Question: Who got their wage cut by 20% in 2010?
About the article "Portugal", section "Government finance".

Candidate passages:
Sigri Mitra Gaïni (Persian: سیگری میترا قائنی) (born 1975 in Oslo, Norway) is a Faroese poet, actress and school teacher.
She grew up in Norway and in the Faroe Islands.
She has published four collections with poems, written in Faroese.
In 2004 she won the Faroese Literature Prize in the category "Fiction" for her poem collection "2002 nætur".
The title means 2002 nights.
Four of her poems have been chosen for the Faroese school books "Les 2" and "Les 3" (Les means Read), they are for teaching in the Faroese language in the public schools.
She represents the younger generation of female poets.
In 2011 she got two months wage from the Faroese government, which gives from a few months up to three years.
The wage is called Starvsløn and is handed by a foundation, which is called Mentanargrunnurin.
Faroese artists must apply in order to get this wage Starvsløn.
Not every applicant gets a wage, there were 98 people who applied in 2011, 26 got 1 to 4 months wage, five people got "starvsløn" (wage) from 6 months to one year.
The idea is that the artists can take leave from their job and use all their time to their art for some months or years.
The longest period someone has got this kind of wage was for three years, it was given in 2010 to the composer Tróndur Bogason.
She played one of the main characters in Katrin Ottarsdóttir's Faroese/Danish movie Bye Bye Bluebird in 1999.
She played the role as Barba.
The film was a comedy and a road movie.
The film won several awards i.e.
a Tiger Award at the International Film Festival Rotterdam in 2000.
The film was also nominated for the Norwegian Amanda Award but did not win it. 
The minimum wage was introduced in Ireland in 2000 at IR£4.40 (€5.59) per hour, and as of early 2011, it is €8.65 per hour.
This is subject to reduction as follows: 30% reduction for all employees under 18.
20% reduction for employees over 18 in their first year of employment in any job since they turned 18.
10% reduction for employees over 18 in their second year of employment in any job since they turned 18.
It may further be reduced by up to €7.73 a day if lodgings and/or food are provided as part of a job.
Trainees (including those over 18) are also entitled to different minimum wages, reduced as follows: 25% reduction for the time during the first one-third of the course.
20% reduction for the time during the second one-third of the course.
10% reduction for the time during the final one-third of the course.
Ireland's minimum wage prior to the €1 cut in the 2011 budget, was only fifth highest of eight EU countries surveyed for the British Low-Pay Commission Report in 2010, with the UK, Netherlands, France and Belgium all listed as having higher minimum wage rates when OECD Comparative Price Levels are taken into account. 
"Progressive indexing" would lower the COLA or benefit levels for higher wage groups, with no impact or lesser impact on lower-wage groups.
The Congressional Research Service reported that:"Progressive indexing," would index initial benefits for low earners to wage growth (as under current law), index initial benefits for high earners to price growth (resulting in lower projected benefits compared to current-law promised benefits), and index benefits for middle earners to a combination of wage growth and price growth.
President Bush endorsed a version of this approach suggested by financier Robert Pozen, which would mix price and wage indexing in setting the initial benefit level.
The "progressive" feature is that the less generous price indexing would be used in greater proportion for retirees with higher incomes.
The "San Francisco Chronicle" gave this explanation:Under Pozen's plan, which is likely to be significantly altered even if the concept remains in legislation, all workers who earn more than about $25,000 a year would receive some benefit cuts.
For example, those who retire in 50 years while earning about $36,500 a year would see their benefits reduced by 20 percent from the benefits promised under the current plan.
Those who earn $90,000 — the maximum income in 2005 for payroll taxes — and retire in 2055 would see their benefits cut 37 percent.
As under the current system, all retirees would have their initial benefit amount adjusted periodically for price inflation occurring after their retirement.
Thus, the purchasing power of the monthly benefit level would be frozen, rather than increasing by the difference between the (typically higher) CPI-W and (typically lower) CPI-U, a broader measure of inflation. 
Corporate affairs.
Employee relations.
Sears has struggled with employee relations.
One notable example was the shift in 1992 from an hourly wage based on longevity to a base wage (usually anywhere from $3.50 to $6 per hour) and commissions ranging from 0.5% to 11%.
This new base wage, often constituting a substantial (up to 40%) cut in pay, was done "to be successful in this highly competitive environment.
"In early October 2007, Sears cut commission rates for employees in select departments to anywhere from 0.5% to 4% but equalized the base wage across all Home Improvement and Electronics departments.
In 2011, commission rates on non-base items were cut by 2% in the electronics department.
In late 2009, the commission on sales of "base items" from the electronic department was cut to 1%.
Appliances, vacuums, and mattresses are the only remaining departments where compensation is based entirely on commission.
In many stores, jewelry department associates receive a low base salary with 1% commission on their sales.
The domain "sears.com" attracted at least 240 million visitors annually by 2011, according to a Compete.com survey.
Sears saw profits drop 13% during the fourth quarter of 2010 but still had total assets of $26.05 billion as of the first quarter of 2011. 
Labor Issues.
Mott’s, Williamson, New York.
On May 23, 2010, 305 workers at the Mott’s plant in Williamson, New York, represented by the Retail, Wholesale and Department Store Union Local 220 (RWDSU), voted to strike after Mott’s parent company, Dr Pepper Snapple Group (DPS)-- despite healthy profits, an increase in market share and a skyrocketing stock price—proposed serious cuts to employee benefits.
The proposal from the company included a US$1.50 per hour wage cut for all employees, a pension elimination for future employees and a pension freeze for current employees, a 20 percent decrease in employer contributions to the 401(k) and increased employee contributions toward health care premiums and co-pays.
DPS came under criticism for proposing cuts to worker pay at a time when not only was the local economy in turmoil, but the top three executives at DPS had doubled their pay between 2007 and 2009.
State Attorney General Andrew Cuomo, in his capacity as the Democratic nominee for governor, wrote to Mott’s on June 25, 2010, urging the company to return to the bargaining table and come to a “fair and equitable solution” and that the “Upstate economy needs this plant to be working at full capacity.” The labor dispute has been a source of anxiety among many in the region, particularly the apple growers.
In a letter to Larry Young, President and CEO of Dr Pepper Snapple Group, U.S.
Senator Chuck Schumer (D-New York) expressed his concern that “with unemployment in the Rochester area nearly 10 percent, the ongoing labor shortage is not only harming the 305 workers of the RWDSU Local 200 who work in the facility, but can harm the entire Wayne County economy due to the facility's centrality to the regional and state apple market."
This sentiment was echoed by the New York Apple Association, Inc., in a statement urging Mott’s to continue negotiations: "The current impasse between the valued work force at the Williamson plant and management not only threatens the growers’ and workers’ future, but places more than 150 years of building brand recognition and consumer loyalty for Mott’s products at risk."
On Monday, September 13, 2010, the strike ended after Mott's workers voted to approve the company's most recent proposal.
The new agreement included a wage freeze, but not the pay cuts the company had demanded.
The contract also preserved pensions for existing workers.
“Nobody wins in a strike,” said Mike LeBerth, president of the union local in Williamson.
“Neither side is happy with what we got.
Was it worth it?
Yes, because we stood strong and the company knows we’re a force to be reckoned with.” Larry Young, Dr Pepper Snapple’s chief executive, said, “From the beginning of our negotiations, we sought an agreement that supported our business, and we’re very pleased with this resolution.”