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Historically, wage compression tends to occur when employees in identical jobs (e.g. Financial Analysts) are paid wages based on a broad range, instead of having a designated pay range for each level of a position (e.g. Financial Analyst - Level 1 [Year 1], Financial Analyst - Level 2 [Year 2], etc.).
The notion of responsibility category seeks to determine whether a business is fulfilling not only its economic responsibilities, but also its legal, ethical, and discretionary responsibilities. Category management lacks a single definition thus leading to some ambiguity even among industry professionals as to its exact function.
A pay scale (also known as a salary structure) is a system that determines how much an employee is to be paid as a wage or salary, based on one or more factors such as the employee's level, rank or status within the employer's organization, the length of time that the employee has been employed, and the difficulty of the specific work performed.
An income bracket is a category of people whose income falls within defined upper and lower levels. [1] [2]In governmental planning, entire populations are divided into income brackets.
The pay scale was originally created with the purpose of keeping federal salaries in line with equivalent private sector jobs. Although never the intent, the GS pay scale does a good job of ensuring equal pay for equal work by reducing pay gaps between men, women, and minorities, in accordance with another, separate law, the Equal Pay Act of 1963.
Based on Pew’s analysis, a household of three needs an income of $156,600 to meet the definition of upper class, which amounts to more than double the national median.
In economics, the wage ratio refers to the ratio of the top salaries in a group (company, city, country, etc.) to the bottom salaries. It is a measure of wage dispersion . There has been a resurgence in the importance of the wage ratio as well as the CEO Pay Ratio .
In labor economics, an efficiency wage is a wage paid in excess of the market-clearing wage to increase the labor productivity of workers. [1] Specifically, it points to the incentive for managers to pay their employees more than the market-clearing wage to increase their productivity or to reduce the costs associated with employee turnover.