Compensating wage differentials for unfavorable job

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Some people have asserted that the concept of compensating wage differentials for unfavorable job characteristics cannot exist in industries in which union contracts force salaries and benefits to be the same across firms. Assume that all of the State University of New York (SUNY) campuses are restricted to pay the same salaries to professors (in truth they are not) and offer the same benefit packages to professors (in truth they do). However, some SUNY campuses offer faculty members 2 course (or lower) teaching loads per semester, while others require their faculty members to teach 4 courses per semester. If SUNY campuses were the only higher education institutions in the state and all faculty members prefer lower teaching loads to higher teaching loads, is there any way that supply decisions by professors and hiring decisions by the institutions could lead to the existence of compensating wage differentials for the work load differences?

Reference no: EM131097102

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