The purpose of this study is to gain a knowledge of the salary schedule situation in the teaching profession, and to determine how this situation can be improved if teachers become interested and will furnish the leadership necessary in helping to construct schedules in the school systems.

One of the most definitive identifiers of socio-economic status within modern society is a person's salary. In South Africa, labour market income is the largest source of household income when compared to other income sources namely social grants, remittances, income from a business, and pensions (Stats SA, 2019). Labour income is thus the primary source of an individual's sustenance. It determines the lifestyle they can afford and ultimately also conveys their sense of worth to their employer organization and to society at large. Consequently, employees want to be compensated fairly in exchange for their employment contributions. They want to know that they are being paid well relative to others tasked with the same work and with the same level of experience and qualification irrespective of their gender and/or race. Through a quantitative approach with an explanatory research design using regression techniques, salary disparities by race and gender have been analysed in this study using the LMDSA 2018 data. The analyses of earnings distributed across race and gender revealed that females consistently across all racial groups earn less than their male counterparts. The regression results showed that females overall earn 14% less than males and amongst the four prominent racial groups in South Africa, Blacks earn the least followed by Indians, then Coloureds and Whites earning the most (23% more than Blacks). This puts Black females at the bottom of the labour earnings hierarchy and White males at the top. From this study, salary disparities based on race and gender can be seen very distinctly in South Africa's labour market. The reasons for these disparities are at the very least multidimensional, however the most prominent of these reasons is Education. Education is multifaceted because not only is the level of education completed by employees a cause of the salary disparities but the variance in quality of education received by employees. The variance in quality of education is distinguished by race in this country which at its root cause lies the history of apartheid, and consequently, the quality of education will have an adverse effect on the level of education completed. Income inequality is but one element to many moving parts which contribute to overall inequality in South Africa. Another element is unemployment, and another is the accessibility of quality education. With Blacks being on the lower end of the spectrum in terms of labour earnings, having the highest levels of unemployment amongst all other racial groups and again being on the lowest end of the spectrum in terms of access to quality education and the level of education completed, it comes 3 as no surprise that Blacks are the poorest in South African society and that overall inequality is steadily rising. We conclude this study by providing recommendations for future studies based on the limitations we encountered as well as policy recommendations to address the high levels of income inequality proven to be prevalent in South African labour market. These include revised HR practices, a rebalance to the tax system and an amendment to the BBBEE scorecard criteria.

It is generally recognized that the State of Utah attempts to provide schooling to a higher proportion of youth than other states in the nation. Utah has the largest proportion of high school graduates (50 per cent) in its adult population, and also the highest median school years completed (12.2 years) by adults 25 years old and older. These are some of the highlights of the 1961 edition of the "Rankings of the States," an annual publication in which the National Education Association compares all 50 states in terms of educational effort and achievement.

The goal of the diploma thesis „Salaries in state and public administration in the Czech Republic – development and trends“ is the analysis and description of the salary system. First part of the thesis explains basic theoretical concepts and values in this field of study. The development of the described values is set in the overal context of the economic situation in the Czech Republic. The second part describes principles of remunaration in state and public administration, both past and present. Salary system function is also compared with that of neighboring countries. The outcome of the thesis is the analysis of the salary system and also certain recommendations that resulted from the study of researched topic.

The aim of my diploma thesis entitled Wages and prices in construction is to introduce the methods of remuneration, types of wages and the calculation procedure, as well as to introduce the types and forms of prices and procedures for creating the price of a construction work. The diploma thesis consists of four basic sections divided into eight chapters and other subchapters. The first section, Wages, contains information on wages and the determination of types of wages. In the second section we will focus on prices in general, their types and forms and prices in construction with budgets. In the last part we will focus on an example item budget of a family house,

The purpose of this study was to provide an in-depth examination of the terms and conditions found in the employment contracts of Florida Appointed School District Superintendents, with a secondary focus on salary and termination without cause. Employment contracts were obtained from each of the 26 school districts with appointed school superintendents, and then carefully analyzed for similarities and differences. The results of this study will provide Florida school districts with information to construct the best possible employment contracts to both attract top talent and protect the interests of the school district.

<p> An organization can adopt one of two implementation techniques to execute layoffs. Through involuntary layoffs, management can unilaterally select which employees to layoff. Alternatively, through voluntary layoffs, employees can self-select through volunteering for a layoff. A model from the turnover realm was adapted and applied to assess antecedents of the layoff decision for both implementation techniques. Antecedents included work related variables (job performance, salary, job satisfaction, stress, organizational commitment, severance packages) and non-work related variables (age, education, tenure, gender, family size).</p> <p> A policy-capturing approach compared voluntary versus involuntary layoffs. Management and employee dyads assessed employee profiles and judged the layoff decision for each profile. Given the exploratory nature of this research, subject matter experts (SMEs) assessed 388 profiles to validate the model. Semi-structured interviews with SMEs provided improvements adopted for the field study. The field study involved managers and employees from three companies evaluating 976 employee profiles to determine the likelihood for voluntary or involuntary layoffs. Logit regression analysis provided the significance, strength and direction of influence for each antecedent on the layoff decision.</p> <p> The results provide evidence that job performance, job satisfaction and organizational commitment have a negatively correlated relationship with both layoff implementation techniques. Slightly more than half (56.35%) of employees had the same stay or leave decision during voluntary versus involuntary layoffs. The residual (43.65%) represent mismatches that are a result of different influence and interpretation of the remaining layoff antecedents. This thesis provides evidence that voluntary and involuntary layoff implementation techniques result in a different mix of employees leaving the organization. From a policy perspective, recommendations on how to minimize mismatch are provided. From a theory perspective, a closer bridge between layoff and turnover research is proposed. This thesis also suggests that layoffs should be assessed based on the voluntary-involuntary divide in future research.</p> / Thesis / Doctor of Philosophy (PhD)

Voluntary disclosure theory suggests a firm increasing its disclosures should lower the information asymmetry component of its cost of capital. Empirical results on specific disclosures are mixed though, as individual disclosures may not provide enough value to investors in disclosure rich environments. Salary expense disclosures, unlike some other cost disclosures, may provide insight into increasing firm risk leading to an increased cost of capital, as employee pay has been shown to increase in response to leverage increases. I examine whether salary expense disclosures provide valuable information to investors, as measured through a disclosing firm's cost of capital, and I examine the channels through which the disclosure provides the information. I find that firms that disclose salary expense receive a lowered cost of capital if they are disclosing more stable cost structures, and the value of this disclosed information relates to the relative risk associated with the disclosed cost structures. I also find the propensity for firms to initiate disclosure increases as more analysts follow the firm and these initiating firms receive a lower cost of capital in exchange for their initial disclosure. Additionally, this lower cost of capital for initial disclosers is not based on the relative stability of the disclosed cost structure. / Doctor of Philosophy / Theory suggests when a company voluntarily discloses information that is useful to investors, the investors will pay more for that company's stock which equates to a lower cost of capital for the company. Empirical results on individual disclosures are mixed though, as each disclosure may not provide enough value to investors in environments where companies disclose a large amount of information. Salary expense disclosures, unlike some other cost disclosures, may provide insight into increasing firm risk leading to an increased cost of capital for the disclosing companies, as employee pay has been shown to increase in response to leverage increases. I examine whether salary expense disclosures provide valuable information to investors, as measured through a disclosing firm's cost of capital, and I examine the channels through which the disclosure provides the information. I find that firms that disclose salary expense receive a lowered cost of capital if they are disclosing more stable cost structures, and the value of this disclosed information relates to the relative risk associated with the disclosed cost structures. I also find the propensity for firms to initiate disclosure increases as more analysts follow the firm and these initiating firms receive a lower cost of capital in exchange for their initial disclosure. Additionally, this lower cost of capital for initial disclosers is not based on the relative stability of the disclosed cost structure.

In general, an individual commands a salary in return for their contribution to the production process at their place of employment. In the case of a quarterback for a National Football League team, the salary he commands depends on how much the team's owner expects him to contribute to the team and how unique his talents and services are. The salary of the quarterback is negotiated between the quarterback and the team and will vary greatly depending on the relative strengths of each side's bargaining position. The bilateral oligopoly provides a useful way to view how salaries are determined. This thesis uses an econometric model to explore the bilateral oligopoly framework for determining quarterback salaries. Within this framework, there are a set of on-field performance variables (related to the quarterback and the team) and off-field financial variables (related to the team) that are used to negotiate a quarterback's salary. This paper characterizes the quarterback-team relationship by identifying those variables that effect quarterback salaries. / Master of Arts

Yes / This study applies a new multi-focal actor-centered institution-theoretic approach to examine the association between executive pay and the recruitment of social elites to the board of directors in developing countries. We use a sample of 119 initial public offerings (IPOs) from 17 African stock markets to model this relationship. The results suggest that a higher proportion of elites on the board is associated with lower executive pay. This is moderated by institutional quality; that is, lower institutional quality is associated with more directors drawn from social elites and with higher pay, while the opposite is true in higher-institutional-quality environments. Our findings confirm the importance of the social environment within which governance is embedded.