Chapter 5 Consumer Welfare and Policy Analysis 85
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Several factories in Ukraine turned out stylish, well-made women’s woolen coats, which they shipped
to the United States for about $212 per dozen, and which retailed for between $89 and $139 each.1
The importing of coats from Ukraine, at $30 million per year, was a very small amount of America’s
annual imports of $30 billion. Shipments, however, were increasing so that, by 1994, Ukraine’s coat
exports to the United States exceeded those from all countries but the Dominican Republic and Guatemala.
Under the Caribbean Basin Initiative, the Dominican Republic and Guatemala do not face quotas on
women’s coats. Ukraine was not as lucky.
The increase in Ukrainian imports apparently upset American coat makers in Maine and elsewhere. Senator
George Mitchell of Maine and the Department of Commerce called for a quota, which was applied in
November 1994, because the imports were disruptive to the American women’s clothing manufacturing
industry. This quota was in addition to the tariff of 21.5 percent on wool coat imports. The quota of about
one million coats in 1995 was about half the orders the Ukrainian coat industry had received from
importers by the end of 1994. Indeed, Lou Levy and Sons, a Seventh Avenue coat company, alone
imported one million coats in 1994.
Textiles and apparel are among the most protected sectors of trade in most nations. The GATT, however,
eliminates most of these curbs. Unfortunately, that relief was too late for many Ukrainian workers and factories.
Even the most modern Ukrainian factory laid off one third of its work force after the announcement of the
quota.
1. Why wouldn’t coat buyers pay to have a lobbyist work to defeat this legislation?
2. Might the law have been written differently if a U.S. firm had owned the factory in Ukraine?
Job Sharing May Help Workers to Maximize Utility
The model of labor supply presented in the chapter assumes that workers are free to choose the number of
hours that they work. However, in many occupations, employers typically do not offer part-time work, and
workers are constrained to full-time work. For workers who would choose to work any number of hours
per week other than 40, this alters their utility-maximizing choice of hours and so reduces utility. For
those workers with a high preference for income who would like to work more than 40 hours per week,
they may be able to increase their income by working part-time at a second job. However, for those
employees who would like to work less than 40 hours per week, they could face the choice of working more
than they would like, or not at all. Job sharing is a relatively recent labor market innovation that can provide
a solution. In job sharing, two employees work as partners and share a single full–time position. The
employee receives the benefit of knowing that they have full–time coverage (and maybe even better than
full–time coverage if one partner can cover for the other during vacations and sick time), while the employees
receive the benefit of being able to choose fewer hours of labor market participation and can devote more time
to either leisure or work in the home. Partners may be spouses (as sometimes occurs in academia when
spouses with similar training share a single position) or completely unrelated individuals who have
significant at–home responsibilities that make full-time work undesirable. Employers have responded to
the increased demand for shared jobs. USA Today reports that as many as 28 percent of firms offer job
sharing. Those interested in sharing a job can even use Internet search services specifically designed to
match partners.2
1. Use a graph similar to Figure 5.8a in the text to show an individual who is constrained to working
1Jane Perlez, “In Ukraine, a Free Market Lesson Learned Too Well,” New York Times, January 1, 1995 Business Section, 1.
2Jerry Langdon, “Job Sharing Programs on the Upswing,” at http://www.usatoday.com/careers/news/2001–01–26–jobsharing.htm,
and “Job Share Partner Search,” at http://www.womans-work.com/job_share_search.htm. Accessed 1/1/03.