Abstract
This article explains that women are under compensated and the degree of this problem is under represented. The author points out that employers adopt the norms of society. The paper includes statistics.

From the Paper
"According to Aaron Bernstein writing in "Business Week", a recently released government study issued by the U. S. Bureau of Labor Statistics shows that women on average earn an average of just ... of men'compensation today. As bad as this figure is, Bernstein explains that reality is far worse. Bernstein reveals that the government only reports on earnings of women who worked full time for an entire year. Bernstein cites another study in which the earnings of all women were examined including those working part-time or those ..."

Tags:pay parity. compensation, women, men, equal pay act, violation

Abstract
In this article, the writer examines special considerations in global pay systems. The writer includes a look at compensation parity, expatriate employees, host country employees, third-country employees, geographical pay differentials and repatriated employees.

From the Paper
"Global pay systems may simplify employee compensation at the administrative level, but the host of difficult problems that accompany them can create a great deal of extra work and tailoring at the executive level worldwide. The complexity of the global pay system in terms of pay mix pay level and the choice between global standardization and local adaptation of pay practices renders global pay a significant task that not just everyone is equipped to handle."

Tags:global pay, compensation parity, expatriate employees, host country employees, third-country employees, geographical pay differentials, repatriated employees

Abstract
This paper examines the Purchasing Power Parity (PPP) of the United States (US) and Canada, and identifies any relevant or noteworthy patterns in movement related to PPP such as exchange rates, economic activity or other elements of the PPP that might be significant to this study.

From the Paper
"This document examines the Purchasing Power Parity (PPP) of the United States (US) and Canada. Particularly important is the identification of any relevant or noteworthy patterns in movement related to PPP such as exchange rates, economic activity or other elements of the PPP that might be significant or Canadian to this study. PPP is an economic theory related to exchange rates and the balance between common currencies. PPP implies that equilibrium should exist between two countries' currencies and the prices of a basket of goods and..."

Tags:purchasing, power, parity

Abstract
The paper relates that workers' compensation is especially significant because it represents the forefront of the welfare state. The paper then explains that workers' compensation legislation was introduced in opposition to the common law because of a no-fault system which made employers liable for compensation to victims irrespective of who was to blame but also gave employers protection from civil suits even in cases where they were negligent (Stritch 549). The paper discusses how workmen's compensation legislation finally evolved into a social policy institution which contends with more than "one million claims per year and which costs over $7 billion in benefits and administrative expenditures" (AWCBC 20).

Tags:workers, compensation, history

Abstract
This paper discusses the various aspects of compensation strategies and packages in the contemporary human resources strategy within business organizations. The aspect of compensation as it relates to performance and performance metric is discussed. This discussion is followed up with some observations regarding executive compensation strategies and the conclusion is made that compensation strategies are a vital component of an organization's overall corporate strategy.

Tags:business, compensation, strategies

Abstract
This paper explains the executive compensation policy of Rite Aid Corporation, a publicly traded company. The author contrasts the company's executive compensation policy with that of its chief competitor. The paper suggest several ways to enhance a company's policy to minimize agency conflict and maximize shareholder wealth.

From the Paper
"Rite Aid Corporation is a drug store chain. The stated objectives of its Compensation Committee are to support the achievement of desired company performance, to provide compensation and benefits that will attract and retain superior talent and reward performance and to fix a portion of executive compensation to the outcome of the Company's performance. The executive compensation program includes a base salary performance bonuses and long-term incentives in the form of stock options. Stock Appreciation Rights known as SARs stock-based awards and restricted stock awards ..."

Tags:executive compensation programs, Longs Drug Stores, Rite Aid Corporation, bonus, salary, short term incentives, long term incentives, compensation committee, variable compensation

Abstract
This paper is an executive summary on compensation, including total rewards systems, federal laws on compensation, and future trends in compensation and benefits. The paper includes definitions of pay (e.g. base pay, stock options, recognition).

From the Paper
"The study of compensation has comprised an evaluation of total reward systems, relevant federal laws for compensation, and benefits and future trends in compensation. Each of these topics is integral to a complete understanding of compensation and benefits. According to Sandra O'Neal, writing in the ACA Journal, total reward systems promote improved business results and higher employee contributions, embracing everything that employees value in the employment relationship. Total rewards can be broken down into four categories; pay, benefits, learning and development and work environment. Pay includes..."

Tags:compensation, benefits, human resources, management, future trends, federal laws, total reward systems

Abstract
The paper discusses how free enterprise affects the overall business environment and specifically as it determines, or should determine, compensation strategies of organizations. Free enterprise is first examined as it relates to North America and to companies and corporations. This is followed by an in-depth analysis of organizational compensations strategies within the framework of free enterprise. The paper's conclusion is that executive level compensation strategies have been separated from free enterprise fundamentals and that this has led to corporate abuses of power.

From the Paper
"This paper examines the role that the general economic theory, as contained in the concept of free enterprise (FE), plays in contemporary organizational compensation strategies. The question posed here asks if the concept of free enterprise has been completely discarded in organizational compensation strategies as managed through human resource departments and corporate strategy making bodies. The hypothesis is that while most employees are compensated based on what the FE market will support, most executive level compensation strategies are no longer dependent on the FE to determine appropriate levels."

Tags:compensation, freeenterprise, economics

Abstract
The paper evaluates the ethics, compensation programs and benefits spending for company associates at Wal-Mart. The evaluation relies both on historical salary data, gender differences in pay, and on on the utilitarian concepts of ethics, and the interpretation of utilitarian ethics, as presented by various researchers.

Outline:
Introduction
Assessing the Ethics of Wal-Mart's Wage Structure
Utilitarian Ethics of Wal-mart's Compensation Program
Conclusion

From the Paper
"From the ethical and theoretical constructs as originally defend by Mill as utilitarianism (Mill 1861), their extensive use in the development of ethics-based programs for managing both governmental and corporate institutions, and the application of concepts to contemporary management (Adams, 1976), a solid theoretical framework has been created for evaluating if the salary, compensation and benefits practices of Wal-Mart. The mass merchandisers' practices in regard to hiring, retention and bonus payments to employees is ethically argued to be contributing to the company's greater financial performance and ability to invest heavily in its fulfillment systems, in addition to its retail stores.
Deliberately underpaying associates and managers for the purpose of driving up the profits per square foot of retail selling space may be highly utilitarian for shareholders, senior executives and other stakeholders, yet is egregiously unfair and unethical to workers. Drogin (2003) highlights the wage, benefits, and advancement opportunities are drastically out of balance between part-time, full-time and women who work for Wal-Mart as sales associates. For the utilitarianism of providing shareholder value, inequalities are needed from the associates to attain the higher profits. If Wal-Mart paid at wages that would give associates a higher quality of life, their revenue growth driven from massive investments in infrastructure would not be nearly as impressive.
"As Stone (1975) advocates that corporations first and foremost have the responsibility to deliver revenue growth and a solid return on investment to shareholders and don't really have a requirement for delivering CSR-related initiatives and support for the many unmet needs in their communities, Friedman (1970) accentuates this position by saying that corporate executives have no responsibility to deliver CSR benefits and initiatives"

Tags:employee, compensation, program, Wal-Mart

Abstract
This paper examines the major benefit and compensation plans in the United States. It includes a discussion of health care, stock options, and other benefits. It discusses compensation including hourly wages, salaries and commissions.

From the Paper
"A comprehensive benefit program for employees of a company would include all of the following elements: A choice of health care options for employees and their family members. This would include access to one or more Health Maintenance or Preferred Provider Organization programs; An option under which an employee that opted out of the company's health care program would be given a monthly cash incentive instead; A dental care program for the employee and family members..."

Tags:Copensation, benefits, health, vision dental, 401k, compensation, minimum wage, overtime, salary, exempt, non exempt, FLSA, fair labor standards act.