When no one's in charge: time-tracking firm fined for blocking wage data: Norwegian DPA fines Timegrip €25,000 for refusing 80 employees their time records after employer bankruptcy, establishing processor liability rules. https://ppc.land/when-no-ones-in-charge-time-tracking-firm-fined-for-blocking-wage-data/ #TimeTracking #DataProtection #EmployeeRights #WageTransparency #Norway

Wage Expectations and Job Search https://d.repec.org/n?u=RePEc:ajk:ajkdps:386&r=&r=eur
"While average misperceptions are relatively small, substantial shares of job seekers display pronounced optimism or pessimism.
… Treated job seekers who were initially strongly optimistic increase their search effort and find jobs more quickly. Conversely, initial pessimists narrow the geographic scope of their search in response to the treatment, which accelerates re-employment—consistent with mitigated spatial search frictions.
… accounting for job seekers’ subjective beliefs is essential when studying search behavior
… suggest that job seekers seem to jointly determine multiple dimensions of their search strategy—including their wage demands, search intensity, and geographic scope. Exogenous changes in one domain can spill over into others
… Both initially optimistic and initially pessimistic job seekers find employment more quickly when holding more accurate beliefs."
#LaborMarkets #jobtech #wageTransparency

@kallemp that's some weirdness.

Personally, I think #WageTransparency is important as it makes it easy for employees to see if they've been lowballed.

Firms’ Beliefs About Wage Setting https://openaccess.nhh.no/nhh-xmlui/bitstream/handle/11250/3182213/DP%2005.pdf?sequence=1&isAllowed=y
"… a significant minority of firms misperceive their position in the wage distribution… approximately 18 percent of firms hold inaccurate beliefs about their wage relative to other firms.
… the primary motivation for paying higher #wages is the desire to attract new candidates and retain incumbent employees. In contrast, compensating differentials for unfavorable job amenities emerge as the least common justification for offering higher wages"
#LaborEcon #retention #wageTransparency

Tell us about a pay disparity experience that you've had:
Big changes in 2025: Five states are enforcing pay transparency laws. Employers must disclose salary ranges, a step toward fair pay for all. Details here: https://buff.ly/4afjV6P
#PayTransparency #FairPay #EqualPayForEqualWork #EquityInWorkplace #PayTransparency #FairWages #EqualPay #WageEquality #LaborRights #WorkplaceEquity #EmployeeRights #TransparencyInPay #PayEquity #IncomeEquality #WageTransparency #FairCompensation #WorkersRights

Sorting through Cheap Talk: Theory and Evidence from a Labor Market https://d.repec.org/n?u=RePEc:iza:izadps:dp17052&r=&r=lab
"… employers can send messages about their willingness to pay for higher-ability workers, which job-seekers can use to direct their search and tailor their wage bid
… treatment increased measures of match quality through better #sorting, illustrating the power of cheap talk for talent #matching."
#LaborMarkets #ExperimentalEcon #wages #wageTransparency

What's #Mozilla like to work for, folks?

They have an interesting role up which would be a pay-cut, but that's more than worth it for a good company #culture and an interesting #job with cool people :)

Also kudos for #WageTransparency @mozilla @moznews

@hacks4pancakes

Travel Agencies do exist for reasons and I can understand that espechally when it comes to #Accessibility, it's often essential to go with one...

Predatory Negotiations and Lowballing exist in all wagework - but espechally IT.
The only winning move would be if people collectively decided to refuse to #NDA their salary and consequently demand #EqualPay for #EqualWork as well as #WageTransparency.

And finally:
Not #Mentorship, but #perspectives are in insane demand!

https://hyperallergic.com/778496/nyc-salary-transparency-law-exposes-art-worlds-lowest-wages/
#CulturalHeritage #Union #GLAM #WageTransparency #NewYork