Search PubMed⌕ Search

SEARCH · Search PubMed

Results for “Pay Equity”

Search indexed PubMed citations on genomics, clinical trials, systematic reviews and public health. Explore titles, authors and supplied subject terms, then open the PubMed record.

Quote a phrase for an exact phrase match. Source license links do not imply unrestricted reuse.

At least 55 records · Page 3Linked to original sources
PubMed2004

Findings from the most recent Medical Library Association salary survey.

OBJECTIVE: The objective is to provide information on basic issues in library management identified by the Medical Library Association's (MLA's) seventh triennial salary survey. METHODS: The survey was a Web-based questionnaire. A nonrandom sample of persons was obtained by posting messages to MLA's membership and to the MEDLIB-L e-mail discussion list. Employed MLA members and nonmembers employed in medical library settings filled out a Web-based form designed using common gateway interface (CGI) programming. RESULTS: Six hundred forty-five usable responses were analyzed by the Hay Group and presented in the MLA publication, Hay Group/MLA 2001 Compensation and Benefits Survey. Results from the 2001 survey in this article focus on pay and job satisfaction. Salary survey results since 1983 were analyzed to review trends in seniority, diversity, and pay equity. CONCLUSIONS: Given the age progression of respondents from 1983 to 2001, it is clear that succession planning is a core issue for medical libraries. Although efforts to create more diversity in medical libraries in member organizations have started to yield results, pay for white respondents has increased at a higher rate than for other racial categories. The authors found that the pay-for-performance system in the organizations of approximately two-thirds of the respondents is suboptimized and that most of the reasons medical librarians cite for leaving their organization can be addressed and potentially changed by management. Results from the eighth salary survey, slated to be conducted in the fall of 2004, will further track these trends and issues.

Humans↗
PubMed2003

So how far have we come? Pestilent and persistent gender gap in pay.

This article explores the issue of women's salaries in the human services within a comparative framework of many service occupations. An analysis of year-end 1998 data from the Bureau of Labor Statistics clearly demonstrates that salary disparities continue to exist between men and women. The author argues that these differences are based on continued patterns of discrimination, despite a plethora of policy initiatives dating back to the 1960s civil rights era to address gender discrimination in the workplace. Relevant policies are reviewed and assessed in terms of how far we have come in achieving pay equity between men and women. Several strategic directions to combat inequities are discussed, including public and professional education; individual, group, and professional advocacy; and targeted policy practice. Parallels are drawn between the gender discrimination experienced by social workers and client groups served.

Female↗
PubMed1978

Some determinants of compensation decisions.

This research investigated the effects of three variables upon compensation decisions. Results indicated that, in a simulated personnel task, both subordinate pay equity and subordinate equity off the job directly affected subjects' decisions. The strength of the subordinate's demand for a raise also influenced compensation decisions through its interaction with each of the other two variables.

Analysis of Variance↗
PubMed2001

Human rights issues and employee benefit plans.

Canadians have human rights protections at both provincial and federal levels of government. At the federal level, the most important legislative enactments are the Canadian Charter of Rights and Freedoms (the "Charter") and the Canadian Human Rights Act. Provincially and territorially, human rights are legislatively safeguarded primarily by provincial human rights codes. Both federally and provincially, human rights may also be impacted by a variety of other statutes and regulations such as employment standards acts, workers' compensation acts, occupational health and safety acts, and pay equity legislation.

Canada↗
PubMed2001

Compensation vs. benefits: who gets paid more? A new survey analysis reveals the answer and possible causes.

There is a discrepancy in pay between benefits and compensation professionals. These authors report on the results of a survey that measured the discrepancy and suggest possible reasons for the difference. They observe that, if benefits professionals are to reach pay equity with their compensation counterparts, they may need to play a strong role in helping organizations recognize the importance of benefits as a component of total reward strategy.

Administrative Personnel↗
PubMed1999

Willingness to pay for the maintenance of equity in a local ivermectin distribution scheme in Toro, Northern Nigeria.

The willingness to pay (WTP) for the maintenance of equity in a local ivermectin distribution scheme in the context of a community financing framework was determined in Toro, Northern Nigeria, using 214 randomly selected heads of households, or their representatives. Though WTP of the respondents for their own households was elicited, the focus of this paper is on WTP to maintain equity in a community financing scheme. Contingent valuation was used for the exercise, and WTP was elicited using an open-ended question. 97.2% of the respondents were in favour of allowing those that lack the ability to pay, to benefit from the scheme and the maximum WTP amounts they were willing to contribute annually so that those who lack the ability to pay could benefit from the scheme ranged from 5 Naira ($0. 06) to 100 Naira ($1.25). The mean WTP to maintain equity was 29.00 Naira ($0.36) while the median was 20.00 Naira ($0.25). This study shows that a community financing scheme for local ivermectin distribution will not be inequitable, since enough funds will be realised from well-to-do community members to cover the costs for those who are unable to pay.

Adult↗
PubMedDate not supplied

The pay-for-performance dilemma.

Who was it that talked about how to ruin motivation with pay? Frederick S. Hills digs hard into pay-for-performance programs in a striking excavation of the reasons why pay does not motivate performance. He examines the problematic effects of equity in pay (in terms of both internal wage structure and market surveys), the inflation factor, problems with the basic performance model, and the system of administration of merit pay systems in terms of the salaries of two hypothetical supervisors--one a high performer, the other a minimal performer. And while he raises a number of questions, he also leaves us with possible answers--which we can explore for ourselves. One result may well be significant changes in how organizations view their pay systems--and another may be the development of new approaches. One frequently recommended approach Hills espouses is the use of annual merit bonuses rather than annual merit increases. This way merit dollars can be made more effective.

Employee Incentive Plans↗
PubMed1988

The Human Rights Code, 1988, 8 July 1988.

This Act prohibits discrimination on the basis of sex and marital status, among other things, with respect to accommodation practices, employment practices, and publications. In its employment practices provisions, it mandates equal pay for equal work and outlaws harassment and unwelcome sexual solicitation. Under the Act, the Newfoundland Human Rights Commission, already established, is given the power to investigate complaints, effect settlements, and refer matters to a board of inquiry for further action.

Americas↗
PubMed1988

Murphy v. Bord Telecom Eireann, 4 February 1988.

Upon referral by the Irish High Court, the European Court of Justice held that, under Article 119 of the Treaty of Rome, the principle of equal pay for equal work prohibits workers of one sex engaged in work of higher value than the work of workers of the opposite sex from being paid less than the workers of the opposite sex. Upon remand, the Irish High Court sent the case back to the Labour Court with the instruction that the Labour Court should make a ruling as though the applicant women and the male comparator were engaged in "like work." See Common Market Law Reports, No. 2, 1988, p. 753.

Developed Countries↗
PubMed1988

Decree No. 18729-J of 25 October 1988.

This Decree authorizes the association "Credimujer" to be inscribed in the Register of Associations of Costa Rica. Among the objectives of the "Credimujer" are the integration of women into the social and economic development of Costa Rica, improvement of the social and economic position of women, support of businesses run by women and business activities carried out by women, creation of opportunities for women to obtain credit, promotion of women in managerial positions, just remuneration for women, and contributions to the growth of businesses of which women are the beneficiaries.

Americas↗
PubMed1988

Bromley v. H. and J. Quick, 30 March 1988.

The appellants charged the respondent employer with sex discrimination under the Equal Pay Act 1970 because they were paid less than male employees that they claimed were performing work of equal value. The respondent asserted that there was no discrimination, relying on a commissioned job evaluation study giving different values for the work. The Court of Appeal of England held that the respondent could not rely on the job evaluation study because the study was not an analytical study based on ratings of demands made on the workers as required by law. It also held that the onus was on the employer to show that there were no reasonable grounds for determining that the evaluation in the study was tainted by sex discrimination.

Developed Countries↗