Using a representative establishment data set for Germany, we show that more than 40 percent of plants covered by collective agreements pay wages above the level stipulated in the agreement, which gives rise to a wage cushion between the levels of actual and contractual wages. Cross-sectional and fixed-effects estimations for the period 2001-2006 indicate that the wage cushion mainly varies with the profit situation of the plant and with indicators of labour shortage and the business cycle. While plants bound by multi-employer sectoral agreements seem to pay wage premiums in order to overcome the restrictions imposed by the rather centralized system of collective bargaining in Germany, plants which make use of single-employer agreements are significantly less likely to have wage cushions. ; Anhand von repräsentativen Daten des IAB-Betriebs-panels zeigen wir, dass über 40 Prozent der tarifgebundenen Betriebe in Deutschland höhere Löhne als im Tarifvertrag festgelegt zahlen, was zu einer Lohnspanne (bzw. einem Lohnpuffer) zwischen Effektiv- und Tariflöhnen führt. Querschnitts- und Fixe-Effekte-Schätzungen für den Zeitraum 2001-2006 deuten darauf hin, dass die übertarifliche Entlohnung hauptsächlich mit der Ertragslage des Betriebes und mit Indikatoren der Arbeitskräfteknappheit und des Konjunkturzyklus variiert. Während an Flächentarifverträge gebundene Betriebe über Tarif entlohnen dürften, um Beschränkungen zu überwinden, die ihnen durch das relativ zentrali-sierte Tarifverhandlungssystem in Deutschland auferlegt werden, weisen Betriebe mit Firmentarifverträgen wesentlich seltener eine übertarifliche Entlohnung auf. --
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Paper provided by Friedrich-Alexander-University Erlangen-Nuremberg, Chair of Labour and Regional Economics in its series Discussion Papers with number
63.
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