The Experts below are selected from a list of 5763 Experts worldwide ranked by ideXlab platform
Miguel Portela - One of the best experts on this subject based on the ideXlab platform.
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minimum wage Fringe Benefits overtime payments and the gender wage gap
Social Science Research Network, 2012Co-Authors: Joao Cerejeira, Kemal Kizilca, Miguel PortelaAbstract:Using linked employer-employee data for Portugal, we explore an amendment to the minimum wage law which increased from 75% to 100% of the full minimum wage applied to employees younger than 18. Our results show a widening of the gender wage gap following the amendment: the wage gap for minors increased 2.7 percentage points more than for other groups. This change was mainly determined by a redistribution of Fringe Benefits and overtime payments. We discuss three possible sources of redistribution: (i) a change in the skill composition of the working males and females after the increase in the minimum wage, (ii) industrial differences in response to the changes in the wage floor, and (iii) discrimination. Estimations support the second channel as the main contributing factor, while possible discrimination effects cannot be eliminated.
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minimum wage Fringe Benefits overtime payments and the gender wage gap
Research Papers in Economics, 2010Co-Authors: Kemal Kizilca, Joao Cerejeira, Miguel PortelaAbstract:This paper investigates the impact of an increase in the minimum wage on the gender gap at various levels of employee compansation, namely, base wage, Fringe Benefits, overtime payments and probability of getting these extra income components. Using the matched employer-employee database for the Portuguese labor market, we explore the 1998 amendment to the MW law that increased the minimum wage applied to employees younger than 18 years of age from 75% to 100% of the full minimum. Estimation results based on a difference-in-difference-differences strategy indicate a widening of the gender gap, caused by redistribution of Fringe Benefits and overtime payments following the amendment. We discuss three possible sources of redistribution: (i) discrimination, (ii) a change in the skill composition of the working males and females after the increase, and (iii) industrial differences in response to the changes in the wage floor. Estimations support the third channel as the main contributing factor while we cannot eliminate the possibility of the effect of discrimination.
Kosali Simon - One of the best experts on this subject based on the ideXlab platform.
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do minimum wages affect non wage job attributes evidence on Fringe Benefits
Social Science Research Network, 2004Co-Authors: Kosali Simon, Robert KaestnerAbstract:Although many studies have tested neoclassical labor market theory's prediction that employers will react to binding minimum wages by reducing employment levels, much less empirical research has explored the possibility that employers also respond to minimum wages by adjusting non-wage components of the job, such as Fringe Benefits, job safety, and access to training. Using Current Population Survey data for 1979-2000, this study investigates the effect of minimum wage legislation on the provision of employer health insurance and employer pension coverage. The authors examine effects of state and federal variation in minimum wages on groups likely to be affected by the minimum wage, and compare these effects to estimates found for groups unlikely to be affected. Whether the analysis uses only state-level variation or federal and state variation in minimum wages, the results indicate no discernible effect of the minimum wage on Fringe benefit generosity for low-skill workers.
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do minimum wages affect non wage job attributes evidence on Fringe Benefits and working conditions
Research Papers in Economics, 2003Co-Authors: Kosali Simon, Robert KaestnerAbstract:Neoclassical labor market theories imply that employers will react to binding minimum wages by changing the level of employment. A multitude of studies consider this aspect of minimum wages, yet fail to reach a consensus as to its employment effects. While the employment effects of the minimum wage are certainly important, the empirical literature has not adequately explored the possibility that employers may also adjust non-wage components of the job such as Fringe Benefits, job safety, and access to training opportunities. We study the effect of minimum wage legislation on Fringe Benefits (employer provision of health insurance, pension coverage, dental insurance, vacation pay, and training/educational Benefits) and working conditions (shift work, irregular shifts, and workplace safety) during the period 1979 to 2000 using the National Longitudinal Survey of Youth and the Current Population Survey. We examine effects of state and federal variation in the minimum wages on groups likely to be affected by the minimum wage. These effects are compared to estimates found for groups unlikely to be affected by minimum wages. Our results indicate no discernible effect of the minimum wage on Fringe benefit generosity for low-skilled workers. This conclusion is unchanged whether we use only state level variation or federal and state variation in minimum wages.
Robert Kaestner - One of the best experts on this subject based on the ideXlab platform.
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do minimum wages affect non wage job attributes evidence on Fringe Benefits
Social Science Research Network, 2004Co-Authors: Kosali Simon, Robert KaestnerAbstract:Although many studies have tested neoclassical labor market theory's prediction that employers will react to binding minimum wages by reducing employment levels, much less empirical research has explored the possibility that employers also respond to minimum wages by adjusting non-wage components of the job, such as Fringe Benefits, job safety, and access to training. Using Current Population Survey data for 1979-2000, this study investigates the effect of minimum wage legislation on the provision of employer health insurance and employer pension coverage. The authors examine effects of state and federal variation in minimum wages on groups likely to be affected by the minimum wage, and compare these effects to estimates found for groups unlikely to be affected. Whether the analysis uses only state-level variation or federal and state variation in minimum wages, the results indicate no discernible effect of the minimum wage on Fringe benefit generosity for low-skill workers.
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do minimum wages affect non wage job attributes evidence on Fringe Benefits and working conditions
Research Papers in Economics, 2003Co-Authors: Kosali Simon, Robert KaestnerAbstract:Neoclassical labor market theories imply that employers will react to binding minimum wages by changing the level of employment. A multitude of studies consider this aspect of minimum wages, yet fail to reach a consensus as to its employment effects. While the employment effects of the minimum wage are certainly important, the empirical literature has not adequately explored the possibility that employers may also adjust non-wage components of the job such as Fringe Benefits, job safety, and access to training opportunities. We study the effect of minimum wage legislation on Fringe Benefits (employer provision of health insurance, pension coverage, dental insurance, vacation pay, and training/educational Benefits) and working conditions (shift work, irregular shifts, and workplace safety) during the period 1979 to 2000 using the National Longitudinal Survey of Youth and the Current Population Survey. We examine effects of state and federal variation in the minimum wages on groups likely to be affected by the minimum wage. These effects are compared to estimates found for groups unlikely to be affected by minimum wages. Our results indicate no discernible effect of the minimum wage on Fringe benefit generosity for low-skilled workers. This conclusion is unchanged whether we use only state level variation or federal and state variation in minimum wages.
Frank Dobbin - One of the best experts on this subject based on the ideXlab platform.
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the origins of private social insurance public policy and Fringe Benefits in america 1920 1950
American Journal of Sociology, 1992Co-Authors: Frank DobbinAbstract:How did the American system of private, employment-related pension and health insurance arise? Data on corporate Fringe-benefit programs during the second quarter of the 20th century contradict the received wisdom that Benefits rose in response to wartime federal policy changes and industrial factors. Instead it appears that public policies such as the Wagner Act and Social Security led to union and business support for private insurance, which in turn spurred to growth of Fringe Benefits. The historical record suggests that neoinstitutional and conflict approaches must be synthesized to explain the expansion of Fringe Benefits: institutional factors influenced organizational outcomes by affecting interest group goals.
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the origins of private social insurance public policy and Fringe Benefits in america 1920 1950
Social Science Research Network, 1992Co-Authors: Frank DobbinAbstract:How did the American system of private, employment-related pension and health insurance arise? Data on corporate Fringe-benefit programs during the second quarter of the 20th century contradict the received wisdom that Benefits rose in response to wartime federal policy changes and industrial factors. Instead it appears that public policies such as the Wagner Act and Social Security led to union and business support for private insurance, which in turn spurred the growth of Fringe Benefits. The historical record suggests that neoinstitutional and conflict approaches must be synthesized to explain the expansion of Fringe Benefits: institutional factors influenced organizational outcomes by affecting interest group goals.
Joao Cerejeira - One of the best experts on this subject based on the ideXlab platform.
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minimum wage Fringe Benefits overtime payments and the gender wage gap
Social Science Research Network, 2012Co-Authors: Joao Cerejeira, Kemal Kizilca, Miguel PortelaAbstract:Using linked employer-employee data for Portugal, we explore an amendment to the minimum wage law which increased from 75% to 100% of the full minimum wage applied to employees younger than 18. Our results show a widening of the gender wage gap following the amendment: the wage gap for minors increased 2.7 percentage points more than for other groups. This change was mainly determined by a redistribution of Fringe Benefits and overtime payments. We discuss three possible sources of redistribution: (i) a change in the skill composition of the working males and females after the increase in the minimum wage, (ii) industrial differences in response to the changes in the wage floor, and (iii) discrimination. Estimations support the second channel as the main contributing factor, while possible discrimination effects cannot be eliminated.
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minimum wage Fringe Benefits overtime payments and the gender wage gap
Research Papers in Economics, 2010Co-Authors: Kemal Kizilca, Joao Cerejeira, Miguel PortelaAbstract:This paper investigates the impact of an increase in the minimum wage on the gender gap at various levels of employee compansation, namely, base wage, Fringe Benefits, overtime payments and probability of getting these extra income components. Using the matched employer-employee database for the Portuguese labor market, we explore the 1998 amendment to the MW law that increased the minimum wage applied to employees younger than 18 years of age from 75% to 100% of the full minimum. Estimation results based on a difference-in-difference-differences strategy indicate a widening of the gender gap, caused by redistribution of Fringe Benefits and overtime payments following the amendment. We discuss three possible sources of redistribution: (i) discrimination, (ii) a change in the skill composition of the working males and females after the increase, and (iii) industrial differences in response to the changes in the wage floor. Estimations support the third channel as the main contributing factor while we cannot eliminate the possibility of the effect of discrimination.
