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An estimate of how many women workers are in favor of such laws. An analysis of the cost to employers of complying with such laws. An investigation of the actual effects such laws have had on women workers. A consideration of what intentions the advocates of such laws really had.
meet minimum legal requirements. lack the special provisions for women workers. cover only some of the common medical conditions affecting women. pay the medical costs associated with pregnancy and childbirth.
Brown’s elaboration of his research results. Brown’s tentative inferences from his data. Brown’s conclusions based on common-sense reasoning. the author’s conclusion, based on Fuchs’s and Brown’s results.
The Relative Effect of Discrimination by Government Employers, Private Employers, and Consumers on Women’s Earnings. How Discrimination Affects Women’s Choice of Type of Employment. The Necessity for Eliminating Earnings Differentials in a Free Market Economy. The Relative Effect of Private Employer Discrimination on Men’s Earnings as Compared to Women’s Earnings.
such laws are often too weak to be effective at protecting the group in question. employer's compliance with such laws results in increased tension among workers. such laws exert no pressure on employers to eliminate hazards in the workplace. compliance with such laws is often costly for employers.
Both private employers and government employers discriminate, with equal effects on women’s earnings. If private employers and government employers discriminate, the discrimination by private employers has a greater effect on women’s earnings. Private employers discriminate; it is possible that government employers discriminate. Private employers discriminate; government employers do not discriminate.
subject to; regarding obedient; as regards object to; as to opposed; as for
Why were Black workers excluded from the sample used in Brown’s study Why do private employers discriminate more against women than do government employers Why do self-employed women have more difficulty than men in hiring high quality employees Why do suppliers discriminate against self-employed women
Government employment, self-employment. Private employment, private employment, self-employment. Private employment, self-employment, government employment. Private employment, government employment, self-employment.
make it less likely that women will be hired. have little impact of any kind on women workers. modify the stereotypes employees often hold concerning women. increase the likelihood that employers deny disability plans to women workers.
she is quoting the actual wording of the laws in question. the health of workers is not in need of protection. the protective nature of the laws in question should not be overlooked. the laws in question are really detrimental to women workers.
Brown’s elaboration of his research results. Brown’s tentative inferences from his data. Brown’s conclusions based on common-sense reasoning. the author’s conclusion, based on Fuchs’s and Brown’s results.
discrimination from consumers discrimination from financial institutions problems in obtaining good employees problems in obtaining government assistance
unnecessary because most workers are well protected by existing labor laws harmful to the economic interests of women workers while offering them little or no actual protection not worth preserving even though they do represent a hardwon legacy of the labor movement controversial because male workers receive less protection than they require
Fuchs’ hypothesis. Sanborn's hypothesis. a suggestion made by the author. some explicit results of Brown’s study.
The Necessity for Earnings Differentials in Free Market Economy. Why Discrimination Against Employed Women by Government Employers and Private Employers Differs from Discrimination Against Self-Employed Women by Consumers. The Relative Effect of Discrimination by Government Employers, Private Employers, and Consumers on Women’s Earnings. The Relative Effect of Private Employer Discrimination on Women’s Earnings.
general rates preferential rates advalorem duty rates special duty rates
discrimination from suppliers and consumers discrimination from financial institutions problems in obtaining good employees problems in obtaining government assistance
such laws are often too weak to be effective at protecting the group in question. employer's compliance with such laws results in increased tension among workers. such laws exert no pressure on employers to eliminate hazards in the workplace. compliance with such laws is often costly for employers.
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