Wage Regulation Research Articles

Порівняльний аналіз механізму регулювання мінімальної заробітної плати у зарубіжних країнах та в Україні

Порівняльний аналіз механізму регулювання мінімальної заробітної плати у зарубіжних країнах та в Україні

PENGATURAN UPAH BERDASARKAN ATAS PRINSIP KEADILAN

The wage issue has always been a dilemma for workers and employers, if it did not solve that can lead disharmonis in industrial relations in Indonesia. The wage law based on principles of justice has always desired by parties. The Fairness in wages regulation will be guided by the principles of good law. The balance of interests between workers and entrepreneurs are the basis of fairness in wages regulation It is not east to realise.the princip of justice to combine with etict tomake is a good law . 
 Keywords: law, wages, justice, moral.

Approaches to assessing the demand for medical personnel in the Russian Federation

The availability of the adequate number of qualified health workforce is an important component of the National Health Program that guarantees affordable and high-quality medical care to the citizens of the Russian Federation. Health workforce planning can be efficient when all its elements are efficient; especially, the methods of assessing the demand for medical personnel and the arrangements for attracting skilled human resources (training programs for specialists, improved work contracts, incentives, and wage regulation). Aim: to review and analyze the current practice of assessing the demand for medical personnel and the reevant regulations in the Russian Federation. Materials and Methods. Regulatory documents and other publically available materials regarding the assessment of demand for medical personnel in the Russian Federation were analyzed; our special interest was focused on documents regulating the number of medical doctors. The review included the orders of the Ministry of Health of Russia, which established the methodology for calculating the demand for medical personnel, organizational standards of medical care, and procedures for the provision of medical care. Results. Two major approaches to the assessment of demand for medical personnel are used in Russia. According to the first approach, the deficit or surplus of the medical personnel is determined by comparing the actual number of employees with the staffing norms. The second approach suggests comparing the actual number of employees with the number calculated in accordance with the recommended methodology. Both approaches have disadvantages that reduce the likelihood of their practical efficiency. Conclusion. In Russia, the existing approaches to the assessment of the health workforce demand do not allow for long-term strategic planning and should be revised and optimized.

Monopsony Power and Guest Worker Programs

Guest workers on visas in the United States may be unable to quit bad employers due to barriers to mobility and a lack of labor market competition. Using H-1B, H-2A, and H-2B program data, we calculate the concentration of employers in geographically defined labor markets within occupations. We find that many guest workers face moderately or highly concentrated labor markets, based on federal merger scrutiny guidelines, and that concentration generally decreases wages. For example, moving from a market with a Herfindahl-Hirschman Index of zero to a market comprised of two employers lowers H-1B worker wages approximately 10%, and a pure monopsony (one employer) reduces wages by 13%. A simulation shows that wages under pure monopsony could be 47% lower, suggesting that employers do not use the full extent of their monopsony power. Enforcing wage regulations and decreasing barriers to mobility may better address issues of exploitation than antitrust scrutiny alone.

Gender pay gap in the workplace: the case of public and private sectors in Nigeria

The need to reduce the gender pay gap is an ongoing concern in developing countries. One aspect of gender inequality that is often neglected is the gender pay differential in the public and private sectors. In Nigeria, the structure and employee entry into public and private sectors differ significantly and could constitute a source of pay gap. This study decomposed the wage gap individually in the public and private sectors in Nigeria in 2009 using the Blinder–Oaxaca and quantile decomposition methods. The findings point to a smaller gender pay gap in the public sector compared to the private sector, due to better educational qualifications and higher income stream arising from longer stay in the workforce. Discrimination accounts for a significant portion of gender wage gap, although it is larger in the private sector. Women selection bias is a prominent factor in the private sector, while it is not much of a concern in the public sector. The results also show the existence of glass ceiling in the public sector and sticky floor in the private sector. Policies to address discrimination against women either in wage setting or hiring process should be introduced in both sectors. Increased participation of women in the private sector through creation of women-friendly jobs should be promoted in order to close the wage gap. Mandatory compliance with minimum wage regulations in the private sector should be enforced to attract more women to the sector and therefore narrow the wage gap at the bottom.

Wages and social insurance

The article deals with the theoretical and practical issues of the concepts of wages and payment for work. Their substantive characteristics and legal framework are instruments of legal, agreement-based regulation of population income and social protection in almost any country. In Russia wage rates are determined only from the point of employment period. Neither dependency ratio nor insurance savings on pension benefits are taken into account. In result, the wages and social insurance costs are twice lower than in economically developed countries. Solving the problem of formation of an effective system of wages and payment for work is only possible when considering their purpose — satisfaction of both the current needs of workers and their families, and replacement of the loss by insurance benefits in the amount comparable to wages, when social risks occur. A special place is given to showing the impact of wages on organization of social insurance, and substantiation of wages size with the account of such social risks as illness, unemployment, old age, disability, that are characteristic of people’s life at different stages of labor and post-labor periods. The article presents experience of the regulation of wages and payment for work in Russia and foreign countries. There are highlighted new challenges in this sphere and proposed the ways to formation of institutes of the population labor income on a unified conceptual basis.

ВИЗНАЧЕННЯ РІВНЯ ДЕРЖАВНОГО РЕГУЛЮВАННЯ, ОРГАНІЗАЦІЄЮ ОПЛАТИ ПРАЦІ МЕТОДОМ КЛАСТЕРИЗАЦІЇ ГАЛУЗЕЙ НАЦІОНАЛЬНОГО ГОСПОДАРСТВА

Розвиток соціально-трудових відносин, обумовлений світовими глобалізаційними процесами, вимагає інноваційного підходу в державному регулюванні організацією оплати праці, затребуваного реаліями ринку праці. Важливе значення має визначення критеріїв і показників оцінювання рівня сформованості інструментарію впливу державних інституцій задля гарантування принципу справедливості та соціальної рівноваги при побудові алгоритму розрахунку винагороди за працю. Мета цієї публікації — обґрунтування методичного підходу до побудови ієрархії диференціації рівнів державного регулювання оплати праці, для застосування при кластерному ранжуванні національного господарства за галузями економіки. Окреслено необхідність підвищення ефективності втручання державних інститутів у систему організації оплати праці, уточнено тлумачення термінологічного апарату державного регулювання організацією оплати праці. Проаналізовано динаміку показника середньомісячної заробітної плати штатних працівників за відпрацьовану годину з метою обґрунтування розбіжності, яка існує в розмірі оплати праці в різних галузях економіки країни. Запропоновано класифікацію рівнів впливу державних інституцій, принциповим базисом яких є аналітично обґрунтовані відмінності стану організації оплати праці за кожним видом економічної діяльності в конкретизованій ситуації на тлі безперервного моніторингу, і представлено ієрархічну побудову класифікації рівнів регулювання для галузей національного господарства. За допомогою інструментів кластерного аналізу проведено обґрунтування методичних засад удосконалення сценаріїв аналізу рівня необхідності державного регулювання з метою оптимізації результативності цього процесу. Зазначено та обґрунтовано гіпотезу про існування тренду об’єднання об’єктів у кластери за наявним станом показників організації оплати праці в галузях економіки України.

Valuable designing is the most important social problem (on A.L. Zhukov's monograph «Modern methods of wage regulation»)

Review of the book indicated in the review’s title. According to the summary of the reviewer's reflections on the monograph, its author: a) highly characterizes the whole complex set of existing problems in the field under consideration; b) gives practical recommendations for their resolution — to improve the mechanism of wage regulation in Russia at various management levels (from the macro level to the enterprise level).

Migrants and Low-Paid Employment in British Workplaces

Using nationally representative workplace data for Britain, we identify where migrants work and examine the partial correlation between workplace wages and whether migrants are employed at a workplace. Three-in-ten workplaces with five or more employees employ migrant workers, with the probability rising substantially with workplace size. We find the bottom quartile of the log earnings distribution is 4–5% lower in workplaces employing migrants, ceteris paribus. However, the effect is confined to workplaces set up before the introduction of the National Minimum Wage (NMW) in the late 1990s, consistent with the proposition that minimum wage regulation limits employers’ propensity to pay low wages in the presence of migrant workers.

DETERMINING MINIMUM WAGES IN CHINA: DO ECONOMIC FACTORS DOMINATE?

We analyze the determinants of minimum wages in China at the regional level. We include a broad set of economic variables and consider the role of spatial spillovers, which reflect the geographical pattern of regions and can arise for several reasons, including competition between local policymakers. The analysis primarily reveals the existence of strong regional ties in the development of minimum wages. Once these spatial effects are considered, the role of economic variables in the determination of minimum wages declines, and their impact is lower than initially thought. Whereas consumption per capita and consumer prices remain significant, regular wages lose their importance when controlling for reverse causation. Although minimum wage regulation stresses the relevance of economic factors in the determination of appropriate levels, actual development is largely driven by regional dependencies. As minimum wage standards set by local officials do not fully reflect regional economic conditions, further reform should be on the agenda.

Education and expenditure inequality in Myanmar: An analysis with the 2006 and 2012 Household Income and Expenditure Survey in an urban and rural setting

AbstractBased on the Household Income and Expenditure Surveys in 2006 and 2012, this study analyses the roles of education in expenditure inequality in Myanmar using three inequality decomposition methods. Expenditure inequality was very high among ASEAN countries and much of the inequality was due to inequalities within urban and rural areas. Expansion of secondary education is important in urban areas, while primary education needs to be strengthened in rural areas to reduce expenditure disparity between the urban and rural sectors. Since expenditure inequalities between educational groups were small in both urban and rural areas, expenditure inequalities within educational groups need to be decreased to reduce overall expenditure inequality. The government needs to strengthen income‐redistribution policies and social security programmes, promote the formal sector, and enforce the minimum wage regulation to reduce expenditure inequality. Since older age groups tend to have larger expenditure inequalities in urban areas, the government needs to strengthen social safety net programmes and raise pension coverage in the urban private sector. Since a very high expenditure inequality existed among younger households in the urban tertiary educational group, the government may need to introduce policies that could promote linkages between industry and academia to remove a mismatch between the qualifications of university and college graduates and the needs of employers.

Precarious work and the reluctance to complain: Italian temporary migrant workers in Australia

ABSTRACT The reluctance of many temporary migrant workers (TMWs) to challenge poor wages and conditions is an important puzzle for both research and policy. This article explores the puzzle by drawing on in-depth interviews with Italian TMWs who have had recent work experience in food services and/or farms in Australia. The article describes their experiences of precarious work, marked by widespread and systematic underpayment of wages in breach of minimum wage regulation. It shows that few Italian TMWs challenged underpayments, whether through collective or individual action. The article reviews the varied rationales offered by the interviewees for their reluctance to pursue an individual complaint about underpayments. It finds that fear of employer reprisals was a powerful and understandable barrier to action. Also influential, however, were attitudes that had the effect of downplaying the significance of low pay in the current job, for example, by means of a judgment that the current job is only a temporary stage in a long-term life-course project. The findings indicate that reluctance to complain needs to be situated in relation to other forms of migrant worker agency, both within and outside the workplace, and the social relations in which they are embedded.

Functions of Local Legal Regulation Labor Payments

Problem setting. The question of functions in the legal doctrine attracts the attention of scientists for a long time. At the same time, it is safe to state that the functions are inherent in any legal phenomena. Today, despite widespread research in the field of wages, the issue of local regulation of wage labor lacks a proper level of coverage. We would like to emphasize that this problem not only has not lost its relevance, but in the conditions of radical economic reform in Ukraine is filled with new content. Analysis of resent researches and publications. With regard to the direct functions of legal regulation of remuneration, their research was undertaken by such scholars as L. I. Antonov, N. O. Brilliantov, S. S. Karinsky, R. I. Kondratiev, F. M. Leviant, A. I. Protsevsky, NB Bolotina, G.I. Chanysheva, V.M. Bozhko, Ya.V. Simutina, A.O. Gordeyuk, A.V. Gaevaya and others. However, the problems existing in this area, including in the area of remuneration, determine the relevance of the issue, and their scientific research is timely and practically necessary. Target of research The main idea of research functions of local regulation of wages is an attempt to build them in such a logical sequence, which will realize the transition from the most significant, which led to the development and adoption of local level legislation on wages, to the least significant in the implementation of the social orientation of local legal regulation of wages pay. Target of research The main idea of research functions of local regulation of wages is an attempt to build them in such a logical sequence, which will realize the transition from the most significant, which led to the development and adoption of local level legislation on wages, to the least significant in the implementation of the social orientation of local legal regulation of wages pay. Article’s main body. The history of local acts regulating labor remuneration reaches its roots back in the nineteenth century. It is this kind of acts that arose among the first on par with those that regulate the internal routine. The purpose of their development and adoption is to create a connecting link between the employer and the subject who carries out work activities. The main purpose of a local act is to ensure increased productivity through its objective assessment of labor and further stimulation. So, the primary function of local regulations governing wages is the function of an objective assessment at the last. Conclusions and prospects for the development. As you can see, the functions of local regulation of wages should emphasize the specifics of this phenomenon, to show the inherent properties of it. As a result of the study of social, economic, legal assignment of functions we can conclude that local regulation is most effective in solving wage issues. They are quite diverse and have peculiar features that distinguish them not only from the general legal, institutional, but also from the functions of local norms in general. The alternating increase in the influence of one or another function is due to the historical era, economic peculiarities of the actions of employers, within the competence of which the norms of local acts are adopted and implemented. Despite the lack of identity by the power of influence on regulated relationships, none of the functions considered can be separated from others, because each of them is logically linked to another and in many ways they determine the effectiveness of each other.

ПРОБЛЕМЫ ПРАВОВОГО РЕГУЛИРОВАНИЯ ЗАРАБОТНОЙ ПЛАТЫ В РОССИИ

ПРОБЛЕМЫ ПРАВОВОГО РЕГУЛИРОВАНИЯ ЗАРАБОТНОЙ ПЛАТЫ В РОССИИ

Удосконалення моделі регулювання оплати праці на промислових підприємствах залежно від рівня продуктивності та ефективності праці персоналу в системі виробничого менеджменту

Удосконалення моделі регулювання оплати праці на промислових підприємствах залежно від рівня продуктивності та ефективності праці персоналу в системі виробничого менеджменту

Monopsony Power and Guest Worker Programs

Guest workers on visas in the United States may be unable to quit bad employers due to barriers to mobility and a lack of labor market competition. Using H-1B, H-2A, and H-2B program data, we calculate the concentration of employers in geographically defined labor markets within occupations. We find that many guest workers face moderately or highly concentrated labor markets, based on federal merger scrutiny guidelines, and that concentration generally decreases wages. For example, moving from a market with an HHI of zero to a market comprised of two employers lowers H-1B worker wages approximately 10 percent, and a pure monopsony (one employer) reduces wages by 13 percent. A simulation shows that wages under pure monopsony could be 47 percent lower, suggesting that employers do not use the extent of their monopsony power. Enforcing wage regulations and decreasing barriers to mobility may better address issues of exploitation than antitrust scrutiny.

Wage and tax competitiveness: The case of Hellenic shipping

Shipping and related activities account for a considerable proportion of Greek GDP, rendering proceeds from shipping sector activities indispensable for the Greek economy, especially during the ongoing economic crisis. This study focuses on the mitigating impact of wage regulation and tax uncertainty in Greece upon net receipts from shipping. Using quarterly data for 2002–2017 and employing the General Method of Moments, we find a substantially negative effect on net receipts from shipping as a result of waning wage competitiveness, with the tonnage tax-rate increase aggravating the problem. Our results point to two major policy conclusions: First, excessive wage increases over and above those provided for in international agreements erode the competitiveness of Greek shipping. Second, the pioneering tonnage-based taxation framework of Greece, which has contributed to securing Hellenic shipping a roughly 50% market share in the EU and 16.7% in the world, should by no means be challenged. Given the ease of relocation and the antagonistic fiscal incentives provided in rival shipping centers, the tonnage tax system must be left intact and even be used as a model to help boost the competitiveness of the entire EU fleet.

ТЕОРЕТИЧНІ ОСНОВИ ОБЛІКУ ПРАЦІ ТА ЗАРПЛАТИ В -СУЧАСНИХ УМОВАХ

Modern realities of functioning of domestic enterprises and require the search for adequate and effective measures to motivate staff, additional incentives for more skilled and gifted workers. In the competitive struggle of companies for the sake of development, the value of labor resources is one of the key factors of success. In this regard, the issue of personnel motivation becomes a priority, in particular, his material stimulation. In addition, the effective organization of labour and its payment are particularly relevant now, because the vast majority of institutions are forced to reduce their costs.In the article by the authors are considered the theoretical basis of payroll accounting in modern economic conditions, which affects the choice of payment systems with employees for wages, surcharges and payments that are determined by law. In addition, an analysis of the effectiveness of existing wage systems is conducted and generalized practical experience in choosing forms and systems of labor remuneration at enterprises for the purpose of the most correct assessment of the labor of the workers. Also, characteristics of pay systems and their forms, which can be used by institutions depending on the conditions and specifics of their activities, are given.In Ukraine the legal regulation of wages is established, the state assumes guarantees of wages. In the calculation of wages, there are no restrictions on the maximum amount of wages. At the same time, the law prescribed the minimum wage, which regulates the minimum wage for working time.The main forms of remuneration, which are being applied now, is hourly and unitary. The essence of hourly wage form is in that it depends directly on the amount actually worked out. In case of unit form of remuneration, a salary is provided in accordance with the employee's production.But for a modern Ukrainian society a change in the professional structure is characteristic. Appears new institutions and professions (positions), which cannot be estimated using conventional systems. Consequently, there is a need for the use of new systems. In view of this, it is worth considering and introducing the latest wage systems, which today are already used in world practice. As an example of such a system, the grading system of remuneration is considered in the article.Considered in the article system and form of remuneration determine the direction of the correct assessment of the labor duties of workers, which is one of the important moments of personnel motivation, as well as the direction of optimizing the company's expenses.

Fragility of Non-Formal Sector Workers Based on Minimum Wage Regulations in Indonesia

The protection of labor rights is regulated in Indonesian Labor Law Number 13 of 2013. In addition to regulating the rights and obligations between stakeholders involved in working relationships, the Labor Law also regulates criminal sanctions against persons who violate the provisions provided for in the law. One of the criminal provisions in the Labor Law is regulated in article 185 (1) juncto article 90 (1) which specifically regulates the crime of wages. In this article there is a provision that employers who do not pay labor wages in accordance with the provisions can be convicted, however, disputes between employers and workers due to unsuitable wage issues are rarely resolved in criminal law. The objective of this research is to analyze the effectiveness of article 185 (1) juncto article 90 (1) which regulates the crime of wages in protecting the right of worker to the proper wage. The type of research that will be conducted is empirical legal research using sociological juridical approach. This research was conducted in Kediri. From the research, it is found that Article 185 (1) juncto Article 90 (1) is effective to protect the wage of labor only in the formal industry sector, because in the non-formal sector, there are still many workers who earn below minimum wages.

Aggregate effects of minimum wage regulation at the zero lower bound

The Fair Minimum Wage Act of 2007 increased the U.S. nominal minimum wage by 41%, just as interest rates hit the zero lower bound. I study the interaction of these events in a parsimonious extension of the sticky-price New Keynesian model with heterogeneous labor. A “minimum-wage augmented” Phillips Curve relates inflation to output and the real minimum wage, which I estimate with aggregate data. Consistent with theory, controlling for the real minimum wage reduces the effect of output on inflation and increasing the minimum wage is inflationary. I then calibrate the equilibrium model to match microeconomic elasticities of earnings with respect to the minimum wage. On aggregate, the ZLB’s contractionary effects are dampened because nominal wages cannot decline rapidly, thereby halting the deflationary spiral caused by low aggregate demand. The effect can be large - in the calibrated economy, GDP losses from the ZLB are cut by half, even though only 3% of earnings accrue to minimum wage earners. Furthermore, increasing the minimum wage at the ZLB is expansionary, generating expected accumulated output gains of 14%.