Insight into CLE Speaker David Neumark

Posted by Matt Rigling and Susie Wirtanen | Uncategorized

David Neumark is an American economist and a Chancellor’s Professor of Economics at the University of California, Irvine, where he also directs the Economic Self-Sufficiency Policy Research Institute. Professor Neumark graduated with a B.A. in economics in 1982 from the University of Pennsylvania. He graduated Phi Beta Kappa, Summa Cum Laude, with Honors. He went on to complete his M.A. in 1985 and Ph.D. in 1987 in economics from Harvard University. His fields were labor economics and econometrics. His dissertation was entitled Male-Female Differentials in the Labor Force: Measurement, Causes and Probes, and published in parts in the Journal of Human Resources.  Professor Neumark’s research interests include minimum wages and living wages, affirmative action, sex differences in labor markets, the economics of aging, and school-to-work programs, and has also done work in demography, health economics, development, industrial organization, and finance.


Professor Neumark is an academic affiliate at EmployStats and will be a speaker at the employment CLE sponsored by EmployStats on July 12, 2017 in San Francisco.  Professor Neumark is a renown labor economist who has performed extensive research on wage disparity related issues, and has extensive knowledge into the current California Fair Pay Act and its implications in the labor force.  He and Dr. Dwight Steward will hold a discussion on the statistical implications of the California Fair Pay Act and the use of statistics in recent cases.


For more information on speakers and registration for the July 12, 2017 CLE, please visit:

Insight into CLE Speaker Lori Andrus

Posted by Matt Rigling and Susie Wirtanen | Uncategorized

Lori Andrus, of Andrus Anderson LLP, specializes in class actions and complex litigation. She represents female employees who are paid less than their male counterparts, and individuals who have been harmed by dangerous pharmaceuticals or medical devices, been defrauded by large corporations or sold defective products. Lori Andrus has received Martindale-Hubbell’s highest rating (AV) for legal ability and ethical standards, and has been recognized as a “Top 50” Northern California Super Lawyer in 2016. In 2015, the National Law Journal named her as one of the nation’s 75 “Outstanding Women Lawyers.”


Lori Andrus, most notably, was instrumental in negotiating a cutting edge settlement with Farmers Insurance on behalf of their female attorney employees who alleged they were paid less than their male counterparts doing the same work.  Lori’s extensive experience litigating class action, with specific focus involving the California Equal Pay Act, will be a great addition to our employment CLE sponsored by EmployStats on July 12, 2017 in San Francisco.  


Register here to learn from Lori Andrus first-hand:

This paper (ASSA 2016 link below) looks to study revenue and sales volatility at the firm level and how that relates to employee level of wages.  The main take away is that employee wages tend to be positively related to revunue shocks. That is, employers tend to keep employee wages steady and increasing over time regardless of the specific shocks that the firm may be experiencing at any given time. 

ASSA 2016 paper

Can Microlevel BLS data be used to study how and why employees are paid differently at US employers ?  This paper and the work ultimately looks to provide a method to use the Microlevel, i.e. individual level survey observations, to match dispersion measures like, the standard deviation, in big data BLS employment data. The first step for the researchers is to try and match the aggregate numbers to the micro numbers. 


12/11/2012  From SHRM

In order for a bonus to be considered discretionary, it should be at the sole discretion of the employer to award it, not an expectation by the employees. A discretionary bonus is a form of variable pay; the amount, requirements, timing and announcement of the bonus should not be disclosed in advance, as this may appear to be a motivator or incentive implying that meeting certain levels would guarantee a bonus or reward. In a discretionary bonus, the employer determines after the fact that there is a reason for awarding a bonus, such as reaching company and financial goals, or chooses to reward an individual employee after exceptional performance.

A nondiscretionary bonus is the opposite of a discretionary one. The employer from the outset determines the standards that are required to receive a bonus based on meeting specific criteria. The employees expect to earn the bonus if they meet the standards. An employer’s incentive pay plan that provides additional compensation for exceeding performance or productivity goals is an example of how nondiscretionary bonuses are executed in the workplace.


Detailed data and the underlying micro data can be found at;

Two sources of information are:

Current Population Survey Data on the Foreign-Born Population

Detailed tables on the foreign-born population in the United States from the Current Population Survey shown by a wide range of characteristics including age, sex, marital status, employment status, occupation, industry, income, earnings, poverty status, household type, size and tenure, and metropolitan status

American Community Survey Data on the Foreign-Born Population

Test 2

Posted by Dwight Steward, Ph.D. | Uncategorized

This is a second test to twitter…