ECO342H1 Study Guide - Midterm Guide: Frictional Unemployment, Shift Work, The Employer

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15 Oct 2019
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IRE244 FINAL NOTES
Lecture 1 Introduction
The Economic Environment
Supply of Labour
- Number of people who want to work in any given
occupation. Supply of labour depends on:
o Wage rate in the occupation (total
compensation)
o Working conditions
o Amount of training required
o Preferences of employees
- Greater the wage rate, the more people will want
to work in the occupation, other things equal
Demand for Labour
- Number of workers an employer wants to hire in
any occupation
o Technology
o Output of the organization (sales)
o Wage rate
- Increase in the wage rate - reduce the amount of labour an employer wants, other things equal
The Equilibrium Wage Rate
- Equilibrium Wage Rate: Supply of labour = demand for labour
- No deficient demand unemployment at equilibrium
wage but
o Frictional unemployment due to turnover
o Structural employment due to mismatching
Compensating Wage Differential
Application: Compensating Wage Differentials (CWD)
- Equalize net advantage of occupations in long run
o i.e. in competitive labour market wage difference offsets the undesirable working
conditions in each occupation (for the marginal employee)
- Wage premium attracts employees to undesirable working conditions in each occupation (for
the marginal employee)
- Wage premium also provides incentive for employers to eliminate undesirable aspects of job,
provided that cost of elimination is lower than the cost of paying CWD (labour demand)
Economic Efficiency
- Increasing economic efficiency - change that makes some people better off and no one worse off
o i.e. a win-win solution
- More efficient to use the price mechanism to allocate resources than administrative direction
o Ex. Using shift differentials instead of assigning workers to shifts increases efficiency
Application: Shift Premiums
- Assume initially equal number of employees working rotating day and night shift (with no shift
differential)
Frictional unemployment
Unemployment due to people moving
from one job to another
Structural employment:
Unemployment resulting from
industrial reorganization (technological
change)
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- Proposition: Some employees can be made better off and no one worse off (including the
employer) by using an appropriate shift premium and allowing all employees to voluntarily
choose their shift (including continuing to rotate shifts)
- Assume shift differential is created by increasing night wage and lowering day wage by an equal
amount (so policy is cost neutral to the employers)
- Increase shift differential until equal numbers of employees select day and night shifts
o New equilibrium establishing compensation differential
- Employees who choose steady day shifts are better off because they must value the advantages
of steady day shifts more than reduction in income
- Employees who choose steady night shifts are better off because they must value extra income
more than the drawbacks of working steady night shifts
- No employee is worse off as they have the option of rotating shifts and their income & shift
pattern remain unchanged
Shift Premiums as CWD: IR Issues
- IR barriers to implementing shift premiums as compensating differentials
o Medical condition to prevent them from working steady nights
Shift Premiums: Seniority Issue
- Suppose that instead of an initial situation of rotating shifts, shifts were allocated by seniority,
with no shift differential. Assume that most senior EEs, chose steady days and junior EEs worked
steady nights and the wage is $20/hr
- The shift differential used in the rotating shift case would not work because if senior EEs were
faced with a lower wage to work steady days, they would be worse off, so it would not be
efficient (win-win) solution be implemented in the seniority case?
- Solution:
o Voluntary shift trading
o Rotating shifts
Lecture 2 The Economic Environment
Demand for Labour
- Minimum Wage Policy
o Ontario Employment Standards Act specifies a general minimum wage of $11.25/hr
1995-2005: Minimum wage not increased during Conservatives in office
2003-2007 Liberal govt increased min wage from $6.85/hr to $8.00/hr
2007 anti-poverty groups mounted a concerted campaign - increased the minimum
wage to $10/hr.
2007 Ontario govt announced the minimum wage would increase from $8.00 to
$10.25 by 2010
2011-2013 halt of min wage caused by the Global Financial Crisis.
2013 Ont govt established a Minimum Wage Advisory Panel
2014 the Liberal govt passed legislation: tie increases in min wage to increases in CPI
2014 Min wage rose to $11.00/hr
Future years the Ontario govt will announce increase by April 1 to take effect Oct 1
- Non-Competitive Labour Markets
- Deindustrialization
o Refers to shift of employment from manufacturing and other goods production to the
service sector - 70% of employees now in service sector
o Concern that unionization rates and wages may be lower/more unequal in the service sector
o Misleading to say all service sector jobs are low wage jobs
Doctors, lawyers, accountants, etc.
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o Causes of Deindustrialization
Rising living standards - increase in the consumption of both goods and services,
Productivity growth is higher in goods industries than in service industries which are
more labour-intensive and are less easily replaced by technology.
Demand for labour in Canadian manufacturing has declined as production has
shifted to countries with lower labour costs.
o Implications of Deindustrialization
Many jobs in the goods sector are high-paying and unionized blue-collar jobs,
whereas many of the service-sector jobs are lower-paying and often non-union.
However, there are also high-paying union jobs in the service sector, eg. Teachers,
pilots, doctors, lawyers, accountants, etc.
Conclusion: effect of deindustrialization is mixed
Supply of Labour
- Labour Force Participation and Hours of Work
- Aging of the Population & Mandatory Retirement
- Women in the Workforce
o Share of women in the labour force has risen from 34% in 1970 to about 47.5% in 2013.
o Rising labour force participation by women: trend toward earlier retirement by men
o Implications of rising female LF share for LR:
Growing importance of pay & employment equity
Sexual harassment, systemic discrimination
Daycare, job-sharing, maternity leave, pensions
- Non-Standard Work (1/3 of LF)
o Non-standard work includes part-time and contingent work.
o Contingent work includes casual, term, contract, temporary and seasonal jobs.
o Provide flexibility in responding to fluctuations in demand.
o Part-time work:
A person who works less than 30 hours per week at their main job.
x Formerly defined as normally working less than 30 hours at all jobs
Reasons for rise: Deindustrialization, outsourcing, childcare, female employment
Implications
x Compensated at lower levels though productivity is generally = full-timers
o Seen as a threat to employment and compensation of full-timers.
x Part-time workers are more difficult to organize.
Macroeconomic Policy
- Rising Inequality of Incomes
- Govt Fiscal Policy
Aging of the Population
- Median age of the working population rising.
- Baby-boomers born between1947-1966
o Booes eahig oal etieet age  etee  ad .
o Potential skill shortage when the wave of baby boomers head into retirement
Implications
- Concern with pensions, health care, etc
- Promotion opportunities limited
o Upward vs lateral or spiral career paths
- Mandatory retirement issue increasingly important
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