Published April 11, 2024
The COVID-19 pandemic has led to a significant increase in remote work opportunities, but these opportunities are unevenly distributed across the workforce. Employees with higher pay, more education, and more experience are much more likely to have the option to work from home, while those with lower pay, less education, and less experience rarely enjoy this benefit. To address the resulting tensions and perceptions of unfairness, managers should acknowledge the divide, align their own working arrangements with those of their employees, consider alternative options like a 4-day work week for onsite staff, and potentially offer one-time pay adjustments to compensate employees who cannot work remotely.
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The opinions expressed on this website are those of the author and do not necessarily reflect the opinions of the Hoover Institution or Stanford University. © 2024 by the Board of Trustees of Leland Stanford Junior University.
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The Hoover Institution Economic Policy Working Group hosted “Money and Power: Historical Lessons for Stablecoins and U.S Dollar Dominance” with Michael D. Bordo, the Duncan Stewart Distinguished Visiting Fellow at the Hoover Institution.
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Synthetic control methods hold the promise of identifying a credible counterfactual by closely reproducing pretreatment outcome paths. Their reliability, however, depends in part on how effectively they constrain researchers’ less-visible degrees of freedom. We explore these methods’ sensitivity by constructing 1440 plausibly defensible specifications to estimate the employment effect of California’s $20 fast-food minimum wage. While over 96 percent of the estimated employment effects are negative, the range is vast, illustrating that synthetic control methods are sensitive to specification choice.
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Waste, fraud, and abuse of public funds are among the oldest and most persistent issues in American history.
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