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PubMedDate not supplied

Pay inequity: it's still with us.

This article explores reasons for the continued existence of pay inequity. Throughout the past 3 decades, pay equity proponents have applied a number of remedies for inequity. For example, civil rights legislation has helped somewhat, but narrow interpretations hinder the usefulness of law. Labor market surveys do more to perpetuate inequity than to cure it. Collective bargaining offered by traditional unions benefits nursing to a lesser extent than nurses commonly believe. Job evaluation systems combine with multiple pay scales and inequitable pay formulas to perpetuate discrimination. Finally, there remains a danger that nurses' own lack of sophistication regarding pay equity issues may work against the interests of the profession on the pay equity scene. Nurses, therefore, need to keep abreast of current pay equity issues.

Collective Bargaining↗
PubMed2006

A contingent view of reactions to objective pay conditions: interdependence among pay structure characteristics and pay relative to internal and external referents.

The authors studied the general proposition that because social comparisons are so central to how people react to pay, the effect of an important pay condition likely depends on a social pay comparison that is relevant to that condition. To investigate this, the authors used actual pay data on more than 2,000 public school teachers across more than 400 school districts and tested whether pay equity perceptions resulted from interactions among objective measures of structural (pay dispersion, entry-level pay, pay range maximum, external competitiveness) and individual (pay relative to internal referents, pay relative to external referents) pay conditions. Cross-level interactions indicated that pay relative to internal referents moderated how pay structure conditions related to pay equity perceptions. Additionally, within-level interactions indicated that the effect of employee standing in the external pay hierarchy depended on where one stood in the internal pay hierarchy; this dynamic emerged both for individual-level measures of current standing and for organization-level measures that suggested future standing.

Attitude↗
PubMed1975

Equity in paying for health care services under a national insurance system.

The debate over the future of the health care delivery system evolves around the policy issue of what constitutes a fair distribution of the medical services which are considered essential to prolonging life, curing disease, and relieving pain. A case can be made that a socially equitable distribution implies that consumption of medical services is independent of the consumer's income and payment for them unrelated to utilization. The present paper examines to what extent the provisions for financing a national health insurance system are likely to advance or hinder the fair distribution of health care services. Almost all bills specify a mix of direct (cost-shared) and indirect (prepaid) financing. When cost-sharing is based on the quantity of services or on the level of medical expenditure, it helps divert medical care and health insurance benefits to high-income persons at the expense of their low-or moderate-income counterparts. When indirect payments or premium levels are determined by insurance risks rather than by income, they may be too high for persons with moderate means, and are likely to exclude such persons from the national insurance program. When health insurance is tied to salaried employment, it discriminates against the unemployed and the self-employed. To rectify such inequities, some NHI proposals specify separate insurance plans for the disadvantaged. Such programs, which require income-testing to determine eligibility, are likely to be plagued by administrative complications currently engulfing other means-tested social welfare programs. The present paper makes some recommendations for the purpose of avoiding these difficulties and fostering equity in health care.

Deductibles and Coinsurance↗
PubMed1987

African Charter on Human and Peoples' Rights.

This Convention contains provisions relating to women's rights, pay equity, health, education, the family, the aged, freedom of movement, and asylum. Algeria ratified the Convention on 20 March 1987, Benin on 25 February 1986, Botswana on 22 July 1986, Burkina Faso on 21 September 1984, Cape Verde on 6 August 1987, Central African Republic on 27 July 1986, Chad on 11 November 1986, Comoros on 18 July 1986, Egypt on 3 April 1984, Equatorial Guinea on 18 August 1986, Gabon on 26 June 1986, Guinea-Bissau on 6 March 1986, Libya on 26 March 1987, Sao Tome and Principe on 28 July 1986, Sierra Leone on 27 January 1984, Somalia on 20 March 1986, Sudan on 11 March 1986, Tanzania on 9 March 1984, Uganda on 27 May 1986, Zaire 28 July 1987, Zambia on 2 February 1984, and Zimbabwe on 12 June 1986.

Adult↗
PubMed1997

Design of a compensation system for dental practice.

The compensation system has an impact on the performance of employees in a dental practice. A comprehensive system includes many aspects in addition to the pay that employees receive. This paper explores issues related to the design and implementation of compensation systems in dentistry. Major considerations are the role of pay as a motivator of employees, decisions affecting pay equity of employees, the impact of wage and hour laws on pay decisions, the relationship of performance appraisal to potential pay increases, the use of bonus and incentive plans, and incorporation of fringe benefits into a compensation system.

Decision Making↗