<p>This chapter explores how the institutional framework for working time and wage regulati... more <p>This chapter explores how the institutional framework for working time and wage regulation affects the prevalence of marginal part-time employment (less than 15 working hours per week) and its implications for men and women's hourly earnings within retail, industrial cleaning, hotels and restaurants. Analytically, we draw on the concept of living hours and find that the combined effects of wage and working time regulation influence the take-up of contracts of few hours and the workforce composition. We argue that the institutional framework of collective agreements, in some instances, facilitates a win-win situation for employers and employees alike and narrows the gender pay gap. In other instances, the very same agreements seemingly promote dualisation, especially for young people and migrants in terms of wage penalties and contracts of few hours, indicating the dual nature of the institutional framework.</p>
Supplemental material, sj-pdf-1-wes-10.1177_09500170211056203 for Wage Differences between Polish... more Supplemental material, sj-pdf-1-wes-10.1177_09500170211056203 for Wage Differences between Polish and Romanian Intra-EU Migrants in a Flexi-Secure Labour Market: An Over-Time Perspective by Jonas Felbo-Kolding and Janine Leschke in Work, Employment and Society
Since 2004, eleven Central and Eastern European (CEE) states have joined the European Union (EU),... more Since 2004, eleven Central and Eastern European (CEE) states have joined the European Union (EU), and are now part of EU’s common labour market, meaning that CEE-workers are free to move to other EU member states to work. This has triggered large East-West migration streams, regardless of the general economic downturn in many of the receiving countries. The European single market not only secures workers the right to move freely – and employers the possibility to recruit across boarders – it also provides companies with the possibility to deliver services across boarders by posting their home employees in other EU states. The huge increase in the number of labour migrants from the CEEcountries in the Danish and Norwegian labour markets proves that employers indeed have appreciated the expansion of their labour force base.
By merging longitudinal register data and a customised survey, this article explores whether sect... more By merging longitudinal register data and a customised survey, this article explores whether sectoral segmentation, migrants’ pre- and post-migration human capital and social structures, shape wages of Polish and Romanian long-term migrants to Denmark. Pronounced wage differences in favour of Polish migrants are evident in the first two years in Denmark, notwithstanding the same regulatory context under the free movement of labour in the EU. Wage differences persist – albeit at a considerably lower level – throughout the eight-year period, mainly because of significant sectoral segmentation. Sectoral segmentation not explained by demographics, pre-migration human capital or crisis effects, might indicate categorical stereotyping by employers. Regarding (co-ethnic) social networks, at least for the early stages of migration, the study does not find significant effects on wages. While the evidence shows a positive return on wages of formal higher education taken post migration, this i...
<p>This chapter explores how the institutional framework for working time and wage regulati... more <p>This chapter explores how the institutional framework for working time and wage regulation affects the prevalence of marginal part-time employment (less than 15 working hours per week) and its implications for men and women's hourly earnings within retail, industrial cleaning, hotels and restaurants. Analytically, we draw on the concept of living hours and find that the combined effects of wage and working time regulation influence the take-up of contracts of few hours and the workforce composition. We argue that the institutional framework of collective agreements, in some instances, facilitates a win-win situation for employers and employees alike and narrows the gender pay gap. In other instances, the very same agreements seemingly promote dualisation, especially for young people and migrants in terms of wage penalties and contracts of few hours, indicating the dual nature of the institutional framework.</p>
Supplemental material, sj-pdf-1-wes-10.1177_09500170211056203 for Wage Differences between Polish... more Supplemental material, sj-pdf-1-wes-10.1177_09500170211056203 for Wage Differences between Polish and Romanian Intra-EU Migrants in a Flexi-Secure Labour Market: An Over-Time Perspective by Jonas Felbo-Kolding and Janine Leschke in Work, Employment and Society
Since 2004, eleven Central and Eastern European (CEE) states have joined the European Union (EU),... more Since 2004, eleven Central and Eastern European (CEE) states have joined the European Union (EU), and are now part of EU’s common labour market, meaning that CEE-workers are free to move to other EU member states to work. This has triggered large East-West migration streams, regardless of the general economic downturn in many of the receiving countries. The European single market not only secures workers the right to move freely – and employers the possibility to recruit across boarders – it also provides companies with the possibility to deliver services across boarders by posting their home employees in other EU states. The huge increase in the number of labour migrants from the CEEcountries in the Danish and Norwegian labour markets proves that employers indeed have appreciated the expansion of their labour force base.
By merging longitudinal register data and a customised survey, this article explores whether sect... more By merging longitudinal register data and a customised survey, this article explores whether sectoral segmentation, migrants’ pre- and post-migration human capital and social structures, shape wages of Polish and Romanian long-term migrants to Denmark. Pronounced wage differences in favour of Polish migrants are evident in the first two years in Denmark, notwithstanding the same regulatory context under the free movement of labour in the EU. Wage differences persist – albeit at a considerably lower level – throughout the eight-year period, mainly because of significant sectoral segmentation. Sectoral segmentation not explained by demographics, pre-migration human capital or crisis effects, might indicate categorical stereotyping by employers. Regarding (co-ethnic) social networks, at least for the early stages of migration, the study does not find significant effects on wages. While the evidence shows a positive return on wages of formal higher education taken post migration, this i...
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