the Equal Employment Opportunity Commission (EEOC): is a federal agency established by the Rehabilitation Act of 1968. publishes guidelines for the public sector to assist businesses in deciding what employment practices are lawful or unlawful. enforces civil rights in the workplace. investigates complaints filed by employers who believe they are victims of unlawful discrimination. does not have the right to file charge against an employer even if it believes that an unlawful discrimination has taken place.

the Equal Employment Opportunity Commission (EEOC): is a federal agency established by the Rehabilitation Act of 1968. publishes guidelines for the public sector to assist businesses in deciding what employment practices are lawful or unlawful. enforces civil rights in the workplace. investigates complaints filed by employers who believe they are victims of unlawful discrimination. does not have the right to file charge against an employer even if it believes that an unlawful discrimination has taken place.

Principles of Microeconomics

7th Edition

ISBN:9781305156050

Author:N. Gregory Mankiw

Publisher:N. Gregory Mankiw

Chapter19: Earnings And Discrimination

Section: Chapter Questions

Problem 9PA

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Similar questions

Does the earnings gap between the average wages of females and the average wages of males prove labor market discrimination? Why or why not?
As a result of this discrimination, the equilibrium wage will (rise or fall) True or False: Discriminatory hiring practices always originate from employer prejudice.
After controlling for age and education, it is found that the average woman earns $0.80 for every $1.00 earned by the average man. After controlling for occupation to control for compensating differentials (i.e., maybe men accept riskier or more stressful jobs than women, and therefore are paid more), the average woman earns $0.92 for every $1.00 earned by the average man. The conclusion is made that occupational choice reduces the wage gap 12 cents and discrimination is left to explain the remaining 8 cents.a. Explain why discrimination may explain more than 8 cents of the 20-cent differential (and occupational choice may explain less than 12 cents of the differential).b. Explain why discrimination may explain less than 8 cents of the 20-cent differential.
Currently, it is imperative for Depok Municipality employers of more than 50 workers to offer paid family leave for workers with newborn children. Under this new regulation, companies or industries with more than 50 workers are obligate to keep a job for a worker who goes on paid leave for up to eight weeks (approx. two months). When on leave, workers receive 55 percent of their regular pay. What are the likely responses on the demand (employer) side of the labor market? Include in your analysis a consideration of factors that would affect the size of these responses
The major problem with the occupational crowding and dual labor market theories of discrimination is that a) they suggest discrimination is profitable for the firms. b) they are based on the notion of noncompeting groups. c) they are not completely consistent with the empirical facts of labor market discrimination. d) they do not explain how the noncompeting groups were initially formed.
Fringe benefits:a. As you might have suspected, employee nonwage (fringe) benefits make up a muchlarger percentage of labor costs in the United States today than they did a few generationsago (refer to Table 3.1 in the textbook). Fringe benefits as a form of labor compensationis also very unique to the U.S. and other developed nations. Do you think that thegrowing fringe benefit share of labor costs has made the level of employment moreresponsive or less responsive to changes in labor demand over the ups and downs in theoverall economy? In other words, has it given the employers of labor more or lessflexibility as they try to adapt to continuously changing economic conditions?
Explain and discuss the significance of the Efficiency Wage Theory and how it may result in discrimination in the workplace.
You are considering hiring an employee whose marginal revenue product will be $17 per hour, and the market wage for such workers is $15 per hour. You should Select one: a. hire the worker, but agree to pay her $19 per hour. b. not hire the worker since the marginal revenue product is too high. c. not hire the worker because the gap between marginal revenue product and the wage is not large enough. d. hire the worker at the market wage.