Search

NZNO is preparing to 'urgently' lodge a pay equity claim for primary health care (PHC) members, who narrowly voted to accept a pay deal after two years of bargaining and [...]

Byline: Natasha Lamb Over the past three months, the nation's four largest banks -- Bank of America, Wells Fargo, Citigroup and JPMorgan Chase -- as well as American Express have [...]

This article studies the role of reliability on the wage rate. Reliability is defined in the sense of showing up for scheduled work over an extended period. Just as reliability is an important determinant of product prices, a worker's reliability ought to be an important determinant of his or her wage. Moreover, while workers are not conveniently packaged by brand name, firms form expectations about reliability across identifiable groups of workers and thus effectively attach brand names to workers based on their observable characteristics. A worker's wage depends on his own track record and the reputation for reliability of his identifiable group. Using robust measures of reliability, I find that observed reliability and expected reliability substantially affect the wage rate and that about half of the gender wage gap can be explained by differences in expected reliability between men and women in the workforce.

Investment policy trends in G-20 countries between August 2009 and February 2010 point to more openness, but the non-transparent and discriminatory implementation of emergency measures remains a big challenge for [...]

GMP equality Plans to equalise guaranteed minimum pensions (GMPs) will 'significantly' increase the cost of buyouts, forcing some smaller schemes out of the market, research shows. Figures from consultants Lane [...]

Reporting rules on gender equality were introduced in 2012, requiring employers with over 100 staff to report on 30 or more items related to gender pay and employment. The Abbott [...]

But the gap continues to narrow The debate continues. 'Of course there's no pay inequity between women and men,' say some. 'There's most definitely a wage gap,' counter others. Any [...]

A recent IDS research on 20 countries shows that the average difference between the hourly pay of male and female workers is 22.4%. It also shows that women workers in the UK private sector earn 10.7% less than men, but higher level of education offsets pay gap. Impact of trade union membership and recession in pay gap is discussed.

Two types of multiple-pay systems are described: (1) those that hire new employees at less than the current salary rate, and (2) those that offer higher rates for occupations in which there are labor shortages. Multiple-pay systems often stimulate rivalries between long-term employees and recent hires, segregating a company into highly competitive territorial groupings. General employee discontent, equal pay, and comparable worth problems may also develop. A single-pay system is the best way to provide a consistent and coherent payment mechanism.

BREAKING NEW GROUND: BARGAINING IN 1986 Nineteen eighty-five was a year of transition for the U.S. economy and, as such, presented workers with formidable challenges in the sphere of collective [...]

Comparable worth has emerged as a major equal employment opportunity issue of the eighties. This issue is extremely controversial because it challenges traditional wage setting practices. What should be the [...]

The impact of the ruling of Newcastle tribunal favoring women hospital workers on equal pay claim, which was brought by Unison against National Health Service, is examined.

The labor issue of the 1980s will be the issue of comparable worth. Feminist groups and labor groups seek enactment of comparable worth employment laws. Currently, comparable worth legislation has been ratified in 20 states. Critics claim that pay differentials reflect how women have chosen to participate in the workforce in low salary jobs.