WorldWideScience

Sample records for pay

  1. 5 CFR 410.402 - Paying premium pay.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Paying premium pay. 410.402 Section 410... for Training Expenses § 410.402 Paying premium pay. (a) Prohibitions. Except as provided by paragraph (b) of this section, an agency may not use its funds, appropriated or otherwise available, to pay...

  2. The Relationship between Pay-for-Performance Perceptions and Pay Satisfaction.

    Science.gov (United States)

    Heneman, Robert L.; And Others

    1988-01-01

    Assessed relationship between pay-for-performance perceptions and pay satisfaction among 104 hospital employees. Results indicated positive relationship between pay-for-performance perceptions and pay-raise satisfaction, pay-level satisfaction, and overall pay satisfaction even after effects of salary level, salary increases, performance ratings,…

  3. 5 CFR 534.305 - Pay periods and computation of pay.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Pay periods and computation of pay. 534... PAY UNDER OTHER SYSTEMS Basic Pay for Employees of Temporary Organizations § 534.305 Pay periods and computation of pay. (a) The requirements of 5 U.S.C. 5504, must be applied to employees of temporary...

  4. 5 CFR 550.604 - Biweekly pay periods and computation of pay.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Biweekly pay periods and computation of pay. 550.604 Section 550.604 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY ADMINISTRATION (GENERAL) Computation of Pay for Biweekly Pay Periods § 550.604 Biweekly pay...

  5. Confirming theoretical pay constructs of a variable pay scheme

    Directory of Open Access Journals (Sweden)

    Sibangilizwe Ncube

    2013-05-01

    Full Text Available Orientation: Return on the investment in variable pay programmes remains controversial because their cost versus contribution cannot be empirically justified. Research purpose: This study validates the findings of the model developed by De Swardt on the factors related to successful variable pay programmes. Motivation for the study: Many organisations blindly implement variable pay programmes without any means to assess the impact these programmes have on the company’s performance. This study was necessary to validate the findings of an existing instrument that validates the contribution of variable pay schemes. Research design, approach and method: The study was conducted using quantitative research. A total of 300 completed questionnaires from a non-purposive sample of 3000 participants in schemes across all South African industries were returned and analysed. Main findings: Using exploratory and confirmatory factor analysis, it was found that the validation instrument developed by De Swardt is still largely valid in evaluating variable pay schemes. The differences between the study and the model were reported. Practical/managerial implications: The study confirmed the robustness of an existing model that enables practitioners to empirically validate the use of variable pay plans. This model assists in the design and implementation of variable pay programmes that meet critical success factors. Contribution/value-add: The study contributed to the development of a measurement instrument that will assess whether a variable pay plan contributes to an organisation’s success.

  6. 5 CFR 550.1409 - Inapplicability of premium pay and aggregate pay caps.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Inapplicability of premium pay and aggregate pay caps. 550.1409 Section 550.1409 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL... Inapplicability of premium pay and aggregate pay caps. Accrued compensatory time off under this subpart is not...

  7. Merit pay: the Federal Government's pay-for-performance experience.

    OpenAIRE

    Holliman, Sherry Diane.

    1983-01-01

    Approved for public release; distribution is unlimited For many years, businesses in private industry have been utilizing and experimenting with various forms of performance-based pay. These innovations have been part of a continuing search by organizations for better approaches to administering pay. With the passing of the Civil Service Reform Act of 1978, the Federal Government began its form of this concept entitled, 'Merit Pay'. Although many studies have examined uses in the areas of ...

  8. Unions and the Sword of Justice: Unions and Pay Systems, Pay Inequality, Pay Discrimination and Low Pay

    OpenAIRE

    A Charlwood; K Hansen; David Metcalf

    2000-01-01

    Dispersion in pay is lower among union members than among non-unionists. This reflects two factors. First, union members and jobs are more homogeneous than their non-union counterparts. Second, union wage policies within and across firms lower pay dispersion. Unions'' minimum wage targets also truncate the lower tail of the union distribution. There are two major consequences of these egalitarian union wage policies. First, the return to human capital is lower in firms which recognise unions ...

  9. Board affiliation and pay gap

    Directory of Open Access Journals (Sweden)

    Shenglan Chen

    2014-06-01

    Full Text Available This paper examines the effects of board affiliation on the corporate pay gap. Using a sample of Chinese listed firms from 2005 to 2011, we find that boards with a greater presence of directors appointed by block shareholders have lower pay gaps. Furthermore, the governance effects of board affiliation with and without pay are distinguished. The empirical results show that board affiliation without pay is negatively related to the pay gap, while board affiliation with pay is positively related to the pay gap. Overall, the results shed light on how block shareholders affect their companies’ pay gaps through board affiliation.

  10. Hybrid All-Pay and Winner-Pay Contests

    DEFF Research Database (Denmark)

    Lagerlöf, Johan

    2017-01-01

    In many contests in economic and political life, both all-pay and winner-pay expenditures matter for winning. This paper studies such hybrid contests under symmetry and asymmetry. The symmetric model is very general but still yields a simple closed-form solution. More contestants tend to lead to ...... expenditures. An endogenous bias that maximizes total expenditures disfavors the high-valuation contestant but still makes her the more likely one to win....

  11. Behind the Pay Gap

    Science.gov (United States)

    Dey, Judy Goldberg; Hill, Catherine

    2007-01-01

    Women have made remarkable gains in education during the past three decades, yet these achievements have resulted in only modest improvements in pay equity. The gender pay gap has become a fixture of the U.S. workplace and is so ubiquitous that many simply view it as normal. "Behind the Pay Gap" examines the gender pay gap for college graduates.…

  12. 5 CFR 9901.212 - Pay schedules and pay bands.

    Science.gov (United States)

    2010-01-01

    ... Section 9901.212 Administrative Personnel DEPARTMENT OF DEFENSE HUMAN RESOURCES MANAGEMENT AND LABOR RELATIONS SYSTEMS (DEPARTMENT OF DEFENSE-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF DEFENSE NATIONAL... Secretary may establish one or more pay schedules within each career group. (b) Each pay schedule may...

  13. 4 CFR 5.1 - Pay.

    Science.gov (United States)

    2010-01-01

    ... 4 Accounts 1 2010-01-01 2010-01-01 false Pay. 5.1 Section 5.1 Accounts GOVERNMENT ACCOUNTABILITY OFFICE PERSONNEL SYSTEM COMPENSATION § 5.1 Pay. (a) Pay principles. Pay of the employees of GAO shall be fixed by the Comptroller General consistent with the principles that— (1) There be equal pay for work of...

  14. Gender Differences in Pay

    OpenAIRE

    Francine D. Blau; Lawrence M. Kahn

    2000-01-01

    We consider the gender pay gap in the United States. Both gender-specific factors, including gender differences in qualifications and discrimination, and overall wage structure, the rewards for skills and employment in particular sectors, importantly influence the gender pay gap. Declining gender differentials in the U.S., and the more rapid closing of the gender pay gap in the U.S. than elsewhere, appear to be primarily due to gender-specific factors. However, the relatively large gender pay...

  15. Marine Corps Pay Incentives

    Science.gov (United States)

    Marines from 2000 to 2017. The thesis includes a literature review on economic theory related to pay incentives in the Department of Defense, a...The purpose of this thesis to provide the Marine Corps with a comprehensive report on pay incentive programs and special pay that were available to...summarization of pay incentive categories, a data analysis on take-up rates and average annual amounts at the end of each fiscal year, and a program review

  16. 28 CFR 345.51 - Inmate pay.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Inmate pay. 345.51 Section 345.51... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.51 Inmate pay. (a) Grade levels. Inmate workers in FPI locations receive pay at five levels ranging from 5th grade pay (lowest) to 1st grade pay...

  17. 20 CFR 404.1242 - Back pay.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Back pay. 404.1242 Section 404.1242 Employees... Prior to 1987 § 404.1242 Back pay. (a) Back pay defined. Back pay is pay received in one period of time... an employer. It includes pay made under Federal or State laws intended to create an employment...

  18. 3 CFR - Pay Freeze

    Science.gov (United States)

    2010-01-01

    ... 3 The President 1 2010-01-01 2010-01-01 false Pay Freeze Presidential Documents Other Presidential Documents Memorandum of January 21, 2009 Pay Freeze Memorandum for the Assistant to the President and Chief... the White House staff forgo pay increases until further notice. Accordingly, as a signal of our shared...

  19. 5 CFR 359.705 - Pay.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Pay. 359.705 Section 359.705... EXECUTIVE SERVICE; GUARANTEED PLACEMENT IN OTHER PERSONNEL SYSTEMS Guaranteed Placement § 359.705 Pay. (a...) is entitled to receive basic pay at the highest of— (1) The rate of basic pay in effect for the...

  20. Value-Added Merit Pay.

    Science.gov (United States)

    Twomey, Daniel F.

    The purpose of merit pay is to reward employees for their accomplishments and motivate them to continue improving. Critics of merit pay say the increased extrinsic motivation that it prompts is more than offset by the decrease in intrinsic motivation. Supporters of performance-based pay claim several benefits of the practice. This study addressed…

  1. 5 CFR 534.502 - Pay range.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Pay range. 534.502 Section 534.502 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Senior-Level and Scientific and Professional Positions § 534.502 Pay range. A pay rate fixed under this...

  2. 28 CFR 345.52 - Premium pay.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Premium pay. 345.52 Section 345.52... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.52 Premium pay. Payment of premium pay to... inmates at a location. (a) Eligibility. Inmates in first grade pay status may be considered for premium...

  3. 28 CFR 345.56 - Vacation pay.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Vacation pay. 345.56 Section 345.56... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.56 Vacation pay. Inmate workers are granted FPI vacation pay by the SOI when their continued good work performance justifies such pay, based on...

  4. 5 CFR 532.503 - Overtime pay.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Overtime pay. 532.503 Section 532.503... Pay and Differentials § 532.503 Overtime pay. (a)(1) Employees who are exempt from the overtime pay provisions of the Fair Labor Standards Act of 1938, as amended, shall be paid overtime pay in accordance with...

  5. An Examination of Pay Facets and Referent Groups for Assessing Pay Satisfaction of Male Elementary School Principals

    Science.gov (United States)

    Young, I. Phillip; Young, Karen Holsey; Okhremtchouk, Irina; Castaneda, Jose Moreno

    2009-01-01

    Pay satisfaction was assessed according to different facets (pay level, benefits, pay structure, and pay raises) and potential referent groups (teachers and elementary school principals) for a random sample of male elementary school principals. A structural model approach was used that considers facets of the pay process, potential others as…

  6. Power and pay: The union and equal pay at B.C. Electric/Hydro

    International Nuclear Information System (INIS)

    Creese, G.

    1993-01-01

    The struggle for equal pay for women in one large office union, the Office and Technical Employees' Union (OTEU), at British Columbia Electric/Hydro is analyzed. The analysis concentrates on the second phase of the equal pay movement that preoccupied the union for over 30 years starting in 1949. Equal pay for equal job-evaluation was finally achieved in 1981, yet this struggle did not produce a subsequent questioning of gender bias within the job evaluation process or the structure of the existing hierarchy of jobs. The study illustrates some of the ways that gender hierarchies and inequities are defined and reinforced by employers seeking to maintain profits by keeping labor costs down, as BC Electric/Hydro resisted eliminating the differential in male and female pay, systematically restructured unequal pay, and continually resorted to lower community standards even when the company's own job evaluation system suggested equal comparators with male jobs. Gendered jobs are also shaped by union practices, as evidenced by the OTEU's role in restructuring the postwar gender division of labor in the late 1940s, as well as their early and persistent challenges to the female differential but, at the same time, the continued marginalization of equal pay as a women's issue rather than a general union issue. 66 refs

  7. 5 CFR 551.501 - Overtime pay.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Overtime pay. 551.501 Section 551.501 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY ADMINISTRATION UNDER THE FAIR LABOR STANDARDS ACT Overtime Pay Provisions Basic Provisions § 551.501 Overtime pay. (a) An agency...

  8. 28 CFR 345.57 - Administrative pay.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Administrative pay. 345.57 Section 345.57... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.57 Administrative pay. An inmate excused from a job assignment may receive administrative pay for such circumstances as a general recall for an...

  9. 5 CFR 9901.356 - Pay retention.

    Science.gov (United States)

    2010-01-01

    ... position in a lower pay band offered by an activity to accommodate a disabling medical condition similar to... within the employee's new pay band or by establishing a retained rate that exceeds the maximum rate of the new pay band. Local market supplements are not considered part of base salary in applying pay...

  10. 28 CFR 345.58 - Holiday pay.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Holiday pay. 345.58 Section 345.58... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.58 Holiday pay. An inmate worker in FPI work status shall receive pay at the standard hourly rate, plus longevity where applicable, for all Federal...

  11. Retroactive Stop Loss Special Pay

    Science.gov (United States)

    Pay (RSLSP), providing $500 for each month/partial month served in stop loss status. Service members served under stop loss must submit a claim for the special pay. Throughout the year, the services have or extension of service, became ineligible to receive retroactive stop loss special pay. There may be

  12. 28 CFR 345.55 - Longevity pay.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Longevity pay. 345.55 Section 345.55... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.55 Longevity pay. (a) Except as provided in paragraph (b) of this section, an inmate earns longevity pay raises after 18 months spent in FPI work status...

  13. Power and pay: The union and equal pay at B. C. Electric/Hydro

    Energy Technology Data Exchange (ETDEWEB)

    Creese, G

    The struggle for equal pay for women in one large office union, the Office and Technical Employees' Union (OTEU), at British Columbia Electric/Hydro is analyzed. The analysis concentrates on the second phase of the equal pay movement that preoccupied the union for over 30 years starting in 1949. Equal pay for equal job-evaluation was finally achieved in 1981, yet this struggle did not produce a subsequent questioning of gender bias within the job evaluation process or the structure of the existing hierarchy of jobs. The study illustrates some of the ways that gender hierarchies and inequities are defined and reinforced by employers seeking to maintain profits by keeping labor costs down, as BC Electric/Hydro resisted eliminating the differential in male and female pay, systematically restructured unequal pay, and continually resorted to lower community standards even when the company's own job evaluation system suggested equal comparators with male jobs. Gendered jobs are also shaped by union practices, as evidenced by the OTEU's role in restructuring the postwar gender division of labor in the late 1940s, as well as their early and persistent challenges to the female differential but, at the same time, the continued marginalization of equal pay as a women's issue rather than a general union issue. 66 refs.

  14. 28 CFR 345.60 - Training pay.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Training pay. 345.60 Section 345.60... (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.60 Training pay. Inmates directed by the SOI to take a particular type of training in connection with a FPI job are to receive FPI pay if the...

  15. 20 CFR 218.27 - Vacation pay.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Vacation pay. 218.27 Section 218.27 Employees... Beginning Date § 218.27 Vacation pay. (a) From railroad employer. Vacation pay may be credited to the... vacation pay is credited to the vacation period, the annuity can begin no earlier than the day after the...

  16. Explaining the Gender Wage Gap: Pay Expectations for Self, Others, and Perceptions of "Fair Pay."

    Science.gov (United States)

    Gardner, Philip D.; Jackson, Linda A.

    This study was conducted to investigate the pay expectations of graduating seniors, and specifically, the relationship between gender and pay expectations for one's self and others. The main purpose of the study was to determine if women and men differed in their initial pay expectations. Surveys were received from 447 college seniors, including…

  17. Shareholder voice on executive pay : A decade of Dutch say on pay

    NARCIS (Netherlands)

    van der Elst, Christoph; Lafarre, Anne

    2017-01-01

    The Netherlands adopted shareholders’ say on pay over a decade ago. The general meeting of shareholders must approve the remuneration policy and any amendments to it. This Dutch approach offers fruitful insights into how say on pay works in practice. In the light of the recent European proposal to

  18. Gender-Pay-Gap

    OpenAIRE

    Eicker, Jannis

    2017-01-01

    Der Gender-Pay-Gap ist eine statistische Kennzahl zur Messung der Ungleichheit zwischen Männern* und Frauen* beim Verdienst. Es gibt zwei Versionen: einen "unbereinigten" und einen "bereinigten". Der "unbereinigte" Gender-Pay-Gap berechnet den geschlechtsspezifischen Verdienstunterschied auf Basis der Bruttostundenlöhne aller Männer* und Frauen* der Grundgesamtheit. Beim "bereinigten" Wert hingegen werden je nach Studie verschiedene Faktoren wie Branche, Position und Berufserfahrung herausger...

  19. 5 CFR 9901.305 - Rate of pay.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Rate of pay. 9901.305 Section 9901.305... (NSPS) Pay and Pay Administration General § 9901.305 Rate of pay. (a) The term “rate of pay” in 5 U.S.C... overtime and other premium pay rates (including compensatory time off); and (2) The rates comprising the...

  20. 33 CFR 52.71 - Authority to pay.

    Science.gov (United States)

    2010-07-01

    ... 33 Navigation and Navigable Waters 1 2010-07-01 2010-07-01 false Authority to pay. 52.71 Section... § 52.71 Authority to pay. (a) The Coast Guard is authorized to pay the claims of any person as the... authorized to pay any claim heretofore compensated by Congress through enactment of private law, or to pay...

  1. [Women's willingness to pay for cancer screening].

    Science.gov (United States)

    Kwak, Min-Son; Sung, Na-Young; Yang, Jeong Hee; Park, Eun-Cheol; Choi, KuiSon

    2006-07-01

    The goal of this study is to measure women's willingness to pay for cancer screening and to identify those factors associated with this willingness to pay A population-based telephone survey was performed on 1,562 women (aged 30 years or over) for 2 weeks (9-23th, July, 2004). Data about sociodemographic characteristics, health behaviors, the intention of the cancer screenings and willingness to pay for cancer screening were collected. 1,400 respondents were included in the analysis. The women's willingness to pay for cancer screening and the factors associated with this willingness to pay were evaluated. The results show that 76% of all respondents have a willingness to pay for cancer screening. Among those who are willing to pay, the average and median amount of money for which the respondents are willing to pay are 126,636 (s.d.: 58,414) and 120,000 won, respectively. As the status of education & the income are higher, the average amount that women are willing to pay becomes much more. The amount of money women are willing to pay is the highest during the 'contemplation' stage. Being willing to pay or not is associated with a change of behavior (transtheoretical model), the income, the concern about the cancer risk, the family cancer history, the marital status, the general health exam, age and the place of residence. Income is associated with a greater willingness to pay. Old age was associated with a lower willingness to pay. According to the two-part model, income and TTM are the most important variables associated with the willingness to pay for cancer screening. The cancer screening participation rate is low compared with the willingness to pay for cancer screening. It is thought that we have to consider the participants' behavior that's associated with cancer screening and their willingness to pay in order to organize and manage cancer screening program.

  2. 76 FR 52537 - Pay for Sunday Work

    Science.gov (United States)

    2011-08-23

    ... back pay claims permitted by the Barring Act of 1940, and noted that agencies could use the memorandum... of the Barring Act or the Back Pay Act of 1966 (as amended) and apply specifically to one Government...) An employee is entitled to pay at his or her rate of basic pay plus premium pay at a rate equal to 25...

  3. Performance pay, sorting and social motivation

    OpenAIRE

    Eriksson, Tor; Villeval, Marie Claire

    2008-01-01

    International audience; Variable pay links pay and performance but may also help firms in attracting more productive employees. Our experiment investigates the impact of performance pay on both incentives and sorting and analyzes the influence of repeated interactions between firms and employees on these effects. We show that (i) the opportunity to switch from a fixed wage to variable pay scheme increases the average effort level and its variance; (ii) high skill employees concentrate under t...

  4. Paying for Hitler's War

    DEFF Research Database (Denmark)

    Lund, Joachim

    2017-01-01

    Book review of: Jonas Scherner & Eugene N. White (eds.), Paying for Hitler's War: The Consequenses of Nazi Hegemony for Europe (NY: Cambridge University Press, 2016)......Book review of: Jonas Scherner & Eugene N. White (eds.), Paying for Hitler's War: The Consequenses of Nazi Hegemony for Europe (NY: Cambridge University Press, 2016)...

  5. Financial Advice: Who Pays

    Science.gov (United States)

    Finke, Michael S.; Huston, Sandra J.; Winchester, Danielle D.

    2011-01-01

    Using a cost-benefit framework for financial planning services and proprietary data collected in the summer of 2008, the client characteristics that are associated with the likelihood of paying for professional financial advice, as well as the type of financial services purchased, are identified. Results indicate that respondents who pay for…

  6. 28 CFR 551.108 - Performance pay.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Performance pay. 551.108 Section 551.108 Judicial Administration BUREAU OF PRISONS, DEPARTMENT OF JUSTICE INSTITUTIONAL MANAGEMENT MISCELLANEOUS Pretrial Inmates § 551.108 Performance pay. The Warden may approve a pretrial inmate for performance pay...

  7. 28 CFR 345.59 - Inmate performance pay.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Inmate performance pay. 345.59 Section... INDUSTRIES (FPI) INMATE WORK PROGRAMS Inmate Pay and Benefits § 345.59 Inmate performance pay. Inmate workers for FPI may also receive Inmate Performance Pay for participation in programs where this award is made...

  8. 28 CFR 0.145 - Overtime pay.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 1 2010-07-01 2010-07-01 false Overtime pay. 0.145 Section 0.145... Respect to Personnel and Certain Administrative Matters § 0.145 Overtime pay. The Director of the Federal... Attorney General may prescribe, authorize overtime pay (including additional compensation in lieu of...

  9. 5 CFR 9901.364 - Foreign language proficiency pay.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Foreign language proficiency pay. 9901... NATIONAL SECURITY PERSONNEL SYSTEM (NSPS) Pay and Pay Administration Premium Pay § 9901.364 Foreign language proficiency pay. (a) General provisions. (1) This section applies to employees who may be paid...

  10. Gender Pay Gap in Poland

    OpenAIRE

    Oczki, Jarosław

    2016-01-01

    The aim of the article is to investigate the actual and explained gender pay gaps in Poland in comparison with selected highly developed countries, and to discuss the factors determining wage disparities between men and women. Data from Eurostat EU-SILC and the International Labour Organization were used. The article concludes that the gender pay gap in Poland is relatively small and decreasing, and that estimates of the explained gender pay gap published by the Internationa...

  11. Does it pay to have a network contact? Social network ties, workplace racial context, and pay outcomes.

    Science.gov (United States)

    Kmec, Julie A; Trimble, Lindsey B

    2009-06-01

    This article investigates how social network use to find work affects pay. Analyses using the Multi-City Study of Urban Inequality consider the extent to which a network contact's influence level affects a job applicant's pay, whether this effect differs for white, black, and Latino contacts, and how workplace racial context moderates this relationship. Three main findings emerge. First, having an influential contact--one with hiring authority--compared to having no contact yields higher pay. Second, white and minority contact influence on pay differs: among minority contacts, being an outsider (i.e., someone not employed by the firm to which the applicant applies) is associated with higher pay, but being an employee of the firm--an insider--is not. Third, regardless of workplace racial context, black and Latino contacts' influence is most beneficial when their race/ethnicity is not known to the hiring agent. We offer a new interpretation of the mixed findings with regard to the relationship between social network use and pay.

  12. 4 CFR 5.3 - Merit pay.

    Science.gov (United States)

    2010-01-01

    ... 4 Accounts 1 2010-01-01 2010-01-01 false Merit pay. 5.3 Section 5.3 Accounts GOVERNMENT ACCOUNTABILITY OFFICE PERSONNEL SYSTEM COMPENSATION § 5.3 Merit pay. The Comptroller General may promulgate regulations establishing a merit pay system for such employees of the Government Accountability Office as the...

  13. Does obfuscating excessive CEO pay work? The influence of remuneration report readability on say-on-pay votes

    NARCIS (Netherlands)

    Hooghiemstra, Reggy; Kuang, Yu Flora; Qin, Bo

    2017-01-01

    This paper assesses whether reducing ‘readability’ is an effective obfuscation strategy for influencing the level of shareholder say-on-pay voting dissent in firms with excessive CEO pay. Based on a sample of UK-listed firms, our results indicate that in cases of excessive CEO pay, a less readable

  14. 5 CFR 870.204 - Annual rates of pay.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Annual rates of pay. 870.204 Section 870... rates of pay. (a) (1) An insured employee's annual pay is his/her annual rate of basic pay as fixed by law or regulation. (2) Annual pay for this purpose includes the following: (i) Interim geographic...

  15. 5 CFR 534.604 - Pay administration.

    Science.gov (United States)

    2010-01-01

    ... equals or exceeds the rate of basic pay the employee received immediately prior to such appointment, not... that equals or exceeds the employee's highest previous rate of basic pay in a Federal civil service.... Advancement to a higher rate takes effect on the first day of the first pay period beginning on or after...

  16. 20 CFR 218.28 - Sick pay.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Sick pay. 218.28 Section 218.28 Employees... Beginning Date § 218.28 Sick pay. (a) From railroad employer. If the employee is carried on the payroll while sick, the annuity can begin no earlier than the day after the last day of sick pay. However, sick...

  17. Fisherman expectations and pay-lake profits

    Science.gov (United States)

    George H. Moeller; John Engelken; John Engelken

    1973-01-01

    Personal interviews with licensed fishermen in Central New York State were used to determine characteristics of fishermen who are willing to pay to fish. Willingness to pay was related to aspects of the fishing experience that most strongly influenced fishing enjoyment. Sixty-two percent of the respondents expressed a willingness to pay for a quality fishing experience...

  18. Pay Dispersion and Performance in Teams

    Science.gov (United States)

    Bucciol, Alessandro; Foss, Nicolai J.; Piovesan, Marco

    2014-01-01

    Extant research offers conflicting predictions about the effect of pay dispersion on team performance. We collected a unique dataset from the Italian soccer league to study the effect of intra-firm pay dispersion on team performance, under different definitions of what constitutes a “team”. This peculiarity of our dataset can explain the conflicting evidence. Indeed, we also find positive, null, and negative effects of pay dispersion on team performance, using the same data but different definitions of team. Our results show that when the team is considered to consist of only the members who directly contribute to the outcome, high pay dispersion has a detrimental impact on team performance. Enlarging the definition of the team causes this effect to disappear or even change direction. Finally, we find that the detrimental effect of pay dispersion is due to worse individual performance, rather than a reduction of team cooperation. PMID:25397615

  19. Take-or-Pay under Japanese energy policy

    International Nuclear Information System (INIS)

    Namikawa, Ryoichi

    2003-01-01

    Japan has tried to increase the import of liquefied natural gas (LNG) because of the nation's fragile energy supply structure. In Japan, almost all LNG is imported under long-term contracts with a Take-or-Pay clause, although buyers assume considerable risk under such a clause. This paper tries to determine why the Take-or-Pay clause has been retained in LNG import contracts in Japan, focusing on the relation between Take-or-Pay and energy security policy. It is found that the government has not pursued a consistent, consecutive policy on Take-or-Pay under the changing energy situation after oil crises. On the one hand, the government has accepted Take-or-Pay because it secures a stable supply of LNG, but on the other hand, it has tried to scrap Take-or-Pay in order to reduce buyers' risk. Furthermore, it was not until the middle/late 1990s that the government implemented deregulation. It is concluded that the government's energy security policy has played an important role in keeping Take-or-Pay in Japan

  20. 5 CFR 9701.372 - Creating initial pay ranges.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Creating initial pay ranges. 9701.372... HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Transitional Provisions § 9701.372 Creating initial pay ranges. (a) DHS must, after coordination with OPM, set the initial band rate ranges for the...

  1. 5 CFR 534.603 - Rates of basic pay.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Rates of basic pay. 534.603 Section 534.603 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Administrative Appeals Judge Positions § 534.603 Rates of basic pay. (a) The...

  2. Psychology of Pay and Compensation

    NARCIS (Netherlands)

    Thierry, Hk.; Smelser, N.J.; Baltes, P.B.

    2002-01-01

    In most industrialized countries the compensation, of managers and employees is structured along quite comparable patterns. One part consists of base pay, a second part of results-oriented pay, and a third part of secondary labor conditions. In many instances part four is composed of perquisites:

  3. 28 CFR 545.25 - Eligibility for performance pay.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Eligibility for performance pay. 545.25... WORK AND COMPENSATION Inmate Work and Performance Pay Program § 545.25 Eligibility for performance pay. (a) An inmate may receive performance pay for accomplishments in one or more of the following areas...

  4. The International Instruments on Gender Pay Equity

    OpenAIRE

    Chen, Cher Weixia

    2008-01-01

    Today in the world women are earning around 78% of what men are earning. Gender pay gap ironically is still one major feature of the modern labor market, despite the fact that the right to equal pay is one of the founding principles recognized by the 1945 ILO constitution amendment. Since 1919 the right to equal pay was discussed during the preparation for the ILO constitution, scholars have been constantly making efforts to explore the potential solutions to gender pay differentials...

  5. 38 CFR 3.654 - Active service pay.

    Science.gov (United States)

    2010-07-01

    ... 38 Pensions, Bonuses, and Veterans' Relief 1 2010-07-01 2010-07-01 false Active service pay. 3.654..., Compensation, and Dependency and Indemnity Compensation Adjustments and Resumptions § 3.654 Active service pay. (a) General. Pension, compensation, or retirement pay will be discontinued under the circumstances...

  6. 5 CFR 531.603 - Locality pay areas.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Locality pay areas. 531.603 Section 531.603 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER THE GENERAL SCHEDULE Locality-Based Comparability Payments § 531.603 Locality pay areas. (a) Locality rates of...

  7. Pay equity, minimum wage and equality at work

    OpenAIRE

    Rubery, Jill

    2003-01-01

    Reviews the underlying causes of pay discrimination embedded within the organization of the labour market and structures of pay and reward. Discusses the need to focus on pay equity as part of a general strategy of promoting equity and decent work and examines the case for using minimum wage policies in comparison to more targeted equal pay policies to reduce gender pay equity. Identifies potential obstacles to or support for such policies and describes experiences of the use of minimum wages...

  8. Net Pay Estimator | Alaska Division of Retirement and Benefits

    Science.gov (United States)

    Benefits > Net Pay Estimator Online Counselor Scheduler Empower Retirement Account Info Online myRnB Accessibility Net Pay Estimator Click here for the Retiree Net Pay Estimator? The net pay estimator is a useful tool to estimate your net pay under different salaries, federal withholding tax exemptions, and

  9. Achieving equal pay for comparable worth through arbitration.

    Science.gov (United States)

    Wisniewski, S C

    1982-01-01

    Traditional "women's jobs" often pay relatively low wages because of the effects of institutionalized stereotypes concerning women and their role in the work place. One way of dealing with sex discrimination that results in job segregation is to narrow the existing wage differential between "men's jobs" and "women's jobs." Where the jobs are dissimilar on their face, this narrowing of pay differences involves implementing the concept of "equal pay for jobs of comparable worth." Some time in the future, far-reaching, perhaps even industrywide, reductions in male-female pay differentials may be achieved by pursuing legal remedies based on equal pay for comparable worth. However, as the author demonstrates, immediate, albeit more limited, relief for sex-based pay inequities found in specific work places can be obtained by implementing equal pay for jobs of comparable worth through the collective bargaining and arbitration processes.

  10. 5 CFR 304.104 - Determining rate of pay.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Determining rate of pay. 304.104 Section... CONSULTANT APPOINTMENTS § 304.104 Determining rate of pay. (a) The rate of basic pay for experts and... appropriate rate of basic pay on an hourly or daily basis, subject to the limitations described in section 304...

  11. 12 CFR 268.202 - Equal Pay Act.

    Science.gov (United States)

    2010-01-01

    ... 12 Banks and Banking 3 2010-01-01 2010-01-01 false Equal Pay Act. 268.202 Section 268.202 Banks... REGARDING EQUAL OPPORTUNITY Provisions Applicable to Particular Complaints § 268.202 Equal Pay Act. Complaints alleging violations of the Equal Pay Act shall be processed under this part. ...

  12. The Gender Pay Gap

    OpenAIRE

    Alan Manning

    2006-01-01

    Empirical research on gender pay gaps has traditionally focused on the role of gender-specific factors, particularly gender differences in qualifications and differences in the treatment of otherwise equally qualified male and female workers (i.e., labor market discrimination). This paper explores the determinants of the gender pay gap and argues for the importance of an additional factor, wage structure, the array of prices set for labor market skills and the rewards received for employment ...

  13. The Effects of Introducing Advertising in Pay TV: A Model of Asymmetric Competition between Pay TV and Free TV

    OpenAIRE

    Helmut Dietl; Markus Lang; Panlang Lin

    2012-01-01

    This paper develops a theoretical model of asymmetric competition between a pay TV and a free TV broadcaster. Our model shows that the pay TV broadcaster has incentives to place advertising on its channel if the marginal return on advertising exceeds the viewers' disutility from advertising. In this case, however, the pay TV advertising level is always below the corresponding level on free TV. The pay TV advertising level can increase with a higher viewer disutility from advertising but the p...

  14. 5 CFR 532.507 - Pay for holiday work.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Pay for holiday work. 532.507 Section 532... SYSTEMS Premium Pay and Differentials § 532.507 Pay for holiday work. (a) An employee who is entitled to holiday premium pay and who performs work on a holiday which is not overtime work shall be paid the...

  15. 29 CFR 1450.23 - Deduction from pay.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Deduction from pay. 1450.23 Section 1450.23 Labor... OWED THE UNITED STATES Salary Offset § 1450.23 Deduction from pay. (a) Deduction by salary offset, from an employee's current disposable pay, shall be subject to the following conditions: (1) Ordinarily...

  16. 5 CFR 9701.342 - Performance pay increases.

    Science.gov (United States)

    2010-01-01

    ... increases, the Secretary or designee must take into account the average value of within-grade and quality... pay pool controls to allocate pay increases based on performance points that are directly linked to... function of the amount of money in the performance pay pool, the relative point value placed on ratings...

  17. 41 CFR 301-54.2 - What is disposable pay?

    Science.gov (United States)

    2010-07-01

    ... 41 Public Contracts and Property Management 4 2010-07-01 2010-07-01 false What is disposable pay... BILLED TRAVEL CHARGE CARD General Rules § 301-54.2 What is disposable pay? Disposable pay is your..., etc. Deductions may be made from any type of pay you receive from your agency, e.g., basic pay...

  18. 29 CFR 1614.202 - Equal Pay Act.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Equal Pay Act. 1614.202 Section 1614.202 Labor Regulations... OPPORTUNITY Provisions Applicable to Particular Complaints § 1614.202 Equal Pay Act. (a) In its enforcement of the Equal Pay Act, the Commission has the authority to investigate an agency's employment practices on...

  19. 22 CFR 512.22 - Deduction from pay.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Deduction from pay. 512.22 Section 512.22... 1982 Salary Offset § 512.22 Deduction from pay. (a) Deduction by salary offset, from an employee's disposable current pay, shall be subject to the following circumstances: (1) When funds are available, the...

  20. 44 CFR 354.7 - Failure to pay.

    Science.gov (United States)

    2010-10-01

    ... 44 Emergency Management and Assistance 1 2010-10-01 2010-10-01 false Failure to pay. 354.7 Section 354.7 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND... PROGRAM § 354.7 Failure to pay. Where a licensee fails to pay a prescribed fee required under this part...

  1. 27 CFR 70.103 - Failure to pay tax.

    Science.gov (United States)

    2010-04-01

    ... 27 Alcohol, Tobacco Products and Firearms 2 2010-04-01 2010-04-01 false Failure to pay tax. 70.103... § 70.103 Failure to pay tax. Whoever fails to pay any tax imposed by Part I of Subchapter A of Chapter... penalty of 5 percent of the tax due but unpaid. For additional penalties for failure to pay tax, see 27...

  2. Public sector pay in the UK

    OpenAIRE

    Cribb, Jonathan; Emmerson, Carl; Sibieta, Luke

    2014-01-01

    This report looks at trends in public sector pay and compares these with what has been happening in the private sector. We start by analysing the overall levels of public and private sector pay, including how they have evolved over recent years and the differences after accounting for the different composition of the public and private sector workforces. We then examine how the difference between pay in the public and private sector varies across different groups of workers and areas of the c...

  3. Teacher Pay and Teacher Aptitude

    Science.gov (United States)

    Leigh, Andrew

    2012-01-01

    Can changes in teacher pay encourage more able individuals to enter the teaching profession? So far, studies of the impact of pay on the aptitude distribution of teachers have provided mixed evidence on the extent to which altering teacher salaries represents a feasible solution to the teacher quality problem. One possible reason is that these…

  4. 44 CFR 353.7 - Failure to pay.

    Science.gov (United States)

    2010-10-01

    ... 44 Emergency Management and Assistance 1 2010-10-01 2010-10-01 false Failure to pay. 353.7 Section... LICENSEE RADIOLOGICAL EMERGENCY PLANS AND PREPAREDNESS § 353.7 Failure to pay. In any case where there is a dispute over the FEMA bill or where FEMA finds that a licensee has failed to pay a prescribed fee required...

  5. 40 CFR 66.61 - Duty to pay.

    Science.gov (United States)

    2010-07-01

    ... 40 Protection of Environment 15 2010-07-01 2010-07-01 false Duty to pay. 66.61 Section 66.61... COLLECTION OF NONCOMPLIANCE PENALTIES BY EPA Payment § 66.61 Duty to pay. (a) Except where the owner or... who submits a petition pursuant to § 66.52 shall pay the penalty amount calculated by the owner or...

  6. Social Comparison of Pay and Inequity Theory.

    Science.gov (United States)

    Judd, Ben

    Inequity theory differs from social exchange theory in its analysis of a worker's reaction to pay by asserting that effects on work performance caused by high or low pay are due to social comparison of fairness rather than principles of direct exchange, such as reciprocity and power. The present experiment held piece-rate pay constant at two…

  7. Teachers' Perceptions of Merit Pay

    Science.gov (United States)

    Jackson, Vanessa; Langheinrich, Cornelia; Loth, Dan

    2012-01-01

    The purpose of the study is to show the various perceptions teachers have on merit pay. This research was designed to examine the perceptions and attitudes of teachers towards the idea of performance based pay. This topic has been an ongoing battle within school systems since the 1800s. The participants in this study were teachers from the state…

  8. Relative pay and job satisfaction: some new evidence

    OpenAIRE

    Nguyen, Anh; Taylor, Jim; Bradley, Steve

    2003-01-01

    This paper investigates the determinants of job satisfaction using data from the National Educational Longitudinal Study. The determinants of interest include actual pay, relative pay, hours of work, job autonomy and several personal characteristics. We also investigate the determinants of satisfaction with pay conditional on a worker's satisfaction with other domains of job satisfaction, such as satisfaction with job security. We find that relative pay is statistically significant but that i...

  9. 75 FR 81817 - Adjustments of Certain Rates of Pay

    Science.gov (United States)

    2010-12-29

    ... Order 13561 of December 22, 2010 Adjustments of Certain Rates of Pay By the authority vested in me as..., it is hereby ordered as follows: Section 1. Statutory Pay Systems. Pursuant to the Continuing... ``Continuing Appropriations Act''), the rates of basic pay or salaries of the statutory pay systems (as defined...

  10. 41 CFR 301-76.2 - What is disposable pay?

    Science.gov (United States)

    2010-07-01

    ... 41 Public Contracts and Property Management 4 2010-07-01 2010-07-01 false What is disposable pay... What is disposable pay? Disposable pay is the part of the employee's compensation remaining after the... deductions such as savings bonds, charitable contributions, etc. Deductions may be made from any type of pay...

  11. Performance Pay and Teacher Motivation: Separating Myth from Reality

    Science.gov (United States)

    Hulleman, Chris S.; Barron, Kenneth E.

    2010-01-01

    This article draws on research from outside of education to evaluate some common myths about performance pay and to consider future directions for designing and evaluating performance pay systems in K-12 education. The five common myths surrounding performance pay include: (1) Performance pay systems improve performance; (2) Performance pay…

  12. 5 CFR 550.131 - Authorization of pay for holiday work.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Authorization of pay for holiday work... REGULATIONS PAY ADMINISTRATION (GENERAL) Premium Pay Pay for Holiday Work § 550.131 Authorization of pay for holiday work. (a) Except as otherwise provided in this subpart, an employee who performs holiday work is...

  13. Pay Dispersion and Performance in Teams

    DEFF Research Database (Denmark)

    Bucciol, Alessandro; Foss, Nicolai J; Piovesan, Marco

    2014-01-01

    Extant research offers conflicting predictions about the effect of pay dispersion on team performance. We collected a unique dataset from the Italian soccer league to study the effect of intra-firm pay dispersion on team performance, under different definitions of what constitutes a "team". This ...

  14. Pay Equity Act, 17 May 1988.

    Science.gov (United States)

    1988-01-01

    This document contains major provisions of the 1988 Pay Equity Act of Prince Edward Island, Canada. (Nova Scotia enacted similar legislation in 1988.) This act defines "female-dominated class" or "male-dominated class" as a class with 60% or more female or male incumbents, respectively. The objective of this act is to achieve pay equity among public sector employers and employees by identifying systemic gender discrimination through a comparison of the relative wages and value of the work performed by female- and male-dominated classes. The value of work is to be determined by considering the skill, effort, and responsibility required by the work as well as the conditions under which it is performed. A difference in wages between a female- and male-dominated class performing work of equal or comparable value can be justified by a formal performance appraisal system or formal seniority system that does not discriminate on the basis of gender or by a skills shortage which requires a temporary inflation in wages to attract workers for a certain position. No wages shall be reduced to implement pay equity. Implementation of pay equity will include the work of bargaining agents to achieve agreement on salient points. Pay equity may be implemented in four stages over a period of 24 months.

  15. 5 CFR 534.504 - Annual adjustment in pay.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Annual adjustment in pay. 534.504 Section 534.504 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Senior-Level and Scientific and Professional Positions § 534.504 Annual adjustment...

  16. 75 FR 21155 - National Equal Pay Day, 2010

    Science.gov (United States)

    2010-04-23

    ..., helps women achieve wage fairness. This law brings us closer to ending pay disparities based on gender... Enforcement Task Force to bolster enforcement of pay discrimination laws, making sure women get equal pay for... America A Proclamation Throughout our Nation's history, extraordinary women have broken barriers to...

  17. 5 CFR 930.205 - Administrative law judge pay system.

    Science.gov (United States)

    2010-01-01

    ... paragraph (a)(1) of this section. Such adjustments take effect on the 1st day of the first pay period... basic pay that equals or exceeds the applicant's highest previous Federal rate of basic pay, not to... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Administrative law judge pay system. 930...

  18. 20 CFR 404.1044 - Vacation pay.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Vacation pay. 404.1044 Section 404.1044 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1044 Vacation pay. We consider...

  19. 77 FR 70381 - General Schedule Locality Pay Areas

    Science.gov (United States)

    2012-11-26

    ... 3206-AM51 General Schedule Locality Pay Areas AGENCY: U.S. Office of Personnel Management. ACTION: Proposed rule with request for comments. SUMMARY: On behalf of the President's Pay Agent, the Office of Personnel Management is issuing proposed regulations to tie the metropolitan area portion of locality pay...

  20. 5 CFR 534.406 - Conversion to the SES pay system.

    Science.gov (United States)

    2010-01-01

    ... to the SES pay system. (a) On the first day of the first applicable pay period beginning on or after... rate of basic pay that is equal to the employee's rate of basic pay, plus any applicable locality-based... first day of the first applicable pay period beginning on or after January 1, 2004. If an SES member's...

  1. 20 CFR 211.11 - Miscellaneous pay.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Miscellaneous pay. 211.11 Section 211.11 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT CREDITABLE RAILROAD COMPENSATION § 211.11 Miscellaneous pay. Any payment made to an employee by an employer which is...

  2. 20 CFR 404.1805 - Paying benefits.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Paying benefits. 404.1805 Section 404.1805 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Payment Procedures § 404.1805 Paying benefits. (a) As soon as possible after we have made a determination...

  3. 5 CFR 550.172 - Relation to overtime, night, and holiday pay.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Relation to overtime, night, and holiday..., and holiday pay. Premium pay for Sunday work is in addition to premium pay for holiday work, overtime... used to compute the pay for holiday work, overtime pay, or night pay differential. Law Enforcement...

  4. 78 FR 80451 - Adjustments of Certain Rates of Pay

    Science.gov (United States)

    2013-12-31

    ... of Pay By the authority vested in me as President by the Constitution and the laws of the United States of America, it is hereby ordered as follows: Section 1. Statutory Pay Systems. The rates of basic pay or salaries of the statutory pay systems (as defined in 5 U.S.C. 5302(1)), as adjusted under 5 U.S...

  5. 38 CFR 3.754 - Emergency officers' retirement pay.

    Science.gov (United States)

    2010-07-01

    ...' retirement pay. 3.754 Section 3.754 Pensions, Bonuses, and Veterans' Relief DEPARTMENT OF VETERANS AFFAIRS... officers' retirement pay. A retired emergency officer of World War I has basic eligibility to retirement pay by the Department of Veterans Affairs under Pub. L. 87-875 (sec. 11(b), Pub. L. 85-857) from date...

  6. 29 CFR 778.409 - Provision for overtime pay.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Provision for overtime pay. 778.409 Section 778.409 Labor... Regular Rate Principles Guaranteed Compensation Which Includes Overtime Pay § 778.409 Provision for overtime pay. The section 7(f) contract must provide for compensation at not less than one and one-half...

  7. Tackling the take-or-pay problem

    International Nuclear Information System (INIS)

    Jackson, Kim.

    1997-01-01

    Centrica, the gas sales, trading and services company previously part of British Gas plc, has renegotiated a number of its take-or-pay contracts with North Sea gas producers since the end of 1996. The contracts - a legacy of the British Gas monopoly era - had placed an increasing financial burden on the company as it was effectively forced to pay above-market prices for gas which it did not always want to take, while trying to remain competitive in a market where an ever growing number of independent gas suppliers were offering low-cost supplies. The author looks at how Centrica has tackled its take-or-pay problem. (author)

  8. 20 CFR 211.4 - Vacation pay.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Vacation pay. 211.4 Section 211.4 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT CREDITABLE RAILROAD COMPENSATION § 211.4 Vacation pay. Payments made to an employee with respect to vacation or holidays shall be...

  9. 5 CFR 531.214 - Setting pay upon promotion.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Setting pay upon promotion. 531.214... Changes § 531.214 Setting pay upon promotion. (a) General. An agency must set an employee's payable rate of basic pay upon promotion following the rules in this section, consistent with 5 U.S.C. 5334(b...

  10. 78 FR 21811 - National Equal Pay Day, 2013

    Science.gov (United States)

    2013-04-11

    ..., 2013 National Equal Pay Day, 2013 By the President of the United States of America A Proclamation Over... of the United States, do hereby proclaim April 9, 2013, as National Equal Pay Day. I call upon all... Vol. 78 Thursday, No. 70 April 11, 2013 Part V The President Proclamation 8955--National Equal Pay...

  11. Merit Pay and the Music Teacher

    Science.gov (United States)

    Elpus, Kenneth

    2011-01-01

    Current proponents of education reform are at present seeking to fundamentally change the system of teacher compensation by eliminating the traditional single salary schedule and instituting a merit pay system that directly links teacher pay to student achievement. To date, the scholarly literature in music education has been silent on the subject…

  12. 36 CFR 1202.52 - How do I pay?

    Science.gov (United States)

    2010-07-01

    ... 36 Parks, Forests, and Public Property 3 2010-07-01 2010-07-01 false How do I pay? 1202.52 Section... REGULATIONS IMPLEMENTING THE PRIVACY ACT OF 1974 Individual Access to Records § 1202.52 How do I pay? You must pay by check or money order. Make your check or money order payable to the National Archives and...

  13. 27 CFR 70.97 - Failure to pay tax.

    Science.gov (United States)

    2010-04-01

    ... 27 Alcohol, Tobacco Products and Firearms 2 2010-04-01 2010-04-01 false Failure to pay tax. 70.97... § 70.97 Failure to pay tax. (a) Negligence—(1) General. If any part of any underpayment (as defined in... section 6651 of the Internal Revenue Code (relating to failure to file such return or pay tax) shall be...

  14. 49 CFR 92.21 - Deduction from pay.

    Science.gov (United States)

    2010-10-01

    ... salary offset may be made, the chief of the accounting or finance office of the paying DOT operating... accounting or finance office of the paying DOT operating element before collection of the indebtedness by...

  15. Equal pay by gender and by nationality: a comparative analysis of Switzerland's unequal equal pay policy regimes across time

    OpenAIRE

    Erne, Roland; Imboden, Natalie

    2017-01-01

    What explains the adoption of two different policies on equal pay by gender (EPG) and by nationality (EPN) in Switzerland? And why is the liberal, litigation-based, equal pay policy regime set up by the Gender Equality Act of 1996 much less effective than the neocorporatist ‘accompanying measures’ to the Bilateral European Union–Switzerland Agreement on Free Movement of Persons adopted in 1999 to ensure equal pay for workers of different national origins? The formation of two different policy...

  16. 28 CFR 545.22 - Institution work and performance pay committee.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Institution work and performance pay... INSTITUTIONAL MANAGEMENT WORK AND COMPENSATION Inmate Work and Performance Pay Program § 545.22 Institution work... Institution Inmate Work and Performance Pay Committee to administer the institution's work and performance pay...

  17. 29 CFR 778.221 - “Call-back” pay.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false âCall-backâ pay. 778.221 Section 778.221 Labor Regulations...Regular Rateâ Payments Not for Hours Worked § 778.221 “Call-back” pay. (a) General. In the interest of... payments consist of a specified number of hours' pay at the applicable straight time or overtime rates...

  18. 29 CFR 70.42 - Consent to Pay Fees.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 1 2010-07-01 2010-07-01 true Consent to Pay Fees. 70.42 Section 70.42 Labor Office of the....42 Consent to Pay Fees. (a) The filing of a request under this subpart will be deemed to constitute an agreement by the requester to pay all applicable fees charged under this part up to and including...

  19. Equal pay legislation and the gender wage gap

    OpenAIRE

    Polachek, Solomon W.

    2014-01-01

    Despite equal pay legislation dating back 50 years, American women still earn 22% less than their male counterparts. In the UK, with its Equal Pay Act of 1970, and France, which legislated in 1972, the gap is 21% and 17% respectively, and in Australia it remains around 17%. Thus, the gender pay gap continues to be an important policy issue.

  20. Incentive pay and gender gaps in the Nordic countries

    OpenAIRE

    Westling, Tatu

    2011-01-01

    This paper explores the effect of incentive pay on gender pay gaps in Finland, Norway and Sweden among professionals and managers within MNCs. Mercer 2009 Total Remuneration Survey data is utilised. Uniform job ladder, occupation, industry and wage definitions enable consistent cross-country comparisons. In addition to the between-country variation, the within-country variation of gender gap with respect to incentive pay is analysed. The results indicate that gender pay gaps differ among the ...

  1. Expecting Too Much of Performance Pay?

    Science.gov (United States)

    Johnson, Susan Moore; Papay, John P.

    2010-01-01

    Pay for performance is not a new idea, and reformers should not ignore the dismal record of merit pay over the past century. Initially adopted with a flourish of expectations during several waves of popularity in the past, every plan eventually fell into disuse. These plans proved to be unexpectedly costly and cumbersome to run. They often…

  2. Employee perspectives on individualized pay : Attitudes and fairness perceptions

    OpenAIRE

    Stråberg, Teresia

    2010-01-01

    The use of various types of individualized pay setting has increased dramatically in Sweden. In order for individualized pay to work as an incentive, the pay system has to be perceived as fair. This thesis focuses on the various subjective perceptions that arise in relation to individualized pay setting, since such perceptions may have consequences for employee attitudes and behavior. Using survey data from Swedish human service workers (Study I and II) as well as other public employees (Stud...

  3. Public Perceptions of the Pay Gap

    Science.gov (United States)

    Hill, Catherine; Silva, Elena

    2005-01-01

    Women have made gains toward closing the gender pay gap during the past two decades. Much of the progress occurred during the 1980s, with smaller gains in the 1990s (Institute for Women's Policy Research 2004). Women's achievements in higher education are partly responsible for narrowing the pay gap in the 1980s and 1990s. As more women earned…

  4. Large-scale energy consumers pay less

    International Nuclear Information System (INIS)

    Denneman, A.

    2012-01-01

    The price of electricity in the Netherlands rose with 6 percent in the first quarter of 2012, whereas large business consumers are paying less. The natural gas price has risen with about 10 percent in the last year, both for households and for large business consumers. Meanwhile, households are paying twice as much for electricity and gas as large business consumers. [nl

  5. Non-performance of the Severance Pay Program in Slovenia

    Directory of Open Access Journals (Sweden)

    Milan Vodopivec

    2009-03-01

    Full Text Available Combining information from the Firm Survey of Labor Costs with the information about claims filed with the Guarantee Fund by workers whose employers defaulted on their severance pay obligations, the paper analyzes the so-called non-performance problem of severance pay – the fact that coverage, and thus legal entitlement, does not guarantee the actual receipt of the benefit – as experienced in Slovenia in 2000. The findings are threefold: (i one-third of total obligations incurred by firms failed to be honored and only a small portion of defaulted severance pay claims was reimbursed by the Guarantee Fund; (ii while both men and women seem to be equally affected, workers older than 40 were disproportionally represented among those whose severance pay claims failed to be honored; and, (iii among firms that incurred severance pay liabilities, larger and more productive firms were more likely to observe their fiduciary obligations and pay them out. These findings corroborate the weaknesses of severance pay as an income protection program, pointing to the large scale of the non-performance problem and the inequities created by it.

  6. 78 FR 21503 - Adjustments of Certain Rates of Pay

    Science.gov (United States)

    2013-04-11

    ... Order 13641 of April 5, 2013 Adjustments of Certain Rates of Pay By the authority vested in me as... Consolidated and Further Continuing Appropriations Act, 2013 (Public Law 113-6), which requires certain pay... follows: Section 1. Statutory Pay Systems. Pursuant to the Consolidated and Further Continuing...

  7. 75 FR 9544 - Inmate Work and Performance Pay Program

    Science.gov (United States)

    2010-03-03

    ... inmate may receive performance pay only for that portion of the month that the inmate was working... Inmate Work and Performance Pay Program AGENCY: Bureau of Prisons, Justice. ACTION: Proposed rule... work and performance pay by removing redundant language and provisions that relate solely to staff...

  8. Willingness to pay for anterior cruciate ligament reconstruction.

    Science.gov (United States)

    Hall, Michael P; Chiang-Colvin, Alexis S; Bosco, Joseph A

    2013-01-01

    The outcomes of ACL reconstructions in terms of patient satisfaction and function are well known. Most orthopaedic surgeons feel that Medicare and other payors do not reimburse enough for this surgery. The purpose of this study is to determine how much patients are willing to pay for this surgery and compare it to reimbursement rates. We constructed a survey which described the function and limitations of an ACL deficient knee and the expected function of that knee after an ACL reconstruction. We then asked the volunteers how much they would be willing to pay for an ACL reconstruction if it were their knee. We also gathered data on the yearly earnings and Tegner activity level of the volunteers. In all, 143 volunteers completed the survey. We computed correlation coefficients between willingness to pay and both yearly earnings and Tegner activity level. The average amount that the volunteers were willing to pay for an ACL reconstruction was $4,867.00. There was no correlation between yearly earnings and willingness to pay. The correlation coefficient was 0.34. There was a weak correlation between Tegner activity level and willingness to pay. This correlation coefficient was 0.81. The Medicare allowable rate for ACL reconstruction (CPT 29888) in the geographic area of the study was $1,132.00. The data demonstrates that patients are willing to pay much more than traditional payors for ACL reconstruction. These payors undervalue the benefit of this surgery to the patient. There is increasing pressure on orthopaedic surgeons to not participate in insurance plans that reimburse poorly. This places an increasing financial burden on the patient. This study suggests that patients may be willing to pay more for their surgery than their insurance plan and accept more of this burden.

  9. 29 CFR 1620.28 - Relationship to other equal pay laws.

    Science.gov (United States)

    2010-07-01

    ... PAY ACT § 1620.28 Relationship to other equal pay laws. The provisions of various State or local laws may differ from the equal pay provisions set forth in the FLSA. No provisions of the EPA will excuse... 29 Labor 4 2010-07-01 2010-07-01 false Relationship to other equal pay laws. 1620.28 Section 1620...

  10. Executive compensation, financial performance and say on pay votes

    Directory of Open Access Journals (Sweden)

    Xiaoli Yuan

    2017-03-01

    Full Text Available The Dodd–Frank Wall Street Reform and Consumer Protection Act of 2010 was passed as a response to the late-2000s recession. A shareholder opt-in executive pay vote was introduced as a solution to the managerial power problem. We examine the results of this recommended solution and prove its viability. We find that there is a stronger association between high CEO pay and low say-on-pay vote support for firms with negative financial performance. We also find the market-to-book ratio is significantly lower for companies that failed say-on-pay votes. Furthermore, regulated industries such as financial services are more likely receive unfavourable say-on-pay votes. We document an increase in the sensitivity of CEO pay to poor performance. Overall, these finds are consistent with calls for less “rewards for failure” that led to the Dodd–Frank Wall Street Reform and Consumer Protection Act.

  11. Executive turnover: the influence of dispersion and other pay system characteristics.

    Science.gov (United States)

    Messersmith, Jake G; Guthrie, James P; Ji, Yong-Yeon; Lee, Jeong-Yeon

    2011-05-01

    Using tournament theory as a guiding theoretical framework, in this study, we assess the organizational implications of pay dispersion and other pay system characteristics on the likelihood of turnover among individual executives in organizational teams. Specifically, we estimate the effect of these pay system characteristics on executive turnover decisions. We use a multi-industry, multilevel data set composed of executives in publicly held firms to assess the effects of pay dispersion at the individual level. Consistent with previous findings, we find that pay dispersion is associated with an increased likelihood of executive turnover. In addition, we find that other pay characteristics also affect turnover, both directly and through a moderating effect on pay dispersion. Turnover is more likely when executives receive lower portions of overall top management team compensation and when they have more pay at risk. These conditions also moderate the relationship between pay dispersion and individual turnover decisions, as does receiving lower compensation relative to the market.

  12. Households' willingness to pay for public housing

    NARCIS (Netherlands)

    van Ommeren, J.; van der Vlist, A.J.

    2016-01-01

    In the presence of price controls, nonmarket housing allocation mechanisms such as queueing prevent households from revealing their marginal willingness to pay for housing through market prices. We derive the households' marginal willingness to pay using the intuitive idea that the length of the

  13. Teachers’ perceptions of individual performance-related pay in practice : A picture of a counterproductive pay system

    OpenAIRE

    Lundström, Ulf

    2012-01-01

    This article describes and discusses Swedish upper-secondary teachers’ perceptions of the effects of individual performance-related pay (PRP) in the context of educational restructuring and governance. The empirical data were generated through semi-structured interviews of 23 teachers. Power’s distinction between programmatic and technological elements of audit is used as a frame of reference for the problematization of the pay system. The findings demonstrate a wide gap between the programma...

  14. 76 FR 80191 - Adjustments of Certain Rates of Pay

    Science.gov (United States)

    2011-12-23

    ... Order 13594 of December 19, 2011 Adjustments of Certain Rates of Pay By the authority vested in me as... Appropriations and Surface Transportation Extensions Act, 2011 (Public Law 111-322), which freezes certain pay... full applicable locality pay rates in non-foreign areas pursuant to the Non-Foreign Area Retirement...

  15. Constructing a Measure of Private-pay Nursing Home Days.

    Science.gov (United States)

    Thomas, Kali S; Silver, Benjamin; Gozalo, Pedro L; Dosa, David; Grabowski, David C; Makineni, Rajesh; Mor, Vincent

    2018-05-01

    Nursing home (NH) care is financed through multiple sources. Although Medicaid is the predominant payer for NH care, over 20% of residents pay out-of-pocket for their care. Despite this large percentage, an accepted measure of private-pay NH occupancy has not been established and little is known about the types of facilities and the long-term care markets that cater to this population. To describe 2 novel measures of private-pay utilization in the NH setting, including the proportion of privately financed residents and resident days, and examine their construct validity. Retrospective descriptive analysis of US NHs in 2007-2009. We used Medicare claims, Medicare Enrollment records, and the Minimum Data Set to create measures of private-pay resident prevalence and proportion of privately financed NH days. We compared our estimates of private-pay utilization to payer data collected in the NH annual certification survey and evaluated the relationships of our measures with facility characteristics. Our measures of private-pay resident prevalence and private-pay days are highly correlated (r=0.83, Ppay residents and days in higher quality facilities. This new methodology provides estimates of private-pay resident prevalence and resident days. These measures were correlated with estimates using other data sources and validated against measures of facility quality. These data set the stage for additional work to examine questions related to NH payment, quality of care, and responses to changes in the long-term care market.

  16. Information Security of Apple Pay

    OpenAIRE

    Chen, Xinru

    2016-01-01

    In the era of high-tech, the mode of payment is no longer just use cash or credit card. There are various payments come to our daily life. Online payment and other kinds of electronic payments are wildly in use by people. Apple Pay is a tool that provides easier and safer payment service for consumer. The main objective of this thesis is to understand deeply and analyze how easy and convenient Apple Pay is to use and why it is known as most secure form of payment. Besides that, there is a ...

  17. CULTURAL INFLUENCES ON PRE-PAY MOBILE TELECOMMUNICATIONS SERVICES USERS

    Directory of Open Access Journals (Sweden)

    Georgeta-Madalina MEGHISAN

    2015-06-01

    Full Text Available Purpose: The purpose of this research paper is to identify the preferences of the pre-pay mobile telecommunications services young users from Romania. Approach/ methodology: The analysis of the pre-pay mobile telecommunications services was made using statistical functions: descriptive statistics, t test, correlation and factor analysis. Results: According to the analysis made, we could underline the habits of usage from the part of pre-pay mobile telecommunications services consumers. Originality: The paper drew an objective analysis on the pre-pay mobile telecommunications services from the perspective of young consumers.

  18. 40 CFR 57.109 - Maintenance of pay.

    Science.gov (United States)

    2010-07-01

    ... 40 Protection of Environment 5 2010-07-01 2010-07-01 false Maintenance of pay. 57.109 Section 57.109 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) AIR PROGRAMS (CONTINUED) PRIMARY NONFERROUS SMELTER ORDERS General § 57.109 Maintenance of pay. The Administrator will not approve...

  19. 5 CFR 831.1003 - Deductions from pay.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Deductions from pay. 831.1003 Section 831.1003 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) RETIREMENT CSRS Offset § 831.1003 Deductions from pay. (a) Except as otherwise provided in this...

  20. Cross-Country Evidence on Teacher Performance Pay

    Science.gov (United States)

    Woessmann, Ludger

    2011-01-01

    The general-equilibrium effects of performance-related teacher pay include long-term incentive and teacher-sorting mechanisms that usually elude experimental studies but are captured in cross-country comparisons. Combining country-level performance-pay measures with rich PISA-2003 international achievement micro data, this paper estimates…

  1. 44 CFR 12.18 - Uniform pay guidelines.

    Science.gov (United States)

    2010-10-01

    ... 44 Emergency Management and Assistance 1 2010-10-01 2010-10-01 false Uniform pay guidelines. 12.18 Section 12.18 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND SECURITY GENERAL ADVISORY COMMITTEES § 12.18 Uniform pay guidelines. (a) Members. Subject to the...

  2. Lousy Pay with Lousy Conditions:The Role of Occupational Desegregation in Explaining the UK Gender Pay and Work Intensity Gaps.

    OpenAIRE

    Lindley, Joanne

    2015-01-01

    The UK gender pay gap has fallen by around 7 % during the 2000s. This is partly due to occupational desegregation, but largely due to a closing of the within-occupational gender pay gap. The paper finds that men are more likely than women to be employed in jobs that require working to tight deadlines. These jobs are associated with higher pay and the gender difference arises entirely as a consequence of such occupations being over-represented in male dominated industrial sectors. However, the...

  3. 78 FR 649 - Adjustments of Certain Rates of Pay

    Science.gov (United States)

    2013-01-03

    ... Adjustments of Certain Rates of Pay By the authority vested in me as President by the Constitution and the... certain pay schedules for civilian Federal employees may take effect on the first day of the first applicable pay period beginning after the date specified in section 106(3) of Public Law 112-175, it is...

  4. Transient nature of cooperation by pay-it-forward reciprocity.

    Science.gov (United States)

    Horita, Yutaka; Takezawa, Masanori; Kinjo, Takuji; Nakawake, Yo; Masuda, Naoki

    2016-01-20

    Humans often forward kindness received from others to strangers, a phenomenon called the upstream or pay-it-forward indirect reciprocity. Some field observations and laboratory experiments found evidence of pay-it-forward reciprocity in which chains of cooperative acts persist in social dilemma situations. Theoretically, however, cooperation based on pay-it-forward reciprocity is not sustainable. We carried out laboratory experiments of a pay-it-forward indirect reciprocity game (i.e., chained gift-giving game) on a large scale in terms of group size and time. We found that cooperation consistent with pay-it-forward reciprocity occurred only in a first few decisions per participant and that cooperation originated from inherent pro-sociality of individuals. In contrast, the same groups of participants showed persisting chains of cooperation in a different indirect reciprocity game in which participants earned reputation by cooperating. Our experimental results suggest that pay-it-forward reciprocity is transient and disappears when a person makes decisions repeatedly, whereas the reputation-based reciprocity is stable in the same situation.

  5. Nursing Gender Pay Differentials in the New Millennium.

    Science.gov (United States)

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

    2018-01-01

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

  6. 29 CFR 778.204 - “Clock pattern” premium pay.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false âClock patternâ premium pay. 778.204 Section 778.204 Labor... Excluded From the âRegular Rateâ Extra Compensation Paid for Overtime § 778.204 “Clock pattern” premium pay... pursuance of an applicable employment contract or collective bargaining agreement,” and the rates of pay and...

  7. 29 CFR 1614.408 - Civil action: Equal Pay Act.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Civil action: Equal Pay Act. 1614.408 Section 1614.408... EQUAL EMPLOYMENT OPPORTUNITY Appeals and Civil Actions § 1614.408 Civil action: Equal Pay Act. A..., three years of the date of the alleged violation of the Equal Pay Act regardless of whether he or she...

  8. 12 CFR 268.407 - Civil action: Equal Pay Act.

    Science.gov (United States)

    2010-01-01

    ... 12 Banks and Banking 3 2010-01-01 2010-01-01 false Civil action: Equal Pay Act. 268.407 Section... Civil action: Equal Pay Act. A complainant is authorized under section 16(b) of the Fair Labor Standards..., if the violation is willful, three years of the date of the alleged violation of the Equal Pay Act...

  9. Performance Pay for Teachers: Determinants and Consequences

    Science.gov (United States)

    Belfield, Clive R.; Heywood, John S.

    2008-01-01

    Theory and evidence on performance-related pay for teaching remain inconclusive. Teachers will respond to rewards, but an appropriate reward structure may not be devised because education is a collaborative endeavor. Here we test three hypotheses: performance-related pay among teachers is more likely to be observed when there are evident…

  10. Who Pays for Dates? Following Versus Challenging Gender Norms

    Directory of Open Access Journals (Sweden)

    Janet Lever

    2015-10-01

    Full Text Available Chivalry dictates that on a “date,” the man pays, whereas egalitarian ideals suggest that gender should not determine who pays. We examined the extent to which people embrace or reject these competing notions. Unmarried heterosexual participants (N = 17,607 reported their behaviors and attitudes regarding who does and who should pay for dates on a survey posted on NBCNews.com. Although most men (74% and women (83% report that both members of the couple contribute to dating expenses after dating for 6 months, most men (84% and women (58% reported that men still pay more expenses. Many women (39% wished men would reject their offers to pay and 44% of women were bothered when men expected women to help pay. Many women, however, were bothered when men won’t accept their money (40%. Nearly two thirds of men (64% believed that women should contribute and nearly half of men (44% said they would stop dating a woman who never pays. Nevertheless, the majority of men said they feel guilty when accepting women’s money (76%. These data illustrate how many people are resisting or conforming to traditional gender norms in one telling aspect of dating that historically was related to the male’s displaying benevolent sexism, dominance, and ability to fulfill breadwinner role during courtship.

  11. 50 CFR 510.9 - Uniform pay guidelines.

    Science.gov (United States)

    2010-10-01

    ... 50 Wildlife and Fisheries 7 2010-10-01 2010-10-01 false Uniform pay guidelines. 510.9 Section 510... ACT § 510.9 Uniform pay guidelines. (a) Compensation of members and staff of, and consultants to the... accordance with guidelines established by the Director of the Office of Management and Budget pursuant to...

  12. 26 CFR 301.6653-1 - Failure to pay tax.

    Science.gov (United States)

    2010-04-01

    ... 26 Internal Revenue 18 2010-04-01 2010-04-01 false Failure to pay tax. 301.6653-1 Section 301.6653... Additions to the Tax and Additional Amounts § 301.6653-1 Failure to pay tax. (a) Negligence or intentional... paragraph (b)(2) of this section. (e) Failure to pay stamp tax. Any person (as defined in section 6671(b...

  13. Performance Pay and Ethnic Wage Differences in Britain

    OpenAIRE

    Colin P. Green; John S. Heywood; Nikolaos Theodoropoulos

    2012-01-01

    In the first study using British data, we show that the average wage advantage of holding a performance pay job is greater for minorities than that for Whites. This generates a smaller ethnic wage gap among performance pay jobs than among time rate jobs. Yet, this pattern is driven by those receiving bonuses not those receiving performance related pay and it is evident only for Asians and for those in managerial jobs. Moreover, it is partially driven by sorting in which the more able take bon...

  14. 22 CFR 214.42 - Uniform pay guidelines.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Uniform pay guidelines. 214.42 Section 214.42... Advisory Committees § 214.42 Uniform pay guidelines. (a) A.I.D. follows OMB/CSC guidelines in section 11 of... experts, their compensation shall be fixed in accordance with CSC guidelines and regulations, and the...

  15. The Pays de Gex on the Menu

    CERN Multimedia

    2001-01-01

    Did you know that you can swing from tree to tree like Tarzan (or Jane!) in the brand new forest adventure centre at the Col de la Faucille? And that, in addition to Crozet-Lélex, Mijoux-La Faucille and La Vattay, the Pays de Gex boasts a fourth ski resort at Menthières above Bellegarde-sur-Valserine? All these attractions, and hundreds of others that the Pays de Gex has to offer, were presented at a special exhibition stand in CERN's Restaurant No. 1 last week. For the tenth year running, the Pays de Gex-La Faucille Tourist Office and Geneva's fourteen Coop restaurants had organised a special week devoted to promoting the Pays de Gex-Monts Jura region. Thousands of information leaflets were handed out and visitors had the opportunity to take part in a big raffle with no fewer than 145 prizes to be won: ski passes, Juraventure entrance tickets, meal vouchers courtesy of local hotels and restaurants, and subscriptions to the Val Vital fitness centre in Divonne-les-Bains. The Coop restaur...

  16. 20 CFR 10.216 - How is the pay rate for COP calculated?

    Science.gov (United States)

    2010-04-01

    ... for COP purposes is equal to the employee's regular “weekly” pay (the average of the weekly pay over... occurred during the 45-day period are to be reflected in the weekly pay determination. (b) The weekly pay... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false How is the pay rate for COP calculated? 10...

  17. Merit Pay Misfires

    Science.gov (United States)

    Ramirez, Al

    2011-01-01

    Critics argue that the uniform salary schedule is unfair because it promotes mediocrity by rewarding poor performers while failing to recognize outstanding achievement on the job. Advocates for merit pay systems for preK-12 education also contend that the uniform salary schedule ignores the basic purpose of education--student learning. Although…

  18. 29 CFR 1620.1 - Basic applicability of the Equal Pay Act.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Basic applicability of the Equal Pay Act. 1620.1 Section 1620.1 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION THE EQUAL PAY ACT § 1620.1 Basic applicability of the Equal Pay Act. (a) Since the Equal Pay Act, 29 U.S.C...

  19. Understanding the "Family Gap" in Pay for Women with Children

    OpenAIRE

    Jane Waldfogel

    1998-01-01

    As the gender gap in pay between women and men has been narrowing, the 'family gap' in pay between mothers and nonmothers has been widening. One reason may be the institutional structure in the United States, which has emphasized equal pay and opportunity policies but not family policies, in contrast to other countries that have implemented both. The authors now have evidence on the links between one such family policy and women's pay. Recent research suggests that maternity leave coverage, b...

  20. Reviving Pay Equity: New Strategies for Attacking the Wage Gap.

    Science.gov (United States)

    Kahn, Peggy; Figart, Deborah M.

    1998-01-01

    Pay equity remains a problem linked to the problem of low pay. Pay equity must be understood as one solution to the problem of securing a living wage for women and men in the restructuring economy as well as a means for challenging gender equity. (JOW)

  1. Performance pay, sorting and the dimensions of job satisfaction

    OpenAIRE

    C Green; J S Heywood

    2007-01-01

    This paper investigates the influence of performance related pay on several dimensions of job satisfaction. In cross-sectional estimates, performance related pay is associated with increased overall satisfaction, satisfaction with pay, satisfaction with job security and satisfaction with hours. It appears to be negatively associated with satisfaction with the work itself. Yet, after accounting for worker fixed-effects, the positive associations remain and the negative association vanishes. Th...

  2. Trends in China’s gender employment and pay gap: estimating gender pay gaps with employment selection

    OpenAIRE

    Chi, Wei; Li, Bo

    2012-01-01

    In contrast to the United States and European countries, China has witnessed a widening gender pay gap in the past two decades. Nevertheless, the size of the gender pay gap could still be underestimated as a result of not accounting for the low-wage women who have dropped out of the labor force. As shown by a large and representative set of household survey data in China, since the 1980s the female employment rate has been falling and the gap between male and female employment rates has been ...

  3. When Punishment Pays

    Science.gov (United States)

    Roberts, Gilbert

    2013-01-01

    Explaining cooperation in groups remains a key problem because reciprocity breaks down between more than two. Punishing individuals who contribute little provides a potential answer but changes the dilemma to why pay the costs of punishing which, like cooperation itself, provides a public good. Nevertheless, people are observed to punish others in behavioural economic games, posing a problem for existing theory which highlights the difficulty in explaining the spread and persistence of punishment. Here, I consider the apparent mismatch between theory and evidence and show by means of instructive analysis and simulation how much of the experimental evidence for punishment comes from scenarios in which punishers may expect to obtain a net benefit from punishing free-riders. In repeated games within groups, punishment works by imposing costs on defectors so that it pays them to switch to cooperating. Both punishers and non-punishers then benefit from the resulting increase in cooperation, hence investing in punishment can constitute a social dilemma. However, I show the conditions in which the benefits of increased cooperation are so great that they more than offset the costs of punishing, thereby removing the temptation to free-ride on others' investments and making punishment explicable in terms of direct self-interest. Crucially, this is because of the leveraging effect imposed in typical studies whereby people can pay a small cost to inflict a heavy loss on a punished individual. In contrast to previous models suggesting punishment is disadvantaged when rare, I show it can invade until it comes into a producer-scrounger equilibrium with non-punishers. I conclude that adding punishment to an iterated public goods game can solve the problem of achieving cooperation by removing the social dilemma. PMID:23483907

  4. Pay inequality in 25 European countries

    OpenAIRE

    Sile Padraigin O'Dorchai

    2008-01-01

    This paper analyses disparity in women’s pay across 25 European countries using EU-SILC 2005. First, the gender pay gap is examined. Next, the impact of parenthood is analysed. We show that women suffer a wage disadvantage compared with men all over Europe, except for Poland. Motherhood usually reinforces the gender gap but most discrimination is sex-related so that it concerns all women as potential mothers. There is no uniform relationship between the parenthood and the gender wage gap.

  5. Sex, Money and the Equal Pay Act

    Science.gov (United States)

    Feldman, Edwin B.

    1973-01-01

    Institutions who justify a wage differential between male and female custodians on the basis that women typically do the lighter work, and men the heavier, can find themselves in trouble. The Equal Pay Act of 1963 requires that men and women get the same pay for equal work -- and all custodial work is substantially equal to the Labor Department.…

  6. Equal Pay: A Thirty-Five Year Perspective.

    Science.gov (United States)

    Castro, Ida L.

    Issued on the 35th anniversary of the signing of the Equal Pay Act (1963), this report is a historical analysis of the economic trends affecting women workers from the years leading up to passage of the act through the present. It is divided into three time periods to highlight important developments: Part I--The Early Impact of the Equal Pay Act,…

  7. Laos. Un pays en mutation, Vatthana Pholsena

    Directory of Open Access Journals (Sweden)

    Vanina Bouté

    2012-09-01

    Full Text Available C’est avec un regard neuf et une approche originale que Vatthana Pholsena a relevé le défi d’écrire l’ouvrage Laos. Un pays en mutation, le dernier-né de la collection « Asie Plurielle » (Belin qui a déjà proposé une longue série d’ouvrages de présentation générale des pays d’Asie. Cet ouvrage vient combler un grand manque dans la littérature sur le Laos. Aucun ouvrage généraliste en langue française n’existant jusque-là sur ce petit pays d’Asie du Sud-Est, le lecteur curieux devait se référ...

  8. An Analysis of Merit Pay Reforms in Educational Institutions

    Directory of Open Access Journals (Sweden)

    Andrew Brulle

    2006-05-01

    Full Text Available With roots in behaviorist philosophy, performance pay for teachers is often linked to accountability regimes in school reform. The theory girding such programs suggests that pay as an economic incentive can help cause teachers to increase student outcomes as measured by standardized test scores. What is little noticed by many educationists, but particularly by policy makers, is how programmatic effects affect the ontology of educational environment. There are several ways to approach the viability of such programs. In this study of three pay-for-performance programs, two in the U.S. and one in the UK, we provide theoretic insights in light of three variables: (i their psychological framework, (ii teacher efficacy and the teacher-student relationship, and (iii how the psychological impact of such programs coincides with larger institutional forces. Using theory to examine pay-for-performance is necessary in order to get beneath mere data and secure more thorough understandings of the phenomenological impacts of performance pay. And better understanding of these foundational features is necessary, even critical, in order to fully appreciate the economic and informational trade-offs in implementation. Our study suggests that as a small-scale reform measure and when it specifically accounts for complexities of educational production, performance pay may be a viable reform option.

  9. The effectiveness of take-or-pay clauses under the Brazilian courts; A eficacia das clausulas de 'take-or-pay' nos tribunais brasileiros

    Energy Technology Data Exchange (ETDEWEB)

    Goncalves, Bruno A.; Travassos, Cristiano H. [Tess Advogados, Sao Paulo, SP (Brazil)

    2008-07-01

    The international energy industry, where the sale of their commodities (oil, natural gas, biofuels and its derivatives), typically uses in its long-term contracts clauses take-or-pay. However, questioning about the Brazilian judicial effectiveness of such clauses appears each day. This paper aims to establish a rationale clause of take-or-pay; have terms and typical conditions of one clause of take-or-pay; discuss the existing national law on the subject; list the main questions arising from the applicability of the terms of take-or-pay, and the potential solutions to the current scenario.

  10. Volume 10 No. 11 November 2010 4364 WILLINGNESS TO PAY ...

    African Journals Online (AJOL)

    user

    2010-11-11

    Nov 11, 2010 ... to pay a premium, to buy an organic vegetable instead of a conventional one. The amount is a percentage ... the attitude, motives and willingness to pay for a range of organic products. The author laid ... organic products, buying preferences and willingness to pay premiums for selected organic vegetables.

  11. Equal pay for women in science is achievable

    Indian Academy of Sciences (India)

    x

    2007-10-18

    Oct 18, 2007 ... introduced a bill, the SECURE Water Act, that would expand the survey's groundwater and stream-flow monitoring programmes. Equal pay for women in science is achievable. Aggressive academic management can correct pay disparities between male and female scientists, say researchers. Their study.

  12. Willingness to pay for excreta pellet fertilizer: Empirical evidence from Ghana

    Directory of Open Access Journals (Sweden)

    JOHN K. M. Kuwornu

    2017-09-01

    Full Text Available This study examined farmers’ willingness to pay for excreta pellet fertilizer in Ghana. Primary data was obtained from 461 farmers in 10 districts in the Western and Greater Accra regions of Ghana through randomized questionnaire administration. The contingent valuation method was used in eliciting the farmers’ willingness to pay decisions (WTP and maximum amount they are willing to pay. The Tobit regression model results revealed that being a household head, unit cost of current fertilizer used, and farm size positively influenced the willingness to pay amount whereas previous use of organic fertilizer influenced the willingness to pay amount negatively.

  13. Adequacy of Pay Structure and Its Impact on Personal Outcomes

    Directory of Open Access Journals (Sweden)

    Siti Salwa Salim

    2015-12-01

    Full Text Available Pay structure consists of two salient elements: monetary and non-monetary rewards. The ability of administrators to adequately provide these rewards may have a significant impact on personal outcomes. Although this relationship is vital, the role of adequacy of pay structures as an important antecedent was given less emphasis in the organizational pay structure research literature. Thus, this study was undertaken to examine the association between the adequacy of pay structure and personal outcomes. A survey method was conducted to collect data from employees who worked in private institutions of higher learning in Malaysia. The SmartPLS path model analysis demonstrated that job satisfaction and organizational commitment were important outcomes of the adequacy of pay structure in the studied organizations. Furthermore, this study also provided the relevant discussions, implications and conclusion.

  14. The university workers' willingness to pay for commuting

    NARCIS (Netherlands)

    Russo, G.; van Ommeren, J.N.; Rietveld, P.

    2012-01-01

    Using a dynamic approach, employing data on job mobility, we demonstrate that university workers' marginal willingness to pay for reducing commuting distance is about €0. 25 per kilometre travelled. This corresponds to a marginal willingness to pay for reducing commuting time of about 75 % of the

  15. Some Thoughts on the Equal Pay Act and Coaching Salaries.

    Science.gov (United States)

    Boring, Phyllis

    This paper discusses the Equal Pay Act, Title VII of the Civil Rights Act of 1964, as it applies to women athletic coaches and physical education teachers. The following points are considered: (1) application of the Equal Pay Act; (2) advantage of voluntary compliance with the Equal Pay Act; (3) factors used to measure "equal work"; (4)…

  16. 77 FR 23595 - National Equal Pay Day, 2012

    Science.gov (United States)

    2012-04-20

    ... President, empowers women to recover wages lost to discrimination by extending the time period in which an...--regardless of the innovator's gender. On National Equal Pay Day, let us resolve to become a Nation that... injustice of wage discrimination, and join efforts to achieve equal pay. [[Page 23596

  17. Java Card for PayTv Application

    OpenAIRE

    Dutta, Pallab

    2013-01-01

    Smart cards are widely used along with PayTV receivers to store secret user keys and to perform security functions to prevent any unauthorized viewing of PayTV channels. Java Card technology enables programs written in the Java programming language to run on smart cards. Smart cards represent one of the smallest computing platforms in use today. The memory configuration of a smart card are of the order of 4K of RAM, 72K of EEPROM, and 24K of ROM. Using Java card provides advantages to the ind...

  18. Do we pay our community preceptors? Results from a CERA clerkship directors' survey.

    Science.gov (United States)

    Anthony, David; Jerpbak, Christine M; Margo, Katherine L; Power, David V; Slatt, Lisa M; Tarn, Derjung M

    2014-03-01

    Family medicine clerkships depend heavily on community-based family physician preceptors to teach medical students. These preceptors have traditionally been unpaid, but in recent years some clerkships have started to pay preceptors. This study determines trends in the number and geographic region of programs that pay their community preceptors, identifies reasons programs pay or do not pay, and investigates perceived advantages and disadvantages of payment. We conducted a cross-sectional, electronic survey of 134 family medicine clerkship directors at allopathic US medical schools. The response rate was 62% (83/132 clerkship directors). Nineteen of these (23%) currently pay community preceptors, 11 of whom are located in either New England or the South Atlantic region. Sixty-three percent of programs who pay report that their community preceptors are also paid for teaching other learners, compared to 32% of those programs who do not pay. Paying respondents displayed more positive attitudes toward paying community preceptors, though a majority of non-paying respondents indicated they would pay if they had the financial resources. The majority of clerkships do not pay their community preceptors to teach medical students, but competition from other learners may drive more medical schools to consider payment to help with preceptor recruitment and retention. Medical schools located in regions where there is competition for community preceptors from other medical and non-medical schools may need to consider paying preceptors as part of recruitment and retention efforts.

  19. El concepto de willingness-to-pay en tela de juicio O conceito de willingness to pay em questão The willingness-to-pay concept in question

    Directory of Open Access Journals (Sweden)

    Joaquín F Mould Quevedo

    2009-04-01

    Full Text Available La idoneidad del concepto de willingness to pay (disponibilidad a pagar es revisado en las evaluaciones económicas que se realizan en el campo de la salud. Por un lado, existe dentro de la literatura económica un número importante de investigadores que señalan los múltiples problemas metodológicos que entrañan las estimaciones de willingness to pay. Por otro lado, aún el debate teórico-conceptual acerca de la agregación de las preferencias individuales dentro de una demanda agregada no ésta del todo resuelto. Sin embargo, durante los últimos 20 años la estimación de la disponibilidad a pagar dentro de las investigaciones económicas ha aumentado de forma significativa, siendo en muchos casos uno de los principales factores de la toma de decisión en políticas de salud. Plantease alguna de las limitaciones de esta técnica, así como el posible efecto distorsionador que podría tener sobre las evaluaciones económicas que se realizan en el área de la economía de la salud.São revisadas as limitações do uso do conceito de willingness to pay (disposição a pagar nas avaliações econômicas que se realizam no campo da saúde. Há na literatura econômica muitos investigadores que assinalam os múltiplos problemas metodológicos inerentes às estimações de willingness to pay. Por outro lado, o debate teórico-conceitual acerca da agregação das preferências individuais dentro de uma demanda agregada não está totalmente resolvido. Contudo, durante os últimos 20 anos, a estimação da disposição a pagar calculada pelos estudos tem aumentado de forma significativa, sendo em muitos casos um dos principais fatores de tomada de decisão em políticas de saúde. São apresentadas algumas das limitações desta técnica, assim como o possível efeito de distorção que poderia ter sobre as avaliações econômicas em saúde.The adequacy of the concept of willingness to pay within health economics evaluations is reviewed. A

  20. Are Consumers Willing to Pay for Irradiated Foods

    International Nuclear Information System (INIS)

    Nayga, Rodolfo M. Jr.; Woodward, Richard; Aiew, Wipon

    2005-09-01

    This paper focuses on estimating willingness to pay for irradiated food using a non-hypothetical experiment utilizing real food products (i.e., ground beef), real cash, and actual exchange in a market setting. Single-bounded and one and one-half bounded models are developed using dichotomous choice experiments. Our results indicate that individuals are willing to pay for a reduction in the risk of food-borne illness once informed about the nature of food irradiation. Our respondents are willing to pay a premium of about $0.77 for a pound of irradiated ground beef, which is higher than the cost to irradiate the product

  1. Modernizing the Federal Government: Paying for Performance

    Science.gov (United States)

    2007-01-01

    works (Barr, 2007d). Employees are rated on performance measures such as “fair and equitable treatment of taxpayers” and “customer satisfaction ... Performance Act of 2007, Senate bill 1046, Washington, D.C., 2007b. 38 Modernizing the Federal Government: Paying for Performance Vroom , Victor H...AND SUBTITLE Modernizing the federal government paying for performance 5a. CONTRACT NUMBER 5b. GRANT NUMBER 5c. PROGRAM ELEMENT NUMBER 6. AUTHOR

  2. Reactions to merit pay increases: a longitudinal test of a signal sensitivity perspective.

    Science.gov (United States)

    Shaw, Jason D; Duffy, Michelle K; Mitra, Atul; Lockhart, Daniel E; Bowler, Matthew

    2003-06-01

    The relationships among merit pay raises, trait positive affectivity (PA), and reactions to merit pay increases (pay attitudes and behavioral intentions) were explored in a longitudinal study of hospital employees. Drawing on signal sensitivity theory, the authors expected that PA would moderate the relationship between merit pay raise size and reactions to the increase such that pay raise size would be more strongly related to pay attitudes and behavioral intentions among those low in PA. Results strongly supported the predictions in the case of reactions to the raise amount (happiness and effort intentions) but not for pay level satisfaction. Implications of the results and directions for future research are identified.

  3. Merit Pay and Music Education: A Motivation Perspective

    Science.gov (United States)

    Vagi, Robert

    2014-01-01

    Recently, state and federal legislators have emphasized teacher quality in their efforts to improve public education. Many reformers believe that merit pay may prove invaluable in attracting highly qualified educators to the workforce and retaining them, as well as in improving students' test scores. While merit pay's ability to recruit and retain…

  4. 5 CFR 9701.353 - Setting pay upon promotion.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Setting pay upon promotion. 9701.353... upon promotion. (a) Except as otherwise provided in this section, upon an employee's promotion, DHS... basic pay after promotion may not be less than the minimum rate of the higher band. (b) DHS will issue...

  5. The Part-Time Pay Penalty for Women in Britain

    OpenAIRE

    Manning, Alan; Petrongolo, Barbara

    2007-01-01

    Women in Britain who work part-time have, on average, hourly earnings about 25% less than that of women working full-time. This gap has widened greatly over the past 30 years. This paper tries to explain this part-time pay penalty. It shows that a sizeable part of the penalty can be explained by the differing characteristics pf FT and PT women. Inclusion of standard demographics halves the estimate of the pay penalty. But inclusion of occupation makes the pay penalty very small, suggesting th...

  6. The gender pay gap in informal employment in Poland

    OpenAIRE

    Rokicka, Magdalena; Ruzik, Anna

    2010-01-01

    This paper addresses the issue of the gender pay gap in the formal and informal labour markets in Poland. The authors verify the hypothesis of the existence of a gender pay gap in informal work and compare this gap with the one observed in the formal (registered) labour market. Various analyses of available data show that size and characteristics of gender pay gap differ depending on the level of earnings. The inequality of earnings among unregistered women and men is more pronounced at the b...

  7. Do discriminatory pay regimes unleash antisocial behavior?

    OpenAIRE

    Grosch, Kerstin; Rau, Holger A.

    2017-01-01

    In this paper, we analyze how pay-regime procedures affect antisocial behavior at the workplace. In a real-effort experiment we vary two determinants of pay regimes: discrimination and justification of payments by performance. In our Discrimination treatment half of the workforce is randomly selected and promoted and participate in a tournament (high-income workers) whereas the other half receives no payment (lowincome workers). Afterwards, antisocial behavior is measured by a Joy-of-Destruct...

  8. Teacher Merit Pay: Is It a Good Idea?

    Science.gov (United States)

    Clabaugh, Gary K.

    2009-01-01

    President Obama's education agenda, which unhappily seems to be George W. Bush's program squared, contains two major features that will impact teacher pay and working conditions. The first is that charter schools are to be promoted aggressively. The second is an insistence on teacher merit pay. In this article, the author talks about teacher merit…

  9. Pays en transition

    International Development Research Centre (IDRC) Digital Library (Canada)

    Les périodes de transformation risquent de provoquer le chaos, mais elles sont également porteuses de rapides progrès sur le plan social et économique. Le CRDI est intervenu dans quelque 25 pays ayant amorcé une transition de la guerre à la paix, de la dictature à la démocratie ou d'une économie fermée à une.

  10. Willingness to pay for electricity from renewable energy

    Energy Technology Data Exchange (ETDEWEB)

    Farhar, B.C.; Houston, A.H.

    1996-09-01

    National polls reveal widespread public preference and willingness to pay more for renewables. ``Green pricing`` programs attempt to capitalize on these preferences and on an expressed willingness to pay more for environmental protection. This report explores the utility option of green pricing as a method of aggregating public preferences for renewables. It summarizes national data on public preferences for renewables and willingness to pay (WTP) for electricity from renewable energy sources; examines utility market studies on WTP for renewables and green-pricing program features; critiques utility market research on green pricing; and discusses experiences with selected green-pricing programs. The report draws inferences for program design and future research. Given the limited experiences with the programs so far, the evidence suggests that programs in which customers pay a monthly premium for a specific renewable electricity product elicit a higher monthly financial commitment per customer than programs asking for contributions to unspecified future actions involving renewables. The experience with green-pricing programs is summarized and factors likely to affect customer participation are identified.

  11. Shortchanged: The Hidden Costs of Lockstep Teacher Pay

    Science.gov (United States)

    TNTP, 2014

    2014-01-01

    Nobody goes into teaching to get rich, but that's no excuse not to pay teachers as professionals. Compensation is one of the most important factors in determining who enters the teaching profession and how long they stay--yet 90 percent of all U.S. school districts pay teachers without any regard for their actual performance with students,…

  12. Effect of Participation in Performance Pay Systems and Employees’ Satisfaction with Job Conditions

    Directory of Open Access Journals (Sweden)

    Arman Ismail

    2017-10-01

    Full Text Available The aim of this research is to evaluate the association between participation in performance pay systems and employees’ satisfaction with job conditions. A survey method was utilized to collect data from subordinates who serve at disaster management agencies in West Malaysia. The findings of SmartPLS path model analysis display four important outcomes: first, the relationship between participation in pay plans and satisfaction with intrinsic job conditions was not significant. Second, relationship between participation in pay operations and satisfaction with intrinsic job conditions was not significant. Third, the relationship between participation in pay plans and satisfaction with extrinsic job conditions was significance. Finally, the relationship between participation in pay operations and satisfaction with extrinsic job conditions was significance. This finding demonstrates that participation in pay plans and participation in pay operations do not act as important predictors of employees’ satisfaction with intrinsic job conditions. Conversely, participation in pay plans and participation in pay operations do act as important predictors of employees’ satisfaction with extrinsic job conditions. Further, this research delivers discussion, implications and conclusion.

  13. Bank CEO Pay-Performance Relations and the Effects of Deregulation.

    OpenAIRE

    Crawford, Anthony J; Ezzell, John R; Miles, James A

    1995-01-01

    The authors test the deregulation hypothesis that posits that bank CEO compensation became more sensitive to performance as bank management became less regulated. They observe a significant increase in pay-performance sensitivities from their 1976-81 regulation subsample to their 1982-88 deregulation subsample. These increases in pay sensitivities after deregulation are observed for salary and bonus, stock options, and common stock holdings. The authors observe increases in the pay-performanc...

  14. Gender pay gap varies greatly by occupation

    OpenAIRE

    Wrohlich, Katharina

    2017-01-01

    The German labor market is characterized by marked occupational segregation between women and men. The median earnings in female dominated occupations are lower than those in male dominated professions. This is one of the reasons for the gender pay gap. However, there are also large differences in earnings between men and women within occupations. These profession-specific gender pay gaps are smaller in professions with a high proportion of employees in the public sector. This finding indicat...

  15. Performance-related pay and gender wage differences

    OpenAIRE

    Kangasniemi, Mari; Kauhanen, Antti

    2011-01-01

    We study the impact of performance-related pay (PRP) on gender wage differences using Finnish linked employer-employee panel data. Controlling for unobserved person and firm effects, we find that bonuses increase women's earnings slightly less than men's, but the economic significance of the difference is negligible. Piece rates and reward rates, however, tend to increase gender wage differentials. Thus, the nature of a performance related pay plan is important for gauging the impact of PRP o...

  16. Wage compression and the gender pay gap

    OpenAIRE

    Lawrence M. Kahn

    2015-01-01

    There are large international differences in the gender pay gap. In some developed countries in 2010–2012, women were close to earnings parity with men, while in others large gaps remained. Since women and men have different average levels of education and experience and commonly work in different industries and occupations, multiple factors can influence the gender pay gap. Among them are skill supply and demand, unions, and minimum wages, which influence the economywide wage returns to educ...

  17. Does Collective Bargaining Influence the Pay Satisfaction of Elementary School Teachers?

    Science.gov (United States)

    Buckman, David G.; Tran, Henry; Young, I. Phillip

    2016-01-01

    The purpose of this study is to determine the impact of collective bargaining on teacher pay satisfaction and offer knowledge of the factors contributing to the pay satisfaction of public elementary school teachers. The study focuses on how human capital, occupational characteristics, and job related characteristics impact the pay satisfaction of…

  18. 5 CFR 531.610 - Treatment of locality rate as basic pay.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Treatment of locality rate as basic pay... REGULATIONS PAY UNDER THE GENERAL SCHEDULE Locality-Based Comparability Payments § 531.610 Treatment of... part 550, subpart L, for accumulated and accrued annual leave; (m) Grade and pay retention under 5 U.S...

  19. 5 CFR 9701.335 - Eligibility for pay increase associated with a supplement adjustment.

    Science.gov (United States)

    2010-01-01

    ... expectations and is entitled to any pay increase associated with a supplement adjustment, as provided in... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Eligibility for pay increase associated...) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Locality and...

  20. The gender pay gap in the UK

    OpenAIRE

    Debra Leaker

    2008-01-01

    Measuring differences between mens' and womens' earnings, presents estimates from ASHE, the LFS and the NES panel data setThe gender pay gap is a measure of the difference between the earnings of men and women. This article presents estimates of the gender pay gap from the Annual Survey of Hours and Earnings, the Labour Force Survey and the New Earnings Survey panel data set. It examines how different personal and labour market characteristics influence the earnings of men and women.The resul...

  1. Don't pay taxes, save your money!

    OpenAIRE

    Bradáč, Michal

    2011-01-01

    Bachelor thesis "Don't Pay Taxes, Save Your Money!" focuses on the impact of the existence of tax havens on private and public sector. On the theoretical level, it shows the attractivity of tax havens for sufficiently large firms that can afford to pay costs of tax planning and profit manipulations. On the empirical level, it shows that tax havens are really the most successful jurisdictions in attracting foreign investors. In the end, two models of tax competition are introduced in order to ...

  2. The public sector pay gap in Italy

    OpenAIRE

    Giordano Raffaela

    2010-01-01

    I investigate the public-private pay gap using Italian microdata covering the period 1980-2006. Even after controlling for observable characteristics of the labour force, I find a positive wage premium for the public sector, almost negligible during the eighties and averaging at about 12 percent in the period 1993-2006. While the pay gap for women and workers in southern regions turns out to be higher than the average in the whole sample period, the greater advantage from working in the publi...

  3. Consumers’Willingness to Pay for Safety Attributes of Bread in Lagos Metropolis, Nigeria

    OpenAIRE

    Anyam, Osemeke E.; Fashogbon, Ayodele E.; Oni, Omobowale A.

    2013-01-01

    This study examined consumer’s willingness to pay for food safety attributes in bread in Lagos metropolis. It empirically analyzed the factors driving willingness to pay for improved bread and the effect of attributes on willingness to pay and mean willingness to pay for improved bread. The data for the study using a well-structured questionnaire containing Choice Experiment (CE) questions for eliciting willingness to pay was collected from 150 respondents using a two-stage random sampling te...

  4. M&E-NetPay: A Micropayment System for Mobile and Electronic Commerce

    Directory of Open Access Journals (Sweden)

    Xiaodi Huang

    2016-08-01

    Full Text Available As an increasing number of people purchase goods and services online, micropayment systems are becoming particularly important for mobile and electronic commerce. We have designed and developed such a system called M&E-NetPay (Mobile and Electronic NetPay. With open interoperability and mobility, M&E-NetPay uses web services to connect brokers and vendors, providing secure, flexible and reliable credit services over the Internet. In particular, M&E-NetPay makes use of a secure, inexpensive and debit-based off-line protocol that allows vendors to interact only with customers, after validating coins. The design of the architecture and protocol of M&E-NetPay are presented, together with the implementation of its prototype in ringtone and wallpaper sites. To validate our system, we have conducted its evaluations on performance, usability and heuristics. Furthermore, we compare our system to the CORBA-based (Common Object Request Broker Architecture off-line micro-payment systems. The results have demonstrated that M&E-NetPay outperforms the .NET-based M&E-NetPay system in terms of performance and user satisfaction.

  5. Pay as You Speed, ISA with incentive for not speeding

    DEFF Research Database (Denmark)

    Lahrmann, Harry Spaabæk; Agerholm, Niels; Tradisauskas, Nerius

    2012-01-01

    To simulate a market introduction of Intelligent Speed Adaptation (ISA) and to study the effect of a Pay as You Speed (PAYS) concept, a field trial with 153 drivers was conducted during 2007–2009. The participants drove under PAYS conditions for a shorter or a longer period. The PAYS concept......, with and without incentive crossed with informative ISA present or absent. The results showed that ISA is an efficient tool for reducing speeding particularly on rural roads. The analysis of speed data demonstrated that the proportion of distance driven above the speed where the ISA equipment responded (PDA...... level. Both informative ISA and incentive ISA reduced the PDA, but there was no statistically significant interaction. Informative reduced it more than the incentive....

  6. Electronic pay and leave statements (e-Payslips)

    CERN Document Server

    2004-01-01

    Within the framework of measures to simplify and rationalise administrative procedures, the FI and IT Departments proposed a project to introduce electronic pay and leave statements. The project was launched at the beginning of 2004 after it had been approved by the Director of the Finance and Human Resources Departments. The project was presented to the GTPA (Groupe de Travail sur les Procédures Administratives) and discussed at the meeting of the SCC (Standing Concertation Committee) on 8 July 2004. The system designed and developed by the IT Department is now operational. What will change? Members of the personnel who currently receive a paper copy of their pay and/or leave statement will, in future, receive monthly e-mail notification of their electronic pay and leave statement, instead of the paper document. The current project does not affect retired members of the personnel. Each person receiving the e-mail notification will be invited to consult these electronic statements by clicking on a link p...

  7. An immodest proposal: pay equity for nursing faculty who do clinical teaching.

    Science.gov (United States)

    Boughn, S

    1992-05-01

    Pay equity, the concept of equal pay for equal or comparable work, will continue to be of paramount importance to women as the 20th century draws to a close. While it might have been anticipated that women in academic settings would enjoy pay equity, clinical teaching in nursing education provides a model for gender discrimination as related to women's work. Elements of proposal development and a case study for contesting pay inequity are presented.

  8. The 40-year pursuit of equal pay: a case of constantly moving goalposts

    OpenAIRE

    Jill Rubery; Damian Grimshaw

    2015-01-01

    Progress towards equal pay is elusive. This article reviews debates on and prescribed remedies for gender pay equality over the past 40 years of equal pay policy. It looks at pay from four perspectives—the economic, the sociological, the institutional and the organisational—and explores how and why once an apparent remedy for unequal pay is pursued, the goalposts tend to shift. The argument is made that the difficulties in securing long-term progress may be attributed to a number of factors, ...

  9. Gender Differences in Pay Histories and Views on Pay Entitlement among University Students.

    Science.gov (United States)

    Desmarais, Serge; Curtis, James

    1997-01-01

    Examines whether gender differences in recent pay experience influence entitlement views by providing different standards for female and male students' judgments of their entitlements. Responses from 309 undergraduate students reveal that income gaps in the full-time working world extended to their own recent work experiences and that these past…

  10. Paying you back or paying me forward: understanding rewarded and unrewarded organizational citizenship behavior.

    Science.gov (United States)

    Korsgaard, M Audrey; Meglino, Bruce M; Lester, Scott W; Jeong, Sophia S

    2010-03-01

    The definition of organizational citizenship behavior (OCB) has evolved from one in which the behavior is unrewarded to one in which rewards play a significant role. As a result, little is known about mechanisms that sustain unrewarded OCB. We used the theory of other orientation to examine 2 mechanisms based on the norm of reciprocity: the obligation to reciprocate the benefits already received from another ("paying you back") and the expected reciprocity that one's actions will stimulate future benefits from another ("paying me forward"). We propose that these mechanisms are more or less influential depending on one's motivational orientation. In 3 experiments using both trait and state indicators of other orientation, we found that the prosocial behavior of individuals higher in other orientation was more strongly influenced by the obligation to reciprocate and less affected by the expectation of reciprocity. 2010 APA, all rights reserved

  11. The Relationship between Pay and Job Satisfaction: A Meta-Analysis of the Literature

    Science.gov (United States)

    Judge, Timothy A.; Piccolo, Ronald F.; Podsakoff, Nathan P.; Shaw, John C.; Rich, Bruce L.

    2010-01-01

    Whereas the motivational aspects of pay are well-documented, the notion that high pay leads to high levels of satisfaction is not without debate. The current study used meta-analysis to estimate the population correlation between pay level and measures of pay and job satisfaction. Cumulating across 115 correlations from 92 independent samples,…

  12. "You Pay Your Share, We'll Pay Our Share": The College Cost Burden and the Role of Race, Income, and College Assets

    Science.gov (United States)

    Elliott, William; Friedline, Terri

    2013-01-01

    Changes in financial aid policies raise questions about students being asked to pay too much for college and whether parents' college savings for their children helps reduce the burden on students to pay for college. Using trivariate probit analysis with predicted probabilities, in this exploratory study we find recent changes in the financial aid…

  13. Do Consumers Pay More Using Debit Cards than Cash

    DEFF Research Database (Denmark)

    Runnemark, Emma; Hedman, Jonas; Xiao, Xiao

    2015-01-01

    We conduct an incentivized experiment to study the effect of the payment method on spending. We find that the willingness to pay is higher when subjects pay with debit cards compared to cash. The result is robust to controlling for cash-on-hand constraints, spending type, price familiarity...

  14. 29 CFR 778.325 - Effect on salary covering more than 40 hours' pay.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Effect on salary covering more than 40 hours' pay. 778.325... COMPENSATION Special Problems Reduction in Workweek Schedule with No Change in Pay § 778.325 Effect on salary covering more than 40 hours' pay. The same reasoning applies to salary covering straight time pay for a...

  15. The Dilemmas of Adopting Performance Related Pay as a Reward ...

    African Journals Online (AJOL)

    The Dilemmas of Adopting Performance Related Pay as a Reward Strategy for ... over automatic pay increase (formal and transparent reward systems linked to ... of reward and compensation, and low level of motivation and performance.

  16. The case of the unpopular pay plan.

    Science.gov (United States)

    Ehrenfeld, T; Coil, M; Berwick, D; Nyberg, T; Beer, M

    1992-01-01

    Three years after launching the team-based Quality For All program, Top Chemical Company CEO Sam Verde was searching for a team-based compensation system that would reflect his company's new philosophy. With a committee gathered to discuss the issue, Verde confronts the fact that changing pay plans is an issue few people can agree on. "Very simply," explains vice president for compensation Gilbert Porterfield, "the plan is designed to give employees working on teams real incentives for constant improvement and overall excellence. The variable aspect of the system pays employees for the performance of their group." This doesn't sit well with the others. "It's going to punish teams like mine for the failings of others instead of rewarding us for the work we do and have already done," says packaging team representative Ruth Gibson. Another committee member feels that team-based anything is a "motivational happy land that doesn't square with how people really work." While Verde likes the proposed pay plan, he has doubts over whether his employees will accept the risk. Upper management has no problem basing 60% of its pay on TopChem's performance. But getting line employees to risk part of their salaries--even as little as 4%--on the ups and downs of the chemical industry may be more trouble than it's worth. Four experts on compensation reveal where Top Chemical went wrong in its plan and how Sam Verde might bring about change successfully.

  17. Be vigilant, this government is coming after your pay.

    Science.gov (United States)

    Travis, Mike

    2016-02-10

    When chancellor George Osborne accepted what might have been a couple of luncheon vouchers from Google in payment of ten years' unpaid UK tax, the Department of Health submitted its evidence to the Pay Review Body in favour of extending 'plain time working' and introducing performance-related incremental pay progression.

  18. Willingness to Pay for Home-Based Rehabilitation Service Among Older Adults.

    Science.gov (United States)

    Li, Xuemei; Wan, Xia; Pang, Yajuan; Zhou, Lanshu

    2018-06-18

    This study aims to investigate the willingness to pay (WTP) for a home-based rehabilitation service and explore the influencing factors of WTP among older adults in Shanghai, China. A cross-sectional design was used. A questionnaire survey based on the contingent valuation method was conducted by face-to-face survey over 3 months. Only 242 (44%) participants were willing to pay for a home-based rehabilitation service. The median amount they were willing to pay was RMB 8 (US$1.15) per visit. Older adults who had higher monthly income, had at least one partner who worked, and had medical insurance were willing to pay more for the service. Older adults showed low WTP for a home-based rehabilitation service. Economic status and health condition are the significant influencing factors of WTP. Studies on recipients' precise needs and ability to pay are required before home-based services are implemented.

  19. History of Pay Equity Studies.

    Science.gov (United States)

    Barbezat, Debra A.

    2002-01-01

    Traces the evolution of salary-equity studies over time, and how the findings have changed with regard to pay differences by gender and race/ethnicity. Reviews the literature on salary equity for both faculty and nonfaculty academic employees. (EV)

  20. Willingness to Pay for Insurance in Denmark

    DEFF Research Database (Denmark)

    Hansen, Jan V.; Højbjerg Jacobsen, Rasmus; Lau, Morten

    2016-01-01

    Danish population, and information on household income and wealth from registers at Statistics Denmark. The results show that the willingness to pay is marginally higher than the actuarially fair value under expected utility theory, but significantly higher under rank-dependent utility theory, and up......We estimate how much Danish households are willing to pay for auto, home, and house insurance. We use a unique combination of claims data from a large Danish insurance company, measures of individual risk attitudes and discount rates from a field experiment with a representative sample of the adult...

  1. Les pays émergents, nouveau moteur de l'aide internationale | CRDI ...

    International Development Research Centre (IDRC) Digital Library (Canada)

    11 mars 2014 ... La contribution totale que fait un pays aux pays en développement donne donc une meilleure mesure de sa générosité que le seul montant de l'aide, a conclu Mme Adelman. La compassion est l'affaire de tous dans un pays, et pas uniquement du gouvernement. Kelly Haggart est rédactrice principale au ...

  2. The impact of the public sector pay review bodies in the UK

    OpenAIRE

    Dolton, Peter J.; Makepeace, Gerald; Marcenaro-Gutierrez, Oscar

    2008-01-01

    This paper examines the impact of the Pay Review Bodies (PRBs) on the public sector pay of their remit groups. We compare the real weekly earnings of groups of workers in occupations covered by PRBs, in the remainder of the public sector and in the private sector using LFS data from 1993 to 2006 for 10 occupational sub-groups. We describe how the pattern of relative occupational pay varies over time and by gender and can be interpreted as compensating pay differentials. In several public sect...

  3. The Impact of the Public Sector Pay Review Bodies in the UK

    OpenAIRE

    Dolton, Peter; Makepeace, Gerry

    2008-01-01

    This paper examines the impact of the Pay Review Bodies (PRBs) on the public sector pay of their remit groups. We compare the real weekly earnings of groups of workers in occupations covered by PRBs, in the remainder of the public sector and in the private sector using LFS data from 1993 to 2006 for 10 occupational sub-groups. We describe how the pattern of relative occupational pay varies over time and by gender and can be interpreted as compensating pay differentials. In several public sect...

  4. A comparison of pay-as-bid and marginal pricing in electricity markets

    Science.gov (United States)

    Ren, Yongjun

    This thesis investigates the behaviour of electricity markets under marginal and pay-as-bid pricing. Marginal pricing is believed to yield the maximum social welfare and is currently implemented by most electricity markets. However, in view of recent electricity market failures, pay-as-bid has been extensively discussed as a possible alternative to marginal pricing. In this research, marginal and pay-as-bid pricing have been analyzed in electricity markets with both perfect and imperfect competition. The perfect competition case is studied under both exact and uncertain system marginal cost prediction. The comparison of the two pricing methods is conducted through two steps: (i) identify the best offer strategy of the generating companies (gencos); (ii) analyze the market performance under these optimum genco strategies. The analysis results together with numerical simulations show that pay-as-bid and marginal pricing are equivalent in a perfect market with exact system marginal cost prediction. In perfect markets with uncertain demand prediction, the two pricing methods are also equivalent but in an expected value sense. If we compare from the perspective of second order statistics, all market performance measures exhibit much lower values under pay-as-bid than under marginal pricing. The risk of deviating from the mean is therefore much higher under marginal pricing than under pay-as-bid. In an imperfect competition market with exact demand prediction, the research shows that pay-as-bid pricing yields lower consumer payments and lower genco profits. This research provides quantitative evidence that challenges some common claims about pay-as-bid pricing. One is that under pay-as-bid, participants would soon learn how to offer so as to obtain the same or higher profits than what they would have obtained under marginal pricing. This research however shows that, under pay-as-bid, participants can at best earn the same profit or expected profit as under marginal

  5. Using Outperformance Pay to Motivate Academics: Insiders' Accounts of Promises and Problems

    Science.gov (United States)

    Field, Laurie

    2015-01-01

    Many researchers have investigated the appropriateness of pay for outperformance, (also called "merit-based pay" and "performance-based pay") for academics, but a review of this body of work shows that the voice of academics themselves is largely absent. This article is a contribution to addressing this gap, summarising the…

  6. 75 FR 35953 - Enhancing Payment Accuracy Through a ``Do Not Pay List''

    Science.gov (United States)

    2010-06-23

    ... Payment Accuracy Through a ``Do Not Pay List'' Memorandum for the Heads of Executive Departments and... Management and Budget (OMB) in consultation with agencies, shall be collectively known as the ``Do Not Pay... process for determining whether the information provided on the ``Do Not Pay List'' is sufficient to stop...

  7. 76 FR 80268 - Pay for Senior-Level and Scientific or Professional Positions

    Science.gov (United States)

    2011-12-23

    ... 3206-AL88 Pay for Senior-Level and Scientific or Professional Positions AGENCY: U.S. Office of... to amend rules for setting and adjusting pay of senior-level (SL) and scientific or professional (ST) employees. The Senior Professional Performance Act of 2008 changes pay for these employees by providing for...

  8. 5 CFR 9701.323 - Eligibility for pay increase associated with a rate range adjustment.

    Science.gov (United States)

    2010-01-01

    ... individual pay increase. An employee who meets or exceeds performance expectations (i.e., has a rating of... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Eligibility for pay increase associated...) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Pay and Pay Administration Setting and...

  9. THE GENDER PAY DISCREPANCIES – A GLOBAL ISSUE. THE CASE OF ROMANIA

    OpenAIRE

    Meral (Ibraim) Kagitci

    2013-01-01

    The purpose of this article is to present the gender pay gap in the Member States of the European Union. The European legislation had a good impact on eliminating the direct discrimination between women and men regarding the pay gap. However, beside all efforts, the statistics show a persisting gender pay gap of 16,4 % on average for the 27 EU Member States in 2010, recording a slight downward trend in recent years, when the figure was around 17% or higher. The causes of the gender pay gap ar...

  10. THE GENDER PAY GAP IN VIETNAM, 1993-2002: A QUANTILE REGRESSION APPROACH

    OpenAIRE

    Pham, Hung T; Reilly, Barry

    2007-01-01

    This paper uses mean and quantile regression analysis to investigate the gender pay gap for the wage employed in Vietnam over the period 1993 to 2002. It finds that the Doi moi reforms appear to have been associated with a sharp reduction in gender pay gap disparities for the wage employed. The average gender pay gap in this sector halved between 1993 and 2002 with most of the contraction evident by 1998. There has also been a narrowing in the gender pay gap at most selected points of the con...

  11. 47 CFR 64.1509 - Disclosure and dissemination of pay-per-call information.

    Science.gov (United States)

    2010-10-01

    ... each such service; and (4) A statement of the pay-per-call service provider's name, business address... name and mailing address of any provider of pay-per-call services offered by that carrier; and (2... 47 Telecommunication 3 2010-10-01 2010-10-01 false Disclosure and dissemination of pay-per-call...

  12. Women Labor Market: Gender Pay Gap and Its Determinants / Trh práce žen: Gender pay gap a jeho determinanty [available in Czech only

    OpenAIRE

    Martina Mysíková

    2007-01-01

    This study is concerned with decomposing the gender pay gap in the Czech Republic. It aims not only to compare male and female wage-equations but also to uncover the gender pay gap structure. The decision of many women not to participate in the labor market can be influenced by potentially low wages. Their entry into the labor market could increase the gender pay gap in large measure. The advantage of this study is that it uses a selection method to estimate the male and female wage equations...

  13. Hospital staffing and local pay: an investigation into the impact of local variations in the competitiveness of nurses' pay on the staffing of hospitals in France.

    Science.gov (United States)

    Combes, Jean-Baptiste; Delattre, Eric; Elliott, Bob; Skåtun, Diane

    2015-09-01

    Spatial wage theory suggests that employers in different regions may offer different pay rates to reflect local amenities and cost of living. Higher wages may be required to compensate for a less pleasant environment or a higher cost of living. If wages in a competing sector within an area are less flexible and therefore less competitive this may lead to an inability to employ staff. This paper considers the market for nursing staff in France where there is general regulation of wages and public hospitals compete for staff with the private hospital and non-hospital sectors. We consider two types of nursing staff, registered and assistant nurses and first establish the degree of spatial variation in the competitiveness of pay of nurses in public hospitals. We then consider whether these spatial variations are associated with variation in the employment of nursing staff. We find that despite regulation of pay in the public and private sector, there are substantial local variations in the competitiveness of nurses' pay. We find evidence that the spatial variations in the competitiveness of pay are associated with relative numbers of assistant nurses but not registered nurses. While we find the influence of the competitiveness of pay is small, it suggests that nonpay conditions may be an important factor in adjusting the labour market as might be expected in such a regulated market.

  14. 5 CFR 9901.372 - Conversion or movement out of NSPS pay system.

    Science.gov (United States)

    2010-01-01

    ... worksite, and pay as of the day immediately before the date of conversion or movement out of NSPS. An... employee's pay band. If the employee's adjusted salary equals or exceeds the step 4 rate of the second... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Conversion or movement out of NSPS pay...

  15. Assessment of willingness to pay for improved air quality using contingent valuation method

    Directory of Open Access Journals (Sweden)

    S. Akhtar

    2017-09-01

    Full Text Available Rapid urbanization and severe air quality deterioration in Pakistan have increased citizens’s concern towards air pollution. This study, conducted in November, 2016, aimed to develop relationship between degraded air quality and resident’s willingness to pay for improved air quality in city of Lahore, Pakistan through contingent valuation method to quantify an individual’s willingness to pay for improved air quality. Hypothetical market was created and 250 respondents, selected through random sampling, were asked to respond to pre tested questionnaire. Results revealed that 92.5% of respondents showed positive willingness to pay and average predicted willingness to pay by each person was $9.86 per month. Respondents were willing to pay $118 per year which was 1.27% of their mean monthly income. Stepwise regression model was used to develop relationship between independent variables and willingness to pay. Most parameters accompanied by econometric analysis elaborated expected results. Results disclosed that annual household income, symptoms of respiratory diseases and self observed air pollution pointedly impact willingness to pay. It is concluded that despite of the fact that Pakistan is among the lower income countries with no rigid budget allocation for improvement in air quality, people of Pakistan are willing to pay to reduce air pollution load. One of the factor which effected the positivity of willingness to pay is that, a quite large number of people were suffering from pollution related respiratory disorders like asthma, chronic bronchitis, wheezing, cough, and chest congestion. Only 7.5% of respondents were not interested to pay for improved air quality which reported unconcerned attitude and lack of environmental awareness.

  16. Willingness to Pay for Insurance in Denmark

    DEFF Research Database (Denmark)

    Hansen, Jan V.; Højbjerg Jacobsen, Rasmus; Lau, Morten I.

    We estimate the maximum amount that Danish households are willing to pay for three different types of insurance: auto, home and house insurance. We use a unique combination of claims data from the largest private insurance company in Denmark, measures of individual risk attitudes and discount rates...... possible states of nature, where all uncertainty is realized in the initial period and any loss incurred by an accident is subtracted from initial wealth. The estimated willingness to pay is based on annual claims and should thus be considered as an annual premium. Since there is some uncertainty about...... of the insurance claims....

  17. Understanding International Differences in the Gender Pay Gap

    OpenAIRE

    Francine D. Blau; Lawrence M. Kahn

    2003-01-01

    This paper tests the hypotheses that overall wage compression and low female supply relative to demand reduce a country's gender pay gap. Using micro-data for 22 countries over the 1985-94 period, we find that more compressed male wage structures and lower female net supply are both associated with a lower gender pay gap. Since it is likely that labor market institutions are responsible for an important portion of international differences in wage inequality, the inverse relationship between ...

  18. 26 CFR 301.6316-5 - Manner of paying tax by foreign currency.

    Science.gov (United States)

    2010-04-01

    ... currency to be deposited shall be that amount which, when converted at the rate of exchange used on the... 26 Internal Revenue 18 2010-04-01 2010-04-01 false Manner of paying tax by foreign currency. 301....6316-5 Manner of paying tax by foreign currency. (a) Time and place to pay. The unpaid tax required to...

  19. Survey of pay satisfaction, job satisfaction and employee turnover in ...

    African Journals Online (AJOL)

    Survey of pay satisfaction, job satisfaction and employee turnover in selected business organisations in Lagos, Nigeria. ... Global Journal of Social Sciences ... The study was an attempt at investigating the relatedness of pay satisfaction, job satisfaction and employee turnover in business organizations in Lagos Nigeria.

  20. Consumers' willingness to pay for irradiated prepared ground beef

    International Nuclear Information System (INIS)

    Nayga, R.M. Jr.; Woodward, R.; Aiew, W.

    2009-01-01

    This paper focuses on estimating willingness to pay for reducing the risk of contracting foodborne illness using a non-hypothetical experiment utilizing real food products (i.e. prepared ground beef), real cash and actual exchange in a market setting. Respondents were given positive information about the nature of food irradiation. Single bounded and one and one-half bounded models are developed using dichotomous choice experiments. The results indicate that individuals are willing to pay for a reduction in the risk of foodborne illness once informed about the nature of food irradiation. Respondents are willing to pay a premium of about US $0.77 for 450 g (1 pound) of irradiated ground beef, which is higher than the cost of irradiating the product. (author)

  1. Valuing Treatment With Infliximab for Ankylosing Spondylitis Using a Willingness-to-Pay Approach.

    Science.gov (United States)

    Webers, Casper; Essers, Ivette; van Tubergen, Astrid; Braun, Jürgen; Heldmann, Frank; Baraliakos, Xenofon; Boonen, Annelies

    2018-04-01

    To investigate willingness to pay (WTP) for treatment with infliximab by patients with ankylosing spondylitis (AS) and explore factors associated with WTP. Data from 85 patients participating in the European AS Infliximab Cohort (EASIC) open-label extension of the AS Study for the Evaluation of Recombinant Infliximab Therapy (ASSERT) were used. WTP was included at baseline in EASIC and comprised a hypothetical scenario exploring whether the patient would be willing to pay for beneficial effects of infliximab and, if so, what amount they would be willing to pay per administration. Factors associated with WTP were explored using zero-inflated negative binomial (ZINB) regressions. Of the 85 patients, 63 (74.1%) were willing to pay, and among these, the mean amount they were willing to pay per administration was €275 (median €100 [interquartile range €50-200]). Multivariable ZINB analysis showed that Assessment of SpondyloArthritis international Society criteria for 20% improvement (ASAS20) response was associated with a 7-fold lower likelihood to pay 0 euros (odds ratio [OR] 0.14 [95% confidence interval (95% CI) 0.03-0.71]) and a 3-fold increase in the amount willing to pay (exp(β) = 3.32 [95% CI 1.44-7.69]). In addition, the country of residence was associated with a lower likelihood to pay 0 euros (OR 0.07 [95% CI 0.02-0.36]), while increased age was associated with the amount willing to pay (exp(β) = 1.05 [95% CI 1.01-1.09]). In a hypothetical scenario, three-quarters of patients with AS receiving long-term infliximab stated that they were willing to pay an out-of-pocket contribution for this treatment. Treatment response contributed to the willingness as well as to the amount patients were willing to pay. © 2017, The Authors. Arthritis Care & Research published by Wiley Periodicals, Inc. on behalf of American College of Rheumatology.

  2. Retention, Incentives, and DoD Experience Under the 40-Year Military Pay Table

    Science.gov (United States)

    2016-01-01

    Beth J. Asch, James Hosek, Jennifer Kavanagh, Michael G. Mattock Retention, Incentives, and DoD Experience Under the 40-Year Military Pay Table C O...Authorization Act (NDAA) directed the Secretary of Defense to review the military’s pay tables, focusing on whether the 40-year pay table is still justified as...a retention tool. Congress extended the pay tables to 40 years as part of the fiscal year 2007 NDAA to pro- vide an incentive for the most

  3. LES PAYS EN TRANSITION

    International Development Research Centre (IDRC) Digital Library (Canada)

    Cathy Egan

    En 2002, une certaine paix sociale avait été rétablie, bien qu'elle fut instable et souvent entachée de violence. Le pays amorçait le ... mieux comprendre comment il recueille et diffuse l'information destinée ... transition) et les technologies de l'information et de la communication (TIC). Les étapes suivantes ont consisté à ...

  4. Household willingness to pay for green electricity in Slovenia

    International Nuclear Information System (INIS)

    Zorić, Jelena; Hrovatin, Nevenka

    2012-01-01

    This paper analyses the willingness to pay for electricity generated from renewable energy sources in Slovenia. The results confirm that age, household income, education and environmental awareness play the most important role in explaining household attitudes to green electricity programmes. While the willingness to participate in green electricity programmes is influenced by education and environmental awareness, the willingness to pay for green electricity predominantly depends on household income. The results imply that green marketing should be accompanied by awareness-raising campaigns and should target younger, well-educated and high-income households. The expressed median willingness to pay is found to exceed the current level of mandatory charges for green electricity. Nevertheless, recent increases in final electricity prices might have already exhausted the capacity for additional voluntary contributions. - Highlights: ► Paper analyses attitudes to green electricity in one of the new EU member states. ► Willingness to participate is primarily influenced by education and environmental awareness. ► In contrast, willingness to pay for green electricity depends on household income. ► Both decisions are negatively influenced by age. ► Due to the recent price increases there may be no room left for additional voluntary contributions.

  5. People's willingness to pay for health insurance in rural Vietnam.

    Science.gov (United States)

    Lofgren, Curt; Thanh, Nguyen X; Chuc, Nguyen Tk; Emmelin, Anders; Lindholm, Lars

    2008-08-11

    The inequity caused by health financing in Vietnam, which mainly relies on out-of-pocket payments, has put pre-payment reform high on the political agenda. This paper reports on a study of the willingness to pay for health insurance among a rural population in northern Vietnam, exploring whether the Vietnamese are willing to pay enough to sufficiently finance a health insurance system. Using the Epidemiological Field Laboratory for Health Systems Research in the Bavi district (FilaBavi), 2070 households were randomly selected for the study. Existing FilaBavi interviewers were trained especially for this study. The interview questionnaire was developed through a pilot study followed by focus group discussions among interviewers. Determinants of households' willingness to pay were studied through interval regression by which problems such as zero answers, skewness, outliers and the heaping effect may be solved. Households' average willingness to pay (WTP) is higher than their costs for public health care and self-treatment. For 70-80% of the respondents, average WTP is also sufficient to pay the lower range of premiums in existing health insurance programmes. However, the average WTP would only be sufficient to finance about half of total household public, as well as private, health care costs. Variables that reflect income, health care need, age and educational level were significant determinants of households' willingness to pay. Contrary to expectations, age was negatively related to willingness to pay. Since WTP is sufficient to cover household costs for public health care, it depends to what extent households would substitute private for public care and increase utilization as to whether WTP would also be sufficient enough to finance health insurance. This study highlights potential for public information schemes that may change the negative attitude towards health insurance, which this study has uncovered. A key task for policy makers is to win the trust of the

  6. Compensation Consultants and CEO Pay

    NARCIS (Netherlands)

    Kabir, Mohammed Rezaul; Minhat, Marizah

    2014-01-01

    The study examines the practice of employing multiple compensation consultants. Examining data of a sample of UK companies over the period 2003–2006 we find that CEOs receive higher equity-based pay when firms employ more than one compensation consultant. An increase in the number of compensation

  7. Explaining the Public-Sector Pay Gap: The Role of Skill and College Major

    OpenAIRE

    Max Schanzenbach

    2015-01-01

    This paper reassesses the public-sector pay gap using AFQT score and college major as measures of skill. Among the college educated, there is strong evidence that those with lower skills enter the public sector. In contrast to the private sector, for college-educated public-sector workers, AFQT score is not correlated with pay, and college major is only weakly predictive of pay. Furthermore, simple controls for college major explain most of the public-private-sector pay gap. I conclude that t...

  8. Willingness To Pay for Social Health Insurance in Iran

    Science.gov (United States)

    Nosratnejad, Shirin; Rashidian, Arash; Mehrara, Mohsen; Sari, Ali Akbari; Mahdavi, Ghadir; Moeini, Maryam

    2014-01-01

    Objective: The substantial level of out-of-pocket expenditure for health care by the population causes policy makers to draw particular attention to the proposal of a social health insurance for uninsured members of the community. Hence, it is essential to gather reliable information about the amount of Willingness To Pay (WTP) for health insurance. We assessed the WTP for health insurance in Iran in order to suggest an affordable social health insurance. Method: The study sample included 300 household heads in all Iranian provinces. The double bounded dichotomous choice approach was used to elicit the WTP. Result: The average WTP for social health insurance per person per month was 137 000 Rial (5.5 $US). Household heads with higher levels of education, income and those who worked had more WTP for the health insurance. Besides, the WTP increased in direct proportion to the number of insured members of each household and in inverse proportion to the family size. Conclusions: From a policy point of view, the WTP value can be used as a premium in a society. An important finding of this study is that although households’ Willingness To Pay is not more than the total insurance premium, households are willing to pay more than the premium they ought to pay for health insurance coverage. That is, total insurance premium is 150 000 Rials and households ought to pay approximately half of this sum. This can afford policy makers the ideal opportunity to provide good insurance coverage for medical services according to the need of society. PMID:25168979

  9. 19 CFR 111.29 - Diligence in correspondence and paying monies.

    Science.gov (United States)

    2010-04-01

    ... 19 Customs Duties 1 2010-04-01 2010-04-01 false Diligence in correspondence and paying monies. 111...; DEPARTMENT OF THE TREASURY CUSTOMS BROKERS Duties and Responsibilities of Customs Brokers § 111.29 Diligence in correspondence and paying monies. (a) Due diligence by broker. Each broker must exercise due...

  10. PERFORMANCE BASED PAY AS A DETERMINANT OF JOB SATISFACTION: A STUDY IN MALAYSIA GIATMARA CENTERS

    OpenAIRE

    Azman ISMAIL; Nurhana M RAFIUDDIN; Mohd Hamran MOHAMAD; Norashikin Sahol HAMID; Aniza WAMIN; Nurzawani ZAKARIA

    2011-01-01

    Compensation management literature highlights that performance based pay has two major characteristics: participation in pay systems and adequacy of pay. The ability of management to properly implement such pay systems may lead to increased job satisfaction in organizations. Though, the nature of this relationship is interesting, little is known about the influence of performance based pay on job satisfaction in compensation management literature. Therefore, this study was conducted to examin...

  11. Equal pay for work of equal value in terms of the Employment Equity ...

    African Journals Online (AJOL)

    Lastly, this article seeks to ascertain whether the EEA (including the Employment Equity Regulations) provides an adequate legal framework for determining an equal pay for work of equal value claim. Keywords: Equal pay; Employment Equity Act; Equality Act; International Labour Organisation; Equal Pay Guide; Equal ...

  12. Beyond Ability to Pay: Procedural Justice and Offender Compliance With Restitution Orders.

    Science.gov (United States)

    Gladfelter, Andrew S; Lantz, Brendan; Ruback, R Barry

    2018-03-01

    Restitution to victims is rarely paid in full. One reason for low rates of payments is that offenders lack financial resources. Beyond ability to pay, however, we argue that fair treatment has implications for offender behavior. This study, a survey of probationers who owed restitution, investigated the links between (a) ability to pay, (b) beliefs about restitution and the criminal justice system, and (c) restitution payment, both the amount paid and number of payments. Results indicate that perceived fair treatment by probation staff-those most directly involved with the collection of restitution payments-was significantly associated with greater payment, net of past payment behavior, intention to pay, and ability to pay. Because restitution has potentially rehabilitative aspects if offenders pay more of the court-ordered amount and if they make regular monthly payments, how fairly probation staff treat probationers has implications for both victims and for the criminal justice system.

  13. Effect of Manager’s Role in Performance Based Pay on Employee Outcomes

    Directory of Open Access Journals (Sweden)

    Azman, I

    2014-12-01

    Full Text Available According to the recent literature pertaining on Islamic based organizational compensation, performance based pay consists of two essential features: communication and performance appraisal. Recent studies in this field highlights that the ability of managers to appropriately communicate pay information and appraise employee performance may have a significant impact on employee outcomes, especially job satisfaction and organizational commitment. Therefore, this study was undertaken to assess the relationship between manager’s role in performance based pay and employee outcomes using self-administered questionnaires collected from employees at a district council in Peninsular Malaysia. The outcomes of the SmartPLS path model analysis showed that pay communication does not act as an important determinant of job satisfaction, but performance appraisal does act as an important determinant of job satisfaction. Conversely, pay communication and performance appraisal act as important determinants of organizational commitment. In addition, this study provides discussion, implications and conclusion

  14. The mediating effect of distributive justice in the relationship between pay design and job satisfaction

    Directory of Open Access Journals (Sweden)

    Antonia Girardi

    2009-06-01

    Full Text Available This study was conducted to investigate the mediating effect of distributive justice in the relationship between pay design issues (i.e., pay structure and pay level and job satisfaction. A survey method was used to gather 190 usable questionnaires from academic employees who have worked in Malaysian public community colleges (PUBLICOLLEGE. Outcomes of stepwise regression analysis showed that relationship between pay design features (i.e., pay structure and pay level significantly correlated with job satisfaction. This result confirms that distributive justice plays an important role as a mediating variable in the pay design models of the organizational sector sample. In addition, implications of this study to compensation theory and practice, conceptual and methodological limitations, as well as directions for future research are discussed.

  15. How Much (More) Should CEOs Make? A Universal Desire for More Equal Pay.

    Science.gov (United States)

    Kiatpongsan, Sorapop; Norton, Michael I

    2014-11-01

    Do people from different countries and different backgrounds have similar preferences for how much more the rich should earn than the poor? Using survey data from 40 countries (N = 55,238), we compare respondents' estimates of the wages of people in different occupations-chief executive officers, cabinet ministers, and unskilled workers-to their ideals for what those wages should be. We show that ideal pay gaps between skilled and unskilled workers are significantly smaller than estimated pay gaps and that there is consensus across countries, socioeconomic status, and political beliefs. Moreover, data from 16 countries reveals that people dramatically underestimate actual pay inequality. In the United States-where underestimation was particularly pronounced-the actual pay ratio of CEOs to unskilled workers (354:1) far exceeded the estimated ratio (30:1), which in turn far exceeded the ideal ratio (7:1). In sum, respondents underestimate actual pay gaps, and their ideal pay gaps are even further from reality than those underestimates. © The Author(s) 2014.

  16. Detrimental Effects of Performance-Related Pay in the Public Sector?

    DEFF Research Database (Denmark)

    Bregn, Kirsten

    2013-01-01

    Performance-related pay has been a key ingredient in New Public Management reforms. Nevertheless, the research presented here indicates some adverse effects of such incentives. These incentives may impair an initial motivation to work and change the norms that guide behavior. An issue which...... in particular has been given insufficient attention is fairness. Findings drawn from experimental economics supported by field studies demonstrate that perceived unfairness may have important negative effects on performance. The implication of a broader perspective in the analysis of performance-related pay...... in the public sector is that such a pay system, contrary to its aim, may have detrimental effects on performance....

  17. Performance Related Pay and Labor Productivity

    NARCIS (Netherlands)

    Gielen, A. C.; Kerkhofs, M.J.M.; van Ours, J.C.

    2006-01-01

    This paper uses information from a panel of Dutch firms to investigate the labor productivity effects of performance related pay (PRP).We find that PRP increases labor productivity at the firm level with about 9%.

  18. Performance Related Pay and Labour Productivity

    OpenAIRE

    Gielen, Anne; Kerkhofs, Marcel J M; van Ours, Jan C

    2006-01-01

    This paper uses information from a panel of Dutch firms to investigate the labour productivity effects of performance related pay (PRP). We find that PRP increases labour productivity at the firm level with about 9%.

  19. Consumer patronage and willingness-to-pay at different levels of ...

    African Journals Online (AJOL)

    Consumer patronage and willingness-to-pay at different levels of restaurant attributes: A study from Kenya. ... Research in Hospitality Management ... Findings indicate that food quality is the only attribute to have a positive relationship with both consumer patronage and willingness-to-pay, in high-end as well as limited ...

  20. An Application of the Equal Pay Act to Higher Education.

    Science.gov (United States)

    Green, Debra H.

    1981-01-01

    The applicability of legal principles governing equal pay and sex discrimination in university settings is discussed. The most objective mechanism that a university can utilize to achieve compliance with the Equal Pay Act would be implementation of a salary system that relies on experience, formal education, and time in grade. (MLW)

  1. Pharmacoeconomic aspects of osteoporosis problem: analysis of patients willing to pay for the treatment

    Directory of Open Access Journals (Sweden)

    Y F Lesnyak

    2005-01-01

    Full Text Available Objective. To study willingness of pts to pay for osteoporosis (OP treatment by themselves and analysis of factors influencing this decision. Material and methods. 342 pts (317 female, 25 male, mean age 61,4±8,9 years required a special consultation for osteoporosis were asked to fill a questionnaire. All answered questions concerning social, demographic, medical data, assessment of pt knowledge about OP, quality of life assessment with QALY score. To assess pts willingness to pay for OP treatment they were asked to determine sum of money they were ready to pay for an appropriate drug decreasing fracture risk in two times. The pt was to consider 4 scenarios: low, small, moderate and high fracture risk during subsequent life. Results. 86% of pts were ready to pay for OP treatment. The main factors associated with absence of such willingness were older age (OR=1,06, 95% confidence interval 1,о2-1,1, invalidity (OR=3,18, 95% confidence interval 1,54-6,60, loneliness (OR=2,4(, 95% confidence interval 1,27-4,50. These pts were also worse informed about the disease. But family income did not influence the decision to pay. Number of pts ready to pay for the treatment and sum which they were ready to pay directly depended on the probability of fracture (rank test r=0,99 and r=0,28 respectively. The most powerful factor determining the sum pt was ready to pay for the treatment was family income. Next on importance were presence of the work and families consisted of 3 or more members. Personal experience of the pt in treatment with such drugs also had some significance. So pts treated with miacalcic were ready to pay significantly larger sums than other pts with equivalent incomes. Conclusion. Pts willingness to pay for OP treatment depends firstly on social factors and his knowledge about OP. The main factor determining the sum the pt is ready to pay is family income. On the whole sums the pts are ready to pay are significantly less than market price

  2. 29 CFR 1620.20 - Pay differentials claimed to be based on extra duties.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Pay differentials claimed to be based on extra duties. 1620.20 Section 1620.20 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION THE EQUAL PAY ACT § 1620.20 Pay differentials claimed to be based on extra duties. Additional...

  3. Employee Reactions to Merit Pay: Cognitive Approach and Social Approach

    Science.gov (United States)

    Wang, Yingchun

    2010-01-01

    The dissertation aims to tackle one of the most pressing questions facing the merit pay system researchers and practitioners: Why do merit pay raises have such a small effect on employees' satisfaction, commitment and job performance? My approach to the study of this question is to develop explanatory frameworks from two perspectives: cognitive…

  4. Patients' willingness to pay for cognitive pharmacist services in community pharmacies.

    Science.gov (United States)

    Lakić, Dragana; Stević, Ivana; Odalović, Marina; Vezmar-Kovačević, Sandra; Tadić, Ivana

    2017-10-31

    To determine the general population willingness to pay for cognitive pharmacist service in community pharmacy, describe the behavior of participants regarding health care issues, and evaluate correlation between participants' sociodemographic characteristics or attitudes and their willingness to pay. A questionnaire-based survey was conducted among general population visiting community pharmacies. The participants were asked about receiving cognitive pharmacist services to identify and resolve potential medication therapy problems after the initiation of a new medicine to optimize health outcomes of the patients. A univariate and multivariate analysis were used to analyze associations between different variables and willingness to pay for pharmacy service. Of 444 respondents, 167 (38%) reported that they were willing to pay for a medication management service provided in the community pharmacy. Univariate analysis showed significant association between the willingness to pay for pharmacist-provided service and respondents' socio-demographic factors, health-related characteristics, and behavior, dilemmas, or need for certain pharmacist-provided service. The logistic regression model was statistically significant (χ2=4.599, Ppay for cognitive pharmacist services, which has not been fully recognized within the health care system. In future, pharmacists should focus on practical implementation of the service and models of funding.

  5. Integrated Personnel and Pay System-Army Increment 2 (IPPS-A Inc 2)

    Science.gov (United States)

    2016-03-01

    system maintenance, and minimizing pay discrepancies . IPPS-A Inc 2 will account for status changes between Active, Reserve, and National Guard components...2016 Major Automated Information System Annual Report Integrated Personnel and Pay System-Army Increment 2 (IPPS-A Inc 2) Defense Acquisition...703-325-3747 DSN Phone: 865-2915 DSN Fax: 221-3747 Date Assigned: May 2, 2014 Program Information Program Name Integrated Personnel and Pay System

  6. Teacher Pay-for-Performance in School Turnaround: How Bonuses and Differentiated Pay Scales Can Help Support School Turnaround. Meeting the Turnaround Challenge: Strategies, Resources & Tools to Transform a Framework into Practice

    Science.gov (United States)

    Mass Insight Education (NJ1), 2009

    2009-01-01

    Given the importance of good teaching and leadership for school success, turnaround schools should think carefully about how to structure professional environments that reward and motivate excellence. A system of "Pay-for-Contribution" that includes tools such as hard-to-staff and skill shortage pay, performance pay, and/or retention…

  7. Combat Risk and Pay: Theory and Some Evidence

    Science.gov (United States)

    2011-10-01

    1776) theory of compensating differences, and Rosen (1986) devised what has become the standard neoclassical economic theory relating wages to the...I N S T I T U T E F O R D E F E N S E A N A L Y S E S IDA Paper P-4774 October 2011 Combat Risk and Pay: Theory and Some Evidence Curtis J. Simon...OCT 2011 2. REPORT TYPE N/A 3. DATES COVERED - 4. TITLE AND SUBTITLE Combat Risk and Pay: Theory and Some Evidence 5a. CONTRACT NUMBER 5b

  8. Gender-Based Pay Disparities in Intercollegiate Coaching: The Legal Issues.

    Science.gov (United States)

    Gaal, John; Glazier, Michael S.; Evans, Thomas S.

    2002-01-01

    Explores the legal issues surrounding pay disparities between men and women in intercollegiate coaching, including how courts have treated disparate wage claims under the Equal Pay Act, Title VII of the Civil Rights Act of 1964, and Title IX, and the defenses used by institutions. Offers suggestions for defending claims and a detailed review of…

  9. Cost sharing and hereditary cancer risk: predictors of willingness-to-pay for genetic testing.

    Science.gov (United States)

    Matro, Jennifer M; Ruth, Karen J; Wong, Yu-Ning; McCully, Katen C; Rybak, Christina M; Meropol, Neal J; Hall, Michael J

    2014-12-01

    Increasing use of predictive genetic testing to gauge hereditary cancer risk has been paralleled by rising cost-sharing practices. Little is known about how demographic and psychosocial factors may influence individuals' willingness-to-pay for genetic testing. The Gastrointestinal Tumor Risk Assessment Program Registry includes individuals presenting for genetic risk assessment based on personal/family cancer history. Participants complete a baseline survey assessing cancer history and psychosocial items. Willingness-to-pay items include intention for: genetic testing only if paid by insurance; testing with self-pay; and amount willing-to-pay ($25-$2,000). Multivariable models examined predictors of willingness-to-pay out-of-pocket (versus only if paid by insurance) and willingness-to-pay a smaller versus larger sum (≤$200 vs. ≥$500). All statistical tests are two-sided (α = 0.05). Of 385 evaluable participants, a minority (42%) had a personal cancer history, while 56% had ≥1 first-degree relative with colorectal cancer. Overall, 21.3% were willing to have testing only if paid by insurance, and 78.7% were willing-to-pay. Predictors of willingness-to-pay were: 1) concern for positive result; 2) confidence to control cancer risk; 3) fewer perceived barriers to colorectal cancer screening; 4) benefit of testing to guide screening (all p testing (all p testing, and anticipate benefits to reducing cancer risk. Identifying factors associated with willingness-to-pay for genetic services is increasingly important as testing is integrated into routine cancer care.

  10. 5 CFR 536.307 - Treatment of a retained rate as basic pay for other purposes.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Treatment of a retained rate as basic pay... CIVIL SERVICE REGULATIONS GRADE AND PAY RETENTION Pay Retention § 536.307 Treatment of a retained rate... for accumulated and annual leave under 5 CFR part 550, subpart L; (8) General Schedule pay...

  11. 47 CFR 64.1510 - Billing and collection of pay-per-call and similar service charges.

    Science.gov (United States)

    2010-10-01

    ... Pay-Per-Call and Other Information Services § 64.1510 Billing and collection of pay-per-call and... pay-per-call services and offering billing and collection services to such provider shall: (1) Ensure... 47 Telecommunication 3 2010-10-01 2010-10-01 false Billing and collection of pay-per-call and...

  12. 12 CFR 557.14 - What interest rate may I pay on savings accounts?

    Science.gov (United States)

    2010-01-01

    ... 12 Banks and Banking 5 2010-01-01 2010-01-01 false What interest rate may I pay on savings... DEPOSITS Deposit Activities of Federal Savings Associations § 557.14 What interest rate may I pay on savings accounts? (a) You may pay interest at any rate or anticipated rate of return on savings accounts...

  13. 12 CFR 502.5 - Who must pay assessments and fees?

    Science.gov (United States)

    2010-01-01

    ... 12 Banks and Banking 5 2010-01-01 2010-01-01 false Who must pay assessments and fees? 502.5 Section 502.5 Banks and Banking OFFICE OF THRIFT SUPERVISION, DEPARTMENT OF THE TREASURY ASSESSMENTS AND FEES § 502.5 Who must pay assessments and fees? (a) Authority. Section 9 of the HOLA, 12 U.S.C. 1467...

  14. 5 CFR 9901.363 - Premium pay for health care personnel.

    Science.gov (United States)

    2010-01-01

    ... health care personnel. (1) Health care personnel working a tour of duty, any part of which falls between....362(c). (2) Health care personnel are entitled to pay for night duty for a period of paid absence only... excused from work. (d) Pay for weekend duty for health care personnel. (1) Health care personnel who work...

  15. 5 CFR 610.407 - Premium pay for holiday work for employees on compressed work schedules.

    Science.gov (United States)

    2010-01-01

    ... schedule who performs work on a holiday is entitled to basic pay, plus premium pay at a rate equal to basic pay, for the work that is not in excess of the employee's compressed work schedule for that day. For... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Premium pay for holiday work for...

  16. Public Willingness to Pay to Improve Services for Individuals With Serious Mental Illness.

    Science.gov (United States)

    Stone, Elizabeth M; McGinty, Emma E

    2018-05-08

    This study measured Americans' willingness to pay an additional $50 in taxes to improve health care and social services for individuals with serious mental illness. A nationally representative online survey was conducted with 1,010 respondents. Analysis examined how respondents' demographic characteristics and attitudes toward individuals with serious mental illness correlated with their willingness to pay additional taxes to improve health care and social services for this vulnerable population. A majority of respondents expressed willingness to pay $50 in additional taxes to improve health care services (60%) and social services (58%) for individuals with serious mental illness. Those with more negative attitudes toward individuals with serious mental illness were less willing to pay additional taxes to improve either service type. Many Americans are willing to pay additional taxes to improve health care and social services for individuals with serious mental illness.

  17. Outside Offers and the Gender Pay Gap: Empirical Evidence from the UK

    OpenAIRE

    Blackaby, David; Booth, Alison L; Frank, Jeff

    2002-01-01

    Using a unique data source on academic economist labour market experiences, we explore gender, pay and promotions. In addition to earnings and productivity measures, we have information on outside offers and perceptions of discrimination. In contrast to the existing literature, we find both a gender promotions gap and a within-rank gender pay gap. A driving factor may be the role of outside offers: men receive more outside offers than women of comparable characteristics, and gain higher pay i...

  18. The Impact of Higher Fixed Pay and Lower Bonuses on Productivity

    NARCIS (Netherlands)

    Bun, M.J.G.; Huberts, L.C.E.

    This study analyzes the effects of performance related pay on productivity exploiting a change in the payment structure of a large Dutch marketing company. Specifically, we investigate the consequences for company sales of higher fixed pay in combination with lower bonuses. Exploiting shift level

  19. Tabanidae (Diptera) des pays-bas

    NARCIS (Netherlands)

    Leclercq, M.

    1967-01-01

    INTRODUCTION Cette mise au point des Tabanides des Pays-Bas a été rendue possible grâce à la collaboration de M. V. S. van der Goot, département d'Entomologie, Zoölogisch Museum, Amsterdam, que nous remercions pour son amabilité. Nous avons pu étudier aussi les collections du Rijksmuseum van

  20. Paying health workers for performance in Battagram district, Pakistan

    Directory of Open Access Journals (Sweden)

    Javeed Sarah

    2011-10-01

    Full Text Available Abstract Background There is a growing interest in using pay-for-performance mechanisms in low and middle-income countries in order to improve the performance of health care providers. However, at present there is a dearth of independent evaluations of such approaches which can guide understanding of their potential and risks in differing contexts. This article presents the results of an evaluation of a project managed by an international non-governmental organisation in one district of Pakistan. It aims to contribute to learning about the design and implementation of pay-for-performance systems and their impact on health worker motivation. Methods Quantitative analysis was conducted of health management information system (HMIS data, financial records, and project documents covering the period 2007-2010. Key informant interviews were carried out with stakeholders at all levels. At facility level, in-depth interviews were held, as were focus group discussions with staff and community members. Results The wider project in Battagram had contributed to rebuilding district health services at a cost of less than US$4.5 per capita and achieved growth in outputs. Staff, managers and clients were appreciative of the gains in availability and quality of services. However, the role that the performance-based incentive (PBI component played was less clear--PBI formed a relatively small component of pay, and did not increase in line with outputs. There was little evidence from interviews and data that the conditional element of the PBIs influenced behaviour. They were appreciated as a top-up to pay, but remained low in relative terms, and only slightly and indirectly related to individual performance. Moreover, they were implemented independently of the wider health system and presented a clear challenge for longer term integration and sustainability. Conclusions Challenges for performance-based pay approaches include the balance of rewarding individual

  1. 29 CFR 1604.8 - Relationship of title VII to the Equal Pay Act.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Relationship of title VII to the Equal Pay Act. 1604.8... GUIDELINES ON DISCRIMINATION BECAUSE OF SEX § 1604.8 Relationship of title VII to the Equal Pay Act. (a) The... based on the Equal Pay Act may be raised in a proceeding under title VII. (c) Where such a defense is...

  2. Gender Differences in Pay Expectations: The Roles of Job Intention and Self-View

    Science.gov (United States)

    Hogue, Mary; Dubois, Cathy L. Z.; Fox-Cardamone, Lee

    2010-01-01

    Because pay expectations play a role in the persistent gender pay gap, we surveyed 435 undergraduate students to examine the impacts of gender, job intentions, and self-views on the pay expectations of pre-career women and men. Our findings showed a gender gap in which women expected to be paid less than men expected to be paid at the beginning…

  3. Merit pay as a motivator in the federal sector.

    OpenAIRE

    Engel, James D.

    1982-01-01

    Approved for public release; distribution is unlimited The Civil Service Reform Act of 1978 required the implementation of the Merit Pay System for a portion of the Federal civilian workforce as a means of increasing productivity through the use of monetary incentives. To test the validity of this concept, several theories of worker motivation are reviewed and their relation to money motivation and pay-for-performance is established. These relationships are compared to the results of dat...

  4. Health at Work and Low-pay:a European Perspective

    OpenAIRE

    Elena Cottini; Claudio Lucifora

    2009-01-01

    This study investigates the relationship between health, working conditions and pay in Europe. In particular, we measure health at work using self-assessed indicators for overall, as well as physical and mental health, using the 2005 wave of the EWCS (European Working Conditions Survey) for 15 EU countries. We find that, controlling for personal characteristics, (adverse) working conditions are associated with poor health status – both physical and mental. Low pay plays a role, mainly for men...

  5. Domestic supply, job-specialisation and sex-differences in pay

    OpenAIRE

    Polavieja, Javier G.

    2008-01-01

    This paper proposes an explanation of sex-differences in job-allocation and pay. Job allocation calculations are considered to be related to 1) the distribution of housework and 2) the skill-specialization requirements of jobs. Both elements combined generate a particular incentive structure for each sex. Welfare policies and services can, however, lower the risks of skill-depreciation for women as well as increase their intra-household bargaining power, hence reducing the economic pay-offs o...

  6. Managing imperfect competition by pay for performance and reference pricing.

    Science.gov (United States)

    Mak, Henry Y

    2018-01-01

    I study a managed health service market where differentiated providers compete for consumers by choosing multiple service qualities, and where copayments that consumers pay and payments that providers receive for services are set by a payer. The optimal regulation scheme is two-sided. On the demand side, it justifies and clarifies value-based reference pricing. On the supply side, it prescribes pay for performance when consumers misperceive service benefits or providers have intrinsic quality incentives. The optimal bonuses are expressed in terms of demand elasticities, service technology, and provider characteristics. However, pay for performance may not outperform prospective payment when consumers are rational and providers are profit maximizing, or when one of the service qualities is not contractible. Copyright © 2017 Elsevier B.V. All rights reserved.

  7. 76 FR 1096 - Pay Under the General Schedule and Recruitment, Relocation, and Retention Incentives

    Science.gov (United States)

    2011-01-07

    ... RIN 3206-AM13 Pay Under the General Schedule and Recruitment, Relocation, and Retention Incentives... instructions for submitting comments. Mail: Jerome D. Mikowicz, Deputy Associate Director, Pay and Leave...-0824; or by e-mail at pay[email protected] . SUPPLEMENTARY INFORMATION: The U.S. Office of...

  8. Australia’s gender pay equity legislation: how new, how different, what prospects?

    OpenAIRE

    Sara Charlesworth; Fiona Macdonald

    2015-01-01

    Australia’s equal pay laws have recently been renovated through the Workplace Gender Equality Act 2012 and the Fair Work Act 2009. In light of these changes, it is timely to ask how effective Australia’s legislative approach is likely to be for progressing pay equity. This article presents an analysis of Australia’s current equal pay provisions, assessing their potential on the basis of their operation to date and through recent experience in Canada and the UK. Although focused on outcomes, w...

  9. Willingness and ability to pay for unexpected dental expenses by Finnish adults

    Directory of Open Access Journals (Sweden)

    Widström Eeva

    2012-08-01

    Full Text Available Abstract Background Since 2002, adults have been able to choose oral health care services in the public sector or in the private sector in Finland. Though various subsidies for care exist in both sectors, the Public Dental Service (PDS is a cheaper option for the patient but, on the other hand, there are no waiting lists for private care. The aim of this study was to assess middle-aged adults' use of dental services, willingness to pay (WTP and ability to pay (ATP for unexpected, urgent dental treatment. Methods Postal questionnaires on use of dental services were sent to a random sample of 1500 47-59 year old adults living in three large municipalities in the Helsinki region. The initial response rate was 65.8%. Two hypothetical scenarios were presented: "What would be the highest price you would be prepared to pay to have a lost filling replaced immediately, or, at the latest, the day after losing the filling?" and " How much could you pay for unexpected dental expenses at two weeks notice, if you suddenly needed more comprehensive treatment?" Logistic regression analysis was used to analyse factors related to WTP and ATP. Results Most respondents (89.6% had visited a dentist recently and a majority (76.1% had used private services. For immediate replacement of a lost filling, almost all respondents (93.2% were willing to pay the lower price charged in the PDS and 46.2% were willing to pay the private fee. High income and no subjective need for dental treatment were positively associated with the probability of paying a higher price. Most respondents (93.0% were able to pay a low fee, EUR 50 and almost half (41.6% at least EUR 300 for unexpected treatment at short notice. High income and male sex were associated with high ATP. Conclusion There was a strong and statistically significant relationship between income and WTP and ATP for urgent dental care, indicating that access to publicly provided services improved equity for persons with low

  10. 12 CFR 608.841 - Requesting current paying agency to offset salary.

    Science.gov (United States)

    2010-01-01

    ... salary. 608.841 Section 608.841 Banks and Banking FARM CREDIT ADMINISTRATION ADMINISTRATIVE PROVISIONS COLLECTION OF CLAIMS OWED THE UNITED STATES Offset Against Salary § 608.841 Requesting current paying agency to offset salary. (a) To request a paying agency to impose a salary offset against amounts owed to...

  11. Nursing home administrator compensation: pay equity and determinants of salary.

    Science.gov (United States)

    Singh, Douglas A

    2002-01-01

    This study evaluates the issue of gender-based pay inequality. Male NHAs earn 7 percent more than female NHAs, but factors such as education, experience, tenure, facility size, ownership, location, competition, and emphasis on private pay census account for the difference. The findings, however, indicate that racial inequalities and gender differences among married NHAs may be present, requiring further investigation. Key implications of the results are discussed.

  12. 29 CFR 1620.27 - Relationship to the Equal Pay Act of title VII of the Civil Rights Act.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Relationship to the Equal Pay Act of title VII of the Civil... OPPORTUNITY COMMISSION THE EQUAL PAY ACT § 1620.27 Relationship to the Equal Pay Act of title VII of the Civil... equal pay under the Equal Pay Act has no relationship to whether the employee is in the lower paying job...

  13. Person-based differences in pay reactions: A compensation-activation theory and integrative conceptual review.

    Science.gov (United States)

    Fulmer, Ingrid Smithey; Shaw, Jason D

    2018-06-07

    Compensation research has focused traditionally on how pay design characteristics (e.g., pay level, individual or group incentives) relate to average employee outcomes and, in toto, on how these outcomes affect organizational performance. Recently, scholars have begun to pay more attention to how individuals vary in the strength of their reactions to pay. Empirical research in several disciplines examines how the interplay of pay systems and person-based characteristics (psychological individual differences, demographics, and relative performance or position in a group) relate to important work-related outcomes. We develop a compensation-activation theory that frames compensation design characteristics as workplace "situations" providing cues that activate individuals' corresponding fundamental social motives made salient due to chronic or transient person-based characteristics. Where activation occurs, stronger-than-average responses to the compensation "situation" are expected. Using the theory as a lens, we synthesize and reinterpret existing research on person-based reactions to pay characteristics, including sorting, incentive/motivational effects, and effects on collective pay system reactions and unit/organizational outcomes. We conclude with a research agenda aimed at refining compensation-activation theory and advancing the study of compensation as it affects individual and organizational outcomes. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  14. Ability and Willingness to Pay Premium in the Framework of National Health Insurance System

    Directory of Open Access Journals (Sweden)

    Aulia Abdillah Ramadhan

    2015-12-01

    Full Text Available Background: The National Health Insurance is one of the government’s efforts to improve community access to health services. The government has fixed the premiums to be paid by community, except for underprivileged community. The aim of the study was to identify Ability to Pay (ATP and Willingness to Pay (WTP of the national health insurance premium. Methods: A descriptive study which involved 210 housewives who were chosen by rapid survey method was conducted from September to November 2013 in Cipacing village, Jatinangor, Sumedang, West Java. Data collection was using questionnaire to obtain level of ability and willingness to pay the health insurance premium. The results were compared to the required premium by the government (Rp 22,000,-. Results: Most of the respondents were only housewives, but there were still respondents who were private workers. Most of them were 20–39 years old. About 57.6% of the respondents were able to pay for the required premium, but Only 17.4% of the them were willing to pay according to the required premium. Conclusions: The ATP of the respondents are higher compared to the WTP, meaning that most of the respondents are able to pay the requires premium but are not willing to pay it.

  15. Pricing of on-line advertising: pay-per-view or pay-per-click?

    OpenAIRE

    Fjell, Kenneth

    2007-01-01

    We analyse the choice of pay-per-view (PPV) and price-per-click (PPC) when a web publisher is a price taker in the market for advertising banners, and the number of visits is decreasing in advertising. The main result is that the web publisher should always choose either PPV or PPC. If the click-through rate is exogenous, then the optimal amount of advertising is the same for both pricing metholds and the choice of pricing method is given by the click-through rate. If the click-through rate i...

  16. Pay Matters: The Piece Rate and Health in the Developing World.

    Science.gov (United States)

    Davis, Mary E

    Piece rate pay remains a common form of compensation in developing-world industries. While the piece rate may boost productivity, it has been shown to have unintended consequences for occupational safety and health, including increased accident and injury risk. This paper explores the relationship between worker pay and physical and emotional health, and questions the modern day business case for piece rate pay in the developing world. The relationship between piece rate and self-reported measures of physical and emotional health is estimated using a large survey of garment workers in 109 Vietnamese factories between 2010 and 2014. A random effects logit model controls for factory and year, predicting worker health as a function of pay type, demographics, and factory characteristics. Workers paid by the piece report worse physical and emotional health than workers paid by the hour (OR = 1.38-1.81). Wage incentives provide the most consistently significant evidence of all demographic and factory-level variables, including the factory's own performance on occupational safety and health compliance measures. These results highlight the importance of how workers are paid to understanding the variability in worker health outcomes. More research is needed to better understand the business case supporting the continued use of piece rate pay in the developing world. Copyright © 2016 The Author. Published by Elsevier Inc. All rights reserved.

  17. Multiple Compensation Consultants and CEO Pay

    NARCIS (Netherlands)

    Kabir, Mohammed Rezaul; Minhat, Marizah

    The study examines the practice of employing multiple compensation consultants. Data for a sample of UK companies over the period 2003-2006 are analyzed using a variety of econometric methods. We find that CEOs receive higher equity-based pay when firms employ more than one compensation consultant.

  18. The Trouble with Pay for Performance.

    Science.gov (United States)

    Young, I. Phillip

    2003-01-01

    Structured interviews with 575 administrators and supervisors in 6 school districts finds 8 impediments to school board implementation of an effective merit pay system for these employees: Lack of knowledge, teacher heritage, supervisor's ability, supervisor's motivation, managerial prerogatives, amount of rewards, and type of rewards. Offers…

  19. Can Benford's Law explain CEO pay?

    NARCIS (Netherlands)

    Mukherjee, Shibashish

    2018-01-01

    Manuscript Type: Empirical Research Issue: This study applies the statistical properties of Benford’s Law to CEO pay. Benford’s ‘Law’ states that in an unbiased dataset, the first digit values are usually unequally allocated when considering the logical expectations of equal distribution. In this

  20. Public sector pay gap in Serbia during large-scale privatisation, by educational qualification

    Directory of Open Access Journals (Sweden)

    Laušev Jelena

    2012-01-01

    Full Text Available The paper explores the effect of large-scale privatization of public sector activities on public-private sector pay differential, for groups of workers according to educational qualification on average and across the pay distribution in Serbia, from 2004 until 2008. The paper finds that both unskilled and skilled men and women in the public sector saw significant improvements in their financial position relative to their private sector counterparts with the progress of the economic transition. The results showed that the size of the public sector pay premium declines both with higher educational level and higher percentile of earnings distribution. This indicates, between and within groups, the inequality-reducing feature of the public sector pay determination.

  1. Gender Pay Gaps and the Restructuring of Graduate Labour Markets in Southern Europe

    DEFF Research Database (Denmark)

    Figueiredo, Hugo; Rocha, Vera; Biscaia, Ricardo

    2015-01-01

    In this article we investigate whether education-job mismatches and growing occupational diversity are important explanatory factors of gender pay gaps amongst university graduates in Southern Europe (namely in Portugal, Spain, and Italy). We use standard decomposition techniques and test...... that occupational assignment and selection into employment shape gender pay gaps amongst the highly skilled provides a more pessimistic view on the ability of educational expansion or equal pay legislation to significantly reduce gender pay inequality. Southern European economies are also particularly interesting...... to look at since there may be a greater degree of mismatch between the pace of higher education expansion and the changes in the job structure, making women particularly vulnerable to over-education....

  2. 41 CFR 102-85.95 - Who pays for the TI allowance?

    Science.gov (United States)

    2010-07-01

    ... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Who pays for the TI allowance? 102-85.95 Section 102-85.95 Public Contracts and Property Management Federal Property Management... GSA SPACE Tenant Improvement Allowance § 102-85.95 Who pays for the TI allowance? The customer agency...

  3. Performance Related Pay in Australian Universities: The Case of Swinburne University

    Science.gov (United States)

    Harkness, Peter; Schier, Mark

    2011-01-01

    Performance related pay is not common in Australian universities. A number of Australian universities have begun to show interest in implementing more individualised pay arrangements. Swinburne University of Technology, in Melbourne, has chosen, contrary to the wishes of many of its staff, to be a path-breaker and has introduced a performance…

  4. 12 CFR 1408.41 - Requesting current paying agency to offset salary.

    Science.gov (United States)

    2010-01-01

    ... salary. 1408.41 Section 1408.41 Banks and Banking FARM CREDIT SYSTEM INSURANCE CORPORATION COLLECTION OF CLAIMS OWED THE UNITED STATES Offset Against Salary § 1408.41 Requesting current paying agency to offset salary. (a) To request a paying agency to impose a salary offset against amounts owed to the debtor, the...

  5. A Better Way to Pay: Five Rules for Reforming Teacher Compensation. Backgrounder. No, 2681

    Science.gov (United States)

    Richwine, Jason

    2012-01-01

    Despite ongoing debates over the adequacy of teacher compensation, the design of merit pay systems, and the structure of pension benefits, there is broad agreement that teacher pay should be designed to recruit--and retain--the highest-quality teachers in a cost-effective manner. Policymakers should avoid across-the-board pay increases, and focus…

  6. The Gender Pay Gap In Vietnam, 1993-2002: A Quantile Regression Approach

    OpenAIRE

    Barry Reilly & T. Hung Pham

    2006-01-01

    This paper uses mean and quantile regression analysis to investigate the gender pay gap for the wage employed in Vietnam over the period 1993 to 2002. It finds that the Doi moi reforms have been associated with a sharp reduction in gender wage disparities for the wage employed. The average gender pay gap in this sector halved between 1993 and 2002 with most of the contraction evident by 1998. There has also been a contraction in the gender pay at most selected points of the conditional wage d...

  7. 5 CFR 535.104 - Requests for and granting critical position pay authority.

    Science.gov (United States)

    2010-01-01

    ... other human resources flexibilities and pay authorities, such as recruitment, relocation, and retention... the use of other available human resources flexibilities and pay authorities. Agency requests must... could not, through diligent and comprehensive recruitment efforts and without using the critical...

  8. 3 CFR 8366 - Proclamation 8366 of April 28, 2009. National Equal Pay Day, 2009

    Science.gov (United States)

    2010-01-01

    .... Despite these achievements, 46 years since the passage of the Equal Pay Act and 233 years since our Nation... 28, 2009 Proc. 8366 National Equal Pay Day, 2009By the President of the United States of America A... finally catch up with a man’s from the previous year. On National Equal Pay Day, we underscore the...

  9. 32 CFR 728.14 - Pay patients.

    Science.gov (United States)

    2010-07-01

    ... Defense Department of Defense (Continued) DEPARTMENT OF THE NAVY PERSONNEL MEDICAL AND DENTAL CARE FOR ELIGIBLE PERSONS AT NAVY MEDICAL DEPARTMENT FACILITIES Members of the Uniformed Services on Active Duty § 728.14 Pay patients. Care is provided on a reimbursable basis to: Coast Guard active duty officers...

  10. Feasibility and willingness-to-pay for integrated community-based tuberculosis testing

    Directory of Open Access Journals (Sweden)

    Vickery Carter

    2011-11-01

    Full Text Available Abstract Background Community-based screening for TB, combined with HIV and syphilis testing, faces a number of barriers. One significant barrier is the value that target communities place on such screening. Methods Integrated testing for TB, HIV, and syphilis was performed in neighborhoods identified using geographic information systems-based disease mapping. TB testing included skin testing and interferon gamma release assays. Subjects completed a survey describing disease risk factors, healthcare access, healthcare utilization, and willingness to pay for integrated testing. Results Behavioral and social risk factors among the 113 subjects were prevalent (71% prior incarceration, 27% prior or current crack cocaine use, 35% homelessness, and only 38% had a regular healthcare provider. The initial 24 subjects reported that they would be willing to pay a median $20 (IQR: 0-100 for HIV testing and $10 (IQR: 0-100 for TB testing when the question was asked in an open-ended fashion, but when the question was changed to a multiple-choice format, the next 89 subjects reported that they would pay a median $5 for testing, and 23% reported that they would either not pay anything to get tested or would need to be paid $5 to get tested for TB, HIV, or syphilis. Among persons who received tuberculin skin testing, only 14/78 (18% participants returned to have their skin tests read. Only 14/109 (13% persons who underwent HIV testing returned to receive their HIV results. Conclusion The relatively high-risk persons screened in this community outreach study placed low value on testing. Reported willingness to pay for such testing, while low, likely overestimated the true willingness to pay. Successful TB, HIV, and syphilis integrated testing programs in high risk populations will likely require one-visit diagnostic testing and incentives.

  11. Air Force Military Personnel Entitlement Pay in Support of Contingency Operations

    Science.gov (United States)

    2010-08-23

    Report No. A-2006-0067- FFM , “Military Pay for Operation Enduring Freedom/Operation Iraqi Freedom Active Components,” April 5, 2006 U.S. Army Audit...Agency Report No. A-2006-0079- FFM , “Material Weakness Closeout on Line of Duty and Incapacitation Pay,” March 8, 2006 22B22BAir Force Air Force

  12. Effects of pay resets following drug use on attendance and hours worked in a therapeutic workplace.

    Science.gov (United States)

    Holtyn, August F; Silverman, Kenneth

    2016-06-01

    This secondary data analysis examined effects of an abstinence contingency on participation in a therapeutic workplace. Participants exposed to a pay reset after drug use did not differ in overall attendance from participants who were not exposed to a pay reset after drug use; however, they initially worked less after a pay reset than participants who did not receive a pay reset, and their attendance increased as their pay increased. Overall participation was not influenced by the abstinence contingency, but transient decreases in attendance occurred. © 2016 Society for the Experimental Analysis of Behavior.

  13. Paying your marketers--properly.

    Science.gov (United States)

    Pearson, Elizabeth Zink

    2003-09-01

    Home health agencies have more freedom to market their services since the implementation of the prospective payment system. In order to do that, a number of agencies have turned to marketing professionals for help. A common method of compensating marketers in the business world, however, is through payment for referrals--something expressly forbidden by federal statute. Home health agencies need to know what they can and can't do to pay marketers and must train their marketers on the federal anti-kickback regulations to assure their compliance.

  14. 45 CFR 1309.43 - Use of grant funds to pay fees.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 4 2010-10-01 2010-10-01 false Use of grant funds to pay fees. 1309.43 Section... Provisions § 1309.43 Use of grant funds to pay fees. Consistent with the cost principles referred to in 45 CFR part 74 and 45 CFR part 92, reasonable fees and costs associated with and necessary to the...

  15. How to pay in LicenseScript

    NARCIS (Netherlands)

    Corin, R.J.; Chong, C.N.; Etalle, Sandro; Hartel, Pieter H.

    Current DRM systems do not provide flexible payment methods, requiring the user to handle the payment by hand. For instance, when the user needs to pay for watching a movie, she needs to decide which available payment method is the most optimal and suitable. This is a rather cumbersome process for

  16. Equal Opportunity? Gender Gaps in CEO Appointments and Executive Pay

    OpenAIRE

    Keloharju, Matti; Knüpfer, Samuli; Tåg, Joacim

    2016-01-01

    This paper uses exceptionally rich data on Swedish corporate executives and their personal characteristics to study gender gaps in CEO appointments and pay. Both gaps are sizeable: 18% for CEO appointments and 27% for pay. At most one-eight of the gaps can be attributed to observable gender differences in executives' and their firms' characteristics. Further tests suggest that unobservable gender differences in characteristics are unlikely to account for the remaining gaps. Instead, our resul...

  17. A critical analysis of the new equal pay provisions relating to atypical ...

    African Journals Online (AJOL)

    Keywords: Equal pay; Labour Relations Act; equal pay for atypical employees; atypical employment; sections 198A-198D of the Labour Relations Act; Agency Workers Regulations 2010; Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002; Part-time Workers (Prevention of Less Favourable ...

  18. Interactional justice as a mediator of the relationship between pay for performance and job satisfaction

    Directory of Open Access Journals (Sweden)

    Azman Ismail

    2011-11-01

    Full Text Available Purpose: This study was conducted to examine the effect of pay for performance and interactional justice on job satisfaction.Design/methodology/approach: A survey method was used to collect 107 usable questionnaires from employees who work in the US subsidiary manufacturing firm operating in a silicon valley in East Malaysia, Malaysia.Findings: The outcomes showed two important findings: first, relationship between interactional justice and adequacy of pay significantly correlated with job satisfaction. Second, relationship between interactional justice and participation in pay systems significantly correlated with job satisfaction. Statistically, this result confirms that interactional justice does act as a mediating variable in the pay for performance models of the studied organization.Originality/value: Most previous research tested a direct effect of pay for performance on job satisfaction. Unlike such research approach, this study discovers that interactional justice has strengthened the effect of pay for performance on job satisfaction in a compensation system framework.

  19. Willingness to pay for methadone maintenance treatment in Vietnamese epicentres of injection-drug-driven HIV infection.

    Science.gov (United States)

    Tran, Bach Xuan

    2013-07-01

    Willingness to pay for methadone maintenance treatment (MMT) in three Vietnamese epicentres of injection-drug-driven human immunodeficiency virus (HIV) infection was assessed. A convenience sample of 1016 patients receiving HIV treatment in seven clinics was enrolled during 2012. Contingent valuation was used to assess willingness to pay. Interviewers reviewed adverse consequences of injection drug use and the benefits of MMT. Interviewers then described the government's plan to scale up MMT and the financial barriers to scale-up. Willingness to pay was assessed using double-bounded binary questions and a follow-up open-ended question. Point and interval data models were used to estimate maximum willingness to pay. A total of 548 non-drug-users and 468 injection drug users were enrolled; 988 were willing to pay for MMT. Monthly mean willingness to pay among non-drug-users, 347 drug users not receiving MMT and 121 drug users receiving MMT was 10.7 United States dollars [US$] (35.7% of treatment costs), US$ 21.1 (70.3%) and US$ 26.2 (87.3%), respectively (mean: US$ 15.9; 95% confidence interval, CI: 13.6-18.1). Fifty per cent of drug users were willing to pay 50% of MMT costs. Residence in households with low monthly per capita income and poor health status predicted willingness to pay less among drug users; educational level, employment status, health status and current antiretroviral therapy receipt predicted willingness to pay less among non-drug-users. Willingness to pay for MMT was very high, supporting implementation of a co-payment programme.

  20. The EEOC's New Equal Pay Act Guidelines.

    Science.gov (United States)

    Greenlaw, Paul S.; Kohl, John P.

    1982-01-01

    Analyzes the new guidelines for enforcement of the Equal Pay Act and their implications for personnel management. Argues that there are key problem areas in the new regulations arising from considerable ambiguity and uncertainty about their interpretation. (SK)

  1. Use of Provider-Level Dashboards and Pay-for-Performance in Venous Thromboembolism Prophylaxis*

    Science.gov (United States)

    Michtalik, Henry J.; Carolan, Howard T.; Haut, Elliott R.; Lau, Brandyn D.; Streiff, Michael B.; Finkelstein, Joseph; Pronovost, Peter J.; Durkin, Nowella; Brotman, Daniel J.

    2014-01-01

    Background Despite safe and cost-effective venous thromboembolism (VTE) prevention measures, VTE prophylaxis rates are often suboptimal. Healthcare reform efforts emphasize transparency through programs to report performance, and payment incentives through programs to pay-for-performance. Objective To sequentially examine an individualized physician dashboard and pay-for-performance program to improve VTE prophylaxis rates amongst hospitalists. Design Retrospective analysis of 3144 inpatient admissions. After a baseline observation period, VTE prophylaxis compliance was compared during both interventions. Setting 1060-bed tertiary care medical center. Participants 38 part- and full-time academic hospitalists. Interventions A Web-based hospitalist dashboard provided VTE prophylaxis feedback. After 6 months of feedback only, a pay-for-performance program was incorporated, with graduated payouts for compliance rates of 80-100%. Measurements Prescription of American College of Chest Physicians guideline-compliant VTE prophylaxis and subsequent pay-for-performance payments. Results Monthly VTE prophylaxis compliance rates were 86% (95% CI: 85, 88), 90% (95% CI: 88, 93), and 94% (95% CI: 93, 96) during the baseline, dashboard, and combined dashboard/pay-for-performance periods, respectively. Compliance significantly improved with the use of the dashboard (p=0.01) and addition of the pay-for-performance program (p=0.01). The highest rate of improvement occurred with the dashboard (1.58%/month; p=0.01). Annual individual physician performance payments ranged from $53 to $1244 (mean $633; SD ±350). Conclusions Direct feedback using dashboards was associated with significantly improved compliance, with further improvement after incorporating an individual physician pay-for-performance program. Real-time dashboards and physician-level incentives may assist hospitals in achieving higher safety and quality benchmarks. PMID:25545690

  2. 78 FR 28717 - Advancing Pay Equality in the Federal Government and Learning From Successful Practices

    Science.gov (United States)

    2013-05-15

    ...) affect the compensation of similarly situated men and women, and to promote gender pay equality in the... gender pay equality; and (e) any best practices the agency has employed to improve gender pay equality... Equality in the Federal Government and Learning From Successful Practices Memorandum for the Heads of...

  3. Willingness to Pay of Air Passengers for Carbon-Offset

    Directory of Open Access Journals (Sweden)

    Rong-Chang Jou

    2015-03-01

    Full Text Available An important source of anthropogenic greenhouse gas (GHG emissions is the air transport sector, which accounts for approximately 2% of global GHG emissions. Therefore, reducing GHG emissions from aircrafts has become a major challenge for transportation authorities worldwide. In recent years, much research has focused on tax ideas related to the CO2 emissions produced by air transport, such as the voluntary carbon offset (VCO. This study investigates the willingness of economy class air passengers to pay to compensate for the CO2 emissions produced during their journeys from Taiwan to Hong Kong. Together with the Spike model, a framework known as the contingent valuation (CV method offers a way to investigate how much the air passenger would be willing to pay to offset a journey’s airplane-generated CO2 emissions. The Spike model was applied to address the problem of zero willingness to pay (WTP. The results obtained in this study are consistent with the results found in previous studies and therefore can provide valuable insights into pricing strategies for airlines.

  4. An Accounting Program Merit Pay Survey

    Science.gov (United States)

    Lindsay, David H.; Campbell, Annhenrie; Tan, Kim B.; Wagner, Andrew

    2010-01-01

    Basing the compensation of accounting professors on merit pay in order to encourage better teaching, research and service is controversial. Before the effectiveness of merit-based salary plans can be examined empirically, it must be determined which accounting programs use such a system. In this study, the 852 accounting programs in the United…

  5. Teacher-Pay Experiments Mounting Amid Debate

    Science.gov (United States)

    Olson, Lynn

    2007-01-01

    The debate over linking teacher pay to student test scores that ignited on Capitol Hill recently underscores the growing momentum--and continued controversy--behind tying what teachers earn to what students learn. Both the National Education Association and the American Federation of Teachers came out swinging against language in a draft bill for…

  6. Who pays for health care in Asia?

    Science.gov (United States)

    O'Donnell, Owen; van Doorslaer, Eddy; Rannan-Eliya, Ravi P; Somanathan, Aparnaa; Adhikari, Shiva Raj; Akkazieva, Baktygul; Harbianto, Deni; Garg, Charu C; Hanvoravongchai, Piya; Herrin, Alejandro N; Huq, Mohammed N; Ibragimova, Shamsia; Karan, Anup; Kwon, Soon-man; Leung, Gabriel M; Lu, Jui-fen Rachel; Ohkusa, Yasushi; Pande, Badri Raj; Racelis, Rachel; Tin, Keith; Tisayaticom, Kanjana; Trisnantoro, Laksono; Wan, Quan; Yang, Bong-Min; Zhao, Yuxin

    2008-03-01

    We estimate the distributional incidence of health care financing in 13 Asian territories that account for 55% of the Asian population. In all territories, higher-income households contribute more to the financing of health care. The better-off contribute more as a proportion of ability to pay in most low- and lower-middle-income territories. Health care financing is slightly regressive in three high-income economies with universal social insurance. Direct taxation is the most progressive source of finance and is most so in poorer economies. In universal systems, social insurance is proportional to regressive. In high-income economies, the out-of-pocket (OOP) payments are proportional or regressive while in low-income economies the better-off spend relatively more OOP. But in most low-/middle-income countries, the better-off not only pay more, they also get more health care.

  7. 5 CFR 531.212 - Superior qualifications and special needs pay-setting authority.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Superior qualifications and special needs... Appointment Or Position Changes § 531.212 Superior qualifications and special needs pay-setting authority. (a) Agency authority. (1) An agency may use the superior qualifications and special needs pay-setting...

  8. Social Attitudes on Gender Equality and Firms' Discriminatory Pay-Setting

    OpenAIRE

    Janssen, Simon; Tuor Sartore, Simone N.; Backes-Gellner, Uschi

    2014-01-01

    We analyze the relationship between social attitudes on gender equality and firms' pay-setting behavior by combining information about regional votes relative to gender equality laws with a large data set of multi-branch firms and workers. The results show that multi-branch firms pay more discriminatory wages in branches located in regions with a higher social acceptance of gender inequality than in branches located in regions with a lower acceptance. The results are similar for different sub...

  9. Willingness to pay for environmental quality: evidence from survey data

    Energy Technology Data Exchange (ETDEWEB)

    Polinard, J L; Wrinkle, R D

    1980-01-01

    The environmental movement evidenced a period of extremely rapid growth during the 1960's and early 1970's. Some recent studies have indicated a decline in general public concern with environmental problems. In this paper we attempt to provide some new evidence which might be of assistance in ascertaining the relative status of concern for the economy, concern for the environment, and willingness to pay for environmental quality. The study focuses upon a major city in a large energy producing state with a large ethnic (Mexican-American) minority. Our data indicate that concern for the environment is not a highly salient issue for our respondents. Economic concerns far outweigh environmental issues. Additionally, willingness to pay for environmental quality is not a unidimensional trait. Perception of who is responsible for pollution rather than perception of a deteriorating environment is a significant indicator of willingness to pay for environmental quality.

  10. Pay as You Speed, ISA with incentives for not speeding

    DEFF Research Database (Denmark)

    Lahrmann, Harry Spaabæk; Agerholm, Niels; Tradisauskas, Nerius

    2012-01-01

    The Intelligent Speed Adaptation (ISA) project we describe in this article is based on Pay as You Drive principles. These principles assume that the ISA equipment informs a driver of the speed limit, warns the driver when speeding and calculates penalty points. Each penalty point entails the redu......The Intelligent Speed Adaptation (ISA) project we describe in this article is based on Pay as You Drive principles. These principles assume that the ISA equipment informs a driver of the speed limit, warns the driver when speeding and calculates penalty points. Each penalty point entails...... the reduction of a 30% discount on the driver's car insurance premium, which therefore produced the name, Pay as You Speed. The ISA equipment consists of a GPS-based On Board Unit with a mobile phone connection to a web server. The project was planned for a three-year test period with 300 young car drivers...

  11. Pay Equity Act (No. 34 of 1987), 29 June 1987.

    Science.gov (United States)

    1987-01-01

    This document contains major provisions of Ontario, Canada's 1987 Pay Equity Act. The Act seeks to redress systemic gender discrimination in compensation for work performed by employees in "female job classes" and applies to all private sector employers in Ontario with 10 or more employees, all public sector employers, and the employees of applicable employers. The Act continues to apply even if an employer subsequently reduces the number of employees below 10. The Act calls for identification of systemic gender discrimination in compensation through comparisons between female job classes and male job classes in terms of compensation and value of work performed, which is a composite of skill, effort, and responsibility normally required. Pay equity is deemed achieved when the job rate for the female job class is at least equal to the rate for a male job class in the same establishment. If there is no male job class to use for comparison, pay equity is achieved when the female job rate is at least equal to the job rate of a male job class in the same establishment that, at the time of comparison, had a higher job rate while performing work of lower value than the female job class. Differences in compensation between a female and a male job class are allowed if they result from a formal seniority system that does not discriminate on basis of gender, a temporary training or development assignment equally available to males and females, a specified merit compensation plan, actions taken as the result of a gender-neutral reevaluation process, or a skills shortage leading to a temporary inflation in compensation. Pay equity will not be achieved by reducing any employee's compensation. The Act establishes a Pay Equity Commission to oversee implementation.

  12. 41 CFR 302-3.419 - For what property will my agency pay property management services?

    Science.gov (United States)

    2010-07-01

    ... 41 Public Contracts and Property Management 4 2010-07-01 2010-07-01 false For what property will my agency pay property management services? 302-3.419 Section 302-3.419 Public Contracts and Property....419 For what property will my agency pay property management services? Your agency will only pay for...

  13. PERFORMANCE BASED PAY AS A DETERMINANT OF JOB SATISFACTION: A STUDY IN MALAYSIA GIATMARA CENTERS

    Directory of Open Access Journals (Sweden)

    Azman ISMAIL

    2011-01-01

    Full Text Available Compensation management literature highlights that performance based payhas two major characteristics: participation in pay systems and adequacy ofpay. The ability of management to properly implement such pay systems maylead to increased job satisfaction in organizations. Though, the nature of thisrelationship is interesting, little is known about the influence of performancebased pay on job satisfaction in compensation management literature.Therefore, this study was conducted to examine the relationship between payfor performance and job satisfaction in Malaysian GIATMARA centers. Theresults of exploratory factor analysis confirmed that measurement scalesused in this study satisfactorily met the standards of validity and reliabilityanalyses. An outcome of stepwise regression analysis shows thatdeterminant of job satisfaction is performance based pay. Further, this resultconfirms that pay for performance is an important antecedent for jobsatisfaction in the studied organizations.

  14. 20 CFR 404.480 - Paying benefits in installments: Drug addiction or alcoholism.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Paying benefits in installments: Drug addiction or alcoholism. 404.480 Section 404.480 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Deductions; Reductions; and Nonpayments of Benefits § 404.480 Paying benefits in installments:...

  15. 20 CFR 416.544 - Paying benefits in installments: Drug addiction or alcoholism.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Paying benefits in installments: Drug addiction or alcoholism. 416.544 Section 416.544 Employees' Benefits SOCIAL SECURITY ADMINISTRATION SUPPLEMENTAL SECURITY INCOME FOR THE AGED, BLIND, AND DISABLED Payment of Benefits, Overpayments, and Underpayments § 416.544 Paying benefits in installment...

  16. Addressing the gender pay gap: Government and social partner actions - The Netherlands

    NARCIS (Netherlands)

    Grunell, M.

    2010-01-01

    The issue of equal pay and the problem of the gender pay gap has been on the agenda of the social partners and the government for many years. Government and social partners have taken action to tackle this form of discrimination. They have encouraged research into sectors and offered instruments and

  17. Executive pay and shareholder litigation

    OpenAIRE

    Lin Peng; Ailsa Röell

    2008-01-01

    The paper examines the impact of executive compensation on private securities litigation. We find that incentive pay in the form of options increases the probability of securities class action litigation, holding constant a wide range of firm characteristics. We further document that there is abnormal upward earnings manipulation during litigation class periods and that insiders exercise more options and sell more shares during class periods, but that this activity is largely driven by pre-ex...

  18. Evaluating the impact of a new pay system on nurses in the UK.

    Science.gov (United States)

    Buchan, James; Ball, Jane

    2011-01-01

    This study examines the impact of implementing a new pay system (Agenda for Change) on nursing staff in the National Health Service (NHS) in the UK. This new pay system covered approximately 400,000 nursing staff. Its objectives were to improve the delivery of patient care as well as staff recruitment, retention and motivation. The new system aimed to provide a simplified approach to pay determination, with a more systematic use of agreed job descriptions and job evaluation to 'price' individual jobs, linked to a new career development framework. Secondary analysis of survey data. Analysis of results of large-scale surveys of members of the Royal College of Nursing of the United Kingdom (RCN) to assess the response of nurses to questions about the implementation process itself and their attitude to pay levels. The results demonstrated that there was some positive change after implementation of Agenda for Change in 2006, mainly some time after implementation, and that the process of implementation itself raised expectations that were not fully met for all nurses. There were clear indications of differential impact and reported experiences, with some categories of nurse being less satisfied with the process of implementation. The overall message is that a national pay system has strengths and weaknesses compared to the local systems used in other countries and that these benefits can only be maximised by effective communication, adequate funding and consistent management of the system. How nurses' pay is determined and delivered can be a major satisfier and incentive to nurses if the process is well managed and can be a factor in supporting clinical practice, performance and innovation. This study highlights that a large-scale national exercise to reform the pay system for nurses is a major undertaking, carries risk and will take significant time to implement effectively. © 2010 Blackwell Publishing Ltd.

  19. Using sensory experiments to determine consumers willingness to pay for traditional apple varieties

    Energy Technology Data Exchange (ETDEWEB)

    Dinis, I.; Simoes, O.; Moreira, J.

    2011-07-01

    The last two decades have witnessed an increasing enthusiasm of consumers for products with specific characteristics, whether related to origin or production technology. Several studies show that consumers are willing to pay price premium for organic products and we may expect that the same happens with other attributes, such as origin and tradition. The aim of this study, based on surveys conducted in the context of a taste panel, is to establish the price premium that consumers are willing to pay for the feature traditional variety, using Portuguese traditional varieties of apples as a case study. Using contingent valuation to determine the willingness to pay and panel data techniques for estimation, a hedonic price model is developed to explain how the price that consumers declare to be willing to pay is related, besides variety, to different attributes of apples, such as appearance and taste, production method and threat of extinction. The results suggest that consumers, regardless of their socio-economic characteristics, are willing to pay a higher price not only for apples with better taste, appearance and smell, but also for Portuguese traditional varieties. (Author) 48 refs.

  20. How to Pay for Higher Education.

    Science.gov (United States)

    Killingsworth, Charles C.

    The financial crisis for institutions of higher education is deepening. Higher tuition rates may be one of the answers, but this would exclude even more young people from attending college because of inability to pay, at a time when greater equality of opportunity in higher education has become an important goal. Federal support has helped but not…

  1. Risk Aversion and Support for Merit Pay: Theory and Evidence from Minnesota's Q Comp Program

    Science.gov (United States)

    Nadler, Carl; Wiswall, Matthew

    2011-01-01

    Recent research attributes the lack of merit pay in teaching to the resistance of teachers. This article examines whether the structure of merit pay affects the types of teachers who support it. We develop a model of the relative utility teachers receive from merit pay versus the current fixed schedule of raises. We show that if teachers are risk…

  2. Stated Preference Survey Estimating the Willingness to Pay ...

    Science.gov (United States)

    A national stated preference survey designed to elicit household willingness to pay for reductions in impinged and entrained fish at cooling water intake structures. To improve estimation of environmental benefits estimation

  3. Will Australians pay for health care advice from a community pharmacist? A video vignette study.

    Science.gov (United States)

    Sriram, Deepa; McManus, Alexandra; Emmerton, Lynne; Jiwa, Moyez

    2015-01-01

    Large proportion of Australians have access to pharmacists' health advice at no cost. The impact of a proposed co-payment levy for general practitioner (GP) consultation by Australian government is unclear. This raises an interesting question about consumers' perceived value of health-related consultations. This survey of representative sample of Western Australians explores the hypothesis that Australians are willing to pay for advanced model of pharmacy consultation. Two videos illustrating current-services and quality-enhanced-service (QES) incorporating systematic assessment of symptoms and referral to GP if necessary, were used. Participants viewed videos online and completed a willingness-to-pay (WTP) questionnaire about their perception and WTP for each service. Logistic regression and McNemar tests were used to identify WTP groups. Of the 175 respondents, one in nine (19/175, 11%) were willing to pay and (35/175) 20% might consider paying for advice at pharmacies as per current-practice. Almost one in four (49/175, 28%) were willing to pay and (47/175) 27% would consider paying for QES (McNemar Test P pay for consultation at pharmacies that offers more private, time-intensive experience with documented GP referral where required. Further research is warranted to test WTP with actual customers to confirm these results. Copyright © 2015 Elsevier Inc. All rights reserved.

  4. The Gender Pay Gap in Europe from a Legal Perspective

    OpenAIRE

    FOUBERT, Petra

    2010-01-01

    The principle of equal pay for men and women for work of equal value has been key to the European Union ever since its foundation. It was laid down in the original Treaty, and brought into practice by several directives. Also the Court of Justice's case law has boosted its importance. Notwithstanding these efforts at the legal level, the average gender pay gap for the 27 EU Member States (17.6% in 2008) is hardly diminishing. It is against this worrisome background that the European Commision...

  5. Willingness to pay for cataract surgery is much lower than actual costs in Zamfara state, northern Nigeria.

    Science.gov (United States)

    Ibrahim, Nazaradden; Ramke, Jacqueline; Pozo-Martin, Francisco; Gilbert, Clare E

    2018-06-01

    Direct medical and non-medical costs incurred by those undergoing subsidised cataract surgery at Gusau eye clinic, Zamfara state, were recently determined. The aim of this study was to assess the willingness to pay for cataract surgery among adults with severe visual impairment or blindness from cataract in rural Zamfara and to compare this to actual costs. In three rural villages served by Gusau eye clinic, key informants helped identify 80 adults with bilateral severe visual impairment or blindness (pay for cataract surgery was determined. The proportion willing to pay actual costs of the (i) subsidised surgical fee (US$18.5), (ii) average non-medical expenses (US$25.2), and (iii) average total expenses (US$51.2) at Gusau eye clinic were calculated. Where participants would seek funds for surgery was determined. Among 80 participants (38% women), most (n = 73, 91%) were willing to pay something, ranging from pay US$18.5 (78% men), one-third (n = 26) were willing to pay US$25.2 (77% men); and 11% (n = 9) were willing to pay US$51.2 (all men). Only six participants (8%) already had the money to pay; one quarter (n = 20) would need to sell possessions to raise the funds. Willingness to pay for cataract surgery among adults with operable cataract in rural Zamfara state is far lower than current costs of undergoing surgery. People who were widowed-most of whom were women-were willing to pay least. Further financial support is required for cataract surgery to be universally accessible.

  6. A new dimension to EU pharma antitrust product hopping and unilateral pay for delay

    OpenAIRE

    Gallasch, Sven

    2016-01-01

    Pay for delay settlements are currently high on the competition law enforcement agenda. The focus in these investigations is on the collusive nature of the agreements between a brand company and generic companies. However, this article moves the discussion away from the commonly recognized collusive anticompetitive potential, advocating for the expansion of antitrust scrutiny of pay for delay settlements to unilateral conduct. Pay for delay settlements could be used as a “facilitator” for a b...

  7. Geographically differentiated pay in the labour market for nurses.

    Science.gov (United States)

    Elliott, Robert F; Ma, Ada H Y; Scott, Anthony; Bell, David; Roberts, Elizabeth

    2007-01-01

    This novel application of spatial wage theory to health service labour markets analyses the competitiveness of nurse's pay and how this differs between local labour markets in Britain. A switching regression model is estimated to derive standardised spatial wage differentials (SSWDs) for nurses and their comparators. An SSWD gap is constructed and its relationship to vacancies estimated. A reduction in the gap in a local area is shown to result in an increase in the long-term vacancy rate for National Health Service (NHS) nurses. The competitiveness of nursing pay is shown to have a strong effect on the ability of the NHS to attract and retain nurses.

  8. Empirically testing the relationship between income distribution, perceived value of money and pay satisfaction

    Directory of Open Access Journals (Sweden)

    Azman Ismail

    2009-07-01

    Full Text Available Compensation management literature highlights that income has three major features: salary, bonus and allowance. If the level and/or amount of income are distributed to employees based on proper rules this may increase pay satisfaction. More importantly, a thorough investigation in this area reveals that the effect of income distribution on pay satisfaction is not consistent if perceived value of money is present in organizations. The nature of this relationship is less emphasized in pay distribution literature. Therefore, this study was conducted to measure the effect of the perceived value of money and income distribution on pay satisfaction using 136 usable questionnaires gathered from employees who have worked in one city based local authority in Sabah, Malaysia (MSLAUTHORITY. Outcomes of hierarchical regression analysis showed that the interaction between perceived value of money and income distribution significantly correlated with pay satisfaction. This result confirms that perceived value of money does act as a moderating variable in the income distribution model of the organizational sample. In addition, discussion and implications of this study are elaborated.

  9. Making Failure Pay: For-Profit Tutoring, High-Stakes Testing, and Public Schools

    Science.gov (United States)

    Koyama, Jill P.

    2010-01-01

    A little-discussed aspect of the No Child Left Behind Act (NCLB) is a mandate that requires failing schools to hire after-school tutoring companies--the largest of which are private, for-profit corporations--and to pay them with federal funds. "Making Failure Pay" takes a hard look at the implications of this new blurring of the…

  10. 9 CFR 203.5 - Statement with respect to market agencies paying the expenses of livestock buyers.

    Science.gov (United States)

    2010-01-01

    ... commission basis, to pay certain of the business or personal expenses incurred by buyers attending livestock... commission basis, to pay, directly or indirectly, any personal or business expenses of livestock buyers... agencies paying the expenses of livestock buyers. 203.5 Section 203.5 Animals and Animal Products GRAIN...

  11. Pay for performance in the public sector

    DEFF Research Database (Denmark)

    Bregn, Kirsten

    2015-01-01

    This paper contributes to an explanation of why pay for performance (PFP) in the public sector has difficulties in functioning properly and why, despite the difficulties, its use is continued. To do so, the paper draws on insights from behavioural economics. The explanation focuses on cognitive...

  12. Refusal to pay electricity bill is illegal

    International Nuclear Information System (INIS)

    Hermann, H.P.

    1979-01-01

    Pursuant to a judgement passed by the Lower Court of Hamburg, the author discusses probable legal arguments justifying the refusal to pay one's electricity bill, the so-called electricity bill boycott. Following an analysis of the power supply contract and of the content and the limits of the fundamental right of freedom of conscience, as well as of the concept of free enterprise and of the legal effect of licenses under the nuclear law, his point of view stated in the article is to agree with the decision of the court saying that the operation of a nuclear power plant licensed under the nuclear law does not mean an infringement of the right of freedom of conscience. It can further not be accepted to let people refuse to pay their electricity bill by referring to the right of freedom of speech, by alleging conduct against public policy on the part of the public utilities, or by referring to the right of opposition. (HSCH) [de

  13. Consumer Perception of Environmental Harm and Willingness to Pay Environmental Handling Fees

    Directory of Open Access Journals (Sweden)

    Calvin Lakhan

    2016-03-01

    Full Text Available This study undertook a critical examination of the relationship between perception of environmental harm and consumer willingness to pay for environmental handling fees (EHF. This analysis was supplemented by asking study participants to indicate under what circumstances (and for what materials they believe a visible fee is appropriate. This study found that there is a statistically significant correlation between willingness to pay environmental handling fees and the perceived environmental harm of the product on which the fee is applied. For items that respondents viewed as “innocuous to the environment” (i.e., “keyboards and mice”, they were relatively unwilling to pay an environmental handling fee. Conversely, for the full range of hazardous waste materials, consumers expressed a willingness to pay EHFs. With respect to fee visibility, respondents indicated that they preferred visible fees (at the sticker for products that they perceived to be dangerous. There is a strong correlation between perceived environmental harm and whether fees should be visible. Consumers are not necessarily averse to paying an eco fee on products (be they hazardous waste, electronic waste, etc., but their willingness to do so is almost entirely a function of whether they believe the product is environmentally burdensome. It is the recommendation of this study that promotion and education campaigns for environmental handling fees, particularly those surrounding waste electronics, place greater emphasis on environmental consequences of improper disposal.

  14. Paying Personal Property Transportation Contracts at the Defense Finance and Accounting Service-Indianapolis Center

    National Research Council Canada - National Science Library

    Bridges, W

    1997-01-01

    ...-IN). This report identifies the issues that DFAS-IN needs to resolve before it can pay transportation FAR contracts and presents an operating concept for paying those bills using electronic data interchange (EDI...

  15. The convergence of the gender pay gap: An alternative estimation approach

    OpenAIRE

    Castagnetti, Carolina; Rosti, Luisa; Töpfer, Marina

    2017-01-01

    So far, little work has been done on directly estimating differences of wage gaps. Stud- ies estimating pay differentials, generally compare them across different subsamples. This comparison does not allow to conduct any inference or, in the case of decompositions, to confront the respective decomposition components across subsamples. We propose an exten- sion of an Oaxaca-Blinder type decomposition based on the omitted variable bias formula to directly estimate the change in pay gaps across ...

  16. Equality and Diversity Policy in the British Public Sector: Narrowing the Gender Pay Gap?

    OpenAIRE

    Gupta, Nidhi

    2008-01-01

    This study aims to analyze the effect of equality and diversity policies on the gender pay gap in UK public sector. The study is evaluated using secondary data from Labour Force Surveys (LFS), Annual Survey of Hours and Earnings (ASHE) and Workplace Employees Relations Survey (WERS) which compares the presence of equality and diversity policies with the simultaneous gender pay gap in UK public sector in order to determine the extent to which these policies have affected the gender pay gap in ...

  17. Willingness to pay for emergency referral transport in a developing setting: a geographically randomized study.

    Science.gov (United States)

    Bose, Sourav K; Bream, Kent D W; Barg, Frances K; Band, Roger A

    2012-07-01

    The objective was to identify the correlates of willingness to pay for ambulance transports from a rural city to a regional hospital in Guatemala. An innovative methodology that utilizes a novel randomization technique and satellite imagery was used to select a sample of homes in Santiago Atitlán, Guatemala. The respondents were surveyed at these homes about their willingness to pay for ambulance transport to a regional hospital. A price ladder was used to elicit respondents' willingness to pay for ambulance transport, depending on the level of severity of three types of emergencies: life-threatening emergencies, disability-causing emergencies, and simple emergencies. Simple and multiple linear regression modeling was used to identify the social and economic correlates of respondents' willingness to pay for ambulance transport and to predict demand for ambulance transport at a variety of price levels. Beta coefficients (β) expressed as percentages with 95% confidence intervals (CIs) were estimated. The authors surveyed 134 respondents (response rate=3.3%). In the multivariable regression models, three variables correlated with willingness to pay: household income, location of residence (rural district vs. urban district), and respondents' education levels. Correlates for ambulance transport in life-threatening emergencies included greater household daily income (β=1.32%, 95% CI=0.63% to 2.56%), rural location of residence (β=-37.3%, 95% CI=-51.1% to -137.5%), and higher educational levels (β=4.41%, 95% CI=1.00% to 6.36%). Correlates of willingness to pay in disability-causing emergencies included greater household daily income (β=1.59%, 95% CI=0.81% to 3.19%) and rural location of residence (β=-19.4%, 95% CI=-35.7% to -89.4%). Correlates of willingness to pay in simple emergencies included rural location of residence (β=59.4%, 95% CI=37.9% to 133.7%) and higher educational levels (β=7.96%, 95% CI=1.96% to 11.8%). At all price levels, more individuals were

  18. Social patterns of pay systems and their associations with psychosocial job characteristics and burnout among paid employees in Taiwan.

    Science.gov (United States)

    Yeh, Wan-Yu; Cheng, Yawen; Chen, Chiou-Jung

    2009-04-01

    Today, performance-based pay systems, also known as variable pay systems, are commonly implemented in workplaces as a business strategy to improve workers' performance and reduce labor costs. However, their impact on workers' job stress and stress-related health outcomes has rarely been investigated. By utilizing data from a nationally representative sample of paid employees in Taiwan, we examined the distribution of variable pay systems across socio-demographic categories and employment sectors. We also examined the associations of pay systems with psychosocial job characteristics (assessed by Karasek's Demand-Control model) and self-reported burnout status (measured by the Chinese version of the Copenhagen Burnout Inventory). A total of 8906 men and 6382 women aged 25-65 years were studied, and pay systems were classified into three categories, i.e., fixed salary, performance-based pay (with a basic salary), and piece-rated or time-based pay (without a basic salary). Results indicated that in men, 57% of employees were given a fixed salary, 24% were given a performance-based pay, and 19% were remunerated through a piece-rated or time-based pay. In women, the distributions of the 3 pay systems were 64%, 20% and 15%, respectively. Among the three pay systems, employees earning through a performance-based pay were found to have the longest working hours, highest level of job control, and highest percentage of workers who perceived high stress at work. Those remunerated through a piece-rated/time-based pay were found to have the lowest job control, shortest working hours, highest job insecurity, lowest potential for career growth, and lowest job satisfaction. The results of multivariate regression analyses showed that employees earning through performance-based and piece-rated pay systems showed higher scores for personal burnout and work-related burnout, as compared to those who were given fixed salaries, after adjusting for age, education, marital status

  19. 28 CFR 545.26 - Performance pay provisions.

    Science.gov (United States)

    2010-07-01

    ... supervision and instruction, safety and care of equipment, ability to work with others, and overall job..., physical demands, working conditions (exposed to dusts, odors, etc.), and the degree of responsibility held... inmate may receive special bonus pay based on the inmate's exceptional work in a temporary job assignment...

  20. Electricity tariffs in India: an assessment of consumers' ability and willingness to pay in Gujarat

    International Nuclear Information System (INIS)

    Ranjan Kumar Bose; Megha Shukla

    2001-01-01

    A sample of electricity consumers covering agricultural, residential and industrial consumers, in the Indian State of Gujarat was surveyed in 1997 to investigate the consumers' ability and willingness to pay for electricity supplied from the grid. The ability to pay was estimated using the weight of the cost of electricity to meet at least the basic household needs in relation to the overall income or expenditure. The willingness to pay was estimated using the costs of meeting the needs by alternative sources of energy, namely diesel in the case of farmers to pump water for irrigation and captive power generation using diesel generators in the case of industrial users. Survey results reveal the proportion of consumers in different categories, which do not have the ability to pay more or are even not willing to pay more for electricity. The survey findings have been used as a guideline in the proposed adjustment of tariffs charged by the Gujarat Electricity Board. (author)

  1. Theory and Practice in CEO Pay: A Course Module and Integrative Case Based on Boeing Inc.

    Science.gov (United States)

    Boschen, John F.; Smith, Kimberly J.

    2012-01-01

    Business students may dream of receiving pay packages like that of Michael Eisner at Disney. However, many of them will work for the compensation consultant who determines the economics of the pay arrangements, for the valuation consultant who values the different components of the pay arrangements, for the accountant who must audit the financial…

  2. 76 FR 27080 - Agency Information Collection Activities: Application To Pay Off or Discharge an Alien Crewman

    Science.gov (United States)

    2011-05-10

    ... Activities: Application To Pay Off or Discharge an Alien Crewman AGENCY: U.S. Customs and Border Protection...: Application To Pay Off or Discharge an Alien Crewman (Form I-408). This is a proposed extension of an...: Application To Pay Off or Discharge an Alien Crewman. OMB Number: 1651-0106. Form Number: I-408. Abstract: CBP...

  3. Information on the thefts committed in the Pays de Gex

    CERN Multimedia

    2007-01-01

    A large number of e-mails are currently circulating regarding thefts committed in the Pays de Gex. At CERN's request, the French authorities have provided the following information: A few armed robberies, muggings and attacks at private houses were committed in the Pays de Gex in December 2006 and January 2007. As a result, a night squad has been set up to supplement the Gendarmerie's Peloton de Surveillance et d'Intervention de la Gendarmerie (PSIG) in order to reinforce the visibility of the police presence. In this context, the Authorities point out that the number of crimes and offences committed in the Pays de Gex in 2006 dropped by 16% (this figure also relates to thefts and includes break-ins). If you notice people acting suspiciously, you are advised to notify the Gendarmerie immediately (the emergency telephone number in France is 17) and to make a note of the number and appearance of the persons concerned (height, age, hair colour, build, clothing, distinguishing features, etc.), as well as t...

  4. The Public Sector Pay Gap in France, Great Britain and Italy

    OpenAIRE

    Claudio Lucifora; Dominique Meurs

    2004-01-01

    We investigate public-private pay determination using French, British and Italian microdata. While traditional methods focus on parametric methods to estimate the public sector pay gap, in this paper, we use both non-parametric (kernel) and quantile regression methods to analyse the distribution of wages across sectors. We show that the public-private (hourly) wage differential is sensitive to the choice of quantile and that the pattern of premia varies with both gender and skill. In all coun...

  5. 76 FR 32859 - General Schedule Locality Pay Areas

    Science.gov (United States)

    2011-06-07

    ... and the strong racial, ethnic, and cultural ties which bind together the residents of those places and... cultural ties. 5 U.S.C. 5304. Comment 9 ``The locality pay system is not intended to allow the Government...

  6. Foreign Experience of Applying the Principle of "Pump or Pay" in the Field of Pipeline Transportation

    Directory of Open Access Journals (Sweden)

    Valeriy I. Salygin

    2015-01-01

    Full Text Available This article reveals the practice of "ship or pay" principle in the US, Canada and Europe. The authors analyze the practice of concluding contracts for oil and petroleum products transportation, procedures, terms and conditions stipulated in the contract. The "take or pay" principle is a common practice in developed countries like the US, Canada and the UK. The specific feature of the United States is that the pipelines are not built only for one shipper, but rather for all market, which is caused the "open season" tradition. In Canada, "take or pay" principle applies to cover the capital costs of the carrier. The main reasons for usage of terms "take or pay" are to minimize risks of the carrier, building or expanding his own pipeline network, by guaranteeing shipper's financial benefits after the putting pipeline into operation. "Take or pay" contracts cover the carrier's obligation to provide agreed minimum amount of petroleum to the consignor within a certain period. In turn, the shipper is obliged to accept the minimum amount of petroleum and pay, regardless of the fact of acceptance of oil. "Take or pay" principle is a kind of risk-sharing mechanism, which allows to shift the risks of non-fulfillment of the contract to the shipper. Besides, the "take or pay" principle can be indirect guarantee in the context of project financing, and therefore, financing. The article emphasizes the main advantages of the application of this principle and opportunities for its use in Russia.

  7. Residential consumers in the Cape Peninsula's willingness to pay for premium priced green electricity

    International Nuclear Information System (INIS)

    Oliver, Henry; Volschenk, Jako; Smit, Eon

    2011-01-01

    A number of studies have explored the willingness (i.e. stated willingness as opposed to actual willingness) of consumers to pay a premium for green electricity in developed countries. However, little is known about how this translates into an emerging economy context. This study investigates the level of willingness of residential households in South Africa's Cape Peninsula to pay a premium for electricity from renewable energy. It methodologically drew on recent contributions in the literature on norm-motivated behaviour used to identify testable factors that could influence residential consumers' willingness to pay (WTP). Interestingly, the study found a significant positive link between household income and WTP for green electricity, contrary to the findings of some previous studies. Not only are higher income households more likely to pay a premium, but typically they are also willing to pay a bigger premium. It was also further established that the view that green electricity is reliable, involvement in the recycling of waste and the belief that everyone should contribute to green electricity generation drive the WTP. - Research Highlights: →The study explored the drivers of willingness to pay (WTP) a premium for green electricity. →All the hypothesised drivers of WTP a premium were found to be significant. →Contrary to some former studies, income was found to be a good predictor of WTP and the pledged premium. →The quantum of the premium positively correlates with income levels.

  8. Willingness to pay for footwear, and associated factors related to podoconiosis in northern Ethiopia.

    Science.gov (United States)

    Tsegay, Girmay; Tamiru, Abreham; Amberbir, Tsige; Davey, Gail; Deribe, Kebede

    2016-09-01

    In Northern Ethiopia, use of footwear by the rural community is limited, and non-governmental organizations provide footwear for school children as a means of preventing podoconiosis. However, this is not a sustainable strategy. This study assessed willingness to pay for footwear among people with and without podoconiosis. A comparative cross-sectional community-based study was conducted in Mecha and Gozamen woredas among randomly selected people with and without podoconiosis. Trained health extension workers collected data using an interviewer-administered structured questionnaire. The data were entered into EPI-Data and exported to SPSS version 16.0 statistical software package for analysis. The willingness to pay for footwear among people with and without podoconiosis was 72.3% and 76.7% respectively (p=0.30). People with podoconiosis in the lower quintiles of economic status were less likely to be willing to pay for footwear than those in the higher quintiles. There is substantial willingness to pay for footwear. The expressed willingness to pay indicates demand for footwear in the community, suggesting an opportunity for shoe companies. There are still a substantial proportion of individuals not willing to pay for footwear. This requires intensified public education and social transformation to bring about change in behavior towards footwear use if elimination of podoconiosis within our generation is to be achieved. © The Author 2016. Published by Oxford University Press Royal Society of Tropical Medicine and Hygiene.

  9. Payment for ecosystem services - paying mussel producers for nitrogen mitigation

    DEFF Research Database (Denmark)

    Hasler, Berit; Petersen, Jens Kjerulf; Zandersen, Marianne

    2015-01-01

    to the marine environment, and the costs of implementing these abatement measures for nutrient load reductions are increasing at the margin. The nutrient uptake by the mussels can be regarded an ecosystem service, that might be utilized, but which need motivation and incentives for the mussel producers...... as a transferable development right where farmers buy the right to continue current fertilizer practices by paying for N retention in another location (here in the water bodies). It is also possible to learn from the GHG policy where it is possible to pay for abatement elsewhere, where it’s more cost...

  10. Job Evaluation: Pay Equity Problem or Solution?

    Science.gov (United States)

    Mecham, Robert C.

    It has been hypothesized that current methods of determining pay rates value the characteristics of jobs held primarily by men differently than the characteristics of jobs held primarily by women, resulting in lower earnings for women. A policy capturing approach using numerically rated job characteristics (PAQ data) was applied separately to the…

  11. The importance of shareholder activism : the case of say-on-pay

    OpenAIRE

    Stathopoulos, Konstantinos; Voulgaris, Georgios

    2016-01-01

    Manuscript Type: Review\\ud Research Question/Issue: This study focuses on the role of Say-on-Pay as a mechanism that aims to promote the efficiency of corporate governance by providing an additional channel for the expression of shareholder “voice”. Initially introduced in the UK, Say-on-Pay has subsequently been adopted in a large number of countries and it has recently received significant attention from regulators, media and the general public. The purpose of this study is to review prior ...

  12. The measurement of low pay in the UK labour force survey

    OpenAIRE

    Skinner, Chris; Stuttard, Nigel; Beissel-Durrant, Gabriele; Jenkins, James

    2003-01-01

    Consideration of the National Minimum Wage requires estimates of the distribution of hourly pay. The UK Labour Force Survey (LFS) is a key source of such estimates. The approach most frequently adopted by researchers has been to measure hourly earnings from several questions on pay and hours. The Office for National Statistics is now applying a new approach, based on an alternative more direct measurement introduced in March 1999. These two measures do not produce identical values and this pa...

  13. Designing Incentives for Public School Teachers: Evidence from a Texas Incentive Pay Program

    Science.gov (United States)

    Springer, Matthew G.; Taylor, Lori L.

    2016-01-01

    Pay-for-performance is a popular public education reform, but there is little evidence about the characteristics of a well-designed incentive pay plan for teachers. Some of the literature suggests that effective incentive plans must offer relatively large awards to induce behavioral changes. On the other hand, the experimental economics literature…

  14. 41 CFR 301-75.2 - May we pay pre-employment interview travel expenses?

    Science.gov (United States)

    2010-07-01

    ... 41 Public Contracts and Property Management 4 2010-07-01 2010-07-01 false May we pay pre-employment interview travel expenses? 301-75.2 Section 301-75.2 Public Contracts and Property Management...-EMPLOYMENT INTERVIEW TRAVEL General Rules § 301-75.2 May we pay pre-employment interview travel expenses? Yes...

  15. Factors Influencing the Willingness to Pay User Fees

    OpenAIRE

    Morse, George W.

    2012-01-01

    In this Note I explore the factors which influence the demand side of program participation, or the willingness to pay (WTP). The WTP estimates can help you determine how many people will participate in an event at each fee level.

  16. The consumer pays the energy bill

    International Nuclear Information System (INIS)

    Meulmeester, P.; Haffner, R.C.G.

    2005-01-01

    The liberalization of the energy market for small-scale consumers in the Netherlands coincides with a period in which consumers have to pay high energy bills. However, the cause of this is not the liberalization, but the high oil prices and raised taxes. In this article an overview is given of the total energy bill n the Netherlands, its components and the first effects of the liberalization process [nl

  17. Network homophily and the evolution of the pay-it-forward reciprocity.

    Directory of Open Access Journals (Sweden)

    Yen-Sheng Chiang

    Full Text Available The pay-it-forward reciprocity is a type of cooperative behavior that people who have benefited from others return favors to third parties other than the benefactors, thus pushing forward a cascade of kindness. The phenomenon of the pay-it-forward reciprocity is ubiquitous, yet how it evolves to be part of human sociality has not been fully understood. We develop an evolutionary dynamics model to investigate how network homophily influences the evolution of the pay-it-forward reciprocity. Manipulating the extent to which actors carrying the same behavioral trait are linked in networks, the computer simulation model shows that strong network homophily helps consolidate the adaptive advantage of cooperation, yet introducing some heterophily to the formation of network helps advance cooperation's scale further. Our model enriches the literature of inclusive fitness theory by demonstrating the conditions under which cooperation or reciprocity can be selected for in evolution when social interaction is not confined exclusively to relatives.

  18. Network homophily and the evolution of the pay-it-forward reciprocity.

    Science.gov (United States)

    Chiang, Yen-Sheng; Takahashi, Nobuyuki

    2011-01-01

    The pay-it-forward reciprocity is a type of cooperative behavior that people who have benefited from others return favors to third parties other than the benefactors, thus pushing forward a cascade of kindness. The phenomenon of the pay-it-forward reciprocity is ubiquitous, yet how it evolves to be part of human sociality has not been fully understood. We develop an evolutionary dynamics model to investigate how network homophily influences the evolution of the pay-it-forward reciprocity. Manipulating the extent to which actors carrying the same behavioral trait are linked in networks, the computer simulation model shows that strong network homophily helps consolidate the adaptive advantage of cooperation, yet introducing some heterophily to the formation of network helps advance cooperation's scale further. Our model enriches the literature of inclusive fitness theory by demonstrating the conditions under which cooperation or reciprocity can be selected for in evolution when social interaction is not confined exclusively to relatives.

  19. Performance-based pay is fair, particularly when I perform better : Differential fairness perceptions of allocators and recipients

    NARCIS (Netherlands)

    Van Yperen, N.W.; Van den Bos, K.P.; de Graaff, D.

    2005-01-01

    We examined in two experiments the impact of the roles that people enact (allocator or recipient) and performance attributions (talent or effort) on fairness perceptions of pay systems (performance-based pay or job-based pay). To test the relative effects of the roles that people enact, in the

  20. Department of Defense Financial Management Regulation. Volume 8. Civilian Pay Policy and Procedures

    Science.gov (United States)

    1995-01-01

    paymentll Of theV advance: earne11d incomie credit if balances must include the overtimeu rate of pay at data is not included inl the automiated coaiver...living increases. The Secretary of Health and Human Services publishes in the Federal Register, by November 1 of each year, the amount of gross pay from

  1. Green buildings pay

    DEFF Research Database (Denmark)

    Naboni, Emanuele; Edwards, Brian

    The new edition of ‘Green Buildings Pay’ authored by Brian Edwards and Emanuele Naboni explores the business and professional benefits which derive from architectural design driven by sustainability. With a new sub-title ‘Green Buildings Pay: design, productivity and ecology’ the book argues...... that environmental design has altered how we design, construct and manage buildings. The book has relevance to those who not only design and engineer buildings but to those who commission architecture and those who occupy the products of this process. Hence, the user is a key consideration. The book examines via...... a number of LEED and BREEAM cases the buildings which flow from corporate environmental responsibility. A number of office and university buildings are examined from three main perspectives- the architect, client and user. One key finding is that architectural innovation has been driven by ecological...

  2. 77 FR 11599 - January 2012 Pay Schedules

    Science.gov (United States)

    2012-02-27

    ... definitions can be found at http://www.opm.gov/oca/12tables/locdef.asp . The 2012 locality pay percentages... increased in 2012. The memo is available at http://www.opm.gov/flsa/oca/11tables/Extend_2012.pdf . On.... (See http://www.opm.gov/oca/compmemo/index.asp .) The memorandum transmitted Executive Order 13594 and...

  3. Frontal Brain Asymmetry and Willingness to Pay.

    Science.gov (United States)

    Ramsøy, Thomas Z; Skov, Martin; Christensen, Maiken K; Stahlhut, Carsten

    2018-01-01

    Consumers frequently make decisions about how much they are willing to pay (WTP) for specific products and services, but little is known about the neural mechanisms underlying such calculations. In this study, we were interested in testing whether specific brain activation-the asymmetry in engagement of the prefrontal cortex-would be related to consumer choice. Subjects saw products and subsequently decided how much they were willing to pay for each product, while undergoing neuroimaging using electroencephalography. Our results demonstrate that prefrontal asymmetry in the gamma frequency band, and a trend in the beta frequency band that was recorded during product viewing was significantly related to subsequent WTP responses. Frontal asymmetry in the alpha band was not related to WTP decisions. Besides suggesting separate neuropsychological mechanisms of consumer choice, we find that one specific measure-the prefrontal gamma asymmetry-was most strongly related to WTP responses, and was most coupled to the actual decision phase. These findings are discussed in light of the psychology of WTP calculations, and in relation to the recent emergence of consumer neuroscience and neuromarketing.

  4. Frontal Brain Asymmetry and Willingness to Pay

    Directory of Open Access Journals (Sweden)

    Thomas Z. Ramsøy

    2018-03-01

    Full Text Available Consumers frequently make decisions about how much they are willing to pay (WTP for specific products and services, but little is known about the neural mechanisms underlying such calculations. In this study, we were interested in testing whether specific brain activation—the asymmetry in engagement of the prefrontal cortex—would be related to consumer choice. Subjects saw products and subsequently decided how much they were willing to pay for each product, while undergoing neuroimaging using electroencephalography. Our results demonstrate that prefrontal asymmetry in the gamma frequency band, and a trend in the beta frequency band that was recorded during product viewing was significantly related to subsequent WTP responses. Frontal asymmetry in the alpha band was not related to WTP decisions. Besides suggesting separate neuropsychological mechanisms of consumer choice, we find that one specific measure—the prefrontal gamma asymmetry—was most strongly related to WTP responses, and was most coupled to the actual decision phase. These findings are discussed in light of the psychology of WTP calculations, and in relation to the recent emergence of consumer neuroscience and neuromarketing.

  5. Frontal Brain Asymmetry and Willingness to Pay

    Science.gov (United States)

    Ramsøy, Thomas Z.; Skov, Martin; Christensen, Maiken K.; Stahlhut, Carsten

    2018-01-01

    Consumers frequently make decisions about how much they are willing to pay (WTP) for specific products and services, but little is known about the neural mechanisms underlying such calculations. In this study, we were interested in testing whether specific brain activation—the asymmetry in engagement of the prefrontal cortex—would be related to consumer choice. Subjects saw products and subsequently decided how much they were willing to pay for each product, while undergoing neuroimaging using electroencephalography. Our results demonstrate that prefrontal asymmetry in the gamma frequency band, and a trend in the beta frequency band that was recorded during product viewing was significantly related to subsequent WTP responses. Frontal asymmetry in the alpha band was not related to WTP decisions. Besides suggesting separate neuropsychological mechanisms of consumer choice, we find that one specific measure—the prefrontal gamma asymmetry—was most strongly related to WTP responses, and was most coupled to the actual decision phase. These findings are discussed in light of the psychology of WTP calculations, and in relation to the recent emergence of consumer neuroscience and neuromarketing. PMID:29662432

  6. Paying for Mitigation: A Multiple Country Study

    Energy Technology Data Exchange (ETDEWEB)

    Carlsson, Fredrik; Kataria, Mitesh; Krupnick, Alan; Lampi, Elina; Loefgren, Aasa; Ping Qin; Chung, Susie; Sterner, Thomas

    2010-05-15

    Unique survey data from a contingent valuation study conducted in three different countries (China, Sweden, and the United States) were used to investigate the ordinary citizen's willingness to pay (WTP) for reducing CO{sub 2} emissions. We find that a large majority of the respondents in all three countries believe that the mean global temperature has increased over the last 100 years and that humans are responsible for the increase. A smaller share of Americans, however, believes these statements, when compared to the Chinese and Swedes. A larger share of Americans is also pessimistic and believes that nothing can be done to stop climate change. We also find that Sweden has the highest WTP for reductions of CO{sub 2}, while China has the lowest. Thus, even though the Swedes and Chinese are similar to each other in their attitudes toward climate change, they differ considerably in their WTP. When WTP is measured as a share of household income, the willingness to pay is the same for Americans and Chinese, while again higher for the Swedes

  7. Gender inequality, gender pay gap, and pay inequity: Perceptions and reactions in Finnish society and workplaces

    OpenAIRE

    Khoreva, Violetta

    2012-01-01

    A growing awareness of gender inequality as well as a conviction that it should be eliminated has produced a number of studies aiming at uncovering its reasons. Much less attention has been given to the subjective dimension of how individuals perceive gender inequality. One of the main elements of gender inequality, the gender pay gap, has also received considerable attention by scholars all around the world. However, several researchers documented that their respondents did not perceive the...

  8. The Public-Private Sector Pay Gap in Ireland: What Lies Beneath?

    OpenAIRE

    Kelly, Elish; McGuinness, Seamus; O'Connell, Philip J.

    2009-01-01

    This paper provides a sub-sectoral analysis of changes in the public-private sector pay gap in Ireland between 2003 and 2006. We find that between March 2003 and October 2006 the public sector pay premium increased from 14 to 26 per cent and that there was substantial variation between subsectors of the public service. Within the public service the premium in 2006 was highest in Education and Security Services and lowest in the Civil Service and Local Authorities. In the private sector the pa...

  9. Performance related pay (PRP) to social workers in Danish Job Centres

    DEFF Research Database (Denmark)

    Flensborg Jensen, Maya; Rosdahl, Anders

    This paper discusses two issues: - Why has some Danish local employment administrations introduced performance related pay (PRP) for social workers while others have not? - Does PRP to social workers imply better efforts to bring long-term recipients of social assistance into employment?......This paper discusses two issues: - Why has some Danish local employment administrations introduced performance related pay (PRP) for social workers while others have not? - Does PRP to social workers imply better efforts to bring long-term recipients of social assistance into employment?...

  10. Improving Teaching Effectiveness: Merit Pay vs. Organizational Culture.

    Science.gov (United States)

    Bushardt, Stephen C.; Fowler, Aubrey R.

    1987-01-01

    Identifies four conditions which cause merit pay systems to fail to increase teacher performance: lack of skills, the poor timing of rewards, an inability to measure performance; and competing reinforcers. Explains why organizational culture is a more effective mediator of rewards. (SD)

  11. Dutch Consumers’ Willingness to Pay for Broiler Welfare

    NARCIS (Netherlands)

    Mulder, Machiel; Zomer, Sigourney

    2017-01-01

    This article analyzes Dutch consumers’ willingness to pay (WTP) for the welfare of broiler chickens and the consequences for nonhuman animal welfare policies. Using data from a discrete-choice experiment and a random parameter logit model, this study showed that consumers particularly value

  12. Consumer Willingness to Pay a Premium for Halal Goat Meat: A Case from Atlanta, Georgia

    OpenAIRE

    Ibrahim, Mohammed

    2011-01-01

    The growth in goat meat demand is attributed to the influx of immigrants from goat-meat-eating countries into the U.S. This Paper examines the willingness to pay a premium for halal goat meat. The factors that significantly impact the willingness to pay a premium for halal goat meat in Atlanta include income, current consumption, household size, and marital status. Results suggest that the mean willingness to pay a premium for the halal attribute is 50 cents per pound of goat meat.

  13. Are you paying too much for that acquisition?

    Science.gov (United States)

    Eccles, R G; Lanes, K L; Wilson, T C

    1999-01-01

    Despite 30 years of evidence demonstrating that most acquisitions don't create value for the acquiring company, executives continue to make more deals, and bigger deals, every year. There are plenty of reasons why value isn't created, but many times it's simply because the acquiring company paid too much. It's not, however, that acquirers pay too high a price in an absolute sense. Rather, they pay more than the acquisition is worth to them. What is that optimum price? The authors present a systematic way to arrive at it, involving several distinct concepts of value. In today's market, the purchase price of an acquisition will nearly always be higher than the intrinsic value of the company--the price of its stock before any acquisition intentions are announced. The key is to determine how much of that difference is "synergy value"--the value that will result from improvements made when the companies are combined. This value will accrue to the acquirer's shareholders rather than to the target's shareholders. The more synergy value a particular acquisition can generate, the higher the maximum price an acquirer is justified in paying. Just as important as correctly calculating the synergy value is having the discipline to walk away from a deal when the numbers don't add up. If returns to shareholders from acquisitions are no better in the next ten years than they've been in the past 30, the authors warn, it will be because companies have failed to create systematic corporate governance processes that put their simple lessons into practice.

  14. Mind the gap: financial London and the regional class pay gap.

    Science.gov (United States)

    Friedman, Sam; Laurison, Daniel

    2017-09-01

    The hidden barriers, or 'gender pay gap', preventing women from earning equivalent incomes to men is well documented. Yet recent research has uncovered that, in Britain, there is also a comparable class-origin pay gap in higher professional and managerial occupations. So far this analysis has only been conducted at the national level and it is not known whether there are regional differences within the UK. This paper uses pooled data from the 2014 and 2015 Labour Force Survey (N = 7,534) to stage a more spatially sensitive analysis that examines regional variation in the class pay gap. We find that this 'class ceiling' is not evenly spatially distributed. Instead it is particularly marked in Central London, where those in high-status occupations who are from working-class backgrounds earn, on average, £10,660 less per year than those whose parents were in higher professional and managerial employment. Finally, we inspect the Capital further to reveal that the class pay gap is largest within Central London's banking and finance sector. Challenging policy conceptions of London as the 'engine room' of social mobility, these findings suggest that class disadvantage within high-status occupations is particularly acute in the Capital. The findings also underline the value of investigating regional differences in social mobility, and demonstrate how such analysis can unravel important and previously unrecognized spatial dimensions of class inequality. © London School of Economics and Political Science 2017.

  15. Gender Pay Differences in the European Union: Do Higher Wages Make Up For Discrimination?

    NARCIS (Netherlands)

    E.J.F. Canton (Erik); I. Verheul (Ingrid)

    2009-01-01

    textabstractThis paper explores the role of social interactions at the work floor for understanding gender pay differences in the EU. Using data from the Fourth European Working Conditions Survey, we find that sex similarity of subordinate and supervisor decreases the pay disadvantage for women in

  16. Gendered Universities and the Wage Gap: Case Study of a Pay Equity Audit in an Australian University

    Science.gov (United States)

    Currie, Jan; Hill, Beverley

    2013-01-01

    Studies worldwide have found that women's pay lags behind men's in academia. This article describes pay equity policies in Australia and overseas and the use of a pay equity audit as a strategic tool to reduce gender inequities at The University of Western Australia (UWA). As a research-intensive university, UWA resembles similar universities…

  17. Measurement Invariance of the Pay Satisfaction Questionnaire across Gender: Explaining the "Contented Female Worker Paradox" More Thoroughly

    Science.gov (United States)

    De Gieter, S.; Hofmans, J.; De Cooman, R.; Pepermans, R.

    2009-01-01

    Although women tend to earn less for doing similar jobs, research indicates that they are at least as satisfied with their pay as their male colleagues. In examining explanations for this "paradox of the contented female worker," the Pay Satisfaction Questionnaire (PSQ) is often used to measure and compare the pay satisfaction of both…

  18. The effect of performance-based pay systems on job satisfaction and stress

    OpenAIRE

    Hornbach, Jessica Janina

    2013-01-01

    Previous investigations regarding the health- and wellbeing-related outcomes of performance-based pay systems have been scarce and ambiguous so far. Considering the huge economic and organizational impact of stress-related health problems, it is important to further investigate this relation, including the impact of different variables that can help to explain the variation in the relationship between performance-based pay and job strain. The main purpose of this study is to challenge the res...

  19. Can monkeys make investments based on maximized pay-off?

    Directory of Open Access Journals (Sweden)

    Sophie Steelandt

    2011-03-01

    Full Text Available Animals can maximize benefits but it is not known if they adjust their investment according to expected pay-offs. We investigated whether monkeys can use different investment strategies in an exchange task. We tested eight capuchin monkeys (Cebus apella and thirteen macaques (Macaca fascicularis, Macaca tonkeana in an experiment where they could adapt their investment to the food amounts proposed by two different experimenters. One, the doubling partner, returned a reward that was twice the amount given by the subject, whereas the other, the fixed partner, always returned a constant amount regardless of the amount given. To maximize pay-offs, subjects should invest a maximal amount with the first partner and a minimal amount with the second. When tested with the fixed partner only, one third of monkeys learned to remove a maximal amount of food for immediate consumption before investing a minimal one. With both partners, most subjects failed to maximize pay-offs by using different decision rules with each partner' quality. A single Tonkean macaque succeeded in investing a maximal amount to one experimenter and a minimal amount to the other. The fact that only one of over 21 subjects learned to maximize benefits in adapting investment according to experimenters' quality indicates that such a task is difficult for monkeys, albeit not impossible.

  20. Searching for Determinants of Pay or Not to Pay Cash Dividend in Indonesia

    Directory of Open Access Journals (Sweden)

    Triasesiarta Nur

    2014-01-01

    Full Text Available Normal 0 false false false EN-US X-NONE X-NONE /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Table Normal"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-qformat:yes; mso-style-parent:""; mso-padding-alt:0in 5.4pt 0in 5.4pt; mso-para-margin-top:0in; mso-para-margin-right:0in; mso-para-margin-bottom:10.0pt; mso-para-margin-left:0in; line-height:115%; mso-pagination:widow-orphan; font-size:11.0pt; font-family:"Calibri","sans-serif"; mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin; mso-fareast-font-family:"Times New Roman"; mso-fareast-theme-font:minor-fareast; mso-hansi-font-family:Calibri; mso-hansi-theme-font:minor-latin;} A dividend decision of a firm is an outcome of various considerations. These considerations differ across time and industry. Based on asymetric information – agency theory thougtht, this study re-examined various variables that have a bearing on the dividend decision of a firm. In addition to examining the impact of corporate fundamentals on  dividend policy, the study also analyzed the effect of expropriation trigger variables (family ownership, cash funds, the level of diversification and Related Party Transaction/RPT on a dividend policy. The results of panel logistic regression indicated that Cash Funds, RPT, Profitability, Size, Growth, Debt and Macroecomics variables are the determinants of the dividend policy for Indonesian listed public companies, observed during 2002 to 2010.   Keywords: dividend policy-pay and not pay cash dividend, expropriation, asymmetry information, agency theory,  family ownership, cash funds, level of diversification, related party transaction, panel data analysis.

  1. Governance by Green Taxes: Making Pollution Prevention Pay

    DEFF Research Database (Denmark)

    Andersen, Mikael Skou

    a comparative study of the water policies of Denmark, France, Germany and the Netherlands, he shows how, in contrast to administrative regulation, green taxes have made pollution prevention pay and promoted the "ecological modernization" of industry. He goes on, however, to challenge the prevailing orthodoxy...

  2. Comparing methods for measuring consumer willingness to pay: A cognitive perspective

    DEFF Research Database (Denmark)

    Grunert, Klaus G.; Madsen, Charlotte Øland; Juhl, Hans Jørn

    Willingness to pay for a basic chilled soup product and for an improved, self-heating version was measured for 100 Ss who were randomly assigned to conditions: a contingent valuation scheme, and an experimental auction scheme. Drawing on constructs derived from research in consumer price informat......Willingness to pay for a basic chilled soup product and for an improved, self-heating version was measured for 100 Ss who were randomly assigned to conditions: a contingent valuation scheme, and an experimental auction scheme. Drawing on constructs derived from research in consumer price...

  3. 27 CFR 25.177 - Evasion of or failure to pay tax; failure to file a tax return.

    Science.gov (United States)

    2010-04-01

    ... 27 Alcohol, Tobacco Products and Firearms 1 2010-04-01 2010-04-01 false Evasion of or failure to... Pay Tax § 25.177 Evasion of or failure to pay tax; failure to file a tax return. Sections 5671, 5673, 5684, 6651, and 6656 of Title 26 United States Code provide penalties for evasion or failure to pay tax...

  4. Willingness to pay for quality of life technologies to enhance independent functioning among baby boomers and the elderly adults.

    Science.gov (United States)

    Schulz, Richard; Beach, Scott R; Matthews, Judith T; Courtney, Karen; Devito Dabbs, Annette; Person Mecca, Laurel; Sankey, Steadman Scott

    2014-06-01

    We report the results of a study designed to assess whether and how much potential individual end users are willing to pay for Quality of Life Technologies (QoLTs) designed to enhance functioning and independence. We carried out a web survey of a nationally representative sample of U.S. baby boomers (aged 45-64; N = 416) and older adults (aged 65 and greater, N = 114). Respondents were first instructed to assume that they needed help with kitchen activities/personal care and that technology was available to help with things like meal preparation/dressing, and then they were asked the most they would be willing to pay each month out of pocket for these technologies. We modeled willingness to pay some (72% of respondents) versus none (28%), and the most people were willing to pay. Those willing to pay something were on average willing to pay a maximum of $40.30 and $45.00 per month for kitchen and personal care technology assistance, respectively. Respondents concerned about privacy or who were currently using assistive technology were less willing to pay. Respondents with higher incomes, who were Hispanic, or who perceived a higher likelihood of needing help in the future were more willing to pay. Consumers' willingness to pay out of pocket for technologies to improve their well-being and independence is limited. In order to be widely adopted, QoLTs will have to be highly cost effective so that third party payers such as Medicare and private insurance companies are willing to pay for them.

  5. Paying for Payments

    DEFF Research Database (Denmark)

    Korsgaard, Søren

    depends only on the relative costs of producing cash and card payments and can be used by regulators to assess privately set interchange fees. When calibrated to cost data, the model implies an optimal fee that is low and may even be negative. The findings are consistent with empirical evidence of high......Do consumers and merchants use the most efficient payment instruments? I examine how interchange fees, which are fees paid from merchants' banks to consumers' banks when card transactions take place, influence the choice between cash and payment cards. I show that when consumers do not pay...... transaction fees to banks - a common feature in bank contracts - card use is declining in interchange fees, and surcharging does not neutralize interchange fees. According to my model, banks set interchange fees at too high a level, resulting in too few card payments. I derive an optimal interchange fee which...

  6. Drivers willingness to pay progressive rate for street parking.

    Science.gov (United States)

    2015-01-01

    This study finds willingness to pay and price elasticity for on-street parking demand using stated : preference data obtained from 238 respondents. Descriptive, statistical and economic analyses including : regression, generalized linear model, and f...

  7. The Equal Pay Act: The First 30 Years.

    Science.gov (United States)

    Crampton, Suzanne M.; Hodge, John W.; Mishra, Jitendra M.

    1997-01-01

    Analysis by decade of the effects of the Equal Pay Act of 1963 shows that women's earnings relative to men's increased by 10 cents from 1960-1990. Black and Hispanic women's earnings lagged further behind. More education and experience did not help women narrow the gap. (SK)

  8. 44 CFR 208.12 - Maximum Pay Rate Table.

    Science.gov (United States)

    2010-10-01

    ...) Physicians. DHS uses the latest Special Salary Rate Table Number 0290 for Medical Officers (Clinical... Personnel, in which case the Maximum Pay Rate Table would not apply. (3) Compensation for Sponsoring Agency... organizations, e.g., HMOs or medical or engineering professional associations, under the revised definition of...

  9. Characterisation of cyclists’ willingness to pay for green initiatives at Africa’s largest cycle tour

    Directory of Open Access Journals (Sweden)

    Melville Saayman

    2016-08-01

    Full Text Available The Cape Argus Pick n Pay Cycle Tour is a major event on the road cycling calendar. The majority of cyclists travel significant distances and participation produces a substantial carbon footprint. This paper examines participants’ willingness to pay to offset their carbon footprint. The purpose of this paper is to make a contribution to the literature by linking willingness to pay to attitudes towards or beliefs (green views about the initiatives in place, to ensure a greener cycle tour. Factor analysis is used to identify different types of cyclists, based on their green views: those with green money, those who prefer green products and the “re-cyclers”. The results of the regression analysis reveal that socio-demographic variables and the right attitude towards the environment are significant predictors of stated willingness to pay for climate change mitigation.

  10. Incohérence des politiques publiques suisses envers les pays en développement

    Directory of Open Access Journals (Sweden)

    Gilles Carbonnier

    2010-03-01

    Full Text Available Il n’est pas fréquent que la Suisse se retrouve en bas de classement quand il s’agit de solidarité internationale et de relations avec les pays en développement, et pourtant… Le Centre pour le Développement Global (CDG, un think tank indépendant basé à Washington publie depuis 2003 un classement annuel de l’engagement des vingt-deux pays les plus riches de la planète en faveur des pays pauvres. Le classement repose sur un « Indice de l’engagement pour le développement » qui va bien au-delà d...

  11. Antecedents of willingness to pay for green products

    Science.gov (United States)

    Pratiwi, S. I.; Pratomo, L. A.

    2018-01-01

    The main purpose of this paper is to examine whether there is a positive influence of pro-environmental behavior and environmental locus of control toward the willingness to pay for green products. The data obtained by distributing online and offline questionnaires, reaching 419 respondents of 18 to ≥55 years old that have the knowledge and already bought a green product. The purposive sampling was used as the sampling technique, and the data were tested by Statistical Equation Modeling (SEM).The results show that environmental locus of control does not positively affect pro-environmental behavior. However, the environmental locus of control and pro-environmental behavior do have a positive influence on the willingness to pay. Based on the findings, it is essential for green product companies to improve customers’ pro-environmental behavior and environmental locus of control. To do so, the marketer of green products should increase consumers’ concern, awareness, and behavior of conserving nature through activities such as campaigns and demonstrations.

  12. Credence quality coordination and consumers' willingness-to-pay for certified halal labelled meat.

    Science.gov (United States)

    Verbeke, Wim; Rutsaert, Pieter; Bonne, Karijn; Vermeir, Iris

    2013-12-01

    This paper reports on halal credence quality coordination and Muslim consumers' willingness to buy and pay for certified halal labelled meat at the supermarket and the Islamic butcher. Cross-sectional data were collected through a survey with 202 Muslim consumers in Belgium. Findings indicate that more acculturated and female consumers are more in favour of purchasing certified halal labelled meat in a supermarket. Important conditions are that supermarkets can provide a guarantee of separating halal from non-halal meat and of the organisation of adequate verification and control. Results further show that more Muslim consumers are willing to pay a price premium (of 13% on average) for halal labelled meat at the Islamic butcher shop than at the supermarket. The higher the importance attached to a certified halal label and the more distrust in the actual halal meat status, the higher the likelihood that a Muslim consumer is willing to pay a higher price for certified halal labelled meat at the Islamic butcher shop. Gender and generation determine the actual premium Muslim consumers are willing to pay. Copyright © 2013 Elsevier Ltd. All rights reserved.

  13. Understanding Gender-Based Wage Discrimination: Legal Interpretation and Trends of Pay Equity in Higher Education.

    Science.gov (United States)

    Luna, Gaye

    1990-01-01

    Traces the history of laws and litigation concerning pay equity issues, also referred to as wage equity and comparable worth. Suggests that universities and colleges identify possible problems and take voluntary corrective measures before pay-equity problems arise. (MLF)

  14. Factors Affecting the Ability of Agriculture to Pay Irrigation-Water Costs

    Energy Technology Data Exchange (ETDEWEB)

    Hagood, M. A. [Land and Water Development Division, Food and Agriculture Organization of the United Nations, Rome (Italy)

    1967-11-15

    There are no universally acceptable standard criteria for determining how much agriculture can pay for irrigation water. Justification of cost will depend upon the country's need to develop its soil and water resources for food, for international trade, and for its cumulative effect on other industries in comparison with other possible uses and their over-all contributions to the economy. Social and political conditions often have as much or more influence on development cost decisions than do strictly economic analyses. Many studies indicate that US $0.10/1000 US gal is an upper limit of acceptable costs for developing irrigation water at present economic levels. Under private development and on projects where water users must pay total water costs, methods are available for making feasibility budgets based on present prices. Because of inflation, world food shortage, recessions, future population and other unknown factors, it is hazardous to predict how much farmers or agriculture can pay for irrigation water. Better utilization of water available now offers opportunities for ''developing'' sources at costs much less than those for sources such as sea-water conversion. (author)

  15. 75 FR 59237 - TRICARE Co-Pay Waiver at Captain James A. Lovell Federal Health Care Center Demonstration Project

    Science.gov (United States)

    2010-09-27

    ... DEPARTMENT OF DEFENSE Office of the Secretary TRICARE Co-Pay Waiver at Captain James A. Lovell.... ACTION: Notice of TRICARE Co-Pay waiver at Captain James A. Lovell Federal Health Care Center... ``TRICARE Co-Pay Waiver at Captain James A. Lovell Federal Health Care (FHCC) Demonstration Project.'' Under...

  16. Brand equity and willingness to pay for condoms in Zimbabwe.

    Science.gov (United States)

    Evans, W Douglas; Taruberekera, Noah; Longfield, Kim; Snider, Jeremy

    2011-10-26

    Zimbabwe suffers from one of the greatest burdens of HIV/AIDS in the world that has been compounded by social and economic instability in the past decade. However, from 2001 to 2009 HIV prevalence among 15-49 year olds declined from 26% to approximately 14%. Behavior change and condom use may in part explain this decline.PSI-Zimbabwe socially markets the Protector Plus (P+) branded line of condoms. When Zimbabwe converted to a dollar-based economy in 2009, the price of condoms was greatly increased and new marketing efforts were undertaken. This paper evaluates the role of condom marketing, a multi-dimensional scale of brand peceptions (brand equity), and price in condom use behavior. We randomly sampled sexually active men age 15-49 from 3 groups - current P+ users, former users, and free condom users. We compared their brand equity and willingness to pay based on survey results. We estimated multivariable logistic regression models to compare the 3 groups. We found that the brand equity scale was positive correlated with willingness to pay and with condom use. Former users also indicated a high willingness to pay for condoms. We found differences in brand equity between the 3 groups, with current P+ users having the highest P+ brand equity. As observed in previous studies, higher brand equity was associated with more of the targeted health behavior, in this case and more consistent condom use. Zimbabwe men have highly positive brand perceptions of P+. There is an opportunity to grow the total condom market in Zimbabwe by increasing brand equity across user groups. Some former users may resume using condoms through more effective marketing. Some free users may be willing to pay for condoms. Achieving these objectives will expand the total condom market and reduce HIV risk behaviors.

  17. Job characteristics and burnout: The moderating roles of emotional intelligence, motivation and pay among bank employees.

    Science.gov (United States)

    Salami, Samuel O; Ajitoni, Sunday O

    2016-10-01

    This study investigated the prediction of burnout from job characteristics, emotional intelligence, motivation and pay among bank employees. It also examined the interactions of emotional intelligence, motivation, pay and job characteristics in the prediction of burnout. Data obtained from 230 (Males = 127, Females = 103) bank employees were analysed using Pearson's Product Moment Correlation and multiple regression analysis. Results showed that theses variables jointly and separately negatively predicted burnout components. The results further indicated that emotional intelligence, motivation and pay separately interacted with some job characteristic components to negatively predict some burnout components. The findings imply that emotional intelligence, motivation and pay could be considered by counsellors when designing interventions to reduce burnout among bank employees. © 2015 International Union of Psychological Science.

  18. Pay for Performance Proposals in Race to the Top Round II Applications. Briefing Memo

    Science.gov (United States)

    Rose, Stephanie

    2010-01-01

    The Education Commission of the States reviewed all 36 Race to the Top (RttT) round II applications. Each of the 36 states that applied for round II funding referenced pay for performance under the heading of "Improving teacher and principal effectiveness based on performance." The majority of states outlined pay for performance…

  19. Using an Equity/Performance Matrix to Address Salary Compression/Inversion and Performance Pay Issues

    Science.gov (United States)

    Richardson, Peter; Thomas, Steven

    2013-01-01

    Pay compression and inversion are significant problems for many organizations and are often severe in schools of business in particular. At the same time, there is more insistence on showing accountability and paying employees based on performance. The authors explain and show a detailed example of how to use a Compensation Equity/ Performance…

  20. 31 CFR 356.30 - When does the Treasury pay principal and interest on securities?

    Science.gov (United States)

    2010-07-01

    ... the next business day. If a bond is callable, we will pay the principal prior to maturity if we call... AND ISSUE OF MARKETABLE BOOK-ENTRY TREASURY BILLS, NOTES, AND BONDS (DEPARTMENT OF THE TREASURY... principal and interest on securities? (a) General. We will pay principal on bills, notes, and bonds on the...

  1. Graduating to a Pay Gap: The Earnings of Women and Men One Year after College Graduation. Executive Summary and Recommendations

    Science.gov (United States)

    American Association of University Women, 2012

    2012-01-01

    Fifty years after the passage of the Equal Pay Act of 1963, women continue to be paid less than men in nearly every occupation. Because pay is a fundamental part of everyday life, enabling individuals to support themselves and their families, the pay gap evokes passionate debate. Although the data confirming the persistence of the pay gap are…

  2. Residential consumers in the Cape Peninsula's willingness to pay for premium priced green electricity

    Energy Technology Data Exchange (ETDEWEB)

    Oliver, Henry; Volschenk, Jako; Smit, Eon [University of Stellenbosch Business School, Carl Cronje Drive, Bellville, Western Cape 7535 (South Africa)

    2011-02-15

    A number of studies have explored the willingness (i.e. stated willingness as opposed to actual willingness) of consumers to pay a premium for green electricity in developed countries. However, little is known about how this translates into an emerging economy context. This study investigates the level of willingness of residential households in South Africa's Cape Peninsula to pay a premium for electricity from renewable energy. It methodologically drew on recent contributions in the literature on norm-motivated behaviour used to identify testable factors that could influence residential consumers' willingness to pay (WTP). Interestingly, the study found a significant positive link between household income and WTP for green electricity, contrary to the findings of some previous studies. Not only are higher income households more likely to pay a premium, but typically they are also willing to pay a bigger premium. It was also further established that the view that green electricity is reliable, involvement in the recycling of waste and the belief that everyone should contribute to green electricity generation drive the WTP. (author)

  3. Hospital responses to pay-for-performance incentives.

    Science.gov (United States)

    Reiter, Kristin L; Nahra, Tammie A; Alexander, Jeffrey A; Wheeler, John R C

    2006-05-01

    Not-for-profit hospitals are complex organizations and, therefore, may face unique challenges in responding to financial incentives for quality. In this research, we explore the types of behavioural changes made by not-for-profit Michigan hospitals in response to a pay-for-performance system for quality. We also identify factors that motivate or facilitate changes in effort. We apply a conceptual framework based on agency theory to motivate our research questions. Using data derived from structured interviews and surveys administered to 86 hospitals participating in a pay-for-performance system, we compare hospitals reporting and not reporting behavioural changes. Separate analyses are performed for hospitals reporting structure-related changes and hospitals reporting process-related changes. Our findings confirm that hospitals respond to incentive payments; however, our findings also reveal that hospital responses are not universal. Rather, involvement by boards of trustees, willingness to exert leverage with physicians, and financial and competitive motivations are all associated with hospitals' behavioural responses to incentives. Results of this research will help inform payers and hospital managers considering the use of incentives about the nature of hospitals' responses.

  4. Factors influencing willingness-to-pay for the ENERGY STAR label

    International Nuclear Information System (INIS)

    Ward, David O.; Clark, Christopher D.; Jensen, Kimberly L.; Yen, Steven T.; Russell, Clifford S.

    2011-01-01

    In the United States, nearly 17% of greenhouse gas emissions come from residential energy use. Increases in energy efficiency for the residential sector can generate significant energy savings and emissions reductions. Consumer labels, such as the US Environmental Protection Agency's ENERGY STAR, promote conservation by providing consumers with information on energy usage for household appliances. This study examines how the ENERGY STAR label affects consumer preferences for refrigerators. The results of an online survey of a national sample of adults suggest that consumers are, on average, willing to pay an extra $249.82-$349.30 for a refrigerator that has been awarded the ENERGY STAR label. Furthermore, the results provide evidence that respondent willingness-to-pay was motivated by both private (energy cost savings) and public (environmental) benefits. - Research highlights: → Results of a contingent choice experiment from an online survey of a national sample suggest that consumers are, on average, willing to pay an extra $249.82-$349.30 for a refrigerator awarded the ENERGY STAR label. → Preferences for ENERGY STAR refrigerators are motivated by both private (energy cost savings) and public (environmental) benefits. → Preferences for ENERGY STAR refrigerators decrease with age but are stronger among males than among females.

  5. Factors influencing willingness-to-pay for the ENERGY STAR label

    Energy Technology Data Exchange (ETDEWEB)

    Ward, David O. [Department of Agricultural and Resource Economics, University of Tennessee, 302 Morgan Hall, 2621 Morgan Circle, Knoxville, TN 37996 (United States); Clark, Christopher D., E-mail: cdclark@utk.ed [Department of Agricultural and Resource Economics, University of Tennessee, 302 Morgan Hall, 2621 Morgan Circle, Knoxville, TN 37996 (United States); Jensen, Kimberly L.; Yen, Steven T. [Department of Agricultural and Resource Economics, University of Tennessee, 302 Morgan Hall, 2621 Morgan Circle, Knoxville, TN 37996 (United States); Russell, Clifford S. [Vanderbilt University, Nashville, TN (United States); Bowdoin College, Brunswick, ME (United States)

    2011-03-15

    In the United States, nearly 17% of greenhouse gas emissions come from residential energy use. Increases in energy efficiency for the residential sector can generate significant energy savings and emissions reductions. Consumer labels, such as the US Environmental Protection Agency's ENERGY STAR, promote conservation by providing consumers with information on energy usage for household appliances. This study examines how the ENERGY STAR label affects consumer preferences for refrigerators. The results of an online survey of a national sample of adults suggest that consumers are, on average, willing to pay an extra $249.82-$349.30 for a refrigerator that has been awarded the ENERGY STAR label. Furthermore, the results provide evidence that respondent willingness-to-pay was motivated by both private (energy cost savings) and public (environmental) benefits. - Research highlights: {yields} Results of a contingent choice experiment from an online survey of a national sample suggest that consumers are, on average, willing to pay an extra $249.82-$349.30 for a refrigerator awarded the ENERGY STAR label. {yields} Preferences for ENERGY STAR refrigerators are motivated by both private (energy cost savings) and public (environmental) benefits. {yields} Preferences for ENERGY STAR refrigerators decrease with age but are stronger among males than among females.

  6. Unpacking Unequal Pay Between Men and Women Across Cohort and Lifecycle

    OpenAIRE

    Dolton, Peter; Joshi, Heather; Makepeace, Gerry

    2002-01-01

    This paper analyses the pay gap between men and women in the two British birth cohort studies using the new data collected in 2000 when their subjects had reached the ages of 30 and 42 respectively. The paper also includes new analysis of improved data on the 1958 cohort at 33 in 1991, and a comparison with our earlier analyses of the 1946 cohort at 32 in 1978 and the 1958 cohort at 33 in 1991. The analysis is of hourly earnings in full-time jobs, where the impact of the Equal Pay Act might b...

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

    Science.gov (United States)

    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…

  8. Home-based radiology transcription and a productivity pay plan.

    Science.gov (United States)

    Kerr, K

    1997-01-01

    Shands Hospital in Gainesville, Fla., decided to evaluate the way it provided transcription services in its radiology department. It identified four goals: increased productivity, decreased operating expense, finding much needed space in the radiology department and increasing employee morale. The department performs 165,000 procedures annually, with 66 radiologists, 29 faculty, and 37 residents and fellows on staff. Six FTEs comprised the transcription pool in the radiology department, with transcription their only duty. Transcriptionists were paid an hourly rate based on their years of service, not their productivity. Evaluation and measurement studies were undertaken by the hospital's management systems engineering department. The transcriptionists' hours were then changed to provide coverage during the periods of heaviest dictation. The productivity level of the transcription staff was also measured and various methods of measurement reviewed. The goal was a pure incentive pay plan that would reward employees for every increase in productivity. The incentive pay plan was phased in over a three-month period. Transcriptionists were paid for work performed, with no base pay beyond minimum wage. The move to home-based transcription was planned. The necessary equipment was identified and various issues specific to working at home were addressed. Approximately six months later, the transcriptionists were set up to work at home. The astounding results achieved are presented: 28% increase in productivity, operational cost savings exceeding $25,000 and a space savings of 238 square feet.

  9. Who's Gonna Pay the Piper for Free Online Databases?

    Science.gov (United States)

    Jacso, Peter

    1996-01-01

    Discusses new pricing models for some online services and considers the possibilities for the traditional online database market. Topics include multimedia music databases, including copyright implications; other retail-oriented databases; and paying for free databases with advertising. (LRW)

  10. 5 CFR 9901.354 - Setting pay upon promotion.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Setting pay upon promotion. 9901.354... promotion. (a)(1) Except as otherwise provided in this section, upon an employee's promotion, the employee.... The decision to grant a promotion increase exceeding 12 percent must be reviewed and approved by an...

  11. Racial and Marital Status Differences in Faculty Pay.

    Science.gov (United States)

    Toutkoushian, Robert K.

    1998-01-01

    Study estimated how pay disparity varied by race, marital status, gender, and field. Results show considerable differences overall, with unexplained wage gaps for racial/ethnic group, dramatic variations between men and women, and further by field. Earnings differences among racial/ethnic categories are not uniform. The return on marriage for men…

  12. How to pay in LicenseScript

    OpenAIRE

    Corin, R.J.; Chong, C.N.; Etalle, Sandro; Hartel, Pieter H.

    2003-01-01

    Current DRM systems do not provide flexible payment methods, requiring the user to handle the payment by hand. For instance, when the user needs to pay for watching a movie, she needs to decide which available payment method is the most optimal and suitable. This is a rather cumbersome process for the user that can be avoided by the specification of payment policies. A payment policy automates the payment process of each content usage, choosing the best alternative among the possible payment ...

  13. EMBL pay settlement will cost millions

    CERN Multimedia

    Abott, A

    1999-01-01

    A labour dispute at EMBL, Heidelberg, was settled last week at a cost of at least DM4 million for the organisation's 16 member states. The lab has asked for clarification on whether the ruling from the IL0 refers simply to a salary adjustment from 1995 or also to a backdated implementation of higher salary scales. This second option would cost considerably more - 8 percent of the budget in back pay and DM3.5 million per annum (1/2 page).

  14. Job tasks, computer use, and the decreasing part-time pay penalty for women in the UK

    OpenAIRE

    Elsayed, A.E.A.; de Grip, A.; Fouarge, D.

    2014-01-01

    Using data from the UK Skills Surveys, we show that the part-time pay penalty for female workers within low- and medium-skilled occupations decreased significantly over the period 1997-2006. The convergence in computer use between part-time and full-time workers within these occupations explains a large share of the decrease in the part-time pay penalty. However, the lower part-time pay penalty is also related to lower wage returns to reading and writing which are performed more intensively b...

  15. Avantages découlant de la circulation des cerveaux des pays de la ...

    International Development Research Centre (IDRC) Digital Library (Canada)

    De 1965 à 2000, environ 12 % de la main-d'oeuvre caribéenne a émigré dans divers pays de l'OCDE, dont le Canada, plaçant ainsi les Caraïbes au premier rang mondial quant au nombre d'émigrants par habitant. Les sommes que ces émigrants envoient dans leur pays d'origine représentent une part allant du dixième ...

  16. [Willingness of Students of Economics to Pay for Predictive Oncological Genetic Testing - An Empirical Analysis].

    Science.gov (United States)

    Siol, V; Lange, A; Prenzler, A; Neubauer, S; Frank, M

    2017-05-01

    Objectives: The present study aims to investigate the interest of young adults in predictive oncological genetic testing and their willingness to pay for such a test. Furthermore, major determinants of the 2 variables of interest were identified. Methods: 348 students of economics from the Leibniz University of Hanover were queried in July 2013 using an extensive questionnaire. Among other things, the participants were asked if they are interested in information about the probability to develop cancer in the future and their willingness to pay for such information. Data were analysed using descriptive statistics and ordinal probit regressions. Additionally marginal effects were calculated. Results: About 50% of the students were interested in predictive oncological genetic testing and were willing to pay for the test. Moreover, the participants who were willing to pay for the test partly attach high monetary values to the information that could so be obtained. The study shows that the interest of the students and their willingness to pay were primarily influenced by individual attitudes and perceptions. Conclusions: The study proves that young adults were interested in predictive genetic testing and appreciate information about their probability of develop cancer someday. © Georg Thieme Verlag KG Stuttgart · New York.

  17. Ability and willingness to pay for voluntary medical male circumcision: a cross-sectional survey in Kisumu County, Kenya.

    Science.gov (United States)

    Wandei, Stephen; Nangami, Mabel; Egesa, Omar

    2016-01-01

    Voluntary medical male circumcision is one of the most effective measures in preventing male acquisition of HIV during heterosexual intercourse. In Kenya, the voluntary medical male circumcision programme was launched in the year 2008 as part of a comprehensive national HIV prevention strategy. With the global challenge of funding HIV intervention programs, the sustainability of the programme beyond the donor periods need to be assessed. The purpose of this study was to determine the household ability and willingness to pay for voluntary medical male circumcision as an alternative method of funding the programme. The findings show that 62.2% of the households were "able" to pay for medical circumcision. However, 60.4% of them were not "willing" to pay for the service regardless of the cost. The findings indicate that ability to pay is not a significant predictor of willingness to pay for voluntary medical male circumcision within Kisumu County. Knowledge on the role of medical circumcision is a more important factor in determining willingness to pay for the service.

  18. Performance pay improves engagement, progress, and satisfaction in computer-based job skills training of low-income adults.

    Science.gov (United States)

    Koffarnus, Mikhail N; DeFulio, Anthony; Sigurdsson, Sigurdur O; Silverman, Kenneth

    2013-01-01

    Advancing the education of low-income adults could increase employment and income, but adult education programs have not successfully engaged low-income adults. Monetary reinforcement may be effective in promoting progress in adult education. This experiment evaluated the benefits of providing incentives for performance in a job-skills training program for low-income, unemployed adults. Participants worked on typing and keypad programs for 7 months. Participants randomly assigned to Group A (n = 23) earned hourly and productivity pay on the typing program (productivity pay), but earned only equalized hourly pay on the keypad program (hourly pay). Group B (n = 19) participants had the opposite contingencies. Participants worked more on, advanced further on, and preferred their productivity pay program. These results show that monetary incentives can increase performance in a job-skills training program, and indicate that payment in adult education programs should be delivered contingent on performance in the training program instead of simply on attendance. © Society for the Experimental Analysis of Behavior.

  19. Who Pays to Play Freemium Games? The Profiles and Motivations of Players Who Make Purchases Within Social Casino Games.

    Science.gov (United States)

    Gainsbury, Sally M; King, Daniel L; Russell, Alex M T; Delfabbro, Paul

    2016-06-01

    Background and aims Social casino games (SCGs) feature gambling themes and are typically free to download and play with optional in-game purchases. Although few players spend money, this is sufficient to make them profitable for game developers. Little is known about the profile and motivations of paying players as compared to non-paying players. Methods This study compared the characteristics of 521 paying and non-paying Australian social casino game players who completed an online survey. Results Paying players were more likely to be younger, male, speak a non-English language, and have a university education than non-payers. Paying players were more likely to be more highly involved in SCG in terms of play frequency and engagement with games and emphasized social interaction more strongly as a motivation for playing. A cluster analysis revealed distinct subgroups of paying players; these included more frequent moderate spenders who made purchases to avoid waiting for credits and to give gifts to friends as well as less frequent high spenders who made purchases to increase the entertainment value of the game. Discussion These findings suggest that paying players have some fundamental differences from non-paying players and high spenders are trying to maximize their enjoyment, while non-spenders are content with the game content they access. Conclusions Given the structural similarities between SCG and online gambling, understanding subgroups of players may have broader implications, including identifying characteristics of gamers who may also engage in gambling and players who may develop problems related to excessive online gaming.

  20. Willingness to pay for allergy-vaccination among Danish patients with respiratory allergy

    DEFF Research Database (Denmark)

    Petersen, Karin Dam; Gyrd-Hansen, Dorte; Linneberg, Allan

    2010-01-01

    The aim of this study was to elicit willingness to pay (WTP) for allergen-specific subcutaneous injection immunotherapy (SCIT) in a cohort of respondents suffering from allergic-rhinoconjunctivitis (a-RC)/asthma, and to investigate how patients self-select to SCIT according to need.......The aim of this study was to elicit willingness to pay (WTP) for allergen-specific subcutaneous injection immunotherapy (SCIT) in a cohort of respondents suffering from allergic-rhinoconjunctivitis (a-RC)/asthma, and to investigate how patients self-select to SCIT according to need....

  1. Gender differences in low pay labour mobility and the national minimum wage

    OpenAIRE

    Euan Phimister; Ioannis Theodossiou

    2009-01-01

    This paper examines gender differences in the duration of low pay employment spells prior to and after the introduction in the National Minimum Wage in 1999. The results suggest that the dynamics out of low pay differ by gender and that these differences change after 1999. These differences are driven by the differing impact of a number of covariates such as age and education on the baseline hazards. Overall, the effect of many covariates on expected duration is often less in absolute terms f...

  2. Physician Perception of Pay Fairness and its Association with Work Satisfaction, Intent to Leave Practice, and Personal Health.

    Science.gov (United States)

    Kao, Audiey C; Jager, Andrew J; Koenig, Barbara A; Moller, Arlen C; Tutty, Michael A; Williams, Geoffrey C; Wright, Scott M

    2018-06-01

    Primary care physicians generally earn less than specialists. Studies of other occupations have identified perception of pay fairness as a predictor of work- and life-related outcomes. We evaluated whether physicians' pay fairness perceptions were associated with their work satisfaction, turnover intention, and personal health. Three thousand five hundred eighty-nine physicians were surveyed. Agreement with "my total compensation is fair" was used to assess pay fairness perceptions. Total compensation was self-reported, and we used validated measures of work satisfaction, likelihood of leaving current practice, and health status. Hierarchical logistic regressions were used to assess the associations between pay fairness perceptions and work/life-related outcomes. A total of 2263 physicians completed surveys. Fifty-seven percent believed their compensation was fair; there was no difference between physicians in internal medicine and non-primary care specialties (P = 0.58). Eighty-three percent were satisfied at work, 70% reported low likelihood of leaving their practice, and 77% rated their health as very good or excellent. Higher compensation levels were associated with greater work satisfaction and lower turnover intention, but most associations became statistically non-significant after adjusting for pay fairness perceptions. Perceived pay fairness was associated with greater work satisfaction (OR, 4.90; 95% CI, 3.94-6.08; P pay was fair reported greater work satisfaction, lower likelihood of leaving their practice, and better overall health. Addressing pay fairness perceptions may be important for sustaining a satisfied and healthy physician workforce, which is necessary to deliver high-quality care.

  3. 77 FR 74353 - Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits

    Science.gov (United States)

    2012-12-14

    ... regulation will be 0.75 percent for the period during which a benefit is in pay status and 4.00 percent... PENSION BENEFIT GUARANTY CORPORATION 29 CFR Part 4022 Benefits Payable in Terminated Single-Employer Plans; Interest Assumptions for Paying Benefits AGENCY: Pension Benefit Guaranty Corporation...

  4. 38 CFR 8.5 - Authorization for deduction of premiums from compensation, retirement pay, or pension.

    Science.gov (United States)

    2010-07-01

    ... 38 Pensions, Bonuses, and Veterans' Relief 1 2010-07-01 2010-07-01 false Authorization for deduction of premiums from compensation, retirement pay, or pension. 8.5 Section 8.5 Pensions, Bonuses, and... Authorization for deduction of premiums from compensation, retirement pay, or pension. Deductions from benefits...

  5. Health financing: Who pays for equitable health systems? | IDRC ...

    International Development Research Centre (IDRC) Digital Library (Canada)

    2012-10-24

    Oct 24, 2012 ... Countries rich and poor face difficult choices in funding quality health care for ... while 31 member states of the World Health Organization pay less than ... on how poor families are benefiting from services – or being excluded.

  6. 5 CFR 9901.371 - Conversion into NSPS pay system.

    Science.gov (United States)

    2010-01-01

    ... Section 9901.371 Administrative Personnel DEPARTMENT OF DEFENSE HUMAN RESOURCES MANAGEMENT AND LABOR RELATIONS SYSTEMS (DEPARTMENT OF DEFENSE-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF DEFENSE NATIONAL....231 for conversion rules related to determining an employee's career group, pay schedule, and band...

  7. Diplomatic Mission: President Obama's Path to Performance Pay

    Science.gov (United States)

    Smarick, Andy

    2011-01-01

    In his first major education speech as a presidential candidate, Senator Barack Obama affirmed his support of teachers unions. Less than two years later, in his first major education address as president, delivered to the Hispanic Chamber of Commerce in March 2009, Obama explicitly backed paying teachers for performance, a reform the unions…

  8. Intervening to promote pay-it-forward behavior: Does perceived self-motivation of the benefactor matter?

    Science.gov (United States)

    Furrow, Cory B; McCarty, Shane M; Geller, E Scott

    2016-01-01

    Pay-it-forward behavior reflects actively caring for people (AC4P) and the reciprocity principle. Interventions to increase the frequency of pay-it-forward behavior were evaluated. At a buffet-style dining hall, a research assistant (RA) entered the line and paid for the next person's meal. In the Sign Intervention Phase, the RA discreetly paid for the next person's meal. In the Verbal + Sign Intervention Phase, the RA verbally activated reciprocity and paid for the next diner's meal. For Baseline and Withdrawal, a sign prompted the purchase of another person's meal. The Verbal + Sign Intervention was significantly more effective at activating pay-it-forward behavior (24.6% of 171) than the Sign Intervention (15.6% of 122), Baseline (6.8% of 148), and Withdrawal (12.6% of 95). These results were contrary to the research hypothesis that verbal and sign prompting would decrease perceived self-motivation of the benefactor and thereby reduce the beneficiary's perceived obligation to pay it forward.

  9. An experimental study in consumers' willingness-to-pay for an irradiated meat product

    International Nuclear Information System (INIS)

    Giamalva, J.N.; Bailey, W.C.; Redfern, M.

    1997-01-01

    In a nonhypothetical laboratory experiment, participants were willing to pay an average of $0.71 for the right to exchange a typical meat sandwich for a sandwich irradiated to eliminate the potential risk of foodborne bacteria. Forty-one of sixty participants (68.3%) were willing to pay some positive amount. Tobit analysis was used in order to allow for the fact that Willingness To Pay (WTP) was censored at zero. WTP was interpreted as the demand for irradiation to control foodborne disease. A positive WTP was interpreted as acceptance of irradiation. The aggregated WTP greatly exceeds the estimated direct costs of foodborne disease, and the estimated costs of irradiation for many food products. There was a positive relationship between WTP and the perceived risk of foodborne disease, and a negative relationship between WTP and years of education

  10. Effect of Participation in Performance Pay Systems and Employees’ Satisfaction with Job Conditions

    OpenAIRE

    Arman Ismail; Aimi Anuar

    2017-01-01

    The aim of this research is to evaluate the association between participation in performance pay systems and employees’ satisfaction with job conditions. A survey method was utilized to collect data from subordinates who serve at disaster management agencies in West Malaysia. The findings of SmartPLS path model analysis display four important outcomes: first, the relationship between participation in pay plans and satisfaction with intrinsic job conditions was not significant. Second, relatio...

  11. Public sector pay gap in Serbia during large-scale privatisation, by educational qualification

    OpenAIRE

    Laušev Jelena

    2012-01-01

    The paper explores the effect of large-scale privatization of public sector activities on public-private sector pay differential, for groups of workers according to educational qualification on average and across the pay distribution in Serbia, from 2004 until 2008. The paper finds that both unskilled and skilled men and women in the public sector saw significant improvements in their financial position relative to their private sector counterparts with the progress of the economic tran...

  12. Exploring residential energy consumers' willingness to accept and pay to offset their CO2-emission

    DEFF Research Database (Denmark)

    Yang, Yingkui; Solgaard, Hans Stubbe

    2015-01-01

    to pay for carbon offset. Finally, the ordered logit model is used in modelling willing to pay for carbon offset. Findings The results show that there is significant support from residential energy consumer to offset their CO2 emission from electricity consumption. The WTP is motivated by consumers...

  13. 38 CFR 3.750 - Entitlement to concurrent receipt of military retired pay and disability compensation.

    Science.gov (United States)

    2010-07-01

    ... disability compensation. (a) Definition of military retired pay. For the purposes of this part, military... compensation. A veteran may reelect between benefits covered by this section at any time by submitting a... receipt of military retired pay and disability compensation. 3.750 Section 3.750 Pensions, Bonuses, and...

  14. On the Effectiveness of Incentive Pay

    DEFF Research Database (Denmark)

    Friis, Ivar; Hansen, Allan; Vámosi, Tamás S.

    2015-01-01

    research addressing the need to better understand how interdependencies arise among management control system elements and how they affect organisational effectiveness. Based on an in-depth case study on the implementation of a new incentive system in a manufacturing firm, we seek to provide more research...... and insight into how incentive pay features in complementary and substitutional relationships in an individual organisational setting. Greater insight can help illustrate how complementary and substitutional relationships unfold in even more complex ways than current research indicates, as well as how...

  15. Impact of Pay-for-Performance on Work Motivation of Sales Personnel: A Case of Information Media Firms

    OpenAIRE

    Milvi Tepp; Monika Poomann

    2006-01-01

    The usage of pay-for-performance for the management of human resources is constantly growing. However, estimations about the efficiency of applying this are contradictory. The current paper describes the reasons for the contradictory results, suggests an expectations theory based model as an appropriate framework for analysing the pay-for-performance as motivator and presents results of an empirical research about the effects of pay-for-performance on motivation.A reason for the contradiction...

  16. BPH Procedural Treatment: The Case for Value-Based Pay for Performance

    Directory of Open Access Journals (Sweden)

    Mark Stovsky

    2008-01-01

    Full Text Available The concept of “pay for performance” (P4P applied to the practice of medicine has become a major foundation in current public and private payer reimbursement strategies for both institutional and individual physician providers. “Pay for performance” programs represent a substantial shift from traditional service-based reimbursement to a system of performance-based provider payment using financial incentives to drive improvements in the quality of care. P4P strategies currently embody rudimentary structure and process (as opposed to outcomes metrics which set relatively low-performance thresholds. P4P strategies that align reimbursement allocation with “free market” type shifts in cognitive and procedural care using evidence-based data and positive reinforcement are more likely to produce large-scale improvements in quality and cost efficiency with respect to clinical urologic care. This paper reviews current paradigms and, using BPH procedural therapy outcomes, cost, and reimbursement data, makes the case for a fundamental change in perspective to value-based pay for performance as a reimbursement system with the potential to align the interests of patients, physicians, and payers and to improve global clinical outcomes while preserving free choice of clinically efficacious treatments.

  17. 12 CFR 502.75 - What if I do not pay my fees on time?

    Science.gov (United States)

    2010-01-01

    ... 12 Banks and Banking 5 2010-01-01 2010-01-01 false What if I do not pay my fees on time? 502.75 Section 502.75 Banks and Banking OFFICE OF THRIFT SUPERVISION, DEPARTMENT OF THE TREASURY ASSESSMENTS AND FEES Fees § 502.75 What if I do not pay my fees on time? (a) Interest. An examination or investigation...

  18. Willingness to Pay for Cataract Surgery Provided by a Senior Surgeon in Urban Southern China.

    Science.gov (United States)

    Wang, Mei; Zuo, Yajing; Lin, Xianhua; Ling, Yunlan; Lin, Xiaofeng; Li, Mingge; Lamoureux, Ecosse; Zheng, Yingfeng

    2015-01-01

    To study willingness to pay for cataract surgery and surgical service provided by a senior cataract surgeon in urban Southern China. This study was a cross-sectional willingness-to-pay (WTP) interview using bidding formats. Two-hundred eleven persons with presenting visual impairment in either eye due to cataract were enrolled at a tertiary eye hospital. Participants underwent a comprehensive eye examination and a WTP interview for both surgery and service provided by a senior surgeon. Demographic information, socioeconomic status and clinical data were recorded. Among 211 (98% response rate) persons completing the interview, 53.6% were women and 80.6% were retired. About 72.2% had a monthly income lower than 1000 renminbi (US $161). A total of 189 (89.6%) were willing to pay for cataract and the median amount of WTP was 6000 renminbi (US$968). And 102 (50.7%) were willing to pay additional fees for surgery performed by a senior surgeon, and the median amount of WTP was 500 renminbi (US$81). In regression models adjusting for age and gender, persons with preexisting eye diseases other than cataract, were more likely to pay for cataract surgery and service provided by a senior surgeon (P = 0.04 for both). In urban China, cataract patients, especially those with preexisting eye conditions, are willing to pay additional fees for a senior surgeon. Moving to a system where the price of cataract surgery is proportional to the consultant' skill and expertise is possible and may have a potential impact on waiting list and quality of eye care. Further studies are needed to examine the impact of such pricing system on attitudes and choices of cataract patients.

  19. Optimal Incentives for Public Sector Workers: The Case of Teacher-Designed Incentive Pay in Texas. Working Paper 2009-05

    Science.gov (United States)

    Taylor, Lori L.; Springer, Matthew G.

    2009-01-01

    Pay for performance is a popular public education reform, and millions of dollars are currently being targeted for pay for performance programs. These reforms are popular because economic and management theories suggest that well-designed incentive pay programs could improve teacher effectiveness. There is little evidence about the characteristics…

  20. Geographical scoping and willingness-to-pay for nature protection

    NARCIS (Netherlands)

    Botzen, W. J.Wouter; van Beukering, Pieter J.H.

    2018-01-01

    This study offers a Choice Experiment (CE) analysis of geographical scope effects. About 500 stated preference surveys were conducted to estimate willingness-to-pay (WTP) for nature protection in the Netherlands and the Caribbean Netherlands which became part of the Netherlands’ constitution just

  1. Image-Based Collection and Measurements for Construction Pay Items

    Science.gov (United States)

    2017-07-01

    Prior to each payment to contractors and suppliers, measurements are made to document the actual amount of pay items placed at the site. This manual process has substantial risk for personnel, and could be made more efficient and less prone to human ...

  2. Households Willingness to Pay for Improved Urban Solid Waste ...

    African Journals Online (AJOL)

    Daniel

    Environmental Economics Policy Forum for Ethiopia (EEPFE), Ethiopian ... directly—should be able to participate in municipal discussions on improving .... solid waste management (SWM) payment that the public pays for improved ..... 6 Private firms may be subcontracted by the waste collection cooperatives, which are.

  3. Visitors' Motivation and Willingness to Pay for Conservation in ...

    African Journals Online (AJOL)

    PROF HORSFALL

    2018-04-20

    Apr 20, 2018 ... zoos shows their willingness to pay for conservation services at the zoos. Income (r = 0.25, p ... Therefore, to address the gap, the objective of this study is to ..... and gender had significant relationship with visitors. WTP. This is ...

  4. Do Consumers Pay More Using Debit Cards than Cash?

    DEFF Research Database (Denmark)

    Runnemark, Emma; Hedman, Jonas; Xiao, Xiao

    We conduct an incentivized experiment to test whether the willingness to pay is higher for debit cards compared to cash for three consumer products. Our findings support this conjecture also after controlling for cash availability, spending type, price familiarity and consumption habits...

  5. Patient preference and willingness to pay for knee osteoarthritis treatments

    Directory of Open Access Journals (Sweden)

    Posnett J

    2015-06-01

    Full Text Available John Posnett,1 Sanjeev Dixit,2 Brooks Oppenheimer,2 Sven Kili,3 Nazanin Mehin4 1HERONTM Commercialization, PAREXEL® International, London, UK; 2Reason Research, Philadelphia, PA, USA; 3Sanofi Biosurgery, Oxford, UK; 4Sanofi, Paris, France Purpose: To review treatments for osteoarthritis of the knee (OAK received by patients across five European countries, and to obtain patients’ perceptions and willingness to pay for current treatments.Patients and methods: A prospective, internet-based, double-blind survey of adults with OAK was conducted in France, Germany, Italy, Spain, and the United Kingdom. The questionnaire included questions about diagnosis, treatment history, and perceptions of OAK treatments, followed by a discrete choice-based conjoint exercise to identify preferred attributes of OAK treatments, evaluating 14 sets of four unbranded products.Results: Two thousand and seventy-three patients with self-reported OAK completed the survey; 17.4% of patients rated their knee pain as drastically affecting their ability to perform normal daily activities, and 39.3% of employed patients reported that they had lost work time because of OAK. The most common treatments were exercise (69.7%, physical therapy (68.2%, and nonprescription oral pain medication (73.9%. Treatments perceived as most effective were: viscosupplement injections (74.1%, narcotics (67.8%, and steroid injection (67.6%. Patient co-pay, duration of pain relief, and type of therapy exhibited the largest impact on patient preference for OAK treatments. The average patient was willing to pay €35 and €64 more in co-pay for steroid and viscosupplement injections, respectively, over the cost of oral over-the-counter painkillers (per treatment course, per knee (each P<0.05.Conclusion: OAK is a debilitating condition that affects normal daily activities. In general, treatments most commonly offered to patients are not those perceived as being the most effective. Patients are

  6. Mobilization for HIV Voluntary Counseling and Testing Services in Vietnam: Clients' Risk Behaviors, Attitudes and Willingness to Pay.

    Science.gov (United States)

    Nguyen, Long Hoang; Tran, Bach Xuan; Nguyen, Nhung Phuong; Phan, Huong Thu Thi; Bui, Trang Thu; Latkin, Carl A

    2016-04-01

    A multi-site survey was conducted on a sample of 365 clients to assess their willingness to pay for HIV voluntary counseling and testing (VCT) services in Ha Noi and Nam Dinh province, two epicenters of Vietnam. By using contingent valuation technique, the results showed that most of respondents (95.1 %) were willing to pay averagely 155 (95 % CI 132-177) thousands Vietnam Dong (~US $7.75, 2013) for a VCT service. Clients who were female, had middle income level, and current opioid users were willing to pay less; meanwhile clients who had university level of education were willing to pay more for a VCT service. The results highlighted the high rate of willingness to pay for the service at a high amount by VCT clients. These findings contribute to the implementation of co-payment scheme for VCT services toward the financial sustainability of HIV/AIDS programs in Vietnam.

  7. Deteção de anomalias em modelos de publicidade Pay-Per-Click

    OpenAIRE

    Lopes, Eduardo Luís da Silva

    2012-01-01

    Dissertação de mestrado em Engenharia Informática Nowadays, online advertisement is one of the most effective and profitable marketing strategies. An example of strong growth in online advertisement is the Pay-Per-Click Advertising Model where all parties are benefited. Due to the number of stakeholders and the amount of money involved, it is inevitable to find efficient methods to analyse the validity of clicks on online advertising, specifically in Pay-Per-Click. The co...

  8. Willingness to pay for an Ebola vaccine during the 2014-2016 ebola outbreak in West Africa: Results from a U.S. National sample.

    Science.gov (United States)

    Painter, Julia E; von Fricken, Michael E; Viana de O Mesquita, Suyane; DiClemente, Ralph J

    2018-01-15

    The 2014-2016 Ebola virus outbreak in West Africa led to advances in the development of vaccines against Ebola. This study examined factors associated with willingness to pay for an Ebola vaccine among a U.S. national sample during the recent Ebola outbreak. From April 30-May 8, 2015, a national survey was conducted using the GfK Group's KnowlegePanel®. Main outcome measures included willingness to pay at least $1; more than $50; and more than $100 for an Ebola vaccine. Analyses were conducted using weighted multivariable logistic regression. Among participants (N = 1,447), 583 (40.3%) would not pay for an Ebola vaccine; 864 (59.7%) would pay at least $1. Among those willing to pay at least $1: 570 (66.0%) would pay $1-50; 174 (20.1%) would pay $51-100; and 120 (13.9%) would pay more than $100. Willingness to pay at least $1 for an Ebola vaccine was associated with international travel; interest in getting an Ebola vaccine; and beliefs that the U.S. government should spend money to control Ebola and assume worldwide leadership in confronting emerging epidemics. Willingness to pay more than $50 was associated with similar variables. Willingness to pay more than $100 was associated with international travel; interest in getting an Ebola vaccine; information seeking; and beliefs that the U.S. government should assume worldwide leadership in confronting emerging epidemics. International travel and interest in an Ebola vaccine were key predictors of willingness to pay across all price points. Understanding willingness to pay for vaccines against emerging infectious diseases remains critical.

  9. Willingness to Pay for Rural Telephone Services: Implications for ...

    African Journals Online (AJOL)

    Global Approaches to Extension Practice: A Journal of Agricultural Extension ... This study assessed Willingness to Pay (WTP) for rural telephone services and the implications for agricultural technology transfer in Southeast Nigeria. ... The sample was made up of 240 agro-based entrepreneurs and 60 extension staff.

  10. Willingness to pay for ecosystem benefits of Agroforestry driven ...

    African Journals Online (AJOL)

    This paper investigates the Willingness To Pay (WTP) for ecosystem benefits derivable from Agroforestry (AF) driven green growth practice in Ogun state, Nigeria. The environmental service functions of AF were valued. Multi-stage sampling procedure involving purposive and simple random sampling was adopted in ...

  11. Willingness to pay for National Health Insurance Fund among public servants in Juba City, South Sudan: a contingent evaluation.

    Science.gov (United States)

    Basaza, Robert; Alier, Paul Kon; Kirabira, Peter; Ogubi, David; Lako, Richard Lino Loro

    2017-08-30

    This study assessed willingness to pay for National Health Insurance Fund (NHIF) among public servants in Juba City. NHIF is the proposed health insurance scheme for South Sudan and aims at achieving universal health coverage for the entire nation's population. One compounding issue is that over the years, governments' spending on healthcare has been decreasing from 8.4% of national budget in 2007 to only 2.2% in 2012. A cross-sectional study design using contingent evaluation was employed; data on willingness to pay was collected from 381 randomly selected respondents and 13 purposively selected key informants working for the national, state and Juba County in September 2015. Qualitative data were analysed using conceptual content analysis. T-tests and linear regressions were performed to determine association between WTP for NHIF and independent variables. Up to 381 public servants were interviewed, of which 68% indicated willingness to pay varying percentages of total monthly individual income for NHIF. Over two-thirds (67.8%) of those willing to pay could pay up to 5% of their total monthly income, 22.9% could pay up to 10% and the rest could pay 25%. Over 80% were willing to pay up to 50 SSP (1 USD = 10 SSP) premiums for medical consultation, laboratory services and drugs. The main factors influencing the respondents' decisions were awareness, alternative sources of income, household size, insurance cover and religion. Willingness to pay is mainly influenced by awareness, alternative sources of individual income, household size, insurance cover and religion. Most of the public servants were aware of and willing to pay for NHIF and prefer a premium of up to 5% of total monthly income. There is need to create awareness and reach out to those who do not know about the scheme in addition to a detailed analysis of other stakeholders. Consideration could be made by the Government of South Sudan to start the scheme at the earliest opportunity since the majority of

  12. Association between time of pay-for-performance for patients and community health services use by chronic patients.

    Directory of Open Access Journals (Sweden)

    Xi Sun

    Full Text Available BACKGROUND: Pay-for-performance for patients is a cost-effective means of improving health behaviours. This study examined the association between the pay time for performance for patients and CHS use by chronic patients. METHODS: A cross-sectional study was undertaken to estimate distribution characteristics of CHS use in 2011 and collect data of socio-demographic characteristics (sex, age, education level, occupation, disposable personal income in 2011, distance between home and community health agency, chronic disease number, and time of pay-for-performance for patients. Participants were 889 rural adults with hypertension or type II diabetes aged 35 and above. Standardized CHS use means chronic patients use CHS at least once per quarter. RESULTS: Patients who received incentives prior to services had 2.724 times greater odds of using standardized CHS than those who received incentives after services (95%CI, 1.986-3.736, P<0.001. For all subgroups (socio-demographic characteristics and chronic disease number, patients who received incentives prior to services were more likely to use standardized CHS than those receiving incentives after services. CONCLUSIONS: Pay time for performance for patients was associated with CHS use by chronic patients. Patients receiving incentive prior to services were more likely to use standardized CHS. And pay time should not be ignored when the policy on pay-for-performance for patients is designed.

  13. Ability to Pay for Future National Health Financing Scheme among Malaysian Households.

    Science.gov (United States)

    Aizuddin, Azimatun Noor; Aljunid, Syed Mohamed

    Malaysia is no exception to the challenging health care financing phenomenon of globalization. The objective of the present study was to assess the ability to pay among Malaysian households as preparation for a future national health financing scheme. This was a cross-sectional study involving representative samples of 774 households in Peninsular Malaysia. A majority of households were found to have the ability to pay for their health care. Household expenditure on health care per month was between MYR1 and MYR2000 with a mean (standard deviation [SD]) of 73.54 (142.66), or in a percentage of per-month income between 0.05% and 50% with mean (SD) 2.74 (5.20). The final analysis indicated that ability to pay was significantly higher among younger and higher-income households. Sociodemographic and socioeconomic statuses are important eligibility factors to be considered in planning the proposed national health care financing scheme to shield the needed group from catastrophic health expenditures. Copyright © 2017 Icahn School of Medicine at Mount Sinai. Published by Elsevier Inc. All rights reserved.

  14. Don't ask or tell: Pay secrecy policies in U.S. workplaces.

    Science.gov (United States)

    Rosenfeld, Jake

    2017-07-01

    How widespread are workplace rules against discussing wages and salaries in the U.S.? And what are the core correlates of whether or not an employer prohibits or discourages this type of speech? Using a unique dataset that includes a measure of whether workers are prohibited or discouraged from discussing pay, this article investigates the prevalence of pay secrecy policies, and what worker- and workplace-level characteristics are associated with these rules. Key findings reveal that these policies are commonplace, despite being illegal, and that they are concentrated in more "coercive" rather than "enabling" organizations. These more coercive workplaces are disproportionately in the private sector, lack union representation, and have managers that are generally punitive in their approach and unaccommodating of employees. Findings also indicate that the greater discretion pay secrecy provides managers does not result in discriminatory application of these rules to women, racial/ethnic minorities, or immigrants. The article concludes with a call for data collection efforts that would allow researchers to analyze the consequences of this widespread managerial practice. Copyright © 2017 Elsevier Inc. All rights reserved.

  15. Willingness to pay for renewable energy: implications for UK green tariff offerings

    International Nuclear Information System (INIS)

    Batley, S.L.; Fleming, P.D.; Urwin, P.

    2000-01-01

    Although financial support for renewable electricity sources has existed via the non-fossil fuel obligation since 1990, the UK 'green power' market is still in its infancy. This paper looks at attitudes to tariffs for 'green power' in light of the proposed phase-out of the non-fossil fuel obligation. The hypothesis tested was the consumer's willingness to pay for electricity generated from renewable energy sources and to see if this was related to income and attitude. Data for analysis were taken from replies to a questionnaire sent to an energy-aware subpopulation of Leicester which were analysed by a variety of statistical tests. Results of multiple regression analysis indicated that whether someone was willing to pay more was significantly correlated with attitude, experience (whether they had visited an environmental centre) and the purchasing power placed on GBP 5.00. This finding has implications for the methods by which support for green tariffs can be increased. Education and raising people's awareness through experience should be able to change attitudes and so increase their willingness to pay. (author)

  16. Willingness to Pay for Cataract Surgery Provided by a Senior Surgeon in Urban Southern China.

    Directory of Open Access Journals (Sweden)

    Mei Wang

    Full Text Available To study willingness to pay for cataract surgery and surgical service provided by a senior cataract surgeon in urban Southern China.This study was a cross-sectional willingness-to-pay (WTP interview using bidding formats. Two-hundred eleven persons with presenting visual impairment in either eye due to cataract were enrolled at a tertiary eye hospital. Participants underwent a comprehensive eye examination and a WTP interview for both surgery and service provided by a senior surgeon. Demographic information, socioeconomic status and clinical data were recorded.Among 211 (98% response rate persons completing the interview, 53.6% were women and 80.6% were retired. About 72.2% had a monthly income lower than 1000 renminbi (US $161. A total of 189 (89.6% were willing to pay for cataract and the median amount of WTP was 6000 renminbi (US$968. And 102 (50.7% were willing to pay additional fees for surgery performed by a senior surgeon, and the median amount of WTP was 500 renminbi (US$81. In regression models adjusting for age and gender, persons with preexisting eye diseases other than cataract, were more likely to pay for cataract surgery and service provided by a senior surgeon (P = 0.04 for both.In urban China, cataract patients, especially those with preexisting eye conditions, are willing to pay additional fees for a senior surgeon. Moving to a system where the price of cataract surgery is proportional to the consultant' skill and expertise is possible and may have a potential impact on waiting list and quality of eye care. Further studies are needed to examine the impact of such pricing system on attitudes and choices of cataract patients.

  17. Governing Civil Service Pay in China, by Alfred M. Wu. Copenhagen: NIAS Press, 2014. xvi+236 pp

    DEFF Research Database (Denmark)

    Brødsgaard, Kjeld Erik

    2016-01-01

    Book review of: Governing Civil Service Pay in China by Alfred M. Wu. Copenhagen: NIAS Press, 2014.......Book review of: Governing Civil Service Pay in China by Alfred M. Wu. Copenhagen: NIAS Press, 2014....

  18. 5 CFR 550.707 - Computation of severance pay fund.

    Science.gov (United States)

    2010-01-01

    ...) in effect at separation. (3) For prevailing rate positions in which the amount of night shift... schedules, determine for each week in the averaging period the value of night shift differential pay... effect at separation. (4) For positions with seasonal work requirements, compute the weekly average of...

  19. Willingness to pay for physician services at a primary contact in Ukraine: results of a contingent valuation study.

    Science.gov (United States)

    Danyliv, Andriy; Pavlova, Milena; Gryga, Irena; Groot, Wim

    2013-06-08

    The existence of quasi-formal and informal payments in the Ukrainian health care system jeopardizes equity and creates barriers to access to proper care. Patient payment policies that better match patient preferences are necessary. We analyze the potential and feasibility of official patient charges for public health care services in Ukraine by studying the patterns of fee acceptability, ability and willingness to pay (WTP) for public health care among population groups. We use contingent valuation data collected from 303 respondents representative of the adult Ukrainian population. Three decision points were separated: objection to pay, inability to pay, and level of positive non-zero WTP. These decisions were studied for relations with quality profiles of the services, and socio-demographic characteristics of the respondents and their households. The likelihood to object to pay is mostly determined by the quality characteristics of the services. Objection to pay is not related to corresponding behavior in real life. The likelihood of being unable to pay is associated with older age, lower income, and a larger share of household members with no income. The level of positive WTP is positively related to income (+7% per 1000 UAH increase in income) and is lower for people who visited a doctor but did not pay (-22%). Rather substantial WTP levels (between 0.9% and 1.9% of household income) for one visit to physician indicate a potential for official patient charges in Ukraine. User fees may cover a substantial share of personnel cost in the out-patient sector. The patterns of inability to pay support well designed exemption criteria based on age, income, and other aspects of economic status. The WTP patterns highlight the necessity for payments that are proportional to income. Other methodological and policy implications are discussed.

  20. Willingness to pay for a local food label for lamb meat in Spain

    OpenAIRE

    Gracia, Azucena; de Magistris, Tiziana; Nayga, Rodolfo M., Jr.

    2011-01-01

    The aim of the paper is to assess consumers’ willingness to pay (WTP) for a local food produced in a less-favoured area in the Aragon region (Spain). In particular, we examine whether consumers value lamb meat products (lamb and suckling lamb) labelled as “Ojinegra from Teruel”, traditionally produced in these area. We use a nonhypothetical experimental auction to elicit Spanish consumers’ WTP for “Ojinegra from Teruel” labelled lamb products. Results show that consumers are willing to pay a ...

  1. Gender Pay Gap, Productivity Gap and Discrimination in Canadian Clothing Manufacturing in 1870

    OpenAIRE

    Catherine L McDevitt; James R Irwin; Kris Inwood

    2009-01-01

    Women's earnings were less than men's in Canadian clothing factories in 1870. Orthodox neoclassical theory would explain that gender pay gap as a reflection of a gender productivity gap. Using classical hypothesis testing we reject that view, based on a large cross-section of 1870 census data. We find the gender pay gap was significantly larger than the gender productivity gap, much as Hellerstein et al. [1999] found for US manufacturing circa 1990. Our results are clear and compell...

  2. Risk Aversion and Support for Merit Pay: Theory and Evidence from Minnesota's Q Comp Program. Working Paper #09-05

    Science.gov (United States)

    Nadler, Carl; Wiswall, Matthew

    2009-01-01

    Recent research attributes the lack of merit pay in teaching to the resistance of teachers. This paper examines whether the structure of merit pay affects the types of teachers who support it. We develop a model of the relative utility teachers receive from merit pay versus the current fixed schedule of raises. We show that if teachers are risk…

  3. 30 CFR 203.3 - Do I have to pay a fee to request royalty relief?

    Science.gov (United States)

    2010-07-01

    ... 30 Mineral Resources 2 2010-07-01 2010-07-01 false Do I have to pay a fee to request royalty... MINERALS REVENUE MANAGEMENT RELIEF OR REDUCTION IN ROYALTY RATES General Provisions § 203.3 Do I have to pay a fee to request royalty relief? When you submit an application or ask for a preview assessment...

  4. 13 CFR 123.104 - What interest rate will I pay on my home disaster loan?

    Science.gov (United States)

    2010-01-01

    ... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false What interest rate will I pay on... ADMINISTRATION DISASTER LOAN PROGRAM Home Disaster Loans § 123.104 What interest rate will I pay on my home disaster loan? If you can obtain credit elsewhere, your interest rate is set by a statutory formula, but...

  5. Pay-What-You-Want pricing: An integrative review of the empirical research literature

    Directory of Open Access Journals (Sweden)

    Torsten J.

    2017-01-01

    Full Text Available In a Pay What You Want (PWYW setting companies empower their customers to fix the prices buyers voluntarily pay for a delivered product or service. The seller agrees to any price (includ-ing zero customers are paying. For about ten years researchers empirically investigate customer reactions to and economic outcomes of this pricing method. The present paper distinguishes PWYW from other voluntary payment mechanisms and reviews 72 English- or German-speaking PWYW publications, which appeared between January 2006 and September 2016 and contain 97 independent empirical data sets. Prior PWYW research is structured with the help of a conceptual framework which incorporates payment procedure design, buyer, seller, focal sales object and market context characteristics as factors potentially influencing customer perceptions of the PWYW scheme and their behavioral reactions to PWYW offers. The review discusses both consistent key findings as well as contradictory results and derives recommendations for future empirical PWYW research efforts.

  6. A review of the empirical literature on Pay-What-You-Want price setting

    Directory of Open Access Journals (Sweden)

    Gerpott Torsten J.

    2016-12-01

    Full Text Available In a Pay What You Want (PWYW setting companies empower their customers to fix the prices buyers voluntarily pay for a delivered product or service. The seller agrees to any price (including zero customers are paying. For about ten years researchers empirically investigate customer reactions to and economic outcomes of this pricing method. The present paper distinguishes PWYW from other voluntary payment mechanisms and reviews 72 English- or German-speaking PWYW publications, which appeared between January 2006 and September 2016 and contain 97 independent empirical data sets. Prior PWYW research is structured with the help of a conceptual framework which incorporates payment procedure design, buyer, seller, focal sales object and market context characteristics as factors potentially influencing customer perceptions of the PWYW scheme and their behavioral reactions to PWYW offers. The review discusses both consistent key findings as well as contradictory results and derives recommendations for future empirical PWYW research efforts.

  7. 5 CFR 550.113 - Computation of overtime pay.

    Science.gov (United States)

    2010-01-01

    ... under 5 U.S.C. 5305 or similar provision of law), the overtime hourly rate is 11/2 times his or her... a holiday at the same rate as for overtime work performed on another day. (d) An employee whose rate of basic pay is fixed on an annual or monthly basis and adjusted from time to time in accordance with...

  8. The Simple Truth about the Gender Pay Gap

    Science.gov (United States)

    American Association of University Women, 2014

    2014-01-01

    You've probably heard that men are paid more than women are paid over their lifetimes. But what does that mean? Are women paid less because they choose lower-paying jobs? Is it because more women work part time than men do? Or is it because women tend to be the primary caregivers for their children? The American Association of University Women's…

  9. Air Force Integrated Personnel and Pay System (AFIPPS)

    Science.gov (United States)

    2016-03-01

    Technical Guidance to include Information Technolgy (IT) Standards identified in the Technical View One (1) (TV-1) and implementation guidance of GIG...Compliant with Global Information Grid (GIG) Technical Guidance to include Information Technolgy (IT) Standards identified in the Technical View One...2016 Major Automated Information System Annual Report Air Force Integrated Personnel and Pay System (AFIPPS) Defense Acquisition Management

  10. On Paying Attention: Flagpoles, Mindfulness, and Teaching Writing

    Science.gov (United States)

    Kroll, Keith

    2008-01-01

    To pay attention--to observe, to see the richness and detail that is right before everyone--is the essence of mindfulness. It is also, the author argues, the essence of good writing--the kind of writing for which there is a long American tradition of writers such as Emerson, Thoreau, E. B. White, Barry Lopez, Annie Dillard, Joan Didion, John…

  11. Pay It Forward: High School Video-based Instruction Can Disseminate CPR Knowledge in Priority Neighborhoods.

    Science.gov (United States)

    Del Rios, Marina; Han, Josiah; Cano, Alejandra; Ramirez, Victor; Morales, Gabriel; Campbell, Teri L; Hoek, Terry Vanden

    2018-03-01

    The implementation of creative new strategies to increase layperson cardiopulmonary resuscitation (CPR) and defibrillation may improve resuscitation in priority populations. As more communities implement laws requiring CPR training in high schools, there is potential for a multiplier effect and reach into priority communities with low bystander-CPR rates. We investigated the feasibility, knowledge acquisition, and dissemination of a high school-centered, CPR video self-instruction program with a "pay-it-forward" component in a low-income, urban, predominantly Black neighborhood in Chicago, Illinois with historically low bystander-CPR rates. Ninth and tenth graders followed a video self-instruction kit in a classroom setting to learn CPR. As homework, students were required to use the training kit to "pay it forward" and teach CPR to their friends and family. We administered pre- and post-intervention knowledge surveys to measure knowledge acquisition among classroom and "pay-it-forward" participants. Seventy-one classroom participants trained 347 of their friends and family, for an average of 4.9 additional persons trained per kit. Classroom CPR knowledge survey scores increased from 58% to 93% (p pay-it-forward cohort saw an increase from 58% to 82% (p pay-it-forward" component can disseminate CPR knowledge beyond the classroom. Because schools are centrally-organized settings to which all children and their families have access, school-based interventions allow for a broad reach that encompasses all segments of the population and have potential to decrease disparities in bystander CPR provision.

  12. Caregivers' willingness‑to‑pay for a topical anesthetic cream for ...

    African Journals Online (AJOL)

    2013-09-17

    Sep 17, 2013 ... Caregivers' willingness‑to‑pay (WTP) for the cream is necessary for its deployment. Objective: To .... Variables. N=188. Percentage. Gender. Male. 28. 14.9. Female. 160. 85.1 .... Table 4: Socioeconomic status discrepancies in.

  13. The Work for Pay Exchange in Public School Administration.

    Science.gov (United States)

    McGee, William L.; Gibson, R. Oliver

    This study explains assessments of fair pay for public school administrators in terms of some individual, job-related, and contextual variables, and it tests Jaques' hypothesis that time-span of discretion is the unconscious measure of level of work in bureaucracies. Data were gathered primarily through telephone interviews with…

  14. Comparing Different European Income Tax Policies Making Work Pay

    NARCIS (Netherlands)

    R.H.J.M. Gradus (Raymond); J.M. Julsing

    2003-01-01

    textabstractRaising the participation at the lower end of the labour market abstract is hindered by the high burden of taxation. Therefore, recently, in some European countries serious efforts have been made to make work pay. In this paper an overview of these current efforts is given. With the

  15. The effects of pay and job satisfaction on the labour supply of hospital consultants.

    Science.gov (United States)

    Ikenwilo, Divine; Scott, Anthony

    2007-12-01

    There is little evidence about the responsiveness of doctors' labour supply to changes in pay. Given substantial increases in NHS expenditure, new national contracts for hospital doctors and general practitioners that involve increases in pay, and the gradual imposition of a ceiling on hours worked through the European Working Time Directive, knowledge of the size of labour supply elasticities is crucial in examining the effects of these major changes. This paper estimates a modified labour supply model for hospital consultants, using data from a survey of consultants in Scotland. Rigidities in wage setting within the NHS mean that the usual specification of the labour supply model is extended by the inclusion of job quality (job satisfaction) in the equation explaining the optimal number of hours worked. Generalised Method of Moments estimation is used to account for the endogeneity of both earnings and job quality. Our results confirm the importance of pay and non-pay factors on the supply of labour by consultants. The results are sensitive to the exclusion of job quality and show a slight underestimation of the uncompensated earnings elasticity (of 0.09) without controlling for the effect of job quality, and 0.12 when we controlled for job quality. Pay increases in the new contract for consultants will only result in small increases in hours worked. Small and non-significant elasticity estimates at higher quantiles in the distribution of hours suggest that any increases in hours worked are more likely for consultants who work part time. Those currently working above the median number of hours are much less responsive to changes in earnings. Copyright (c) 2007 John Wiley & Sons, Ltd.

  16. Paying attention to orthography: A visual evoked potential study

    Directory of Open Access Journals (Sweden)

    Anthony Thomas Herdman

    2013-05-01

    Full Text Available In adult readers, letters and words are rapidly identified within visual networks to allow for efficient reading abilities. Neuroimaging studies of orthography have mostly used words and letter strings that recruit many hierarchical levels in reading. Understanding how single letters are processed could provide further insight into orthographic processing. The present study investigated orthographic processing using single letters and pseudoletters when adults were encouraged to pay attention to or away from orthographic features. We measured evoked potentials (EPs to single letters and pseudoletters from adults while they performed an orthographic-discrimination task (letters vs. pseudoletters, a colour-discrimination task (red vs. blue, and a target-detection task (respond to #1 and #2. Larger and later peaking N1 responses (~170ms and larger P2 responses (~250 ms occurred to pseudoletters as compared to letters. This reflected greater visual processing for pseudoletters. Dipole analyses localized this effect to bilateral fusiform and inferior temporal cortices. Moreover, this letter-pseudoletter difference was not modulated by task and thus indicates that directing attention to or away from orthographic features didn’t affect early visual processing of single letters or pseudoletters within extrastriate regions. Paying attention to orthography or colour as compared to disregarding the stimuli (target-detection task elicited selection negativities at about 175 ms, which were followed by a classical N2-P3 complexes. This indicated that the tasks sufficiently drew participant’s attention to and away from the stimuli. Together these findings revealed that visual processing of single letters and pseudoletters, in adults, appeared to be sensory-contingent and independent of paying attention to stimulus features (e.g., orthography or colour.

  17. Federal Personnel: Federal/Private Sector Pay Comparisons

    Science.gov (United States)

    1994-12-01

    Choices of Both Government and Union Status," Journal of Labor Economics , Vol. 6 (1988), pp. 229-53; Alan B. Krueger, "Are Public Sector Workers Paid...Differential in the United States," Journal of Labor Economics , Vol. 38, No. 2 (1990), pp. 270-293. 5A discussion of these explanations can be found in...federal earnings, one can obtain an estimate of the pay gap that is attributable to federal employment In labor economics research, both methods are

  18. Marketing Household Water Treatment: Willingness to Pay Results from an Experiment in Rural Kenya

    Directory of Open Access Journals (Sweden)

    Annalise G. Blum

    2014-06-01

    Full Text Available Despite increasing availability of household water treatment products, demand in developing countries remains low. Willingness to pay for water treatment products and factors that affect demand are not well understood. In this study, we estimate willingness to pay for WaterGuard, a dilute chlorine solution for point-of-use water treatment, using actual purchase decisions at randomly assigned prices. Secondly, we identify household characteristics that are correlated with the purchase decision. Among a sample of 854 respondents from 107 villages in rural Kenya, we find that mean willingness to pay is approximately 80% of the market price. Although only 35% of sample households purchased WaterGuard at the market price, 67% of those offered a 50% discount purchased the product. A marketing message emphasizing child health did not have a significant effect on purchase behavior, overall or among the subset of households with children under five. These findings suggest that rural Kenyans are willing to pay for WaterGuard at low prices but are very sensitive to increasing price. Households with young children that could benefit the most from use of WaterGuard do not appear to be more likely to purchase the product, and a marketing message designed to target this population was ineffective.

  19. 5 CFR 550.143 - Bases for determining positions for which premium pay under § 550.141 is authorized.

    Science.gov (United States)

    2010-01-01

    ... PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY ADMINISTRATION (GENERAL) Premium Pay Regularly Scheduled... requirement must be definite and the employee must be officially ordered to remain at his station. The...

  20. Get the Science Right when Paying for Nature’s Services

    Science.gov (United States)

    Payments for Ecosystem Services (PES) mechanisms leverage economic and social incentives to shape how people influence natural processes and achieve conservation and sustainability goals. Beneficiaries of nature's goods and services pay owners or stewards of ecosystems that produ...