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This research employed the Anker and Anker (2017) methodology to measure the living wage and assess the socioeconomic reproduction capacity of workers at the lowest wage level. This measurement compares the contractual wage with the minimum wage, the extreme urban poverty and the urban poverty wage and calculates the percentage increase needed to come close to a living wage. The results reveal that the contractual wage is 47% above the minimum wage, 48% above the extreme urban poverty wage, but 4% below the urban poverty wage. And it is significantly below the living wage, with a deficit of 49%. [ABSTRACT FROM AUTHOR]

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Salary as a form of remuneration is a key aspect of the functioning of any economic system. Paying for labor is both an economic component and a social one, because it affects the quality of life of citizens and social justice. Optimum wages guarantee the social protection of workers, and also affect the level of consumer activity, which in turn has a great impact on macroeconomic stability. However, in view of the social, political and economic challenges, such as: the introduction of martial law, rising inflation, globalization and changes in the structure of the labor market, which arise in the modern world, the issue of wage regulation is of paramount importance. Despite the martial law, the employer must take all possible measures to ensure the realization of the right of employees to timely receipt of wages, as well as take care of the safety of employees. The subject of this work is the role of state regulation of labor remuneration in Ukraine. The purpose of this study is a thorough analysis and consideration of issues related to the regulation of labor remuneration, identification of problems of state regulation of labor remuneration in Ukraine and determination of ways to eliminate them. The work used such methods for collecting and analyzing information as: legislative analysis, statistical analysis, comparison and literature review. The issue of wage regulation, its main aspects and impact on the economy and society is described. Changes in the current legislation and new tools for regulating labor relations related to martial law are evaluated. The dynamics of wages for 2020-2023 and the dynamics of changes in the inflation index for the same period were analyzed. The problems of state regulation of labor remuneration in Ukraine were considered and ways of solving them were determined. The results of these and other similar scientific studies can help employers set fairer tariffs and wages that take into account inflation and consumer spending, which in turn will contribute to improving the standard of living and social protection of the population.

Sometimes, subsidiary policies mitigate inflationary problems and try to avoid social protests, maintain or increase confidence in the government. We compare the relationships between wages and inflation for the last three six-year terms in Mexico. For the period 2006-2012 the level of inflation does not determine a salary increase, in 2012-2018, it caused an increase of 4% and since 2018, the increase was 16.4%. Additionally, we estimate the percentage of acceptance of each government, based on inflationary and subsidiary policies, using a logit model. The results show that inflation negatively affected government acceptance by 0.113%, while the salary increase increased it by 0.108%. Regarding each ruler, the acceptance of 79% of the government in turn stands out, being the largest in recent decades. [ABSTRACT FROM AUTHOR]

Since the 1980s, working hours have tended to become more diverse and flexible. These developments impact not only the possibilities of synchronising social time but also pay levels. Duration indicators become less relevant, since they disconnect the time worked and paid from the impact of the work on employees' lives. The objective of this paper is to analyse the effects of this disconnection by measuring the fragmentation of the working day. We propose an indicator of 'density of daily working time' which links two specific durations (the extent of the working day and the average daily duration of working). This indicator shows that a low density of the working day makes it possible to circumvent the minimum wage principle, particularly in the case of lower-skilled service occupations. These results raise questions about how working time is measured and about its regulation. [ABSTRACT FROM AUTHOR]

Copyright of Environmental & Social Management Journal / Revista de Gestão Social e Ambiental is the property of Environmental & Social Management Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Using intertemporal variation in the bounding of a state's minimum wage by the federal rate and business credit-score data for 15.2 million establishments, we find that the increase in labor costs caused by a higher federal minimum wage leads to lower business credit scores and worsens the financial health of small businesses in the affected states. In particular, small, young, labor-intensive, and minimum-wage-sensitive establishments located in affected states and those located in competitive and low-income areas experience higher financial stress. Increases in the minimum wage are associated with employment reductions and a higher exit rate for small businesses. Our results document some potential costs of a one-size-fits-all nationwide minimum wage for some small businesses. This paper was accepted by Gustavo Manso, finance. Funding: This work was supported by the Ewing Marion Kauffman Foundation Junior Faculty Fellowship. Supplemental Material: The data and internet appendix are available at https://doi.org/10.1287/mnsc.2022.4620. [ABSTRACT FROM AUTHOR]

Researchers in social sciences increasingly rely on crowdsourcing marketplaces such as Amazon Mechanical Turk (MTurk) and Prolific to facilitate rapid, low-cost data collection from large samples. However, crowdsourcing suffers from high attrition, threatening the validity of crowdsourced studies. Separate studies have demonstrated that (1) higher pay rates and (2) additional instructions–i.e., informing participants about task requirements, asking for personal information, and describing the negative impact of attrition on research quality–can reduce attrition rates with MTurk participants. The present study extended research on these possible remedies for attrition to Prolific, another crowdsourcing marketplace with strict requirements for participant pay. We randomly assigned 225 participants to one of four groups. Across groups, we evaluated effects of pay rates commensurate with or double the US minimum wage, expanding the upper range of this independent variable; two groups also received additional instructions. Higher pay reduced attrition and correlated with more accurate performance on experimental tasks but we observed no effect of additional instructions. Overall, our findings suggest that effects of increased pay on attrition generalize to higher minimum pay rates and across crowdsourcing platforms. In contrast, effects of additional instructions might not generalize across task durations, task types, or crowdsourcing platforms. [ABSTRACT FROM AUTHOR]

This study analyzes the 100% increase in the minimum wage in the northern border area of Mexico in 2019 and its total, gender, and sector effects on employment and wages. Based on data from the National Occupation and Employment Survey, differences-in-differences and event study design models are estimated to calculate the average and dynamic effects of the policy. The results show that the increase in the minimum wage did not statistically affect the probability of participating in the labor market or of being employed; however, among salaried workers, it did increase the probability of working in the formal sector by 1.38 percentage points, where this effect rises to 2.34 percentage points among women and was non-significant among men. Concerning the mean hourly wage, an increase of 3.27% was observed in formal salaried workers and of 3.56% among women, while no signifi- cant effects were found within informal salaried workers and men. Along the wage distribution, positive average effects were observed for formal wage earners up to the 50th quantile and among informal wage earners up to the 25th quantile. The increase in the minimum wage affected positively and to a greater extent women and low-wage workers. Moreover, since the wage increase was accompanied by other economic policies that appear to have reduced inflation, the results can be interpreted as an upper bound of the positive effects of the minimum wage in crease and in the absence of the other policies, or contexts where only the wage increase occurred, its effects on wages could have been smaller. [ABSTRACT FROM AUTHOR]

When adjusted to reflect inflation, the federal minimum wage is almost 40 percent lower than it was in 1970. The Biden Administration tried and failed to legislatively raise the minimum wage, and political deadlock will continue to kill legislative change. The shareholder proposal, a nonbinding recommendation to management that shareholders can submit for a vote at a public corporation’s annual meeting, presents a path for improving the wages of many workers in the absence of federal legislation. This Note analyzes the best approach to crafting a shareholder proposal on minimum wage that will prompt an effective increase in the minimum wages paid to workers. It evaluates the barriers to success and concludes that the right team of actors can overcome the barriers to raise the minimum wages paid to workers at large corporations through shareholder proposals. [ABSTRACT FROM AUTHOR]

The unemployment theory of Pissarides-Mortensen-Diamond is applied to the close-by geographic comparison identification strategy to analyze the effect of the minimum wage in New York State. The increase in the minimum wage in 2018 is estimated to raise the natural rate of unemployment almost 20 percent. The elasticity of the unemployment rate with respect to the minimum wage is 2.11 in New York City and 3.3 in the suburbs. To account for varying local labor market conditions, the minimum wage rise was phased in and geographically differentiated, which permits a within-state comparison. A labor market matching function and a Beveridge-type market tightness equation are estimated in an environment of low and falling unemployment rates, thus posing a strong natural experiment test of the hypothesis that the minimum wage causes negligible employment effects. It is estimated that the higher two of the three wage tiers caused a loss of about 39,000 jobs, which is in contrast to the dominant narrative of no effect when using the geographic comparison technique. [ABSTRACT FROM AUTHOR]

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The purpose of this paper is to shed new light on the incidence of the minimum wage on the unemployment rate on 33 OECD countries during 1980–2020 period applying a dynamic fixed effects panel threshold model. Controlling for the usual macroeconomic and demographic factors, the best model estimates a minimum wage threshold of 9.1667. Specifically, the higher the minimum wage the lower the unemployment rate, however the marginal effect is larger above the threshold value. A single-threshold model is identified for 25–74, secondary and long-term unemployment. The possibility of a double-threshold model is rule out for all the unemployment indicators. [ABSTRACT FROM AUTHOR]

In the period 2001-2007 Kazakhstan has made significant progress in almost all major macroeconomic indicators. But after the crisis of 2008-2009, the growth rate of the Kazakh economy based on resource-intensive production slowed down. This had a negative impact on the level of wages in the country. Nevertheless, in our opinion, even in the case of a relatively low trajectory of the progressive development of the Kazakhstani economy, the possibilities of increasing the level of wages have not been exhausted. A more fundamental and long-term driver of wage growth is gross domestic growth (GDP). Based on the study of scientific literature and available statistical materials, the authors analyzed the practice of wage regulation in Kazakhstan and looked for possible ways to improve it.The wage regulation mechanism in a market economy is considered as a system consisting of three closely related parts:- formation of an equilibrium wage rate in the labor market;- use of the system of social partnership;- implementation of measures of state influence.An analysis of the practice of Kazakhstan shows that it is necessary to achieve an adequate impact of the ratio of supply and demand in the labor market on the formation of a market wage rate. Due to the low level of development of social partnership relations and the low effectiveness of collective agreements in regulating wages, the practice of dominating the interests of employers over the interests of employees has developed. The practical significance of this work lies in the fact that the implementation of the proposed measures to improve the current practice of wage regulation in order to increase it will also contribute to the additional growth of the country’s economy

A growing body of research has contributed to understanding the labour market and political effects of globalization. This article explores an overlooked feature of trade-induced adjustments in the labour market: the institutional aspect. We take advantage of the Italian collectively bargained minimum wage system, which is based on a two-tier structure, whereby the first tier entails setting minimum wages at the national contract level. Using an instrumental variable strategy and exploiting variations in contract-level exposure to trade, we find for the 1995–2003 period that, on average, the surge in imports decreased contractual minimum wages by 1.5%. This impact increases in the share of unskilled workers employed in the contract. This negative institutional effect contrasts with a non-significant effect of trade on total wages, with the latter becoming positive and large only for highly skilled workers. [ABSTRACT FROM AUTHOR]

Biodiversity targets, under the Kunming‐Montreal Global Biodiversity Framework, prioritize both conservation area and their effectiveness. The effective management of protected areas (PAs) depends greatly on law enforcement resources, which is often tasked to rangers. We addressed economic aspects of law enforcement by rangers working in terrestrial landscapes across Asia. Accordingly, we used ranger numbers and payment rates to derive continental‐scale estimates. Ranger density has decreased by 2.4‐fold since the 1990s, increasing the median from 10.9 to 26.4 km2 of PAs per ranger. Rangers were generally paid more than the minimum wage (median ratio = 1.9) and the typical salaries in agriculture, forestry, and fishing sector (median ratio = 1.2). Annual spending on ranger salaries varied widely among countries, with a median of annual US71 km−2 of PA. Nearly 208,000 rangers patrolling Asian PAs provide an invaluable opportunity to develop ranger‐based monitoring plans for evaluating the conservation performance. As decision‐makers frequently seek an optimum number of law enforcement staff, our study provides a continental baseline median of 46.3 km2 PA per ranger. Our findings also provide a baseline for countries to improve their ranger‐based law enforcement which is critical for their Kunming‐Montreal Global Biodiversity Framework targets. [ABSTRACT FROM AUTHOR]

In this paper, the COVID -19 induced socio-economic hardship in Nigeria was appraised in the face of Naira devaluation and the need for a living wage rate was advocated. The appraisal shows that the COVID-19 pandemic had deleterious effects on the Nigerian economy. By occasioning a plunge in oil price by 25%, the COVID-19 plague induced a government resolves on lockdown of over 200 million Nigerians whose per capita income was previously as low as $2,396.3, together with the embargo on interstate journeys, to quarantine the contagious impact of the pandemic, the Nigerian economy had to suffer negative growth rates of -6.10% and -2.48% for both Q2 and Q3 of 2020 in that order. And so, the Nigerian economy contracted easily resulting in an outcome of economic recession. Many Nigerians are presently more financially poor, and financially distressed and so wallow in hunger and socioeconomic hardship as exacerbated by the recent COVID-19 contagion. This has made the living cost excessively high and so becoming more difficult to live beyond poverty with a meager minimum wage of ₦30,000. Even when expenses are higher in Nigeria, salary levels have not been structured to make provision for income re-distribution so that people can afford to live in Nigeria. Hence, we advocate for a living wage of at least ₦312,928 per month which translates to a dollar equivalence of $680.28 per month for a full-time worker to cushion the negative effect of COVID-19 pandemic as it exceeds the poverty headcount amount. [ABSTRACT FROM AUTHOR]

We study a large-scale (n = 50,000) natural field experiment implemented by the U.S. Social Security Administration aimed at increasing the timely and accurate self-reporting of wages by Supplemental Security Income (SSI) recipients. A letter reminding SSI recipients of their wage reporting responsibilities significantly increased both the likelihood of reporting any earnings and the total earnings reported. However, the specific letter content—providing social information or highlighting the salience of penalties—had no systematic effect. We develop a conservative estimate that the letters generated roughly $5.91 in savings per dollar spent, highlighting the value of such a nudge in this important context. This paper was accepted by Yan Chen, behavioral economics and decision analysis. Supplemental Material: The data files and online appendix are available at https://doi.org/10.1287/mnsc.2022.4645. [ABSTRACT FROM AUTHOR]

RESEARCH OBJECTIVE: The aims of this article are: (1) to define the role of remuneration of academic staff in shaping human capital; (2) to present the dynamics of changes in the remuneration of lecturers in Poland and its comparison with changes in the minimum wage, economic growth and the inflation rate; (3) to propose a model of changes in the minimum wage of a professor as a function of changes in the minimum wage. THE RESEARCH PROBLEM AND METHODS: In order to ensure the proper level of training of academic staff, it is necessary to implement a remuneration system to attract and retain the best staff. To that end method of analysis and logical construction was used, which allowed to present a method for optimization of remuneration of academic staff in Poland. THE PROCESS OF ARGUMENTATION: The insufficient funding in Polish higher education was identified, especially the low-level of salaries of academic staff in relation to the their high responsibility. Then, the dynamics of change of professor's minimum wage, the national minimum wage, the GDP, and the CPI were analyzed and compared. On these basis, a model for remuneration of academic staff in Poland was proposed. RESEARCH RESULTS: The results showed that the minimum wage of a professor in 2012-2023 grew slower than the minimum wage on average, and in 2023 it is approximately twice as high as the minimum wage. As a solution to the problem of determining the professor's remuneration, the article proposes a model that will transparently determine the change on an annual basis. CONCLUSIONS, INNOVATIONS, AND RECOMMENDATIONS: With regard to higher education, an appropriate remuneration system allows for the creation of academic staff that guarantees high-quality education in all aspects, i.e. theoretical knowledge, practical knowledge and cognitive skills. [ABSTRACT FROM AUTHOR]

Copyright of Wirtschafts- und Sozialwissenschaftliches Institut Mitteilungen is the property of Nomos Verlagsgesellschaft mbH & Co. KG and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Economic Research & Business Administration is the property of Al-Farabi Kazakh National University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

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Reservation wages are part of the transmission mechanism between minimum wages and unemployment via the labour force participation decision. The limited available empirical evidence on the relationship between reservation wages and legal minimum wages suggest that individuals use minimum wages as benchmarks against which their reservation wages are set. This has a profound behavioural effect that may encourage individuals to either enter the labour force or price themselves out of potential employment. We employ a fuzzy regression discontinuity design to explore the influence of minimum wages on reservation wages. Our findings suggest that the behavioural response is too small to be extracted from the variability of the reservation wage data. For policy makers this finding is important. While minimum wages raise earnings and living standards, they can push some workers out of the labour force by increasing their reservation wage beyond the minimum. We do not find any evidence of such a response of the reservation wage of jobseekers to the minimum wage in the UK. [ABSTRACT FROM AUTHOR]

Turning a 'blind eye' to non‐compliance with minimum wage standards is sometimes presented as a pragmatic way to accommodate higher wages while not harming employment opportunities for workers employed in marginal firms. In this paper, we model firms' wage and employment decisions, and show that there may be a trade‐off between non‐compliance and employment. The main predictions of the model are tested empirically using data from the Italian labour force survey. We find evidence of a positive employment non‐compliance effect, though elasticities are smaller than typically thought as employers internalize the expected costs of non‐compliance. We also show that employment effects are larger at low levels of non‐compliance (when the risk of being referred to court is very low). The implications for policy and the role of regulators in monitoring and sanctioning non‐compliance are discussed. [ABSTRACT FROM AUTHOR]

This paper examines the effect of a new maximum work hour restriction introduced in South Korea in 2018 that limited maximum working hours from 68 h/week to 52 h/week. I use difference-in-differences analysis with continuous treatment measuring the prevalence of those working longer than 52 h/week prior to the policy change across industry-occupation-education groups. I find that the policy reduces work hours while increasing monthly earnings and hourly wages for male full-time workers. However, I find that the policy does not significantly affect total work hours, total employment, and total worker pay at the industry-occupation-education group level. [ABSTRACT FROM AUTHOR]

How effective is the minimum wage at raising nondurable household consumption through the redistribution of income towards low-wage workers? To address this question, I use novel data on retail sales by county and exploit variation in the minimum wage rate across the United States and over time. I find that a 10 percent increase in the minimum wage raises sales by 0.6 percent in nominal terms and 0.4 percent in real terms. These large effects are suggestive of high marginal propensities to spend on nondurables out of minimum wage hikes. The expenditure response emerges even when exploiting only within-state variation. [ABSTRACT FROM AUTHOR]

We document two robust features of the cross-sectional distribution of usual weekly hours and hourly wages. First, usual weekly hours are heavily concentrated around 40 hours, while at the same time a substantial share of total hours come from individuals who work more than 50 hours. Second, mean hourly wages are nonmonotonic across the usual hours distribution, with a peak at 50 hours. We develop and estimate a model of labor supply to account for these features. The novel feature of our model is that earnings are nonlinear in hours, with the extent of nonlinearity varying over the hours distribution. Our estimates imply significant wage penalties for people who deviate from 40 hours in either direction, leading to a large mass of people who work 40 hours and are not very responsive to shocks. This has important implications for the role of labor supply as a mechanism for self-insurance in a standard heterogeneous-agent incomplete-markets model and for empirical strategies designed to estimate labor supply parameters. [ABSTRACT FROM AUTHOR]

Between 2003 and 2012, Brazil's real minimum wage increased by 62%. In this paper, we take advantage of matched employer-employee data and examine whether this increase resulted in negative impacts in the formal labor market. The empirical analysis is carried out at the local level. Our main identification strategy relies on geographical variation in the incidence of the minimum wage. We first document substantial heterogeneity in the incidence both across and within regions. We find limited overall disemployment effects but unravel larger negative employment elasticities for groups and sectors more exposed to minimum wage increases. We complement our analysis by exploiting the introduction of regional wage floors in five states directly targeting workers in the restaurant and accommodation industry. Across different empirical strategies, we show that wage floors successfully raised salaries at the bottom of the wage distribution. However, in this case, we fail to find significant impacts on employment outcomes. [ABSTRACT FROM AUTHOR]

Changes in the structure of work and families over the last four decades have increased many labour market inequalities. Growing earnings inequality, adverse labour market 'shocks' for the low‐educated, and geographically concentrated pockets of deprivation are among the most evident of these in Britain. The decade since the financial crisis has brought these inequalities into sharper focus, and the Covid‐19 pandemic has further exacerbated labour market inequality. The object of this paper is to highlight the key role played by poor wage progression for lower‐ and middle‐educated workers in understanding inequality in the labour market and for designing effective policy responses. It is unlikely that we can address all the concerns about low wages, wage progression and earnings inequality through the tax and welfare system alone. The challenge is how best to balance tax and welfare benefit policy with other policies, such as human capital policies, the minimum wage and labour market regulation. The results point to a mix of policies that aim to enhance wage progression for the lower‐educated within a welfare system that supports low‐earning families and provides a minimum wage floor for hourly wages. [ABSTRACT FROM AUTHOR]

Minimum wage opponents often argue that businesses owned by marginalized communities, which include woman-owned, Black-owned, and immigrant-owned businesses, are exceptionally vulnerable to minimum wage increases. Little research has investigated this claim. Using a unique survey of Seattle businesses that includes owners’ nativity status and was administered while the city began to phase in its $15 minimum wage ordinance, the authors find that immigrant-owned businesses respond to the higher minimum wage in ways that largely conform to the responses of other businesses. Nevertheless, immigrant-owned franchises are less likely than other franchises to fire employees, reduce employees’ hours, or lower the wages of employees earning more than $15 per hour. Evidence suggests that immigrant franchisees have a lower likelihood of passing the increased labor costs onto employees because they use fewer employees and rely more heavily on family labor compared to other franchisees. The authors’ findings suggest that firms owned by marginalized and nonmarginalized groups respond to municipal-level minimum wage increases in comparable ways. Nevertheless, marginalized status may matter more in certain sectors of the economy than in others. [ABSTRACT FROM AUTHOR]

Policymakers are concerned by evidence that noncompete agreements (NCAs) are widely used in low-wage jobs. We show that firms that would otherwise not use NCAs are induced to use one in the presence of frictions to adjusting wages downward. Using a new survey of salon owners, we find that declines in the terms of trade for employees and increases in the minimum wage lead to higher NCA use, but only at firms for which the employee's cost of an NCA likely exceeds the employer's benefit. Furthermore, minimum wage increases have a negative effect on employment only where NCAs are unenforceable. [End Page 689] [ABSTRACT FROM AUTHOR]

During the past 6 years, a wave of local minimum wage laws passed in the United States with policymakers and advocates framing the policy as a means of reducing income inequality. This report evaluates whether one of the first of these efforts, Seattle's $15 minimum wage ordinance, lowered inequality of earnings of workers in the city. I find that inequality among workers who earned less than the city's median wage was modestly reduced, yet overall earnings inequality substantially increased during the period in which the ordinance was phased in, likely for reasons unrelated to the minimum wage law. [ABSTRACT FROM AUTHOR]

Copyright of Cadernos de Pesquisa is the property of Fundacao Carlos Chagas and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: In spite of millions of quasi-formal workers in the European Union (EU), there is still limited understanding of what motivates workers to participate in these detrimental employment schemes, and why certain groups of workers exhibit higher inclination towards it. This article takes a novel approach by putting prospective envelope wage earners in the centre of this analysis. Design/methodology/approach: Data from the 2019 Special Eurobarometer on undeclared work are used, and two-level random intercept cumulative logit modelling is applied. Findings: One in seven fully declared EU workers would have nothing against receiving one part of their wages off-the-books. Manual workers and individuals whose job assumes travelling are the most willing to accept such kind of remuneration, and the same applies to workers with low tax morale and those who perceive the risk of being detected and persecuted as very small. On the other hand, women, older individuals, married persons and employees from large enterprises express the smallest inclination towards envelope wages. The environment in which an individual operates also plays a non-negligible role as the quality of the pension system and the strength of social contract were also identified as significant determinants of workers' readiness to accept envelope wages. Originality/value: This article fills in the gap in the literature by analysing what workers think about wage under-reporting and what factors drive their willingness to accept envelope wages. [ABSTRACT FROM AUTHOR]

After Mdonesia introduced its sweeping decentralization reforms in 2001, basic government functions-including the authority to set minimum wages-were devolved to local governments. We stitdy the effect Of increases in the minimum wage on employment by examining plant-level panel data from 1994 to 2015. We focus onfive neighbouring local government areas iii West Java province, which used to have the same minimum wage before the 2001 reforms and which have since established different minimum levels of mandatory remuneration. According to our baseline analysis, a 1 per cent increase in the minimum wage in real terms reduced the number of workers employed by manufacturing plants iii that area the following year by 0.35 to 0.5 1 per cent. This suggests that, after 2001, the nuniber of employees in manufacturing firms operating iii the local government with the highest average minimum wage (Bekasi numicipality) decreased by 3.7 to 5.4 per cent compared to the municipality with the lowest average minimum wage (Bogor municipality). We also find that the negative effects were mainly observed in large plants with more than 100 employees as of 1994. We check the robustness of our baseline analysis by changing the definition of factory size, including plants that had exited the labour market or moved out to other locations, and by changing the specification of time trends by local government. [ABSTRACT FROM AUTHOR]

I propose and estimate a structural model of the labor market that features agents who are heterogeneous in both productivity and reservation wages, and a monopsony employer bound by the minimum wage. I examine the consequences of alternative minimum wage regimes. My results indicate that under a $15 federal minimum wage, at least 1.58 million lower-skilled women aged between 24 and 55 who worked for less than $15 per hour in 2017 would lose their jobs and be involuntarily excluded from labor market participation. The remaining 11.21 million would see their wage rise to the new minimum. The $15 minimum would also encourage an additional 2.74 million women to enter the labor force. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to explore, in the context of Machinery and Equipment sector of Malaysia, the association between average wages and share of employment in automatable jobs, specifically whether the association between average wages and share of employment automatable jobs is asymmetric in nature. Design/methodology/approach: The responses obtained from the structured interview of 265 firms are used to build up the empirical models (conditional mean regression and quantile regression). Findings: The conditional mean regression findings show that employment levels in some low-waged, middle-skilled jobs are negatively associated with average wages. Furthermore, the quantile regression results add that firms that possess higher levels of share of employment in automation jobs are found to have a stronger association to average wages than those possessing a lower share of employment in automation jobs. Practical implications: From the theoretical perspective, the findings of this study add to the body of knowledge of the theory of minimum wages and the concept of job polarization. From a policy perspective, the findings of this study can serve as a critical input to standard setters and regulators in devising industrial and as education policies. Originality/value: Based on the assumption of a constant average policy effect on automatable jobs, conditional mean regression models have been commonly used in prior studies. This study makes the first attempt to employ the quantile regression method to provide a deeper understanding of the relationship between wages and employment in automatable jobs. [ABSTRACT FROM AUTHOR]