Download Chapter 4: Employment, Labor and Wages

Employment, Labor, & Wages
• A nation’s unemployment rate is an
important indicator of the health of the
economy.
• The Bureau of Labor Statistics polls a sample
of the population to determine how many
people are employed and unemployed.
• The unemployment rate is the percentage
of the nation’s labor force that is
unemployed.
• The unemployment rate is only a national
average. It does not reflect regional
economic trends. But local statistics can be
obtained from state labor departments.
Economists define the labor force as all nonmilitary
people who are employed or unemployed.
Employment
Unemployment
People are considered
employed if they are 16
years or older and meet at
least one of the following:
• they worked a least one
hour for pay within the last
week; or
• they worked 15 or more •
hours without pay in a
family business; or
•
• they held jobs but did not
work due to illness,
•
vacations, labor disputes,
or bad weather.
People are counted as
unemployed if they are 16
years or older, not
institutionalized, not
currently working, and
meet one of the following
criteria:
they are temporarily laid
off from their jobs
they will be reporting to
new jobs within 30 days
they are not working but
have looked for work
within the last 4 weeks.
Types of Unemployment
• Frictional Unemployment--Occurs when people
change jobs, get laid off from their current jobs,
take some time to find the right job after they
finish their schooling, or take time off from
working for a variety of other reasons
• Structural Unemployment-- Occurs when workers'
skills do not match the jobs that are available.
Technological advances are one cause of
structural unemployment
• Seasonal Unemployment—0ccurs when industries
slow or shut down for a season or make seasonal
shifts in their production schedules
• Cyclical Unemployment--Unemployment that rises
during economic downturns and falls when the
economy improves
“Full” Employment
• Full employment is the level of employment
reached when there is no cyclical unemployment
• Economists generally agree that in an economy
that is working properly, an unemployment rate of
around 4.5% is normal.
• Sometimes people are underemployed, that is
working a job for which they are over-qualified, or
working part-time when they desire full-time
work. They are not counted as “unemployed.”
• Discouraged workers are people who want a job,
but have given up looking for one.
• U-6 Unemployment rate counts discouraged
workers and those underemployed, more accurate
Section 1 Review
Unemployment that occurs when workers’ skills
do not match the jobs that are available is
known as
– (a) frictional unemployment.
– (b) structural unemployment.
– (c) seasonal unemployment.
– (d) cyclical unemployment.
2. The unemployment rate
– (a) is the percentage of the labor force that
is unemployed.
– (b) is the number of people who are
unemployed.
– (c) includes only discouraged workers.
– (d) is the percentage of the labor force that
is underemployed.
Labor Unions
A labor union is an organization of workers that tries
to improve working conditions, wages, and
benefits for its members.
• The nation’s first unions were comprised of skilled
workers. After the Civil War, the labor force
became more unified.
• 2 types of unions developed—the trade union and
the industrial union.
• Unions used strikes, pickets, and boycotts to help
members get better pay, hours, & job security.
• Employers resisted with lockouts, firings, and
even setting up company unions.
• Now, less than 14 percent of U.S. workers belong
to a labor union.
How Unions Rose to Power
• The union movement
took shape over the
course of more than a
century.
• The 1935 National Labor
Relations Act, also
known as the Wagner
Act, gave workers the
right to organize and
required companies to
bargain in good faith
with unions
• Even so, courts usually
treat unions with
hostility.
Key Events in the U.S. Labor
Movement
Year
Event
1869
Knights of Labor founded
1911
Fire in the Triangle Shirtwaist Factory in New
York kills 146, spurring action on workplace
safety
1932
Norris-La Guardia Act outlaws “yellow dog”
contracts, gives other protection to unions
1935
Wagner Act gives workers rights to organize
1938
AFL splinter group becomes the independent
Congress of Industrial Organizations (CIO),
headed by John L. Lewis
1955
AFL and CIO merge to create AFL-CIO
1970s
Rise in anti-union measures by employers
1990s
Increase in public-sector unions, including
teaching assistants at some universities
Why Union Membership Declined
• “Right to Work” Laws--The Taft-Hartley Act (1947)
allowed states to pass right-to-work laws. These laws
ban mandatory union membership at the workplace.
Michigan does NOT have one of these—yet. Under TaftHartley, the President can enforce an 80-day delay to
strikes that could hurt national health or safety (Clinton,
1997 Pilots Strike)
• Economic Trends--Unions have traditionally been
strongest in the manufacturing sector, representing
blue-collar workers. These jobs have been declining as
the economy becomes more service-oriented.
• Fulfillment of Union Goals--With the government setting
standards for workplace safety, and with more benefits
being provided by both private and government sources,
union membership has decreased because their goals
have been fulfilled.
• New Workers--- Many new workers have little allegiance
to unions. Rising Conservatism in the southern United
States.
Types of Union Workplaces
• A closed shop hires only union members.
This type of workplace is now illegal.
• A union shop will hire nonunion members
but requires them to join the union within a
certain period of time.
• An agency shop will hire nonunion workers
and does not require them to join the union
in order to keep their jobs. However,
nonunion workers must pay union dues or
similar fees, and they are covered by the
union contract. (Teachers at DHS)
Collective Bargaining
• Collective bargaining is the process in which
union and company representatives meet to
negotiate a new labor contract
Wages and Benefits
– The union negotiates on behalf of all members
for wage rates, overtime rates, planned raises,
and benefits.
Working Conditions
– Safety, comfort, worker responsibilities, and
other workplace issues are negotiated and
written into the final contract.
Job Security
– One of the union’s primary goals is to secure
its members’ jobs. The contract spells out
the conditions under which a worker may be
fired.
Labor Strikes and Settlements
Strikes
– If no agreement is met between the union and the
company, the union may ask its members to vote on
a strike, an organized work stoppage intended to
force an employer to address union demands.
Strikes can be harmful to both the union members
and the firm.
Mediation
– To avoid the economic losses of a strike, a third
party is sometimes called in to settle the dispute.
Mediation is a settlement technique in which a
neutral mediator meets with both sides to try and
find an acceptable solution for both sides.
Arbitration
– If mediation fails, talks may go into arbitration, a
settlement technique in which a third party reviews
the case and imposes a decision that is legally
binding for both sides.
Who May NOT Strike?
• Generally, teachers, police officers, and
firefighters may not strike, since they are
public employees.
• If workers in vital industries strike, the
government can seek injunctions in court,
which order workers back to work. The
government can also seize vital industries
(coal mines, etc).
• PATCO, 1981: 1935 Wagner Act also says
you can permanently replace striking
workers. See debate articles. In 1981,
President Reagan fired the strikers and had
PATCO decertified.
Section Review
1. Which of the following is not a goal of
unions?
(a) increase job security
(b) take control of company ownership
(c) higher wages for employees
(d) increase worker benefits
2. What has been the pattern of union
membership in recent years?
(a) growth of private sector union
membership only
(b) decline of overall union membership
(c) steady increase of overall membership
(d) decline of public sector union
membership only
Supply & Demand in the Labor Market
Labor Demand
• The higher the wage rate, the smaller the
quantity of labor demanded by firms and
government.
Labor Supply
• As wages increase, the quantity of labor
supplied also increases.
Equilibrium Wage
• The wage rate that produces neither an excess
supply of workers nor an excess demand for
workers in the labor market is called the
equilibrium wage.
Wage Determination
• The traditional theory of wage determination
says that supply and demand determine an
equilibrium wage rate.
• The theory of Negotiated Wages uses organized
labor’s bargaining strength to help explain wage
differentials from the “market clearing price”
• According to the the Signaling Theory, employers
are more willing to pay for those people with
certain indicators of superior ability.
• Wages vary according to workers’ skill
levels/education. They can also vary regionally;
areas with high costs of living have higher wages
and vice versa. People sometimes accept lower
wages if the location of the job is attractive to
them (and vice versa there too).
Jobs are often categorized into the following 4
groups:
• Unskilled Labor--requires no specialized skills,
education, or training. Examples: waiters,
messengers, janitors
• Semi-Skilled Labor--requires minimal
specialized skills and education. Example:
fork-lift operator
• Skilled Labor--requires specialized skills and
training. Examples: auto mechanics, plumbers
• Professional Labor--demands advanced skills
and education. Examples: lawyers, doctors,
teachers
Laws Against Wage
Discrimination
• The Equal Pay Act of 1963
declared that male and
female employees in the
same workplace performing
the same job had to receive
equal pay.
• Title VII of the Civil Rights
Act of 1964 forbids job
discrimination on the basis
of race, sex, color, religion,
or nationality.
• Despite these protections,
American women today
earn about 75 percent of
what men earn. Racial
minorities tend to earn
lower pay than whites.
Median Earnings for U.S. Workers,
by Sex and Ethnicity, 1998
Hispanic women
$10,862
African American
women
$13,137
White women
$14,617
Hispanic men
$17,257
African American
men
$19,321
$27,646
White men
$10,000
Source: U.S. Census Bureau
$20,000
Median annual earnings
$30,000
Why Less Pay for Women?
• The average woman has less experience and
education to bring to the working world than the
average male (changing)
• Some higher paying jobs have more males (glass
ceilings, “Old Boys Networks”)
• Women take time off to have children.
• In perspective, however, more than half of
professional jobs go to women—so they’re doing
ok
Section 2 Review
1. The higher the wage rate
(a) the lower the quantity of labor supplied.
(b) the higher the quantity of labor supplied.
(c) the lower the quantity of labor demanded.
(d) the higher the number of people in the labor force.
2. Which of the following falls in the
category of skilled worker?
(a) doctor
(b) waiter/waitress
(c) auto mechanic
(d) teacher
Labor Market Trends
A Changing Economy
• The economy of the
United States has
transformed from a
mainly agricultural
economy in the 1800s,
to an industrial giant in
the 1900s.
• The computer chip has
revolutionized the
economy since its
introduction in the later
1900s.
Fewer Goods, More Services
• Overall, the United States is
shifting from a
manufacturing economy to a
service economy. As service
jobs increase, the nation is
losing manufacturing jobs.
• Demand for skilled labor is
rising, and the supply of
skilled workers is increasing
to meet the demand.
Labor Force Trends
College Graduates at Work Women at Work
• The learning effect is the • Overall, the number of
theory that education
women in the work
increases productivity
force has increased
and results in higher
from about 38 percent
wages.
of all women in 1960
to about 60 percent of
• The screening effect
all women in 1997.
theory suggests that the
completion of college
indicates to employers
that a job applicant is
intelligent and hardworking.
Potential earnings increase with increased
educational attainment.
Education and Income, 1998
$70,000
Median annual earnings
$60,000
Women
Men
$50,000
$40,000
$30,000
$20,000
$10,000
0
Less than
9th grade
9th to 12th
grade
(no diploma)
High school
Some college,
graduate
no degree
(includes GED)
Associate
degree
Education level
Source: U.S. Census Bureau
Bachelor’s
degree
Master’s
degree
Doctorate
degree
Temporary Unemployment
•
Contingent employment is temporary or
part-time employment
•
Temporary employees offer firms some of
the following benefits:
1. Flexible work arrangements.
2. Easy discharge due to the lack of
severance pay for temporary workers.
3. Temporary workers are often paid less
and receive fewer benefits than their
full-time counterparts.
4. Some employees prefer temporary
arrangements.
Trends in Wages and Benefits
Earnings Up for Some, Down for Others
• Earnings for college graduates have increased,
while earnings for workers without college
degrees have decreased.
• The Real Minimum wage has risen over time.
• Average weekly earnings in the United States
decreased from $275 in 1980 to $261 in 1997,
as measured in inflation-adjusted dollars.
Cost of Benefits Rises
• Benefits now make up about 28 percent of total
compensation in the economy.
• For employers, rising benefits costs raise the
cost of doing business and decrease profits.
Many firms are turning to contingent
employment to curb benefits costs.
Section Review
1. How have the earnings of U.S. workers changed over the
last 20 years?
(a) Average wages of all workers have gone up.
(b) Average wages of all workers have gone down.
(c) Average wages of college graduates have gone up.
(d) Average wages of non-college graduates only have
gone up.
2. Which of the following is not a reason firms hire temporary
workers?
(a) Temporary workers sometimes receive lower wages and
benefits.
(b) Some employees prefer temporary working conditions.
(c) Demand for temporary workers is low.
(d) Temporary workers usually have more flexible working
arrangements.