...have the same rights as men because men are supposed to be able to do more than women because they are stronger, and the leader of the household. Men have higher pay wages than women.“On average, women today earn only seventy eight cents for every dollar that a man earns- an increase of only seventeen cents on the dollar since the equal pay act of 1963” (American Civil Liberties Union).”Obstacles such as punitive pay secrecy policies and weak remedies in some of our laws make it difficult to challenge the ongoing wage gap” (American Civil Liberties Union). “Black women are paid only sixty four cents and Latinas only fifty four cents for every dollar that men make”(American Civil Liberties Union). “As a result of discrimination, including employer’s reliance on gender stereotypes, women lack parity with men in earnings” (American Civil Liberties Union)....
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...present unrest. Frequent labor unrest in clothing manufacturing sector; strikes by labors & their unions; has become common in Bangladesh. Most obvious reason for the unrest is wages & increments up to a level, which could help them to live a minimal life. Is it legal demand of the labors or labor unions to raise their monthly wages from Tk.1600 (US$ 25) to Tk.5000 (US$ 70)? In fact with the high inflation in food and energy price, it is getting difficult for the workers to live with the present lowest monthly wage of Tk.1600. Most of the owners of the clothing factories can realize the reality, but they are unable to increase the wages as demanded by the labor unions. They are not making such a high profit to meet their demands. Could ‘minimum wage’ announcement by Wage Board of Bangladesh solve the labor unrest in Bangladesh? I doubt because; if the Wage Board announces minimum wage more than present limit, then present clothing industry might get one big shock, which could lead the clothing industry of our country in the verge of destruction. There could be few possible outcomes, following implementation of the announcement. The first one is the premium organizations of the sector; namely BGMEA and BKMEA; can ask the government for monetary stimulus package to full fill higher wages. Other most likely consequent is permanent...
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...Select regrade mode | | Choose a regrade mode Change points or correct answer Drop question Give full credit This regrade will affect all users who submitted this Assessment containing this question. | Regrade not available | | This content item's settings prohibit regrade on this item. | Time expired | | Your time has expired. The assessment has been automatically submitted. | Regrade not available | | This is a linked Assessment or Question. Only the owner has edit rights. | ------------------------------------------------- Top of Form Maximum number of choices allowed is {0}. Submitted by Townes, Monique (mtownes0515) on 10/15/2012 10:01:05 PM Points Awarded | 10.00 | Points Missed | 15.00 | Percentage | 40.0% | 1. When a firm hires an additional unit of labor, the increase in a firm's total revenues is known as the marginal: A) utility product. B) revenue product. C) product. D) cost. Points Earned: | 0.0/1.0 | | Correct Answer(s): | B | 2. Assume Ajax Company employs 100 workers and total revenue is $400,000. When Ajax Company employs 101 workers, total revenue is $405,000. The marginal revenue product of the 101st workers is: A) $5 thousand. B) None of the answers. C) $40 thousand. D) $405 thousand. Points Earned: | 1.0/1.0 | | Correct Answer(s): | A | 3. Assume consumer demand for CD-ROMs increases. The result is a (an): A) increase in the marginal revenue product of firms in...
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...Thought Paper #2 The study of discrimination through the economic approach is studied in detail in The New Economics of Human Behavior. The vital component in this analysis of discrimination is the assumption that the role is played by an individual that is maximizing his or her own utility in a non conventional market by receiving benefits and paying consequences of their own actions. One misconception of Becker’s model for discrimination was that it only applied to employers when it actually applies to employers, as well as, consumers, co-workers, and the government. He explains that the two ways discrimination affects the labor markets is through wage discrimination and employment segregation. Wage discrimination is the differences in wages that workers are paid for the same level of skill or productivity due to some characteristic other than performance. Employment segregation is the separation of employment of individuals of comparable productivity. One crucial element to studying Becker’s model of discrimination is the assumption that individuals have a “taste” for discrimination and that they act rationally and are willing to pay for something pleasant and to avoid something unpleasant. This “taste” for discrimination can be applied to any of the three roles that people play in the labor market: consumers, employers, and employees. Peoples’ “preference” for discrimination is evident through the example of the Chinese restaurant in which people preferred being served...
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...employers and workers. The US Department of Labor (USDOL) reports that there are 180 federal laws alone managed by 28 different agencies within the department. (United States Department of Labor [USDOL], 2014) Employment laws are focused on providing a safe and fair work place for employees and employers, alike, and have their origins in the constitution. They were founded based on public outcry against oppressive practices during the industrial revolution. The first laws founded in the 1920s were focused on fair wages, compensation for injuries, a standard work week, and on eliminating child labor. In the 1960s and 70s, statutes focused on anti-discrimination and unsafe work environments. Current issues involve employee health care, equal pay for men and women and the current debate on raising the federal minimum wage. There were also several issues addressed by the US Supreme Court of great importance to employment law including workplace discrimination...
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...SEX DISCRIMINATION IN EMPLOYMENT Fifth Edition Maryland Commission for Women 311 W. Saratoga St. Ste 272 Baltimore, MD 21201 410-767-3049 The Women’s Law Center, Inc. Copyright: 1982, 1986, 1995, 2001, 2008 The Women’s Law Center, Inc. Sex Discrimination in Employment Fifth Edition Revisions Provided By: Jill Wrigley, Women’s Law Center of Maryland With Editorial Assistance From: L. Tracy Brown, Women’s Law Center of Maryland Laurence Ruth, Women’s Law Center of Maryland Jessica Morgan, Women’s Law Center of Maryland Funding for production and distribution of the fifth edition was provided by Open Society Institute, Baltimore Community Foundation, The Marjorie Cook Family Foundation and Brown, Goldstein & Levy, LLP. Fourth Edition Revisions Provided By: Kevin O’Connor of Ober, Kaler Grimes & Shriver Melvina C. Ford, Women’s Law Center of Maryland With Editorial Assistance From: Denise Davis, Women’s Law Center of Maryland Funding for production and distribution of the fourth edition was provided by the Maryland Legal Assistance Network and Maryland Legal Services Corporation. Third Edition Written By: Rieyn Delony Sally L. Swann Louise Dean Williams With Editorial Assistance From: Robyn Mazur Kathleen Fantom Shemer Funding for production and distribution of the third edition was provided by the Baltimore Bar Foundation and the Marjorie Cook Foundation. Second Edition Written By: Kathleen Fantom Shemer With Editorial Assistance From: Jane Murphy Carol Polowy Emily Rody...
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...Discrimination in the labor market University of Minho, Braga, Portugal June 2012 SUMMARY This paper analyzes three types of discrimination (age, sexual orientation, gender and race) in the labor market in the different countries all over the world. The results show that the skin color discrimination is the most widespread type of discrimination followed by the sexual orientation discrimination. Unexpected result was about gender discrimination which is the least likely in the EU but the evidence indicates that sex discrimination remains a possible explanation of the unexplained gender pay gap between men and women. Key words: labor market, discrimination, women, skin color, sexual orientation. JEL: J71 Introduction It’s all about the money, isn’t it nowadays? We need to buy our food, pay our bills and educate our children. Money is the “necessity bad” today. But even in our modern, global, without barriers world, world in which they teach us that everything is possible, there is still big inequity. The chance for some people to achieve job and to feed their families is much lower than to the others. Even nowadays not only dream and ambitions are enough. When it comes for having a job and building career there is also comes the problem with discrimination in the labor market. This topic is one of the most difficult for researches and usually is hard to be proved that this still exists nowadays. In the following paper we will discuss discrimination in the labor...
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...US Male vs. Female Pay Differences: Has the Wage Gap Narrowed and Why? Table of Contents Abstract…………………………………………………………………………….. 3 Introduction………………………………………………………………………… 4 Literature Review…………………………………………………………………... 5 History of Inequity………………..………………………………………... 6 Pay Equity…………..……………………………………………………... 7 Trends in the Gender Pay Wage Gap…........................................................ 10 Trends in the 1980s………………………………..………………………. 11 Trends in the 1990s………………………………………………………… 12 The Human Capital Theory……..…………………………………………. 14 Sex Segregation Theory……………………………………………………. 15 Conclusion…………………………………………………………………………. 16 Predictions for the future…………………………………………………... 17 References………………………………………………………………………….. 18 Abstract Pay differences between men and women is still a topic that keeps re-surfacing over the years. Since the signing of the Equal Pay Act of 1963, it is now illegal to pay men and women substantially different wages for equal work. The question is could there still be pay disparity between men and women in today’s labor market. This paper evaluates the dilemma faced by employers and reviews the trends in the gender wage gap. The paper will also investigate possible causes of the gender wage gap. In closing, the author will provide possible predictions for the future. US Male vs. Female Pay Differences: Has the Wage Gap Narrowed and Why? In the United States, there is still controversy about male...
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...unfairly administers its wage and salary policies between male and female employees performing the same job. The goal of the research is to determine if ABC Company policies are current, ethical, fair, legal, and administered properly throughout the organization. Our hypothesis is that the wage and salary policies of ABC Company are administered ethically and legally across all units of the company. Is there pay equity and discrimination among women and men in the workplace? Congress passed anti-discrimination legislation including the equal pay Act of 1963. Women are still struggling for equal pay in the workplace. According to the Labor Department data show that for 35 to 44 year olds, the earnings ratio of women and men rose from 58 percent in 1979 to 77 percent in 2006 (Labor Department 2006). After researching, the Institute for Women’s Policy Research 2014, states the change in wages for women equal pay is a slow process and it will take nearly fifty years for women to reach the pay as men. The Institute for Women Policy also express that women earn less than men in almost any occupation (Institute for Women’s Policy Research 2014). “A significant wage gap is still with us, and the gap constitutes nothing less than an ongoing assault on women’s economic freedom,” declared U.S. Rep. Rosa L. DeLauro, D-Conn. (Thomas J. Billitteri, 2008, pg.243) As we look at Wal-Mart one of the largest retail giant that was sued for sex discrimination filed by Betty Dukes, and...
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...ISBN 978-92-64-04632-0 OECD Employment Outlook © OECD 2008 Chapter 3 The Price of Prejudice: Labour Market Discrimination on the Grounds of Gender and Ethnicity Despite some progress, there is still evidence of discrimination on the grounds of gender and ethnic or racial origins in OECD labour markets. Field experiments show pervasive ethnic discrimination in many countries. Indirect evidence shows that on average at least 8% of the gender employment gap and a larger proportion of the gender wage gap can be attributed to discrimination. Virtually all OECD countries have enacted anti-discrimination laws in recent decades, and evaluations as well as cross-country analysis suggest that, if well-designed, these laws can be effective in reducing disparities in labour market outcomes. However, enforcement of antidiscrimination legislation is essentially based on victims’ willingness to claim their rights. Thus, public awareness of legal rules and their expected consequences (notably, victims’ costs and benefits of lodging complaints) is a crucial element of an effective policy strategy to establish a culture of equal treatment. Moreover, legal rules are likely to have more impact if the enforcement is not exclusively dependent on individuals. In this respect, specific agencies may play a key role. 139 3. THE PRICE OF PREJUDICE: LABOUR MARKET DISCRIMINATION ON THE GROUNDS OF GENDER AND ETHNICITY Introduction Employment outcomes are far from being evenly distributed...
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...TRUE/FALSE 1. The majority of private sector union contracts do not contain a cost-of-living adjustment (COLA) clause. 2. The majority of private sector employees participate in a profit sharing plan. 3. Most unions consider gain sharing plans as an adequate substitute for traditional negotiated hourly wage gains. 4. The global economy of today has made it easier for employers to pass labor cost increases on to consumers by raising product or service prices. 5. Skill-based pay sets the wage rate according to a job's title (type). 6. Wages and other economic benefits represent income to employees, costs to an employer, and a basis for tax revenue to the government. 7. The majority of private sector union contracts contain a two-tier pay plan. 8. Union leaders favor job evaluation more than managers for use in designing the wage structure. 9. If a union wishes to encourage solidarity within its membership at a particular firm, it should not negotiate for a two-tier pay plan. 10. Labor market wage surveys are not used to ensure that a firm's wage structure is externally equitable. 11. Wage comparability is a fairly easy concept to apply to set wage rates for different jobs. 12. The monetary value of employee benefits provided by unionized employers exceeds the value of employee benefits provided by nonunion employers. 13. A Scanlon plan, Rucker plan, and Improshare plan are all examples of gain sharing plans. 14. Supplemental unemployment benefits...
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...franchise variety store near his home in Arkansas. His idea was to provide a vast array of products for his customers, while keeping the prices low to out compete the neighboring stores. His unique low priced strategies allowed him to boost sales and negotiate lower prices with his wholesalers. Once Walton’s retail operation started to take off, he decided to change the name to Walmart, by the use of his last name. He then established more than 9,600 factories, stores, and warehouses (Sam’s Club), throughout the United States, Asia, Mexico, Europe, and South America. Walmart has low prices, friendly workers, and many locations, but protesters will argue that the gender discrimination, harsh impact on the surrounding communities, and low wages, outweigh the benefits to Walmart. We thought gender discrimination ended with the ratification of the 19th amendment, but according to Wake-up Wal-mart.com, several cases have been recorded in the Walmart workplace. For example, in 2001, studies proved that for the same job classification, even after taking into account factors such as seniority and performance, women earned from 5 to 15 percent less than their male colleagues. Walmart was sued on this matter by six women claiming that Walmart systematically denied them promotions, and were paying them less than men. This lawsuit gathered more than 1.6 million women, which soon was declared the largest class action lawsuit ever. Due to these conditions, women and men wanted to leave...
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...ID#: 179150 6. Kim Nguyen : I- Summary: Nike Company was founded in 1964, Nike officially changed its name to Nike, Inc. in 1978. After being launched into public, Nike began its rise in the 1980's and the Nike brand was considered as one of the famous companies specialized in sports shoes all over the world. The lower cost of production and innovation advertising and marketing policies helped Nike to get success and big growth. However, in the mid-1990's, labor rights activists, the media accsused Nike for violations of human rights in their factories in the third-world countries such as Korea, Taiwan, Indonesia, China, and Vietnam. The bad health and safety working conditions, low wages, and discrimination in hiring and firing practices in Nike’s factories were accusations of Nike company. Ernst and Young company audited one of Nike’s factories and discovered that extreme, unacceptable standards of chemicals in Nike’s factories are main reasons caused employee’s health problems. The code of conduct was violated. Protestors, Universities against Nike refused and canceled their deals with Nike to produce athletic goods. In 1998, Nike turnovers and stock prices decreased by about 50% leading to the laying off sixteen hundred workers. Through extensive public relations campaigns, Nike tried to deal with the allegations about the labor and human rights violations. Nike established a workplace code of conduct to regulate working conditions...
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...that is living in poverty. Due to the recession, the article is correct when it says the rich grew richer and the poor remained poor. “In Manhattan, the disparity was especially wide. The wealthiest 20 percent of Manhattanites made nearly 40 times more than the poorest 20 percent -- $351,333, on average, compared with $8,855, a bigger gap than in any other county”. For example, many of the big time business owners (the rich) are not going to fire themselves; they are going to eliminate workers within the company. The business owner is going to keep the salaries and use it to pay themselves. The employees that were working were already getting paid close to minimum wage ($7.00 to $10.00) and are living in poverty, which means they are getting poorer. Furthermore, the gap widens due to income inequality and wage rate determination. Many companies base their salaries on an individual education level and not skills. One company can have two employees doing the same job, and hired on the same day. One employee has a four year degree with no real life experience and the other has four years of real life experience. The employee that has the degree will earn more than the one with real life experience. When if fact they should be making the same amount of money. Life experience and education...
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...Daniel Harris 5/04/12 Community Report Theories on Wage Discrimination and Occupational Segregation Substantial research has been conducted proving that occupational segregation and wage discrimination still exist in today's society. Despite recent gains by women and minorities in the field of employment, other factors aside (such as skills, qualifications and education) women and minorities still fall behind men when considering pay and occupational choices. The consequences of such actions are that women are often concentrated in clerical and service jobs which overall result in less pay and opportunities for advancement. Blau, Ferber and Winkler (2001) point out that even though an almost equivalent number of men and women work in professional positions, men are still more likely to be concentrated in lucrative professions including law, medicine and engineering, whereas women are segregated into lower paying positions including teaching and nursing (p. 211). Several different theories lend credence and explanation to occupational segregation and wage discrimination forces. Some are more supply sided in nature while others depend more on institutionalized practices. Human and capital theory for example suggest that women generally anticipate "shorter and less continuous work lives than men" and are generally paid lower at the outset, thus have lower wage penalties for taking time off from work (Blau, Ferber and Winkler, 2001:213). The studies that...
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