The determinants of pay levels and fringe benefit provision in Britain
AbstractThe ability of trade unions to raise pay levels is well established, but the contraction of the union sector in Britain calls this into question. Analysis of the 1998 Workplace Employee Relations Survey shows that there is still a union premium for some employees covered by collective bargaining and that this effect spills over to other employees in the same workplaces. Employer and workplace characteristics generally have a greater impact on pay than union bargaining. Circumstances where the union effects are strongest are identified. Some similar effects are shown for the provision of fringe benefits.
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Bibliographic InfoPaper provided by National Institute of Economic and Social Research in its series NIESR Discussion Papers with number 171.
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- Booth, Alison L. & Bryan, Mark L., 2001.
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ISER Working Paper Series
2001-09, Institute for Social and Economic Research.
- Alison L. Booth & Mark L. Bryan, 2004. "The union membership wage-premium puzzle: Is there a free rider problem?," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 57(3), pages 402-421, April.
- Booth, Alison L & Bryan, Mark L, 2001. "The Union Membership Wage Premium Puzzle: Is There A Free-Rider Problem?," CEPR Discussion Papers 2879, C.E.P.R. Discussion Papers.
- A Charlwood, 2005. "The De-Collectivisation of Pay Setting in Britain 1990-1998: Incidence, Determinants and Impact," CEP Discussion Papers dp0705, Centre for Economic Performance, LSE.
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