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M.Comm. / In September 2002 South Africa saw the implementation of labour market regulation policy in the market for domestic workers, known as Sectoral Determination 7: domestic worker sector. This policy has been promulgated through the Basic Conditions of Employment Act, No 75 of 1997. The primary rationale behind the introduction of Sectoral Determination 7 was to protect the most vulnerable labour market sectors in South Africa such as domestic services workers and farm workers. This mini dissertation thus investigates the impact of the policy of minimum wages on the market for domestic workers in the South African context, and examines whether minimum wages in South Africa contribute to higher employment levels and better conditions of employment in the market for domestic workers. This is achieved through a comprehensive comparative analysis of a survey undertaken in the City of Pretoria at Orchards and Soshanguve against two similar surveys conducted in Bloemfontein in 2006 and 2001, respectively.

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Thesis (M.A.)--Boston University / I. History and Basis of Wage Stabilization The first effort in the history of this nation to establish a comprehensive wage control program was taken during World War II. It was not,however, until several months after the outbreak of hostilities that the President saw fit to ask Congress for special powers to permit him to initiate a wage control program. During the interim, wages were maintained at a stable level by the appeal of the President to labor and management to hold the line. Authority to begin the program of wage and price control was given the President in the Emergency Price Control Act of 1942 and subsequently the National War Labor Board was established. The wage control function during World War II was handled by several administrative groups and finally was vested in the National Wage Stabilization Board, whose function concerned the stabilization of wages and salaries and the settlement of certain labor disputes. The war in the Pacific ended with the N.W.S.B. functioning as the single wage stabilization agency. Following a brief transition period all such functions were either terminated or vested in the Secretary of Labor, and the N.W.S.B. was dissolved [TRUNCATED].

Wage differentials result from different years of education or experience or size of the firms, and also from other factors that do not have anything to do with the labor characteristics of the individuals. One of these factors is usually gender. The wage differential due to gender, and not to differences in labor characteristics, is called discrimination. The goal of this project is to estimate the evolution of the wages differentials and wage discrimination between males and females in Peru within and between 1997 and 2000, a time of economic recession in Peru. The wages differentials estimations show that all categories of males and females saw their real wages decreased; only blue-collar females saw their real wages increased; the return to the interaction between education and specific experience follow a linear trend. This means that more education and more experience will be rewarded at the same rate at any combination. The wage discrimination estimation shows that there was a small but significant wage discrimination in favor of women in 1997 and it disappeared by 2000. This showed that employers reduced all premiums to their employees during a period of economic recession.

The Canadian labour market experienced a considerable decline in the male-female pay gap during years 1988 to 1992. After 1992, however, the gender wage gap decreased only slightly. This paper will study the issue of difference in the explained gender wage gap in both the public and the private sectors and will examine the components of change in the wage gap between 1991 and 1996. We measure and decompose the gender wage differentials into explained and unexplained parts separately for the public and private sectors in Canada for the census years 1991 and 1996, and compare changes in the earnings gap between 1991 and 1996 in both sectors. The analysis is based on Oaxaca decomposition and Juhn-Murphy-Pierce decomposition techniques. <p> Results show that gender wage differentials are present in both sectors, although at a lower level in the public sector than in the private sector. In 1996, 67 percent of the wage gap is attributable to the unexplained part in the public sector, while in the private sector, this figure is 76 percent. Generally, males tend to have higher return to experience and more favorable occupation and industry distributions, which can account for the gender wage gap. Our findings also show that the overall gender wage gap decreases in both the public sector and the private sector between 1991 and 1996. This decrease is mainly attributed to the diminishing of the unexplained portion. In both the public and the private sectors, improvements in womens wage-determining factors and ranking relative to those of men contributed to a narrowing of the gender wage gap.

The Canadian labour market experienced a considerable decline in the male-female pay gap during years 1988 to 1992. After 1992, however, the gender wage gap decreased only slightly. This paper will study the issue of difference in the explained gender wage gap in both the public and the private sectors and will examine the components of change in the wage gap between 1991 and 1996. We measure and decompose the gender wage differentials into explained and unexplained parts separately for the public and private sectors in Canada for the census years 1991 and 1996, and compare changes in the earnings gap between 1991 and 1996 in both sectors. The analysis is based on Oaxaca decomposition and Juhn-Murphy-Pierce decomposition techniques. <p> Results show that gender wage differentials are present in both sectors, although at a lower level in the public sector than in the private sector. In 1996, 67 percent of the wage gap is attributable to the unexplained part in the public sector, while in the private sector, this figure is 76 percent. Generally, males tend to have higher return to experience and more favorable occupation and industry distributions, which can account for the gender wage gap. Our findings also show that the overall gender wage gap decreases in both the public sector and the private sector between 1991 and 1996. This decrease is mainly attributed to the diminishing of the unexplained portion. In both the public and the private sectors, improvements in womens wage-determining factors and ranking relative to those of men contributed to a narrowing of the gender wage gap.

Wage differentials result from different years of education or experience or size of the firms, and also from other factors that do not have anything to do with the labor characteristics of the individuals. One of these factors is usually gender. The wage differential due to gender, and not to differences in labor characteristics, is called discrimination. The goal of this project is to estimate the evolution of the wages differentials and wage discrimination between males and females in Peru within and between 1997 and 2000, a time of economic recession in Peru. The wages differentials estimations show that all categories of males and females saw their real wages decreased; only blue-collar females saw their real wages increased; the return to the interaction between education and specific experience follow a linear trend. This means that more education and more experience will be rewarded at the same rate at any combination. The wage discrimination estimation shows that there was a small but significant wage discrimination in favor of women in 1997 and it disappeared by 2000. This showed that employers reduced all premiums to their employees during a period of economic recession.