes the failure of the socioeconomic and political system to provide sufficient job opportunities for the urban population. This paper examines the involvement of workers in the solid waste management industry in Greater Port-au-Prince and the implications for livelihood strategies. The findings revealed that the Greater Port-au-Prince solid waste management system is very inclusive with respect to age, while highly segregated with regard tomore » gender. In terms of earning capacity, the results showed that workers hired by the State agencies were the most economically vulnerable group as more than 50% of them fell below the official nominal minimum wage. This paper calls for better salary scales and work compensation for the solid waste workers.« less

76 FR 4254 - Raisins Produced From Grapes Grown in California; Increased Assessment Rate

Federal Register 2010, 2011, 2012, 2013, 2014

2011-01-25

... accounting period to another. Because these are ``sunk'' costs, like rent, salaries and other related... committee recommended $1,745,000 to cover salaries for all 18 committee employees, vacation accruals...

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.

Do minimum wages improve early life health? Evidence from developing countries.

PubMed

Majid, Muhammad Farhan; Mendoza Rodríguez, José M; Harper, Sam; Frank, John; Nandi, Arijit

2016-06-01

The impact of legislated minimum wages on the early-life health of children living in low and middle-income countries has not been examined. For our analyses, we used data from the Demographic and Household Surveys (DHS) from 57 countries conducted between 1999 and 2013. Our analyses focus on height-for-age z scores (HAZ) for children under 5 years of age who were surveyed as part of the DHS. To identify the causal effect of minimum wages, we utilized plausibly exogenous variation in the legislated minimum wages during each child's year of birth, the identifying assumption being that mothers do not time their births around changes in the minimum wage. As a sensitivity exercise, we also made within family comparisons (mother fixed effect models). Our final analysis on 49 countries reveal that a 1% increase in minimum wages was associated with 0.1% (95% CI = -0.2, 0) decrease in HAZ scores. Adverse effects of an increase in the minimum wage were observed among girls and for children of fathers who were less than 35 years old, mothers aged 20-29, parents who were married, parents who were less educated, and parents involved in manual work. We also explored heterogeneity by region and GDP per capita at baseline (1999). Adverse effects were concentrated in lower-income countries and were most pronounced in South Asia. By contrast, increases in the minimum wage improved children's HAZ in Latin America, and among children of parents working in a skilled sector. Our findings are inconsistent with the hypothesis that increases in the minimum wage unconditionally improve child health in lower-income countries, and highlight heterogeneity in the impact of minimum wages around the globe. Future work should involve country and occupation specific studies which can explore not only different outcomes such as infant mortality rates, but also explore the role of parental investments in shaping these effects. Copyright © 2016 Elsevier Ltd. All rights reserved.

The Economics of Academic Advancement Within Surgery.

PubMed

Baimas-George, Maria; Fleischer, Brian; Korndorffer, James R; Slakey, Douglas; DuCoin, Christopher

The success of an academic surgeon's career is often viewed as directly related to academic appointment; therefore, the sequence of promotion is a demanding, rigorous process. This paper seeks to define the financial implication of academic advancement across different surgical subspecialties. Data was collected from the Association of American Medical College's 2015 report of average annual salaries. Assumptions included 30 years of practice, 5 years as assistant professor, and 10 years as associate professor before advancement. The base formula used was: (average annual salary) × (years of practice [30 years - fellowship/research years]) + ($50,000 × years of fellowship/research) = total adjusted lifetime salary income. There was a significant increase in lifetime salary income with advancement from assistant to associate professor in all subspecialties when compared to an increase from associate to full professor. The greatest increase in income from assistant to associate professor was seen in transplant and cardiothoracic surgery (35% and 27%, respectively). Trauma surgery and surgical oncology had the smallest increases of 8% and 9%, respectively. With advancement to full professor, the increase in lifetime salary income was significantly less across all subspecialties, ranging from 1% in plastic surgery to 8% in pediatric surgery. When analyzing the economics of career advancement in academic surgery, there is a substantial financial benefit in lifetime income to becoming an associate professor in all fields; whereas, advancement to full professor is associated with a drastically reduced economic benefit. Copyright © 2017 Association of Program Directors in Surgery. Published by Elsevier Inc. All rights reserved.

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.

Empirical Evidence on Occupation and Industry Specific Human Capital

PubMed Central

Sullivan, Paul

2009-01-01

This paper presents instrumental variables estimates of the effects of firm tenure, occupation specific work experience, industry specific work experience, and general work experience on wages using data from the 1979 Cohort of the National Longitudinal Survey of Youth. The estimates indicate that both occupation and industry specific human capital are key determinants of wages, and the importance of various types of human capital varies widely across one-digit occupations. Human capital is primarily occupation specific in occupations such as craftsmen, where workers realize a 14% increase in wages after five years of occupation specific experience but do not realize wage gains from industry specific experience. In contrast, human capital is primarily industry specific in other occupations such as managerial employment where workers realize a 23% wage increase after five years of industry specific work experience. In other occupations, such as professional employment, both occupation and industry specific human capital are key determinants of wages. PMID:20526448

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 cost of HIV/AIDS to businesses in southern Africa.

PubMed

Rosen, Sydney; Vincent, Jeffrey R; MacLeod, William; Fox, Matthew; Thea, Donald M; Simon, Jonathon L

2004-01-23

Information on the potential costs of HIV/AIDS to the private sector is needed if companies are to be given a financial incentive to invest in prevention and treatment interventions. To estimate the cost of HIV/AIDS to businesses in southern Africa using company-specific data on employees, costs, and HIV prevalence. : Six formal sector enterprises in South Africa and Botswana provided detailed human resource, financial, and medical data and carried out voluntary, anonymous HIV seroprevalence surveys. The present value of incident HIV infections with a 9-year median survival and 7% real discount rate was estimated. Costs included were sick leave; productivity loss; supervisory time; retirement, death, disability, and medical benefits; and recruitment and training of replacement workers. HIV prevalence in the workforces studied ranged from 7.9 to 25.0%. HIV/AIDS among employees added 0.4-5.9% to the companies' annual salary and wage bills. The present value of an incident HIV infection ranged from 0.5 to 3.6 times the annual salary of the affected worker. Costs varied widely across firms and among job levels within firms. Key reasons for the differences included HIV prevalence, levels and stability of employee benefits, and the contractual status of unskilled workers. Some costs were omitted from the analysis because of lack of data, and results should be regarded as quite conservative. AIDS is causing labor costs for businesses in southern Africa to rise and threatens the competitiveness of African industry. Research on the effectiveness of workplace interventions is urgently needed.

[Demographic pressure, "informal sector" and technological choices in Third World countries].

PubMed

Hugon, P

1983-01-01

Trisectorial models of economic functioning have been proposed to replace the dualistic models that proved incapable of illuminating postwar employment trends in developing countries. The new models propose 3 sectors: the subsistence sector, where average productivity corresponds to the subsistence minimum and which is thus incapable of generating a surplus for savings; the intermediate sector, weakly capitalistic, characterized by the absence of a permanent salaried work force or codified labor relations, in which precariousness of employment and the exploitation of specific social relations allow a low wage rate, with a concommitant mode of regulation that largely escapes state control; and the intensely capitalistic sector, with a salaried work force, codified labor relations, existence of administered prices, various state subventions and protections and a monopolistic type of regulation. The 3 sectors are described in greater detail and represented graphically, along with a critique of the limitations of most studies employing a trisectorial perspective. A study of the impact of demographic pressure at different levels of technology embedded in specific sociohistoric systems follows. The final section contains an analysis of 3 types of effects which may mediate the role of demographic pressure in the choice of technologies: effects of demographic pressure on structures of production and consumption, on segments of the labor force, and on involutive and evolutive processes. It is argued that the links between demographic pressure, technologic choices, and the productive sector can only be analyzed in specific social systems.

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…

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.

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.

The Effect of an Increased Minimum Wage on Infant Mortality and Birth Weight

PubMed Central

Livingston, Melvin D.; Markowitz, Sara; Wagenaar, Alexander C.

2016-01-01

Objectives. To investigate the effects of state minimum wage laws on low birth weight and infant mortality in the United States. Methods. We estimated the effects of state-level minimum wage laws using a difference-in-differences approach on rates of low birth weight (< 2500 g) and postneonatal mortality (28–364 days) by state and month from 1980 through 2011. All models included state and year fixed effects as well as state-specific covariates. Results. Across all models, a dollar increase in the minimum wage above the federal level was associated with a 1% to 2% decrease in low birth weight births and a 4% decrease in postneonatal mortality. Conclusions. If all states in 2014 had increased their minimum wages by 1 dollar, there would likely have been 2790 fewer low birth weight births and 518 fewer postneonatal deaths for the year. PMID:27310355

The Effect of an Increased Minimum Wage on Infant Mortality and Birth Weight.

PubMed

Komro, Kelli A; Livingston, Melvin D; Markowitz, Sara; Wagenaar, Alexander C

2016-08-01

To investigate the effects of state minimum wage laws on low birth weight and infant mortality in the United States. We estimated the effects of state-level minimum wage laws using a difference-in-differences approach on rates of low birth weight (< 2500 g) and postneonatal mortality (28-364 days) by state and month from 1980 through 2011. All models included state and year fixed effects as well as state-specific covariates. Across all models, a dollar increase in the minimum wage above the federal level was associated with a 1% to 2% decrease in low birth weight births and a 4% decrease in postneonatal mortality. If all states in 2014 had increased their minimum wages by 1 dollar, there would likely have been 2790 fewer low birth weight births and 518 fewer postneonatal deaths for the year.

Pharmacy student debt and return on investment of a pharmacy education.

PubMed

Cain, Jeff; Campbell, Tom; Congdon, Heather Brennan; Hancock, Kim; Kaun, Megan; Lockman, Paul R; Evans, R Lee

2014-02-12

To describe the current landscape within the profession of pharmacy regarding student tuition, indebtedness, salaries, and job potential. Pharmacy tuition and student debt data were obtained through the American Association of Colleges of Pharmacy Institutional Research website. Tuition was defined as average first-year tuition and fees for accredited schools. Debt was defined as the total average amount borrowed. Median salaries and numbers of jobs were obtained from the United States Department of Labor. In-state tuition at public schools rose an average of $1,211 ± 31 (r2 = 0.996), whereas out-of-state tuition at public schools rose significantly faster at $1,838 ± 80 per year (r2 = 0.988). The average tuition cost for pharmacy school has increased 54% in the last 8 years. The average pharmacist salary has risen from $75,000 to over $112,000 since 2002. The increase in salary has been nearly linear (r2 = 0.988) rising $4,409 ± $170 dollars per year. However, average salary in 2011 was $3,064 below the predicted value based upon a linear regression of salaries over 10 years. The number of pharmacist jobs in the United States has risen from 215,000 jobs in 2003 to 275,000 in 2010. However, there were 3,000 fewer positions in 2012 than in 2011. In 2011, average indebtedness for pharmacy students ($114,422) was greater than average first-year salary ($112,160). Rising tuition and student indebtedness is a multifaceted problem requiring attention from a number of parties including students, faculty members, universities, and accreditation and government entities.

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.

Certificated Personnel and Related Information--Fall 1990.

ERIC Educational Resources Information Center

Keith, Jo Ann; MacKenzie, Stella

Twelve tables present data concerning the salaries and characteristics of school certified personnel in Colorado as of fall 1990. The average salary for Colorado's 32,342 public school teachers was $31,819 in 1990, which represents a slight increase over the 1989 figure ($30,758). The number of classroom teachers had increased slightly to 32,342;…

Gender differences in salary and practice ownership expectations of matriculating veterinary students.

PubMed

Bristol, David G

2011-08-01

To examine gender differences in initial and long-term salary and practice ownership expectations among first-year veterinary students. Survey. First-year veterinary students at the North Carolina State University College of Veterinary Medicine during 2000 through 2003 and 2005 through 2009. A 1-page survey was distributed to students during orientation exercises or on the first day of a first-year course on ethics and jurisprudence. Students were asked to indicate their expected salary at graduation and in 5-year increments after graduation and to indicate whether they expected to own a practice after graduation. Responses were obtained from 567 female and 120 male students. There was no significant difference in initial salary expectations between male and female students. However, men had higher expectations for salary increases over the course of their career, so that expected salary was significantly higher for men than for women 5 years after graduation and beyond. A significantly greater percentage of men (69/93 [74.2%]) than women (242/499 [48.5%]) indicated they expected to own a practice. Although male and female veterinary students had similar expectations with regard to initial salaries, the male students had higher long-term salary expectations and were more likely to indicate an expectation to become a practice owner. Differences in expectations may lead to differences in behavior when those expectations are or are not met.

Are hybrids between Atlantic salmon and brown trout suitable long-term hosts of Gyrodactylus salaris during winter?

PubMed

Knudsen, R; Henriksen, E H; Gjelland, K Ø; Hansen, H; Hendrichsen, D K; Kristoffersen, R; Olstad, K

2017-10-01

The monogenean parasite Gyrodactylus salaris poses serious threats to many Atlantic salmon populations and presents many conservation and management questions/foci and challenges. It is therefore critical to identify potential vectors for infection. To test whether hybrids of native Atlantic salmon (Salmo salar) × brown trout (Salmo trutta) are suitable as reservoir hosts for G. salaris during winter, infected hybrid parr were released into a natural subarctic brook in the autumn. Six months later, 23.9% of the pit-tagged fish were recaptured. During the experimental period, the hybrids had a sixfold increase in mean intensity of G. salaris, while the prevalence decreased from 81% to 35%. There was high interindividual hybrid variability in susceptibility to infections. The maximum infrapopulation growth rate (0.018 day -1 ) of G. salaris throughout the winter was comparable to earlier laboratory experiments at similar temperatures. The results confirm that infrapopulations of G. salaris may reproduce on a hybrid population for several generations at low water temperatures (~1 °C). Wild salmon-trout hybrids are undoubtedly susceptible to G. salaris and represent an important reservoir host for the parasite independent of other co-occurring susceptible hosts. Consequently, these hybrids may pose a serious risk for G. salaris transmission to nearby, uninfected rivers by migratory individuals. © 2017 John Wiley & Sons Ltd.

[Offered income, salary expectations, and the economic activity of married women: an analytic model].

PubMed

Lollivier, S

1984-06-01

This study uses data from tax declarations for 40,000 French households for 1975 to propose a model that permits quantification of the effects of certain significant factors on the economic activity of married women. The PROBIT model of analysis of variance was used to determine the specific effect of several variables, including age of the woman, number of children under 25 years of age in the household, the age of the youngest child, husband's income and socioprofessional status, wife's level and type of education, size of community of residence and region of residence. The principal factors influencing activity rates were found to be educational level, age, and to those of childless women, but activity rates dropped by about 30% for mothers of 2 and even more for mothers of 3 or more children. Influence of the place of residence and the husband's income were associated with lesser disparities. The reasons for variations in female labor force participation can be viewed as analogous to a balance. Underlying factors can increase or decrease the income the woman hopes to earn (offered income) as well as the minimum income for which she will work (required salary). A TOBIT model was constructed in which income was a function of age, education, geographic location, and number of children, and salary required was a function of the variables related to the husband including income and socioprofessional status. For most of the effects considered, the observed variation in activity rates resulted from variations in offered income. The husband's income influences only the desired salary. The offered income decreases and the required salary increases when the number of children is 2 or more, reducing the rate of activity. More educated women have slightly greater salary expectations, but command much higher salaries, resulting in an increased rate of professional activity.

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.

Can households earning minimum wage in Nova Scotia afford a nutritious diet?

PubMed

Williams, Patricia L; Johnson, Christine P; Kratzmann, Meredith L V; Johnson, C Shanthi Jacob; Anderson, Barbara J; Chenhall, Cathy

2006-01-01

To assess the affordability of a nutritious diet for households earning minimum wage in Nova Scotia. Food costing data were collected in 43 randomly selected grocery stores throughout NS in 2002 using the National Nutritious Food Basket (NNFB). To estimate the affordability of a nutritious diet for households earning minimum wage, average monthly costs for essential expenses were subtracted from overall income to see if enough money remained for the cost of the NNFB. This was calculated for three types of household: 1) two parents and two children; 2) lone parent and two children; and 3) single male. Calculations were also made for the proposed 2006 minimum wage increase with expenses adjusted using the Consumer Price Index (CPI). The monthly cost of the NNFB priced in 2002 for the three types of household was 572.90 dollars, 351.68 dollars, and 198.73 dollars, respectively. Put into the context of basic living, these data showed that Nova Scotians relying on minimum wage could not afford to purchase a nutritious diet and meet their basic needs, placing their health at risk. These basic expenses do not include other routine costs, such as personal hygiene products, household and laundry cleaners, and prescriptions and costs associated with physical activity, education or savings for unexpected expenses. People working at minimum wage in Nova Scotia have not had adequate income to meet basic needs, including a nutritious diet. The 2006 increase in minimum wage to 7.15 dollars/hr is inadequate to ensure that Nova Scotians working at minimum wage are able to meet these basic needs. Wage increases and supplements, along with supports for expenses such as childcare and transportation, are indicated to address this public health problem.

State-level minimum wage and heart disease death rates in the United States, 1980-2015: A novel application of marginal structural modeling.

PubMed

Van Dyke, Miriam E; Komro, Kelli A; Shah, Monica P; Livingston, Melvin D; Kramer, Michael R

2018-07-01

Despite substantial declines since the 1960's, heart disease remains the leading cause of death in the United States (US) and geographic disparities in heart disease mortality have grown. State-level socioeconomic factors might be important contributors to geographic differences in heart disease mortality. This study examined the association between state-level minimum wage increases above the federal minimum wage and heart disease death rates from 1980 to 2015 among 'working age' individuals aged 35-64 years in the US. Annual, inflation-adjusted state and federal minimum wage data were extracted from legal databases and annual state-level heart disease death rates were obtained from CDC Wonder. Although most minimum wage and health studies to date use conventional regression models, we employed marginal structural models to account for possible time-varying confounding. Quasi-experimental, marginal structural models accounting for state, year, and state × year fixed effects estimated the association between increases in the state-level minimum wage above the federal minimum wage and heart disease death rates. In models of 'working age' adults (35-64 years old), a $1 increase in the state-level minimum wage above the federal minimum wage was on average associated with ~6 fewer heart disease deaths per 100,000 (95% CI: -10.4, -1.99), or a state-level heart disease death rate that was 3.5% lower per year. In contrast, for older adults (65+ years old) a $1 increase was on average associated with a 1.1% lower state-level heart disease death rate per year (b = -28.9 per 100,000, 95% CI: -71.1, 13.3). State-level economic policies are important targets for population health research. Copyright © 2018 Elsevier Inc. All rights reserved.

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…

Economic Influences on Re-Enlistment. The Draft Era.

DTIC Science & Technology

1982-10-01

for each individual in jobs covered by Social Security (over 90 percent of all private - sector jobs, plus military service and half of non-federal...disappeared as real military wages have increased significantly over cyclical swings in the private sector . Despite the Navy’s apparent success in...maintaining optimal retention rates in selective ratings is due to the wage pressures exerted in the private sector . Military wage increases must be

SREB Teacher Salaries: Update for 1995-96 and Estimated Increases for 1997.

ERIC Educational Resources Information Center

Southern Regional Education Board, Atlanta, GA.

Updated information is provided on teacher salaries for 1995-96 and estimated increases for the 1996-97 school year in the 15 states belonging to the Southern Regional Education Board (SREB). Pay raises for 1996-97 are estimated as ranging from 1.75 percent in Virginia to 6 percent in Georgia. Especially noted are South Carolina's continuing…

Trends and Indicators: Pension Money in the Stock Market; One-Year Percentage Increases in Median Salaries of College Administrators.

ERIC Educational Resources Information Center

Chronicle of Higher Education, 1992

1992-01-01

Trends in Teachers Insurance and Annuities Association (TIAA) and College Retirement Equities Fund (CREF) investments as compared with Standard and Poor's 500 stocks are graphed for 1989-92; and increases in college administrator salaries, by institution type and job type, are tabulated for each academic year, 1988-89 through 1991-92. (MSE)

10 Years Later: Lessons Learned from an Academic Multidisciplinary Cosmetic Center

PubMed Central

Chen, Jenny T.; Nayar, Harry S.

2017-01-01

Background: In 2006, a Centers for Medicare and Medicaid Services-accredited multidisciplinary academic ambulatory surgery center was established with the goal of delivering high-quality, efficient reconstructive, and cosmetic services in an academic setting. We review our decade-long experience since its establishment. Methods: Clinical and financial data from 2006 to 2016 are reviewed. All cosmetic procedures, including both minimally invasive and operative cases, are included. Data are compared to nationally published reports. Results: Nearly 3,500 cosmetic surgeries and 10,000 minimally invasive procedures were performed. Compared with national averages, surgical volume in abdominoplasty is high, whereas rhinoplasty and breast augmentation is low. Regarding trend data, breast augmentation volume has decreased by 25%, whereas minimally invasive procedural volume continues to grow and is comparable with national reports. Similarly, where surgical revenue remains steady, minimally invasive revenue has increased significantly. The majority of surgical cases (70%) are reconstructive in nature and insurance-based. Payer mix is 71% private insurance, 18% Medicare and Medicaid, and 11% self-pay. Despite year-over-year revenue increases, net profit in 2015 was $6,120. Rent and anesthesia costs exceed national averages, and employee salary and wages are the highest expenditure. Conclusion: Although the creation of our academic cosmetic ambulatory surgery center has greatly increased the overall volume of cosmetic surgery performed at the University of Wisconsin, the majority of surgical volume and revenue is reconstructive. As is seen nationwide, minimally invasive cosmetic procedures represent our most rapidly expanding revenue stream. PMID:29062640

Essays in Policy Evaluation

NASA Astrophysics Data System (ADS)

Button, Patrick James Harold

This dissertation contains three independent papers (chapters). Chapter 1 argues that researchers that use a regression discontinuity design with parametric controls for the assignment variable face significant uncertainty as to the appropriate model. I argue that researchers should incorporate this model uncertainty into their inference through model averaging. I show in a Monte Carlo experiment that Frequentist model averaging, compared to pretesting, leads to more precise estimates and less Type I error. Chapter 2 studies the impact of state-level tax incentives for the film industry, which have exploded since the early 2000s. I study how these incentives affect filming location and the number of jobs and businesses in the film industry. I seek to answer the question: can these incentives create a local film industry? I find that while these incentives have large effects on filming location, they almost never lead to increases in jobs and employment in the film industry. Chapter 3 studies the Prudence Kay Poppink Act, effective 2001, which broadened California's disability discrimination in employment law. This expanded coverage to those with less severe impairments. I study how this expansion affected labor market outcomes for the disabled by comparing the disabled in California before and after the Act to the disabled in other states during the same time period. I augment this difference-in-difference methodology by adding a comparison to the non-disabled as well. I find that this expansion of legal protections increased employment and possibly increased wage and salary rates.

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

Pharmacy Student Debt and Return on Investment of a Pharmacy Education

PubMed Central

Campbell, Tom; Congdon, Heather Brennan; Hancock, Kim; Kaun, Megan; Lockman, Paul R.; Evans, R. Lee

2014-01-01

Objective. To describe the current landscape within the profession of pharmacy regarding student tuition, indebtedness, salaries, and job potential. Methods. Pharmacy tuition and student debt data were obtained through the American Association of Colleges of Pharmacy Institutional Research website. Tuition was defined as average first-year tuition and fees for accredited schools. Debt was defined as the total average amount borrowed. Median salaries and numbers of jobs were obtained from the United States Department of Labor. Results. In-state tuition at public schools rose an average of $1,211 ± 31 (r2 = 0.996), whereas out-of-state tuition at public schools rose significantly faster at $1,838 ± 80 per year (r2 = 0.988). The average tuition cost for pharmacy school has increased 54% in the last 8 years. The average pharmacist salary has risen from $75,000 to over $112,000 since 2002. The increase in salary has been nearly linear (r2 = 0.988) rising $4,409 ± $170 dollars per year. However, average salary in 2011 was $3,064 below the predicted value based upon a linear regression of salaries over 10 years. The number of pharmacist jobs in the United States has risen from 215,000 jobs in 2003 to 275,000 in 2010. However, there were 3,000 fewer positions in 2012 than in 2011. In 2011, average indebtedness for pharmacy students ($114,422) was greater than average first-year salary ($112,160). Conclusion. Rising tuition and student indebtedness is a multifaceted problem requiring attention from a number of parties including students, faculty members, universities, and accreditation and government entities. PMID:24558273

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

PubMed

McMenamin, Peter

2014-01-01

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

Social Security Contribution to Productivity and Wages in Labour Organization Perspective

NASA Astrophysics Data System (ADS)

Supriadi, Y. N.

2017-03-01

This research is investigating the discrepancy fulfilment of the right to social security and decent wages to increase labour productivity in the perspective of labour organizations, in which the company provides social security, and wages have not been able to meet the needs of workers, on the other hand, the workers are always required to increase productivity. Therefore, this study aims to identify the social security and wages that affect labour productivity. So this research will provide input to the company to undertake effective measures and efficient for the company’s sustainability. This research was conducted using a survey method approach and quantitative data analysis techniques that are causal comparative sample of 223 respondents from 504 study population includes all labour organization’s District and municipal in Banten Province. The results showed the significant influence of social security and wages to increase labour productivity. Therefore, companies are required to act strategically in maintaining prohibitionists labour through re-design of the work environment, increase workers’ participation, intervention, and satisfy the needs of workers whose impact will be realized understanding between workers and companies in maintaining the company’s business.

[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.

Extended Year, Extended Contracts: Increasing Teacher Salary Options.

ERIC Educational Resources Information Center

Gandara, Patricia

1992-01-01

Reports on an attempt to raise teacher salaries through an extended contract made possible through year-round school schedules. Teacher satisfaction with the 1987 experiment in three California schools (the Orchard Plan) has been high. Elements that have contributed to job satisfaction are discussed. (SLD)

Job Prospects for Nuclear Engineers.

ERIC Educational Resources Information Center

Basta, Nicholas

1985-01-01

As the debate over nuclear safety continues, the job market remains healthy for nuclear engineers. The average salary offered to new nuclear engineers with bachelor's degrees is $27,400. Salary averages and increases compare favorably with other engineering disciplines. Various job sources in the field are noted. (JN)

Salary Compression in the Association of Research Libraries

ERIC Educational Resources Information Center

Seaman, Scott

2005-01-01

Using salary data from the "ARL Annual Salary Survey," this paper analyzes 2003-2004 salary data for evidence of salary compression. It reviews the concept of salary compression to explain its relationship to market salary rates and salary dispersion within an organization. The analysis utilizes comparison ratios between salaries and years of…

Wages and Labor Management in African Manufacturing

ERIC Educational Resources Information Center

Fafchamps, Marcel; Soderbom, Mans

2006-01-01

Using matched employer-employee data from ten African countries, we examine the relationship between wages, worker supervision, and labor productivity in manufacturing. Wages increase with firm size for both production workers and supervisors. We develop a two-tier model of supervision that can account for this stylized fact and we fit the…

Job Tenure and Joblessness of Displaced Workers.

ERIC Educational Resources Information Center

Valletta, Robert G.

1991-01-01

Data from the Displaced Worker Survey found that, for men, the duration of joblessness increases with the length of job tenure (15 years or more), consistent with the hypothesis that male workers base reservation wages on factors such as accumulated human capital that raise current wages more than potential wage offers. (SK)

Monitoring the compliance of the academic enterprise with the Fair Labor Standards Act

PubMed Central

Bankston, Adriana; McDowell, Gary S.

2017-01-01

Background: On December 1, 2016, the Fair Labor Standards Act (FLSA) was due to be updated by the U.S. Department of Labor. Key changes included an increase in the salary threshold for exemption from overtime for working more than 40 hours per week, and indexing the salary level so that it is updated automatically every 3 years. This was predicted to have a profound effect on academe as postdoctoral researchers were mostly paid at a salary below the new threshold. On November 22, 2016, an injunction was granted nationwide, delaying implementation of the updates, which were finally struck down entirely on August 31, 2017. Here we review the key changes to the FLSA, how they came about, and how the postdoctoral population was affected. Methods: We describe recent data collection efforts to uncover what institutions with postdocs were doing to comply with the FLSA. Results: Our data showed that 57% of institutions checked (containing 41% of the estimated postdoctoral workforce in science, engineering and health) had not decided or had no public decision available one month prior to implementation, and only 35.5% of institutions were planning to raise salaries to the new minimum. After the injunction, a number of institutions and the NIH continued with their plans to raise salaries. Overall, despite the removal of a federal mandate, approximately 60% of postdocs are at institutions whose policy is to raise salaries. Conclusions: Our data show uncertainty in postdoctoral salaries in the U.S. prior to implementation of the FLSA ruling. In addition, while some institutions did suspend plans to raise postdoctoral salaries after the injunction, many continued with the raise. The implementation of postdoctoral salary raises may be inconsistent, however, as the legal minimum is still $23,660. PMID:27990268

Pension coverage among the baby boomers: initial findings from a 1993 survey.

PubMed

Woods, J R

1994-01-01

Using data from a series of supplements to the Current Population Survey, this article presents findings on workers' coverage under employer-sponsored retirement plans in 1993, and recent trends in coverage. The analysis focuses on workers 25-54, a group that includes the baby boom generation. Among all wage and salary workers in this age range (including government employees and part-time workers), 55 percent reported participating in a retirement plan on their current primary jobs, and an additional 3 percent were covered from other jobs. After a modest decline in the early 1980's, the coverage rate has remained essentially unchanged over the past 10 years, and limited data suggest that the baby boomers are doing about as well on pension coverage as older workers at similar points in their careers. Beneath this relative stability in overall coverage, however, at least two important changes have occurred: a significant narrowing of the gender gap in coverage and a shift in types of retirement plans. Increasing numbers of workers are being covered solely by 401(k)-type plans, a development that raises new uncertainties about the form and amount of future benefits. On the other hand, limited data in this study suggest that 401(k) plans may be serving their intended purpose for the majority of workers who have them.

Costing transurethral resection of the prostate and diagnosis related group in Australia compared with United States costs.

PubMed

Gordon, N S

1994-02-01

The cost of a transurethral resection of the prostate is of considerable concern to the community. More of these procedures are being performed as the number of patients in the aged population increases. The costs of wages and salaries, purchase of equipment and depreciation, stationery, linen, investigations (pathology) and pharmaceuticals are compared with the bed charges (as charged to a private patient), the cost per inpatient day and the cost per inpatient treated, which is calculated from the operating fund budget expenditure of The Bendigo Hospital. The cost per diagnosis related group (DRG) 336 (defined as: transurethral prostatectomy, age greater than 69 and/or complication/co-morbidity; mean length of stay 7.0; relative weight = 0.9869) and DRG 337 (defined as: transurethral prostatectomy, age less than 70 without complication/co-morbidity; mean length of stay 5.8; relative weight = 0.7788) are compared with the figures for a similar procedure in 1987 in a United States hospital and extrapolated, by the use of the Consumer Price Index, to 1992 levels. The findings demonstrate that transurethral resection of the prostate as costed in this hospital compares very favourably with that in a US hospital, and favourably from the point of view of health care costs.

Creating a University System for the 21st Century. Report of the State Board of Higher Education's Committee on Employee Compensation

ERIC Educational Resources Information Center

North Dakota University System, 2006

2006-01-01

The combination of North Dakota's lower standard of living and non-competitive salary and benefits makes it increasingly difficult to recruit and retain the best and the brightest staff and faculty. Since 1998, campuses have been internally reallocating funding to provide salary increases to staff and faculty above that provided by the…

Direct and indirect effects of body weight on adult wages.

PubMed

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

2011-12-01

Previous estimates of the association between body weight and wages in the literature have been conditional on education and occupation. In addition to the effect of current body weight status (body mass index (BMI) or obesity) on wages, this paper examines the indirect effect of body weight status in the late-teenage years on wages operating through education and occupation choice. Using the National Longitudinal Survey of Youth 1979 data, for women, we find that a one-unit increase in BMI is directly associated with 1.83% lower hourly wages whereas the indirect BMI wage penalty is not statistically significant. Neither a direct nor an indirect BMI wage penalty is found for men. However, results based on clinical weight classification reveal that the indirect wage penalty occurs to a larger extent at the upper tail of the BMI distribution for both men and women via the pathways of education and occupation outcomes. Late-teen obesity is indirectly associated with 3.5% lower hourly wages for both women and men. These results are important because they imply that the total effect of obesity on wages is significantly larger than has been estimated in previous cross-sectional studies. 2011 Elsevier B.V. All rights reserved.

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.

Estimation of Health Benefits From a Local Living Wage Ordinance

PubMed Central

Bhatia, Rajiv; Katz, Mitchell

2001-01-01

Objectives. This study estimated the magnitude of health improvements resulting from a proposed living wage ordinance in San Francisco. Methods. Published observational models of the relationship of income to health were applied to predict improvements in health outcomes associated with proposed wage increases in San Francisco. Results. With adoption of a living wage of $11.00 per hour, we predict decreases in premature death from all causes for adults aged 24 to 44 years working full-time in families whose current annual income is $20 000 (for men, relative hazard [RH] = 0.94, 95% confidence interval [CI] = 0.92, 0.97; for women, RH = 0.96, 95% CI = 0.95, 0.98). Improvements in subjectively rated health and reductions in the number of days sick in bed, in limitations of work and activities of daily living, and in depressive symptoms were also predicted, as were increases in daily alcohol consumption. For the offspring of full-time workers currently earning $20 000, a living wage predicts an increase of 0.25 years (95% CI = 0.20, 0.30) of completed education, increased odds of completing high school (odds ratio = 1.34, 95% CI = 1.20, 1.49), and a reduced risk of early childbirth (RH = 0.78, 95% CI = 0.69, 0.86). Conclusions. A living wage in San Francisco is associated with substantial health improvement. PMID:11527770

Premium growth and its effect on employer-sponsored insurance.

PubMed

Vistnes, Jessica; Selden, Thomas

2011-03-01

We use variation in premium inflation and general inflation across geographic areas to identify the effects of downward nominal wage rigidity on employers' health insurance decisions. Using employer level data from the 2000 to 2005 Medical Expenditure Panel Survey-Insurance Component, we examine the effect of premium growth on the likelihood that an employer offers insurance, eligibility rates among employees, continuous measures of employee premium contributions for both single and family coverage, and deductibles. We find that small, low-wage employers are less likely to offer health insurance in response to increased premium inflation, and if they do offer coverage they increase employee contributions and deductible levels. In contrast, larger, low-wage employers maintain their offers of coverage, but reduce eligibility for such coverage. They also increase employee contributions for single and family coverage, but not deductibles. Among high-wage employers, all but the largest increase deductibles in response to cost pressures.

The Minimum Wage, Restaurant Prices, and Labor Market Structure

ERIC Educational Resources Information Center

Aaronson, Daniel; French, Eric; MacDonald, James

2008-01-01

Using store-level and aggregated Consumer Price Index data, we show that restaurant prices rise in response to minimum wage increases under several sources of identifying variation. We introduce a general model of employment determination that implies minimum wage hikes cause prices to rise in competitive labor markets but potentially fall in…

Background Study on Employment and Labour Market in the Czech Republic.

ERIC Educational Resources Information Center

Munich, Daniel; Jurajda, Stepan; Cihak, Martin

The current recession in the Czech Republic is driven by aggregate demand, unsustainable growth of wages, weak enforcement of the legal system, non-operational bankruptcy law, and poor corporate governance. The wage dispersion has been growing continuously, and wage setting has become increasingly more responsive to market forces. Education has…

The Effect of Minimum Wage Rates on High School Completion

ERIC Educational Resources Information Center

Warren, John Robert; Hamrock, Caitlin

2010-01-01

Does increasing the minimum wage reduce the high school completion rate? Previous research has suffered from (1. narrow time horizons, (2. potentially inadequate measures of states' high school completion rates, and (3. potentially inadequate measures of minimum wage rates. Overcoming each of these limitations, we analyze the impact of changes in…

Minimum Wage Effects in the Longer Run

ERIC Educational Resources Information Center

Neumark, David; Nizalova, Olena

2007-01-01

Exposure to minimum wages at young ages could lead to adverse longer-run effects via decreased labor market experience and tenure, and diminished education and training, while beneficial longer-run effects could arise if minimum wages increase skill acquisition. Evidence suggests that as individuals reach their late 20s, they earn less the longer…

Inequality and City Size*

PubMed Central

Baum-Snow, Nathaniel; Pavan, Ronni

2013-01-01

Between 1979 and 2007 a strong positive monotonic relationship between wage inequality and city size has developed. This paper investigates the links between this emergent city size inequality premium and the contemporaneous nationwide increase in wage inequality. After controlling for the skill composition of the workforce across cities of different sizes, we show that at least 23 percent of the overall increase in the variance of log hourly wages in the United States from 1979 to 2007 is explained by the more rapid growth in the variance of log wages in larger locations relative to smaller locations. This influence occurred throughout the wage distribution and was most prevalent during the 1990s. More rapid growth in within skill group inequality in larger cities has been by far the most important force driving these city size specific patterns in the data. Differences in the industrial composition of cities of different sizes explain up to one-third of this city size effect. These results suggest an important role for agglomeration economies in generating changes in the wage structure during the study period. PMID:24954958

The impact of minimum wages on population health: evidence from 24 OECD countries.

PubMed

Lenhart, Otto

2017-11-01

This study examines the relationship between minimum wages and several measures of population health by analyzing data from 24 OECD countries for a time period of 31 years. Specifically, I test for health effects as a result of within-country variations in the generosity of minimum wages, which are measured by the Kaitz index. The paper finds that higher levels of minimum wages are associated with significant reductions of overall mortality rates as well as in the number of deaths due to outcomes that have been shown to be more prevalent among individuals with low socioeconomic status (e.g., diabetes, disease of the circulatory system, stroke). A 10% point increase of the Kaitz index is associated with significant declines in death rates and an increase in life expectancy of 0.44 years. Furthermore, I provide evidence for potential channels through which minimum wages impact population health by showing that more generous minimum wages impact outcomes such as poverty, the share of the population with unmet medical needs, the number of doctor consultations, tobacco consumption, calorie intake, and the likelihood of people being overweight.

The Type of Payment and Working Conditions.

PubMed

Rhee, Kyung Yong; Kim, Young Sun; Cho, Yoon Ho

2015-12-01

The type of payment is one of the important factors that has an effect on the health of employees, as a basic working condition. In the conventional research field of occupational safety and health, only the physical, chemical, biological, and ergonomic factors are treated as the main hazardous factors. Managerial factors and basic working conditions such as working hours and the type of payment are neglected. This paper aimed to investigate the association of the type of payment and the exposure to the various hazardous factors as an heuristic study. The third Korean Working Conditions Survey (KWCS) by the Occupational Safety and Health Research Institute in 2011 was used for this study. Among the total sample of 50,032 economically active persons, 34,788 employees were considered for analysis. This study examined the relation between the three types of payment such as basic fixed salary and wage, piece rate, and extra payment for bad and dangerous working conditions and exposure to hazardous factors like vibration, noise, temperature, chemical contact, and working at very high speeds. Multivariate regression analysis was used to measure the effect of the type of payment on working hours exposed to hazards. The result showed that the proportion of employees with a basic fixed salary was 94.5%, the proportion with piece rates was 38.6%, and the proportion who received extra payment for hazardous working conditions was 11.7%. The piece rate was associated with exposure to working with tight deadlines and stressful jobs. This study had some limitations because KWCS was a cross-sectional survey.

From the Floor: Raising Child Care Salaries.

ERIC Educational Resources Information Center

Whitebook, Marcy; And Others

The comprehensive National Child Care Staffing Study confirmed that American children are in jeopardy because their teachers are poorly compensated and minimally trained. An increasing number of local and state efforts have begun to face this crisis head-on. This booklet reviews these efforts, focusing primarily on strategies for raising salaries.…

Beyond Salaries: Employee Benefits for Teachers in the SREB States.

ERIC Educational Resources Information Center

Gaines, Gale F.

This report summarizes teachers' and employers' contribution rates to retirement, Social Security and Medicare, and major medical plans. Several Southern Regional Education Board (SREB) states have adopted multi-year goals to raise teacher pay, which involves additional costs for benefits tied to those salary increases. These benefits can add…

A dynamic econometric model of agricultural wage determination in Bangladesh.

PubMed

Boyce, J K; Ravallion, M

1991-11-01

Economists applied data from 1949-1950 and 1980-1981 to a new dynamic model to examine the dynamics of determinants of agricultural wages in Bangladesh, particularly the effect of changes in relative prices of rice (the staple food) and productivity. Just a 20% rise in the price or rice was passed on in the agricultural wage rate within the current year. About 50% was passed on in the long run, however. Therefore an increase in the price of rice reduced the rice purchasing power of agricultural wages in the short and long term. In fact, the importance given to rice in the long run real wage rate was almost the same as the mean proportion of expenditure that an agricultural laborer in Bangladesh committed to rice and closely related food staples. Thus arise in the price of rice in comparison to other goods had limited effects on the long run real wage in terms of the bundle of goods typically consumed, but very adverse effects in the short run placing a high burden on the rural poor. On the other hand, the long run real wage rate fell considerably between the mid 1960s-early 1980s when overall agricultural productivity increased. The economists pointed out that this increased productivity may not have lowered long run real wage rates, but instead mitigating factors may have contributed to this fall. For example, population growth, rising landlessness, and insufficient economic growth in nonagricultural sectors resulted in a consistent growth in the labor supply. In conclusion, this new dynamic model showed that Bangladesh cannot depend only on agricultural growth to reduce the poverty of farmers.

Effects of wages on smoking decisions of current and past smokers.

PubMed

Du, Juan; Leigh, J Paul

2015-08-01

We used longitudinal data and instrumental variables (IVs) in a prospective design to test for the causal effects of wages on smoking prevalence among current and past smokers. Nationally representative U.S. data were drawn from the 1999-2009 waves of the Panel Study of Income Dynamics. Our overall sample was restricted to full time employed persons, aged 21-65 years. We excluded part time workers and youths because smoking and wage correlations would be complicated by labor supply decisions. We excluded adult never smokers because people rarely begin smoking after the age of 20 years. IVs were created with state-level minimum wages and unionization rates. We analyzed subsamples of men, women, the less educated, the more educated, quitters, and backsliders. Validity and strength of instruments within the IV analysis were conducted with the Sargan-Hansen J statistic and F tests. We found some evidence that low wages lead to more smoking in the overall sample and substantial evidence for men, persons with high school educations or less (<13 years of schooling), and quitters. Results indicated that 10% increases in wages lead to 5.5 and 4.6 percentage point decreases in smoking for men and the less educated; they also increased the average chance of quitting among base-year smokers from 17.0% to 20.4%. Statistical tests suggested that IVs were strong and valid in most samples. Subjects' other family income, including spouses' wages, was entered as a control variable. Increases in an individual's wages, independent of other income, decreased the prevalence of smoking among current and past smokers. Copyright © 2015 Elsevier Inc. All rights reserved.

Analysis of the Relationships of the Selection of Applicants for Retraining Schools at James Connally Technical Institute and Success in Gaining Training-Related Employment and a Salary Increase.

ERIC Educational Resources Information Center

Kuntz, Elmer Lee

Relationships were investigated between (1) General Aptitude Test Battery scores and trainee selection criteria in a manpower training program at the James Connally Technical Institute, Waco, Texas, and (2) trainee success in gaining training related employment and a salary increase. Subjects (244 trainees taking eight classes in mechanics,…

Toward Improved Management of Officer Retention: A New Capability for Assessing Policy Options

DTIC Science & Technology

2014-01-01

data, e.g., after 2005, relative to the early years, e.g., 1990–1995. A civilian wage profile that factored in the value of health benefits offered by...employers would probably increase with age at a slower rate than does the wage profile we use. This might cause an upward bias in the estimate for...of the change in lifetime earnings Wt M Military wage Wt C Civilian wage , inclusive of retirement benefits Rt PDV of the military retirement benefit

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.

The Wage Gap and Comparable Worth.

ERIC Educational Resources Information Center

Smith, James P.

The typical working woman is thought to make 60% of a man's wage, despite increased job skills. Facts prove this perception incorrect. Lack of progress is an artifact of changing labor market characteristics associated with the rapid growth in the numbers of women in the labor market. Low skills, low wage female entrants tend to hold down the…

Wages and Productivity in Mexican Manufacturing. Policy Research Working Paper.

ERIC Educational Resources Information Center

Lopez-Acevedo, Gladys

A study examined determinants of wages and productivity in Mexico from 1993 and 1999 using two national surveys. In 1993, 7,619 employees from 575 firms were interviewed. In 1999, 6,259 employees from 722 firms were interviewed. Findings indicate that wage premiums and productivity increased with years of schooling, but workers had higher benefits…

Prevailing Wage Rates: The Effects on School Construction Costs, Levels of Taxation, and State Reimbursements.

ERIC Educational Resources Information Center

Keller, Edward C.; Hartman, William T.

2001-01-01

Results of study of impact of Pennsylvania Prevailing Wage Act on 25 school-construction project costs from 1992-97 and effect thereof on local school districts' taxes. All districts had higher construction costs and property taxes. Projects increased construction costs for the Commonwealth and recommends revisions in prevailing wage-rate law.…

The Effects of Career Interruptions on Young Men and Women.

ERIC Educational Resources Information Center

Shorten, Brett; Lewis, Donald E.

1991-01-01

Data from a sample of 5,837 Australians showed that (1) women had longer career interruptions; (2) regardless of number of interruptions, men had higher wages; (3) longer interruptions had a negative effect on reentry wages; and (4) 1985-88 growth in wages for males was enhanced by increased numbers and length of interruptions, with the opposite…

The impact of the minimum wage on health.

PubMed

Andreyeva, Elena; Ukert, Benjamin

2018-03-07

This study evaluates the effect of minimum wage on risky health behaviors, healthcare access, and self-reported health. We use data from the 1993-2015 Behavioral Risk Factor Surveillance System, and employ a difference-in-differences strategy that utilizes time variation in new minimum wage laws across U.S. states. Results suggest that the minimum wage increases the probability of being obese and decreases daily fruit and vegetable intake, but also decreases days with functional limitations while having no impact on healthcare access. Subsample analyses reveal that the increase in weight and decrease in fruit and vegetable intake are driven by the older population, married, and whites. The improvement in self-reported health is especially strong among non-whites, females, and married.

Germany's long-term-care insurance: putting a social insurance model into practice.

PubMed

Geraedts, M; Heller, G V; Harrington, C A

2000-01-01

A growing population of elderly has intensified the demand for long-term care (LTC) services. In response to the mounting need, Germany put into effect a LTC Insurance Act in 1995 that introduced mandatory public or private LTC insurance for the entire population of 82 million. The program was based on the organizational principles that define the German social insurance system. Those individuals in the public system and their employers each pay contributions equal to 0.85 percent of each employee's gross wages or salary. Ten percent of the population with the highest incomes have chosen the option of purchasing private long term care insurance. Provisions were made for uniform eligibility criteria, benefits based on level of care needs, cost containment, and quality assurance. Over the first four years of its operation, the system has proved financially sound and has expanded access to organized LTC services. The German system thus may serve as an example for other countries that are planning to initiate social LTC insurance systems in other nations.

[Burns in workers in Switzerland: epidemiology and financial sequelae].

PubMed

de Roche, R; Lüscher, N J; Debrunner, H U; Fischer, R

1993-01-01

A complete statistical evaluation of epidemiologic data and costs of burn injuries in 1984 with a follow-up for 5 years is presented, considering a collective of 1.77 million workers in Switzerland. The majority of burns are minor injuries; only about 5% of the burn victimes are admitted to a hospital, 0.2% die. Only one fifth of the costs caused by burns are due to medical treatment and rehabilitation. All other expenses result from continuation of payments of salaries and annuities. The few treatments of severely burnt patients in the burn units cause effective costs higher than the tariff paid by the insurance. Even so, the predominant portion of the enormous costs is taken up by wages while off work and annuities. As our conclusion we stress the importance of primary care for all severe burns including all burns of the hands in a specialized centre. Any economic effort for primary burn treatment, however high it may be, is justified if the duration of rehabilitation and invalidity can thus be reduced.

The Meaning and Measurement of Work Fatigue: Development and Evaluation of the Three-Dimensional Work Fatigue Inventory (3D-WFI)

PubMed Central

Frone, Michael R.; Tidwell, Marie-Cecile O.

2015-01-01

Although work fatigue represents an important construct in several substantive areas, prior conceptual definitions and measures have been inadequate in a number of ways. The goals of the present study were to develop a conceptual definition and outline the desirable characteristics of a work fatigue measure; briefly examine several prior measures of work fatigue-related constructs; and develop and evaluate a new measure of work fatigue. The Three-Dimensional Work Fatigue Inventory (3D-WFI) provides separate and commensurate assessments of physical, mental, and emotional work fatigue. Results from a pilot study (N = 207) and a broader evaluative study of U.S. wage and salary workers (N = 2,477) suggest that the 3D-WFI is psychometrically sound and evinces a meaningful pattern of relations with variables that comprise the nomological network of work fatigue. As with all new measures, additional research is required to evaluate fully the utility of the 3D-WFI in research on work fatigue. PMID:25602275

[Correlation between quality of life and morbidity of the caregivers of elderly stroke patients].

PubMed

Santos, Nilce Maria de Freitas; Tavares, Darlene Mara Dos Santos

2012-08-01

The objective of this study was to describe the sociodemographic characteristics and the quality of life of the caregivers of elderly individuals with a stroke history, and correlate morbidity with the caregivers' quality of life scores. This is a cross-sectional household survey that interviewed the caregivers of elderly individuals using the following tools: a semi-structured instrument; the World Health Organization Quality of life-BREF; and the Brazilian Multidimensional Functional Assessment Questionnaire. Descriptive analysis and Pearson's correlation (p<0.05) were performed. Most participants were female (93.5%), with a mean age of 55.4±14.17 years, married or living with a partner (58.7%), with four to eight years of education (28.3%), and an income equivalent to one minimum wage salary (34.8%). The highest quality of life score was in the social relations domain (67.57) and the lowest was in the environmental domain (54.82). The highest number of caregiver morbidities correlated with the lowest scores in all quality of life domains.

Competency model for the project managers of technical projects

NASA Astrophysics Data System (ADS)

Duncan, William R.

1992-05-01

Traditional job description techniques were developed to support compensation decisions for hourly wage earners in a manufacturing environment. Their resultant focus on activities performed on the job works well in this environment where the ability to perform the activity adequately is objectively verifiable by testing and observation. Although many organizations have adapted these techniques for salaried employees and service environments, the focus on activities performed has never been satisfactory. For example, stating that a project manager `prepares regular project status reports' tells us little about what to look for in a potential project manager or how to determine if a practicing project manager is ready for additional responsibilities. The concept of a `competency model' has been developed within the last decade to address this shortcoming. Competency models focus on what skills are needed to perform the tasks defined by the job description. For example, a project manager must be able to communicate well both orally and in writing in order to `prepare regular project status reports.'

Flexible working hours and well-being in Finland.

PubMed

Kandolin, I; Härmä, M; Toivanen, M

2001-12-01

Flexibility of working hours became more prevalent in the 1990s in Finland. According to a representative survey on Finnish wage and salary earners (n = 1790) at the beginning of 2000, a great majority of male (76%) and female (65%) employees regularly worked overtime and/or had irregular working hours every month. These employees were flexible in meeting the needs of their companies/employers. Individual flexibility of working hours was far less common, only one third of male and female employees were able to regulate their working hours. A better balance between company-controlled and individual flexibility would, however, improve the well-being of employees. Employees working overtime without being allowed to regulate their working hours felt more symptoms of distress and had more conflicts in combining workplace and family roles than those who could individually determine their working hours flexibly. An investment in individually determined flexibility, for example by means of participatory planning, would improve the well-being of employees, and thus also improve the productivity of the organization.

Is Your Salary Schedule up to Speed?

ERIC Educational Resources Information Center

Neugebauer, Roger

1994-01-01

Presents four key questions for day-care center administrators to consider when evaluating their salary schedules: (1) what are we paying for?; (2) is our pay equitable?; (3) should we offer annual increases?; and (4) should we offer merit raises? Considers various issues raised by these questions, based upon an analysis of over 100 salary…

Half-Way Out: How Requiring Outside Offers to Raise Salaries Influences Faculty Retention and Organizational Commitment

ERIC Educational Resources Information Center

O'Meara, KerryAnn

2015-01-01

This institutional case study examines the influence of a policy requiring outside offers for faculty salary increases on institutional retention efforts and faculty organizational commitment. Outside offers and policies governing them are rarely examined, and studied here from the perspective of administrators, leaving faculty, and faculty who…

Recognition of the Role of the Librarian: Position Classification at Yale.

ERIC Educational Resources Information Center

Siggins, Jack E.

1992-01-01

Reports on a reclassification of jobs across all levels of employment at Yale University and its impact on librarians. Describes the process used in conjunction with consultants, Hewitt Associates, and the resultant changes in career path opportunities and salaries and in market competition. Changes for librarians included salary increases,…

Fact Sheet on the Earnings Gap.

ERIC Educational Resources Information Center

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

A comparison of median income since 1955 shows that the salary differential between men and women has increased in recent years. Although this is due primarily to the over-representation of women in low-skilled, low-paying jobs, even within the same occupations men are better paid. Salary comparisons for professional occupations show differentials…

The Salary Premium Required for Replacing Management Faculty: Evidence from a National Survey

ERIC Educational Resources Information Center

Finch, J. Howard; Allen, Richard S.; Weeks, H. Shelton

2010-01-01

One of the most important aspects of growing and improving business education is replacing departed faculty members. As the baby-boom generation approaches retirement, the supply of available replacement faculty members is diminishing. The result is a competitive market for replacement faculty that features increasing starting salary levels. In…

Salaries of School Business Officials, 2010-2011

ERIC Educational Resources Information Center

Licciardi, Chris; Protheroe, Nancy

2011-01-01

How much were school business officials paid during school year 2010-2011? How do their salaries compare with those of other administrators, with those of classroom teachers, and with increases in the cost of living? In this article, the authors provide school business officials with information to address these and related questions. The data…

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.

The impact of moderate-to-severe Crohn's Disease on employees' salary growth.

PubMed

Loftus, Edward V; Skup, Martha; Ozbay, Ahmet Burak; Wu, Eric; Guérin, Annie; Chao, Jingdong; Mulani, Parvez

2014-10-01

Moderate-to-severe Crohn's Disease (CD) has been shown to reduce daily activities; however, little is known of the impact on employees' salary growth. Employment and health care benefit data were extracted from the OptumHealth Reporting and Insights database, aggregating data from 23 self-insured U.S. companies with approximately 2.5 million covered beneficiaries. Employees diagnosed with moderate-to-severe CD (i.e., ≥1 prescription fill for systemic corticosteroids, immunosuppressive drugs, methotrexate or cyclosporine, or biologic agents within 6 months after the first observed CD diagnosis) between January 1999 and December 2006 were retrospectively matched with controls without CD based on year of birth, sex, industry, and geographic region. Employees' salaries and salary growth rates were estimated and compared between cohorts. Both descriptive comparison and multivariate regression analyses controlling for baseline characteristics and differences in comorbidities were performed. A total of 918 employees with moderate-to-severe CD were matched to 2154 CD-free controls. The 2 cohorts did not differ in their annual salary in the first year of observation. However, regression analyses revealed that the 2 groups had significantly different adjusted annualized salary growth rates (0.69% versus 1.01%, P < 0.001), and employees with CD had a 31% lower salary increase rate than controls. A total income loss of $3195 per person was estimated for employees with CD compared with their CD-free peers over a cumulative 5 years after the first calendar year. In the United States, employees with moderate-to-severe CD had a substantially lower salary growth rate than their peers without CD, suggesting an impaired career progression.

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

Occupations and the Structure of Wage Inequality in the United States, 1980s to 2000s

ERIC Educational Resources Information Center

Mouw, Ted; Kalleberg, Arne L.

2010-01-01

Occupations are central to the stratification systems of industrial countries, but they have played little role in empirical attempts to explain the well-documented increase in wage inequality that occurred in the United States in the 1980s and 1990s. We address this deficiency by assessing occupation-level effects on wage inequality using data…

Unions, Norms, and the Rise in U.S. Wage Inequality

ERIC Educational Resources Information Center

Western, Bruce; Rosenfeld, Jake

2011-01-01

From 1973 to 2007, private sector union membership in the United States declined from 34 to 8 percent for men and from 16 to 6 percent for women. During this period, inequality in hourly wages increased by over 40 percent. We report a decomposition, relating rising inequality to the union wage distribution's shrinking weight. We argue that unions…

Childcare Subsidies, Wages, and Employment of Single Mothers

ERIC Educational Resources Information Center

Tekin, Erdal

2007-01-01

This paper develops and estimates a model for the choice of part-time and full-time employment and the decision to pay for childcare among single mothers. The results indicate that a lower childcare price and a higher full-time wage rate both lead to an increase in overall employment and the use of paid childcare. The part-time wage effects are…

The Influence of Age at Degree Completion on College Wage Premiums

ERIC Educational Resources Information Center

Taniguchi, Hiromi

2005-01-01

Although studies have shown a significant wage gain associated with the possession of a college degree, few have considered at what age the degree was received to estimate this college wage premium. Given the recent increase in the enrollment of older students, this study examines how the size of the premium is affected by college timing while…

Training, Wages, and the Human Capital Model. National Longitudinal Surveys Discussion Paper.

ERIC Educational Resources Information Center

Veum, Jonathan R.

Recent data from the National Longitudinal Survey of Youth (NLSY) were used to examine the validity of the traditional human capital model, which predicts that training lowers starting wages and increases wage growth. The primary data sample was restricted to those 4,309 members of the NLSY sample who were working for pay and not enrolled in…

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

PubMed Central

Kim, Donghyun; Lim, Up

2017-01-01

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

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

PubMed

Kim, Donghyun; Lim, Up

2017-06-24

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

Employment and Wage Disparities for Nurses With Activity Limitations.

PubMed

Wilson, Barbara L; Butler, Richard J; Butler, Matthew J

2016-11-01

No studies quantify the labor market disparities between nurses with and without activity difficulties (physical impairment or disability). We explore disparate treatment of nurses with activity difficulties at three margins of the labor market: the ability to get a job, the relative wage rate offered once a nurse has a job, and the annual hours of work given that wage rate. Key variables from the American Community Survey (ACS) were analyzed, including basic demographic information, wages, hours of work, and employment status of registered nurses from 2006 to 2014. Although there is relatively little disparity in hourly wages, there is enormous disparity in the disabled's employment and hours of work opportunities, and hence a moderate amount of disparity in annual wages. This has significant implications for the nursing labor force, particularly as the nursing workforce continues to age and physical limitations or disabilities increase by 15-fold from 25 to 65 years of age.  Physical or psychological difficulties increase sharply over the course of a nurse's career, and employers must heighten efforts to facilitate an aging workforce and provide appropriate job accommodations for nurses with activity limitations. © 2016 Sigma Theta Tau International.

A profile of PMS salaried GP contracts and their impact on recruitment.

PubMed

Williams, J; Petchey, R; Gosden, T; Leese, B; Sibbald, B

2001-06-01

Personal medical services (PMS) pilot sites aim to use salaried GP schemes to improve GP recruitment and retention and enhance the quality of service provision, particularly in underserved areas. Our objectives were to (i) compare the work incentives of salaried compared with standard GP contracts; (ii) assess recruitment success to salaried posts; and (iii) describe the types of GPs attracted to these new posts. All first wave PMS pilot sites with salaried GP posts known to be 'live' in October 1998 were included in the analysis of employment contracts and job descriptions. Information on recruitment was obtained by a questionnaire survey of PMS sites that were intending to recruit a salaried GP. The mean full-time equivalent salary was 43,674 pounds sterling with additional benefits in terms of sick leave, maternity leave and paid expenses. Eighty-nine percent of posts were eligible for the NHS pension scheme. Posts were mainly full time (40.8 hours per week). GPs were responsible for providing services equivalent in scope to general medical services. One-fifth of contracts freed GPs from out-of-hours responsibility and most freed them from practice management. Forty-three of the pilot sites actively recruited to fill 63 salaried posts, which involved a total of 51 recruitment 'rounds', with some pilots advertising more than once. There were 291 applications. The median number of applicants per post was three and the median time to recruitment was 6 weeks. Eighty-five percent of sites were satisfied with the quality of their applicants and 64% with the quantity. Eighty-five percent of applicants previously had been working in general practice, most in locum or salaried posts. Applicants tended to be young and male. Sixty posts were filled. Salaried contracts offer positive incentives to recruitment in terms of reduced hours of work and freedom from administrative responsibility. Recruitment success was similar to that achieved by inner city practices generally. This modest achievement might be enhanced by the addition of professional development schemes and increased flexible/part-time working.

Impact of a private sector living wage intervention on depressive symptoms among apparel workers in the Dominican Republic: a quasi-experimental study

PubMed Central

Burmaster, Katharine B; Landefeld, John C; Rehkopf, David H; Lahiff, Maureen; Sokal-Gutierrez, Karen; Adler-Milstein, Sarah; Fernald, Lia C H

2015-01-01

Objectives Poverty reduction interventions through cash transfers and microcredit have had mixed effects on mental health. In this quasi-experimental study, we evaluate the effect of a living wage intervention on depressive symptoms of apparel factory workers in the Dominican Republic. Setting Two apparel factories in the Dominican Republic. Participants The final sample consisted of 204 hourly wage workers from the intervention (99) and comparison (105) factories. Interventions In 2010, an apparel factory began a living wage intervention including a 350% wage increase and significant workplace improvements. The wage increase was plausibly exogenous because workers were not aware of the living wage when applying for jobs and expected to be paid the usual minimum wage. These individuals were compared with workers at a similar local factory paying minimum wage, 15–16 months postintervention. Primary outcome measures Workers’ depressive symptoms were assessed using the Center for Epidemiologic Studies-Depression Scale (CES-D). Ordinary least squares and Poisson regressions were used to evaluate treatment effect of the intervention, adjusted for covariates. Results Intervention factory workers had fewer depressive symptoms than comparison factory workers (unadjusted mean CES-D scores: 10.6±9.3 vs 14.7±11.6, p=0.007). These results were sustained when controlling for covariates (β=−5.4, 95% CI −8.5 to −2.3, p=0.001). In adjusted analyses using the standard CES-D clinical cut-off of 16, workers at the intervention factory had a 47% reduced risk of clinically significant levels of depressive symptoms compared with workers at the comparison factory (23% vs 40%). Conclusions Policymakers have long grappled with how best to improve mental health among populations in low-income and middle-income countries. We find that providing a living wage and workplace improvements to improve income and well-being in a disadvantaged population is associated with reduced depressive symptoms. PMID:26238394

Predicting future staffing needs at teaching hospitals: use of an analytical program with multiple variables.

PubMed

Mitchell, Christine C; Ashley, Stanley W; Zinner, Michael J; Moore, Francis D

2007-04-01

To develop a model to predict future staffing for the surgery service at a teaching hospital. Tertiary hospital. A computer model with potential future variables was constructed. Some of the variables were distribution of resident staff, fellows, and physician extenders; salary/wages; work hours; educational value of rotations; work units, inpatient wards, and clinics; future volume growth; and efficiency savings. Outcomes Number of staff to be hired, staffing expense, and educational impact. On a busy general surgery service, we estimated the impact of changes in resident work hours, service growth, and workflow efficiency in the next 5 years. Projecting a reduction in resident duty hours to 60 hours per week will require the hiring of 10 physician assistants at a cost of $1 134 000, a cost that is increased by $441 000 when hiring hospitalists instead. Implementing a day of didactic and simulator time (10 hours) will further increase the costs by $568 000. A 10% improvement in the efficiency of floor care, as might be gained by advanced information technology capability or by regionalization of patients, can mitigate these expenses by as much as 21%. On the other hand, a modest annual growth of 2% will increase the costs by $715 000 to $2 417 000. To simply replace residents with alternative providers requires large amounts of human and fiscal capital. The potential for simple efficiencies to mitigate some of this expense suggests that traditional patterns of care in teaching hospitals will have to change in response to educational mandates.

Focus on Teacher Salaries: Update for 1998-99.

ERIC Educational Resources Information Center

Gaines, Gale F.

For the third consecutive year, Southern Regional Education Board (SREB) states narrowed the gap between national average teacher salaries and the region's average. The regional average for 1998-99 was 88.2 percent of the national average. A year earlier, it was 87.3 percent of the national average. The average increase for SREB states was 4…

ERS Survey: 2008-09 Salaries of School Business Officials

ERIC Educational Resources Information Center

Licciardi, Chris; Protheroe, Nancy

2009-01-01

How much were school business officials being paid during the 2008-09 school year? How do their salaries compare with those of other administrators, with those of classroom teachers, and with increases in the cost of living? In this article, the authors provide school business officials with information to address these and related questions. The…

Not Equal for All: Gender and Race Differences in Salary for Doctoral Degree Recipients

ERIC Educational Resources Information Center

Webber, Karen L.; Canché, Manuel González

2015-01-01

Despite a recent increase in women and racial/ethnic minorities in U.S. postsecondary education, doctoral recipients from these groups report lower salaries than male and majority peers. With a longitudinal sample of approximately 10,000 respondents from the "Survey of Doctorate Recipients," this study adds to the limited literature…

ERS Survey: 2009-10 Salaries of School Business Officials

ERIC Educational Resources Information Center

Licciardi, Chris; Protheroe, Nancy

2010-01-01

How much were school business officials being paid during the 2009-2010 school year? How do their salaries compare with those of other administrators, with those of classroom teachers, and with increases in the cost of living? In this article, the authors provide school business officials with information to address these and related questions.…

Evaluation of a 15-valent Pneumococcal Conjugate Vaccine in an Adult Rhesus Macaque Immunogenicity Model

PubMed Central

Xie, Jinfu; Kaufhold, Robin; Mcguinness, Debra; Zhang, Yuhua; Smith, William; Giovarelli, Cecelia; Winters, Michael; Musey, Luwy; Kosinski, Michael; Skinner, Julie

2017-01-01

Abstract Background Streptococcus pneumoniae (pneumococcus) is a leading cause of a variety of diseases, including bacteremia, meningitis, and pneumonia, among older adults in the United States. Immunization with pneumococcal vaccines is an effective way to prevent these diseases. In this study, we evaluated the immunogenicity of 15-valent pneumococcal conjugate vaccine (PCV15) in adult rhesus macaques. Methods Animals were intramuscularly immunized with PNEUMOVAX® 23 and PCV15 vaccine (5 animals/group) and sera were collected before immunization and 30, 60, and 90 days after the immunization. Sera were assayed using multiplexed electrochemiluminescent (ECL) assays to measure serotype-specific IgG antibodies to all vaccine serotypes and multiplexed opsonophagocytic killing assays (MOPA) to measure functional antibody responses to 15 vaccine serotypes. Results At day 30 post immunization, 16 out of the 23 serotypes in PNEUMOVAX 23 groups induced statistically significant higher ECL titers compared with pre bleed, ranging from 1.6-fold (19A) to 28.3-fold (15B). Compared with PNEUMOVAX 23, PCV15 induced much higher ECL titers. Thirteen out of the 15 serotypes in PCV15 groups induced statistically significant higher ECL titers compared with pre bleed, ranging from 7.4-fold (14) to 47.3-fold (4). The ECL antibody titers gradually decreased from day 30 to day 90 for both groups. We also compared the functional MOPA titers of the day 30 sera compared with pre bleed for 15 vaccine serotypes. Out of the 14 common vaccine serotypes, 7 serotypes in the PNEUMOVAX 23 immunized macaques had a >4 fold increase in MOPA titer, ranging from 4-fold (22F) to 3902-fold (33F) and 11 serotypes in the PCV15 immunized macaques had a >4-fold increase in MOPA titer, ranging from 6.3-fold (23F) to 4445-fold (7F). Twelve out of the 14 common serotypes in PCV15 group had higher MOPA titers compared with the PNEUMOVAX 23 group, although they didn’t reach statistical significance due to high variability. Conclusion These data demonstrate that a single dose of PCV15 is highly immunogenic in adult rhesus macaques and has better immunogenicity for most common serotypes compared with PNEUMOVAX 23. However, PNEUMOVAX 23 offers broader serotype coverage with 9 additional serotypes contained in the vaccine. Disclosures J. Xie, Merck & Co. Inc: Employee, Salary; R. Kaufhold, Merck & Co. Inc: Employee, Salary; D. Mcguinness, Merck & Co. Inc: Employee, Salary; Y. Zhang, Merck & Co. Inc.: Employee, Salary; W. Smith, Merck & Co. Inc.: Employee, Salary; C. Giovarelli, Merck & Co. Inc.: Employee, Salary; M. Winters, Merck & Co. Inc: Employee, Salary; L. Musey, Merck & Co. Inc: Employee, Salary; M. Kosinski, Merck & Co. Inc: Employee, Salary; J. Skinner, Merck & Co. Inc: Employee, Salary

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

ERIC Educational Resources Information Center

Powell, David

2012-01-01

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

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)

The impact of a private sector living wage intervention on consumption and cardiovascular disease risk factors in a middle income country.

PubMed

Rehkopf, David H; Burmaster, Katharine; Landefeld, John C; Adler-Milstein, Sarah; Flynn, Emily P; Acevedo, Maria Cecilia; Jones-Smith, Jessica C; Adler, Nancy; Fernald, Lia C H

2018-01-25

A positive association of socioeconomic position and health is well established in high-income countries. In poorer nations, however, higher income individuals often have more cardiovascular risk factors (including obesity) than do those with less income. Our study goal was to estimate the effects of receiving a living wage (340% higher income) on short-term changes in consumption and cardiovascular risk factors among low-wage workers in a middle-income country. This cross-sectional study matched workers at an apparel factory (n=105) in the Dominican Republic with those at a similar factory (n=99) nearby, 15 months after the intervention factory introduced a substantially higher living wage. Statistical matching on non-time varying individual characteristics (childhood health, childhood living conditions, work experience, demographic factors) strengthened causal inference. Primary outcomes were blood pressure (systolic and diastolic), pulse rate, body mass index and waist circumference. Secondary outcomes were dietary consumption and spending on services, consumables and durable goods. Receiving the living wage was associated with increased consumption of protein, dairy, soda and juice and sugars, but not with cardiovascular risk factors. Intervention factory workers spent more on grocery items and household durable goods. While having a higher income in a middle-income country might be expected to increase obesity and its associated health risks, the current study found no short-term negative associations. There may be possible longer-term negative health consequences of increases in consumption of soda, juice and sugars, however. It is important to consider complementary interventions to support healthy dietary intake in areas with increasing wages.

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

Federal Register 2010, 2011, 2012, 2013, 2014

2010-02-23

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

5 CFR 1639.27 - Procedures for salary offset.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Procedures for salary offset. 1639.27... Salary Offset § 1639.27 Procedures for salary offset. (a) The Board will coordinate salary deductions... pay and will implement the salary offset. (c) Deductions will begin within three official pay periods...

Nurse employment contracts in Chinese hospitals: impact of inequitable benefit structures on nurse and patient satisfaction

PubMed Central

2014-01-01

Purpose Ongoing economic and health system reforms in China have transformed nurse employment in Chinese hospitals. Employment of ‘bianzhi’ nurses, a type of position with state-guaranteed lifetime employment that has been customary since 1949, is decreasing while there is an increase in the contract-based nurse employment with limited job security and reduced benefits. The consequences of inequities between the two types of nurses in terms of wages and job-related benefits are unknown. This study examined current rates of contract-based nurse employment and the effects of the new nurse contract employment strategy on nurse and patient outcomes in Chinese hospitals. Methods This cross-sectional study used geographically representative survey data collected from 2008 to 2010 from 181 hospitals in six provinces, two municipalities, and one autonomous region in China. Logistic regression models were used to estimate the association between contract-based nurse utilization, dissatisfaction among contract-based nurses, nurse intentions to leave their positions, and patient satisfaction, controlling for nurse, patient, and hospital characteristics. Principal Results Hospital-level utilization of contract-based nurses varies greatly from 0 to 91%, with an average of 51%. Contract-based nurses were significantly more dissatisfied with their remuneration and benefits than ‘bianzhi’ nurses who have more job security (P <0.01). Contract-based nurses who were dissatisfied with their salary and benefits were more likely to intend to leave their current positions (P <0.01). Hospitals with high levels of dissatisfaction with salary and benefits among contract-based nurses were rated lower and less likely to be recommended by patients (P < 0.05). Conclusions Our results suggest a high utilization of contract-based nurses in Chinese hospitals, and that the inequities in benefits between contract-based nurses and ‘bianzhi’ nurses may adversely affect both nurse and patient satisfaction in hospitals. Our study provides empirical support for the ‘equal pay for equal work’ policy emphasized by the China Ministry of Health’s recent regulations, and calls for efforts in Chinese hospitals to eliminate the disparities between ‘bianzhi’ and contract-based nurses. PMID:24418223

Nurse employment contracts in Chinese hospitals: impact of inequitable benefit structures on nurse and patient satisfaction.

PubMed

Shang, Jingjing; You, Liming; Ma, Chenjuan; Altares, Danielle; Sloane, Douglas M; Aiken, Linda H

2014-01-13

Ongoing economic and health system reforms in China have transformed nurse employment in Chinese hospitals. Employment of 'bianzhi' nurses, a type of position with state-guaranteed lifetime employment that has been customary since 1949, is decreasing while there is an increase in the contract-based nurse employment with limited job security and reduced benefits. The consequences of inequities between the two types of nurses in terms of wages and job-related benefits are unknown. This study examined current rates of contract-based nurse employment and the effects of the new nurse contract employment strategy on nurse and patient outcomes in Chinese hospitals. This cross-sectional study used geographically representative survey data collected from 2008 to 2010 from 181 hospitals in six provinces, two municipalities, and one autonomous region in China. Logistic regression models were used to estimate the association between contract-based nurse utilization, dissatisfaction among contract-based nurses, nurse intentions to leave their positions, and patient satisfaction, controlling for nurse, patient, and hospital characteristics. Hospital-level utilization of contract-based nurses varies greatly from 0 to 91%, with an average of 51%. Contract-based nurses were significantly more dissatisfied with their remuneration and benefits than 'bianzhi' nurses who have more job security (P <0.01). Contract-based nurses who were dissatisfied with their salary and benefits were more likely to intend to leave their current positions (P <0.01). Hospitals with high levels of dissatisfaction with salary and benefits among contract-based nurses were rated lower and less likely to be recommended by patients (P < 0.05). Our results suggest a high utilization of contract-based nurses in Chinese hospitals, and that the inequities in benefits between contract-based nurses and 'bianzhi' nurses may adversely affect both nurse and patient satisfaction in hospitals. Our study provides empirical support for the 'equal pay for equal work' policy emphasized by the China Ministry of Health's recent regulations, and calls for efforts in Chinese hospitals to eliminate the disparities between 'bianzhi' and contract-based nurses.

Focus on Teacher Salaries: What Teacher Salary Averages Don't Show.

ERIC Educational Resources Information Center

Gaines, Gale

Traditional comparisons of teacher salary averages fail to consider factors beyond pay raises that affect those averages. Salary averages do not show: regional and national variations among states' average salaries; the variation of salaries within an individual state; variations in the cost of living; the highest degree earned by teachers and the…

Salary Compression: A Time-Series Ratio Analysis of ARL Position Classifications

ERIC Educational Resources Information Center

Seaman, Scott

2007-01-01

Although salary compression has previously been identified in such professional schools as engineering, business, and computer science, there is now evidence of salary compression among Association of Research Libraries members. Using salary data from the "ARL Annual Salary Survey", this study analyzes average annual salaries from 1994-1995…

5 CFR 9901.312 - Maximum rates of base salary and adjusted salary.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Maximum rates of base salary and adjusted salary. 9901.312 Section 9901.312 Administrative Personnel DEPARTMENT OF DEFENSE HUMAN RESOURCES....312 Maximum rates of base salary and adjusted salary. (a) Subject to § 9901.105, the Secretary may...

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

PubMed

Qin, Paige; Chernew, Michael

2014-12-01

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

Who really pays for health insurance? The incidence of employer-provided health insurance with sticky nominal wages.

PubMed

Sommers, Benjamin D

2005-03-01

This paper addresses two seeming paradoxes in the realm of employer-provided health insurance: First, businesses consistently claim that they bear the burden of the insurance they provide for employees, despite theory and empirical evidence indicating that workers bear the full incidence. Second, benefit generosity and the percentage of premiums paid by employers have decreased in recent decades, despite the preferential tax treatment of employer-paid benefits relative to wages-trends unexplained by the standard incidence model. This paper offers a revised incidence model based on nominal wage rigidity, in an attempt to explain these paradoxes. The model predicts that when the nominal wage constraint binds, some of the burden of increasing insurance premiums will fall on firms, particularly small companies with low-wage employees. In response, firms will reduce employment, decrease benefit generosity, and require larger employee premium contributions. Using Current Population Survey data from 2000-2001, I find evidence for this kind of wage rigidity and its associated impact on the employment and premium contributions of low-wage insured workers during a period of rapid premium growth.

20 CFR 404.1048 - Contribution and benefit base after 1992.

Code of Federal Regulations, 2012 CFR

2012-04-01

... DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1048... automatic cost-of-living increase in old-age, survivors, and disability insurance benefits. For purposes of...

20 CFR 404.1048 - Contribution and benefit base after 1992.

Code of Federal Regulations, 2014 CFR

2014-04-01

... DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1048... automatic cost-of-living increase in old-age, survivors, and disability insurance benefits. For purposes of...

20 CFR 404.1048 - Contribution and benefit base after 1992.

Code of Federal Regulations, 2011 CFR

2011-04-01

... DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1048... automatic cost-of-living increase in old-age, survivors, and disability insurance benefits. For purposes of...

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.

Financial analysis of cardiovascular wellness program provided to self-insured company from pharmaceutical care provider's perspective.

PubMed

Wilson, Justin B; Osterhaus, Matt C; Farris, Karen B; Doucette, William R; Currie, Jay D; Bullock, Tammy; Kumbera, Patty

2005-01-01

To perform a retrospective financial analysis on the implementation of a self-insured company's wellness program from the pharmaceutical care provider's perspective and conduct sensitivity analyses to estimate costs versus revenues for pharmacies without resident pharmacists, program implementation for a second employer, the second year of the program, and a range of pharmacist wages. Cost-benefit and sensitivity analyses. Self-insured employer with headquarters in Canton, N.C. 36 employees at facility in Clinton, Iowa. Pharmacist-provided cardiovascular wellness program. Costs and revenues collected from pharmacy records, including pharmacy purchasing records, billing records, and pharmacists' time estimates. All costs and revenues were calculated for the development and first year of the intervention program. Costs included initial and follow-up screening supplies, office supplies, screening/group presentation time, service provision time, documentation/preparation time, travel expenses, claims submission time, and administrative fees. Revenues included initial screening revenues, follow-up screening revenues, group session revenues, and Heart Smart program revenues. For the development and first year of Heart Smart, net benefit to the pharmacy (revenues minus costs) amounted to dollars 2,413. All sensitivity analyses showed a net benefit. For pharmacies without a resident pharmacist, the net benefit was dollars 106; for Heart Smart in a second employer, the net benefit was dollars 6,024; for the second year, the projected net benefit was dollars 6,844; factoring in a lower pharmacist salary, the net benefit was dollars 2,905; and for a higher pharmacist salary, the net benefit was dollars 1,265. For the development and first year of Heart Smart, the revenues of the wellness program in a self-insured company outweighed the costs.

Academic and Librarian Faculty: Birds of a Different Feather in Compensation Policy? AIR 1992 Annual Forum Paper.

ERIC Educational Resources Information Center

Zeglen, Marie E.; Schmidt, Edward J.

A study was done of salary determinants for academic librarians in light of the increasing trend to include academic and librarian faculty in joint bargaining units for compensation. The study analyzed position, gender, faculty status, rank, tenure, experience, and academic preparation as salary determinants for 469 librarians at 25 state colleges…

Time, Money, and the Control of One's Own Work Life: An Examination of the Deferred Salary Leave Plan.

ERIC Educational Resources Information Center

Jacobson, Stephen L.; Kennedy, Sylvia

1997-01-01

Describes a contractually negotiated income/leisure substitution provision commonly used in Canada. The deferred-salary leave plan gives teachers greater control over their work lives by letting them set aside monies to underwrite future leaves of absence. The plan may help teachers alleviate job stress, offset increased demands of reform…

Can a District-Level Teacher Salary Incentive Policy Improve Teacher Recruitment and Retention? Policy Brief 13-4

ERIC Educational Resources Information Center

Hough, Heather J.; Loeb, Susanna

2013-01-01

In this policy brief, Heather Hough and Susanna Loeb examine the effect of the Quality Teacher and Education Act of 2008 (QTEA) on teacher recruitment, retention, and overall teacher quality in the San Francisco Unified School District (SFUSD). They provide evidence that a salary increase can improve a school district's attractiveness within their…

A Decade beyond the Doctorate: The Influence of a US Postdoctoral Appointment on Faculty Career, Productivity, and Salary

ERIC Educational Resources Information Center

Yang, Lijing; Webber, Karen L.

2015-01-01

The number of postdoctoral researchers has increased dramatically in the past decade. Because of the limited number of academic staff openings and the general levels of salary, the role and value of the postdoctoral appointment are changing. Using a sample of respondents with continuous data in the 1999 through 2008 "Survey of Doctoral…

"A Reversal of Fortune": Georgia Legislative Update 1992-2012

ERIC Educational Resources Information Center

Sielke, Catherine C.

2011-01-01

In the 1990s, teachers' and other educators' salaries increased enough to make Georgia number one in salaries in the South and solidly in the Midwest across the nation. Since 2004, school districts have been trying to make do with much less as this recession continues to force more cuts. Georgia has a very high unemployment rate of 10.25%, a high…

HIV, wages, and the skill premium.

PubMed

Marinescu, Ioana

2014-09-01

The HIV epidemic has dramatically decreased labor supply among prime-age adults in Sub-Saharan Africa. Using within-country variation in regional HIV prevalence and a synthetic panel, I find that HIV significantly increases the capital-labor ratio in urban manufacturing firms. The impact of HIV on average wages is positive but imprecisely estimated. In contrast, HIV has a large positive impact on the skill premium. The impact of HIV on the wages of low skilled workers is insignificantly different from 0, and is strongly dampened by competition from rural migrants. The HIV epidemic disproportionately increases the incomes of high-skilled survivors, thus increasing inequality. Copyright © 2014 Elsevier B.V. All rights reserved.

The Aftermath of the Bracero: A Study of the Economic Impact on the Agricultural Hired Labor Market of Michigan from the Termination of Public Law 78.

ERIC Educational Resources Information Center

Mason, John Dancer

To test the "stoop labor" hypotheses that the supply response of domestic migrants to increased wages would be inelastic, this study examined wage adjustment in Michigan agriculture after 1964, supply response to wage changes in the pickle industry, and acreage decline and capital substitution following the termination of the bracero…

A Profile of the Low-Wage Immigrant Workforce. Immigrant Families and Workers. Facts and Perspectives Brief.

ERIC Educational Resources Information Center

Capps, Randy; Fix, Michael; Passel, Jeffrey S.; Ost, Jason; Perez-Lopez, Dan

Immigrants compose an increasingly large share of the U.S. labor force and growing share of low-wage workers. Immigrants' hourly wages are lower on average than those for natives. Immigrant workers are much more likely than native workers to drop out of high school. Three-fourths of all U.S. workers with less than a ninth grade education are…

The hospital nursing shortage. A paradox of increasing supply and increasing vacancy rates.

PubMed Central

Aiken, L H

1989-01-01

A serious shortage of nurses has developed since 1984 despite a growing number of employed nurses and a substantial decline in the number of hospital inpatient days. The evidence suggests that the shortage is the result of an increased demand for nurses, not a decline in supply. The increased demand in large part has resulted from the substitution of registered nurses for licensed practical nurses, aides, and other patient services personnel. The substitution was feasible because nurses' wages have been depressed compared with those of other hospital employees. The shortage is likely to abate if nurses' wages increase, making substitution more costly. Even in the absence of continuing wage increases, hospitals could ease the shortage by restructuring patient services and enabling nurses to spend a greater portion of their time in direct patient care. PMID:2669349

Nursing shortages: let's be flexible.

PubMed

Sullivan, Christine; Reading, Sonya

2002-10-01

The following paper is a report outlining a significant work pattern change in an acute cardiac ward at a large Brisbane-based private hospital. The nursing staff expressed the desire for more flexible rostering and the opportunity to work 12-hour shifts. After agreement was reached between the hospital, the union and the Industrial Relations Board, guidelines were put in place and a Flexible Rostering System was proposed and trialed. An 80% consensus of staff was required both to proceed with the trial and to implement any permanent changes. Initially, the trial was conducted for three months and extended to six months. The shifts trialed were between four and 12 hours in length with varied starting and finishing times. The Flexible Rostering System was evaluated using feedback from staff surveys and the results of a staff vote. In addition, patient feedback, incident reports, financial and managerial evaluation of staff costs, hours per patient day utilised, sick leave, and the use of permanent staff for voluntary extra shifts were also monitored. The outcome of the trial was positive with over 80% of staff voting to implement the Flexible Rostering System permanently. A significant reduction in sick leave of 41% and improved retention of skilled registered nursing staff was noted. There was no increase in the number of incident reports or patient complaints. Both patients and nurses commented on the improved continuity of care. Salaries and wages were within budget. Staff surveys showed positive feedback such as increased morale, increased flexibility with rosters, decreased fatigue levels, improved patient assessment on night duty and an increase in number of days off. In conclusion, the Flexible Rostering System has been accepted as a positive change for staff and is cost effective for the hospital. In light of nursing shortages, the outcome of this trial cannot be ignored.

For Love, Not Money: The Financial Implications of Surgical Fellowship Training.

PubMed

Inclan, Paul M; Hyde, Adam S; Hulme, Michael; Carter, Jeffrey E

2016-09-01

Surgical residents cite increased income potential as a motivation for pursuing fellowship training, despite little evidence supporting this perception. Thus, our goal is to quantify the financial impact of surgical fellowship training on financial career value. By using Medical Group Management Association and Association of American Medical Colleges physician income data, and accounting for resident salary, student debt, a progressive tax structure, and forgone wages associated with prolonged training, we generated a net present value (NPV) for both generalist and subspecialist surgeons. By comparing generalist and subspecialist career values, we determined that cardiovascular (NPV = 698,931), pediatric (430,964), thoracic (239,189), bariatric (166,493), vascular (96,071), and transplant (46,669) fellowships improve career value. Alternatively, trauma (11,374), colorectal (44,622), surgical oncology (203,021), and breast surgery (326,465) fellowships all reduce career value. In orthopedic surgery, spine (505,198), trauma (123,250), hip and joint (60,372), and sport medicine (56,167) fellowships improve career value, whereas shoulder and elbow (4,539), foot and ankle (173,766), hand (366,300), and pediatric (489,683) fellowships reduce career NPV. In obstetrics and gynecology, reproductive endocrinology (352,854), and maternal and fetal medicine (322,511) fellowships improve career value, whereas gynecology oncology (28,101) and urogynecology (206,171) fellowships reduce career value. These data indicate that the financial return of fellowship is highly variable.

Motor vehicle fatalities among oil and gas extraction workers.

PubMed

Retzer, Kyla D; Hill, Ryan D; Pratt, Stephanie G

2013-03-01

Motor vehicle crashes are the leading cause of work-related fatality in the U.S. as well as in the oil and gas extraction industry. This study describes the characteristics of motor vehicle-related fatalities in the oil and gas extraction industry using data from the U.S. Bureau of Labor Statistics' Census of Fatal Occupational Injuries. It compares the risk of dying in a motor vehicle crash in this industry to other major industries and among different types and sizes of oil and gas extraction companies. There were 202 oil and gas extraction workers who died in a work-related motor vehicle crash from 2003 to 2009. The motor vehicle fatality rate for workers in this industry was 8.5 times that of all private wage and salary workers (7.6 vs. 0.9, p<.0001). Workers from small oil and gas establishments (<20 workers) and workers from well-servicing companies were at greatest risk of dying in a motor vehicle crash. Pick-up trucks were the most frequent type of vehicle occupied by the fatally injured worker (n=104, 51.5%). Safety belt non-use was identified in 38.1% (n=77) of the cases. Increased focus on motor vehicle safety in this industry is needed, in particular among small establishments. Extraction workers who drive light duty vehicles need to be a specific focus. Published by Elsevier Ltd.

Compulsory private complementary health insurance offered by employers in France: implications and current debate.

PubMed

Franc, Carine; Pierre, Aurélie

2015-02-01

In January 2013, within the framework of a National Inter-professional Agreement (NIA), the French government required all employers (irrespective of the size of their business) to offer private complementary health insurance to their employees from January 2016. The generalization of group complementary health insurance to all employees will directly affect insurers, employers and employees, as well as individuals not directly concerned (students, retirees, unemployed and civil servants). In this paper, we present the issues raised by this regulation, the expected consequences and the current debate around this reform. In particular, we argue that this reform may have adverse effects on equity of access to complementary health insurance in France, since the risk structure of the market for individual health insurance will change, potentially increasing inequalities between wage-earners and others. Moreover, tax exemptions given to group contracts are problematic because public funds used to support these contracts can be higher at individual level for high-salary individuals than those allocated to improve access for the poorest. In response to the criticism and with the aim of ensuring equity in the system, the government decided to reconsider some of the fiscal advantages given to group contracts, to enhance programs and aids dedicated to the poorest and to redefine an overall context of incentives. Copyright © 2015. Published by Elsevier Ireland Ltd.

The 10% solution: Tying managerial salary increases to workplace wellness actions (and not results).

PubMed

Robbins, Rebecca; Wansink, Brian

2016-10-01

Although manager support is critical for workplace health and wellness efforts, little is known about how to best encourage managers to make creative or bold steps toward employee wellness. We posit that the right interactions between managers and employees could have lasting impact on workplace wellness. To consider how managers might be motivated to take an active role in promoting everyday employee health and wellness, we used a website survey of worksite managers (N = 270) to investigate how tying at least 10% of managerial annual salary increases and promotion would incentivize manager actions in workplace wellness. Overall, regression analyses reveal favorable attitudes from managers and high intentions to implement changes if salary increases and advancement were partially linked to workplace wellness efforts. Managers also expressed a preference for working for a company with this policy, and this was strongest among female managers and managers with a fewer number of subordinates. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Where do inmmigrants fare worse? Modeling workplace wage gap variation with longitudinal employer-employee data.

PubMed

Tomaskovic-Devey, Donald; Hällsten, Martin; Avent-Holt, Dustin

2015-01-01

The authors propose a strategy for observing and explaining workplace variance in categorically linked inequalities. Using Swedish economy-wide linked employer-employee panel data, the authors examine variation in workplace wage inequalities between native Swedes and non-Western immigrants. Consistent with relational inequality theory, the authors' findings are that immigrant-native wage gaps vary dramatically across workplaces, even net of strong human capital controls. The authors also find that, net of observed and fixed-effect controls for individual traits, workplace immigrant-native wage gaps decline with increased workplace immigrant employment and managerial representation and increase when job segregation rises. These results are stronger in high-inequality workplaces and for white-collar employees: contexts in which one expects status-based claims on organizational resources, the central causal mechanism identified by relational inequality theory, to be stronger. The authors conclude that workplace variation in the non-Western immigrant-native wage gaps is contingent on organizational variationin the relative power of groups and the institutional context in which that power is exercised.

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

PubMed

Flippen, Chenoa A

2012-02-01

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

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

PubMed Central

Flippen, Chenoa A.

2012-01-01

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

Employer Engagement in British Secondary Education: Wage Earning Outcomes Experienced by Young Adults

ERIC Educational Resources Information Center

Mann, Anthony; Percy, Christian

2014-01-01

Since 2004, the devolved education systems of England, Scotland and Wales have introduced initiatives to increase contact between employers and young people, particularly aged 14-19, as a supplementary, co-curricular activity within mainstream education. The initiatives are motivated partly to increase wage-earning potential but studies to date…

20 CFR 404.140 - What is a quarter of coverage.

Code of Federal Regulations, 2010 CFR

2010-04-01

... increased in the future as average wages increase. Section 404.144 tells how self-employment income derived..., wages were generally reported on a quarterly basis and self-employment income was reported on an annual...-employment income. Section 404.142 tells how self-employment income derived in a taxable year beginning...

Salary Equity Issues in Higher Education: Where Do We Stand? AAHE-ERIC/Higher Education Research Currents.

ERIC Educational Resources Information Center

Koch, James V.

1982-01-01

Salary equity issues in higher education are examined with reference to sex discrimination in faculty salaries, the law and its application, judicial deference toward higher education, and the nature of salary equity evidence. The basis for most salary equity studies has been the simple observation that salaries of male professors are generally…

Stereotype threat in salary negotiations is mediated by reservation salary.

PubMed

Tellhed, Una; Björklund, Fredrik

2011-04-01

Women are stereotypically perceived as worse negotiators than men, which may make them ask for less salary than men when under stereotype threat (Kray et al., 2001). However, the mechanisms of stereotype threat are not yet properly understood. The current study investigated whether stereotype threat effects in salary negotiations can be explained by motivational factors. A total of 116 business students negotiated salary with a confederate and were either told that this was diagnostic of negotiating ability (threat manipulation) or not. Measures of minimum (reservation) and ideal (aspiration) salary goals and regulatory focus were collected. The finding (Kray et al., 2001) that women make lower salary requests than men when under stereotype threat was replicated. Women in the threat condition further reported lower aspiration salary, marginally significantly lower reservation salary and less eagerness/more vigilance than men. Reservation salary mediated the stereotype threat effect, and there was a trend for regulatory focus to mediate the effect. Thus, reservation salary partly explains why women ask for less salary than men under stereotype threat. Female negotiators may benefit from learning that stereotype threat causes sex-differences in motivation. © 2010 The Authors. Scandinavian Journal of Psychology © 2010 The Scandinavian Psychological Associations.

Impact of a private sector living wage intervention on depressive symptoms among apparel workers in the Dominican Republic: a quasi-experimental study.

PubMed

Burmaster, Katharine B; Landefeld, John C; Rehkopf, David H; Lahiff, Maureen; Sokal-Gutierrez, Karen; Adler-Milstein, Sarah; Fernald, Lia C H

2015-08-03

Poverty reduction interventions through cash transfers and microcredit have had mixed effects on mental health. In this quasi-experimental study, we evaluate the effect of a living wage intervention on depressive symptoms of apparel factory workers in the Dominican Republic. Two apparel factories in the Dominican Republic. The final sample consisted of 204 hourly wage workers from the intervention (99) and comparison (105) factories. In 2010, an apparel factory began a living wage intervention including a 350% wage increase and significant workplace improvements. The wage increase was plausibly exogenous because workers were not aware of the living wage when applying for jobs and expected to be paid the usual minimum wage. These individuals were compared with workers at a similar local factory paying minimum wage, 15-16 months postintervention. Workers' depressive symptoms were assessed using the Center for Epidemiologic Studies-Depression Scale (CES-D). Ordinary least squares and Poisson regressions were used to evaluate treatment effect of the intervention, adjusted for covariates. Intervention factory workers had fewer depressive symptoms than comparison factory workers (unadjusted mean CES-D scores: 10.6 ± 9.3 vs 14.7 ± 11.6, p = 0.007). These results were sustained when controlling for covariates (β = -5.4, 95% CI -8.5 to -2.3, p = 0.001). In adjusted analyses using the standard CES-D clinical cut-off of 16, workers at the intervention factory had a 47% reduced risk of clinically significant levels of depressive symptoms compared with workers at the comparison factory (23% vs 40%). Policymakers have long grappled with how best to improve mental health among populations in low-income and middle-income countries. We find that providing a living wage and workplace improvements to improve income and well-being in a disadvantaged population is associated with reduced depressive symptoms. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://group.bmj.com/group/rights-licensing/permissions.

What do gastroenterology trainees want: recognition, remuneration or recreation?

PubMed

Harewood, G C; Pardi, D S; Hansel, S L; Corr, A E; Aslanian, H; Maple, J

2011-06-01

Occupational psychologists have identified three factors important in motivating physicians: financial reward, academic recognition, time off. To assess motivators among gastroenterology (GI) trainees. A questionnaire was distributed to GI trainees to assess their motivators: (1) work fewer hours for less lucrative rate, (2) reduction in salary/increase in hours for academic protected time, and (3) work longer hours for higher total salary, but less lucrative hourly rate. Overall, 61 trainees responded; 52% of trainees would work shorter hours for less lucrative rate; 60% would accept a disproportionate reduction in salary/increase in hours for academic protected time; 54% would work longer hours for more money but less lucrative rate. Most trainees (93%) accepted at least one scenario. Most GI trainees are willing to modify their job description to align with their personal values. Tailoring job descriptions according to these values can yield economic benefits to GI Divisions.

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

Workplace Conditions That Matter to Teachers. Principal's Research Review: Supporting the Principal's Data-Informed Decisions. Vol. 6, No. 1

ERIC Educational Resources Information Center

Protheroe, Nancy

2011-01-01

Much of the conversation in recent years about how to attract and retain high-quality teachers has focused on salaries--how much teachers are paid, the possibilities of differentiated pay scales, and pay for performance. But it has become increasingly clear that teachers take much more than salary into account when tallying up working conditions.…

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

PubMed

Burtless, Gary; Milusheva, Sveta

2013-01-01

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

Mental health, drug use, and the transition from welfare to work.

PubMed

Montoya, Isaac D; Bell, David C; Atkinson, John S; Nagy, Carl W; Whitsett, Donna D

2002-05-01

This study examines the effects of drug use and work requirements on psychological distress and employment among chronic drug-using and non-drug-using welfare recipients. Using a natural history design, 442 female Temporary Assistance for Needy Families (TANF) recipients (including 251 with chronic drug use problems) were interviewed every 4 months in order to assess changes in psychological functioning, employment status, and wages. Data from the first year (four waves) indicate that employment and wages increased substantially, though less so for drug users than non-drug users. Psychological distress decreased only slightly over the study period. Growth curve analyses show that drug use had no direct effect on wages; however, drug use did significantly increase psychological distress. Both the work mandate and psychological distress contributed to wages. The authors consider the implications of these trends for the mental health service needs of drug-using TANF recipients.

42 CFR 413.196 - Notification of changes in rate-setting methodologies and payment rates.

Code of Federal Regulations, 2010 CFR

2010-10-01

... payment system described in § 413.220 by the ESRD bundled market basket percentage increase factor. (d... composite payment system described in § 413.220 by the ESRD bundled market basket percentage increase factor minus a productivity adjustment factor. (2) The wage index using the most current hospital wage data. (3...

Are There Long-Run Effects of the Minimum Wage?

PubMed Central

Sorkin, Isaac

2014-01-01

An empirical consensus suggests that there are small employment effects of minimum wage increases. This paper argues that these are short-run elasticities. Long-run elasticities, which may differ from short-run elasticities, are policy relevant. This paper develops a dynamic industry equilibrium model of labor demand. The model makes two points. First, long-run regressions have been misinterpreted because even if the short- and long-run employment elasticities differ, standard methods would not detect a difference using US variation. Second, the model offers a reconciliation of the small estimated short-run employment effects with the commonly found pass-through of minimum wage increases to product prices. PMID:25937790

Are There Long-Run Effects of the Minimum Wage?

PubMed

Sorkin, Isaac

2015-04-01

An empirical consensus suggests that there are small employment effects of minimum wage increases. This paper argues that these are short-run elasticities. Long-run elasticities, which may differ from short-run elasticities, are policy relevant. This paper develops a dynamic industry equilibrium model of labor demand. The model makes two points. First, long-run regressions have been misinterpreted because even if the short- and long-run employment elasticities differ, standard methods would not detect a difference using US variation. Second, the model offers a reconciliation of the small estimated short-run employment effects with the commonly found pass-through of minimum wage increases to product prices.