Suchergebnisse

The German law on co-determination at the plant level ( Betriebsverfassungsgesetz) stipulates that works councilors are neither to be financially rewarded nor penalized for their activities. However, lavish payments to works councilors in some large firms have generated a debate about the need to reform the law. This article offers an empirical basis for the discussion and provides representative evidence on wage payments to works councilors for the period 2001–2015. The authors find wage premia of 3–7% in OLS specifications, but observe no wage differentials in linear fixed-effects panel data specifications. Similar results are found for various subgroups of employees and when focusing on employees in particular types of firms. Hence, the results indicate that payments to works councilors are broadly in line with legal regulations.

Women labours in Indonesia still experiencing wage discrimination with male labours for works of equal value. Indonesia's efforts to provide protection against discrimination in wage for women labor is by ratifying ILO Convention No. 100 of 1951 and the CEDAW Convention 1979. This journal aims to find out the form of Protection of Wage Discrimination for women labours in Indonesia in accordance with the mandate of the ILO and CEDAW Conventions and the Protection Mechanism of wage discrimination given by Indonesia to women labours. This journal is a normative study, with a statute approach and a conceptual approach. This journal analyzes that the form of Protection of Wage discrimination Against women labours in Indonesia is through legislative action through ratification of ILO Convention No. 100 of 1951 with Law No. 80 of 1957 concerning the approval of ILO Conventions No. 100 Regarding Wages for Men and Women for Work of Equal Value, especially those contained in Article 1 letter (b) and Article 2, the ratification of CEDAW through Law No. 7 of 1984 concerning Ratification of the Convention Concerning the Elimination of All Forms of Discrimination Against Women especially those contained in Article 11 Letter (d), Law No. 13 of 2003 concerning Employment specifically regulated generally in Article 5, Article 6, and Article 88 Paragraph (3) Letter (i). This journal finds that Indonesia does not yet have regulations that contain special protection mechanisms for wage discrimination provided by Indonesia to women workers in the form of sanctions, reporting mechanisms or special supervision of discriminatory practices, which are not yet regulated either in the Employment Act or the Law ratified by the Convention ILO and CEDAW.

It is the contention here that the minimum wage law has played a significant role in causing unemployment among the most disadvantaged groups, including blacks, teenagers, unskilled workers, & people living in economically depressed regions. Established under the Fair Labor Standards Act of 1938, the purpose of the law was to eliminate labor conditions thought to be harmful to well-being of workers without curtailing employment. 3 suggestions are proposed: (1) Fix the minimum wage rate at the present level until most of the adverse effects disappear. (2) Retain coverage at the present level. (3) Establish a 2-tiered minimum wage rate with a lower minimum for teenagers. (4) Implement an effect program to deal with poverty such as the guaranteed annual income. Modified HA.

Wage theft occurs whenever a worker is denied the wages or benefits to which they are legally entitled. Violations of low-wage workers' basic workplace rights is common, and these violations collectively cost working people and various levels of government tens of billions of dollars per year. Due to growing awareness over this problem, some states and cities have recently passed new laws designed to better remedy and deter wage theft. The District of Columbia is one such city, and has among the strongest anti-wage theft laws in the country. Through approximately sixty semi-structured, qualitative interviews with low-wage workers, employment lawyers, workers' rights activists, and a small number of employers, this research explores the personal and social consequences of wage theft among low-wage workers in Washington, DC.Low-wage workers report significant harm as a result of wage theft, which extends far beyond the immediate economic consequence of being underpaid. Wage theft often causes a variety of cascading economic harms, as low-wage workers struggle to pay for the basics of life, including rent, food, and utilities. Many victims of wage theft also report feeling angry, depressed, powerless, and frustrated, and some report stress-related health problems.Despite the powerful effect that wage theft has on its victims, low-wage workers are highly unlikely to attempt legal action, either by filing a lawsuit or seeking help from the government. Many are afraid of retaliation by their employers, and cannot afford to leave their jobs. Many also lack knowledge of their substantive and procedural rights, and either do not know that their workplace rights have been violated, or do not know where to go for help. Workers also report that they lack faith in the government's ability and willingness to help them. These findings have significant implications for labor standards enforcement. While the District's legal reforms have helped to address the problem of wage theft in some limited ways, the city primarily utilizes a complaint-based system for finding and remedying wage theft. However, given that wage theft is common and that those who experience it are extremely unlikely to notify the government, this passive approach is a deeply inadequate response to the problem. To effectively find, remediate, and deter wage theft, enforcement agencies must adopt more proactive strategies. At a minimum, this must include improving working relationships with community organizations, expanding the frequency and scope of agency-directed workplace investigations, and streamlining government processes.