Academic literature on the topic 'Equal pay for equal work – Law and legislation – Italy'

The Employment Equity Act 55 of 1998 (EEA) is the main piece of legislation which seeks to achieve equity in the workplace by redressing unfair discrimination. Unequal pay for equal work and work of equal value are specific forms of discrimination which are dealt with in the EEA. The EEA provisions dealing with pay discrimination applies to all employees in the workplace which includes atypical employees. An employee experiencing pay discrimination in the workplace would thus use the EEA to institute an equal pay claim. This, however, has changed since the introduction of sections 198A-198D of the Labour Relations Act 66 of 1995 (LRA) which provides equal pay protection for atypical employees earning below the threshold of R205 433.30 and subject to certain other conditions. Sections 198A-198D of the LRA only deals with equal pay for the same or similar work. The sections do not deal with equal pay for work of equal value. This equal pay protection in the LRA is unique as the redress of unfair discrimination is not one of the purposes of the LRA. The purpose of this article is to analyse the equal pay provisions as set out in sections 198A-198D of the LRA in order to ascertain the ambit of the protection offered by the sections, the limitations thereof and the dispute resolution procedure which should be followed. A brief comparative study with the law regulating equal pay for atypical employees in the United Kingdom will be undertaken in order to learn lessons for the equal pay legal framework in the LRA. International labour law will also be referred to.

This article analyses the consistency between the implementation of the EU Youth Guarantee and the fundamental right to work. Focusing on the use of traineeships as an implementation instrument, it explores various types of national Active Labour Market Policies (ALMP) for young unemployed people in Italy, Spain, the Netherlands and Poland. The case studies show that it remains to be seen whether the traineeships considered in this research comply with the right to work. The authors argue for the need to strengthen the Youth Guarantee to accord with the right to work, so that in addition to the right to a first job, it ensures that work-related instruments include the provision of effective training, as well as the right to equal pay for work of equal value, and decent working conditions. This is particularly important in view of the Coronavirus disease 2019 (COVID-19) pandemic, that has had an unprecedented economic impact in the EU and is likely to result in another dramatic upsurge in the number of young unemployed. Youth Guarantee, Right to Work, NEETs, Traineeships, Decent Work, Equal Pay, Active Labour Market Policies

ABSTRACTThe article highlights the discordance between the reality and the perception of women's independence and equality. The changes in legislation and increased female participation in the labour market since the 1960s give the impression of considerable progress. Equal treatment of men and women has been proposed. Evidence from national survey data however, shows that women's income is still lower than men's with no matching increase with age and career. Social security policy has always been based on labour market participation but women's labour market participation is quite different from that of men. Because of childcare responsibilities many women work parttime at some time in their working lives. Equal pay legislation has had little influence on the incomes from part-time work. The failure of real income from part-time work to rise over time has been a major cause along with job segregation and the segmentation of the labour market in maintaining the difference between men's and women's incomes. Women's continued lack of personal income has consequences for the support for women and children, particularly evident in the case of lone mothers. The incomes available to a woman are unlikely to be high enough to provide an adequate independent living standard for herself and any dependent children.

In this paper, we investigate whether gender employment rate responses to upward and downward fluctuations in the business cycle are symmetric and whether these responses differ depending on gender employment segregation in sectors and on different type of welfare states using the Esping-Andersen’s classification. We use the VAR model both in linear and non-linear (asymmetric) specification of GDP shocks and impulse response function. We find no convincing evidence of discouraged worker effect as it occurs in neither country fully, which suggests not hidden unemployment but rather the phenomenon of involuntary part-time workers becoming more common with the increase of precarious employment. Furthermore, we find that the pattern of gender employment adjustments to GDP fluctuations indicates that the gender sectoral segregation is a deeply entrenched feature within given economic sectors (construction, education, and accommodation) in all studied countries (Germany, Poland, and Portugal). Hence, this stagnation of gender segregation contributes to the preservation of gender pay differentials in spite of many years of equal pay legislation in the EU members.

The article is devoted to a study of the influence of the decisions of the European Committee of Social Rights on the content of labour law. In particular, the author argues that the decisions of the European Committee of Social Rights have a direct influence on the content of labour law norms, although they have a recommendatory meaning. Since our state has developed a plan of measures to implement the provisions of the European Social Charter, the government reports annually on the implementation of its provisions. The content of these reports demonstrates the changes that have already been made to existing legislation concerning employees' labour rights and those planned to be made in the near future. There is an urgent need to prohibit the employment of people under the age of 15 in view of the international obligations that our state has undertaken. It is proposed to amend Article 188 of the Labour Code and amend the third paragraph of Article 188. It is proposed to establish the concept of a light work for minors and a list of related work when improving the draft law «On Amendments to Certain Legislative Acts of Ukraine on Regulation of Domestic Workers' Labour». The author proposes to develop social adaptation programmes for people with disabilities, a compulsory element of which should be the employment of such people, vocational guidance taking into account their capabilities and the needs of the labour market, as well as the establishment of stricter liability for employers for violating the right to work of people with disabilities. It is noted that in order to overcome gender discrimination in employment, it is necessary to establish the characteristics of equal and equivalent work, taking into account the type of tasks undertaken by employees, skills, education and qualification requirements, and to oblige employers to report to the Public Employment Service on differential pay data, as these are the indicators of compliance with Article 20 of the European Social Charter. It is substantiated that the Committee has repeatedly pointed out in its conclusions the importance of transparency in remuneration, the application of the principle of equal pay for work of equal value, formally supported by the Government of Ukraine. Ukraine has approved the State Social Programme for Equal Rights and Opportunities for Women and Men for the period up to 2021. In particular, it provided for improvement of the legal framework, inclusion of a gender component in economic and social development programmes, expansion of the list of statistical indicators differentiated by article, etc. The programme still has not been fully implemented. In addition, the article proposes a ratification of the Additional Protocol to the European Social Charter providing for collective complaints. The European Committee of Social Rights interprets and details the Charter's provisions in its deliberations and thereby gives significance to its decisions. These activities result in a practice of modern implementation of the provisions of this international treaty, which can be used by the signatory countries in their own practice.

Labour lawyers often feel deeply ambivalent about the European Court of Justice. Few can doubt the pivotal role played by the Court in shaping the contours of European Community employment law. The Court has breathed life into the dry language of Treaty provisions and Community legislation in areas such as equal pay and acquired rights, enabling individuals to use the law as a sword against their employer and/or Member State in the national courts. Community law has also, in the hands of the Court, provided a shield for the protection of collective systems of social organisation and distribution against untrammelled market forces. However, for every advance, the Court’s detractors can point to a retreat: the potential of P v S was soon limited in Grant; Schmidt was trumped in Süzen; and BECTU was narrowed down in Bowden. Cases such as Albany International and Schröder, initially lauded, have, on closer inspection, left a mixed and uncertain legacy. For all of these reasons – and more – a book that places the work of the Court of Justice at the centre of its examination of Community employment law is both timely and welcome.

The European legislation on labour policies is emblematically represented by the system managed by the European Central Bank (ECB) in which price stability first comes, then all the rest. Unlike other similar institutions, the ECB is the only central bank whose sole objective is to maintain price stability, or better win the fight against inflation. Unlike the ECB, the US Federal Reserve has the so-called dual mandates, which is a dual objective of intervention: price stability and employment. In this sense, the Fed is required to effectively promote the objectives of maximum employment, stable prices and moderate long-term interest rates, protecting in an equal way both the needs of the market economy and the rights of workers.In the European Union, in general, the objective of price stability is in fact superordinate to all the others, even those that Art. 3 of the Treaty of the European Union seemed to be on the same level. The fight against unemployment therefore becomes secondary even if, for example, in the Italian constitution the right to work since 1948 is considered a fundamental right.The decisive point is that the prevailing value is attributed to monetary stability with the consequent weakening of policies - potentially inflationary - such as the active ones of labour and more generally of stimulus of the economy.The new EU policies on financial issues are therefore destined to have a strong impact on the regulation of workers' rights in individual states. And above all in Italy where the principle of a balanced budget in 2012 even became a constitutional provision.

The phenomenon of malicious non-payment of wages is widespread in all countries of the world, maybe it is especially serious in China, it has attracted a lot of attention from the Party (CPC) and the Chinese government. Under conditions when the solution of this issue through civil and administrative methods is not very effective, the Chinese legislative bodies, under the leadership of offi cials, fi nally decided to use the intimidating power of criminal punishment to solve this problem, which has tormented the government for many years.Article 41 “Amendments to the Criminal Code (8) of the People’s Republic of China” states: After article 276 of the Criminal Law, an article is added as one of the articles 276: Evasion of payment of wages to workers by transferring property, escape, etc. Or those who are able to pay, but do not pay wages to employees in the case when the amount is relatively large, and the relevant government departments order the payment of wages, but still cannot pay, are punished with imprisonment for up to 3 years or arrest, and additionally or as an independent punishment — a fi ne; Persons who have committed the same violations that have entailed serious consequences are punished with imprisonment for a term of 3 to 7 years and additionally with a fi ne. If the crime mentioned in the fi rst part of this article was committed by an organization, a fi ne is applied to the organization, and the directly responsible heads of the organization and other directly responsible persons are punished in accordance with the fi rst part of this article. The acts provided for in the fi rst and second parts of this article, which did not entail serious consequences, in which the employee’s salary for work is paid before the charge is brought and appropriate compensation is accepted in accordance with the law, then the punishment may be commuted or released. Article 276 of the Criminal Code provides for the crime of causing harm to production and economy, which belongs to this chapter crime against property (Chapter 5 of the special part of the Criminal Code). Therefore, the crime of malicious non-payment of wages is a crime against the property of citizens (employees).Due to the fact that the Chinese Constitution does not provide that citizens have the right to receive remuneration, only the Labor Legislation states: that Workers have the right to equal employment and choice of profession, the right to receive wages for work ... In view of this, that from the point of view of legal relations, based on both the Labor Law and the Law on the Employment Contract, the effect of non-payment of wages only occurred between the employee and the employer. According to the employment contract, disputes arising when, after the employee has fulfi lled the contract, but the employer does not pay him wages in accordance with the contract.The Criminal Code of the Russian Federation provides for crimes of non-payment of wages, pensions, scholarships, allowances and other necessary payments in chapter 19 “crimes against the constitutional rights and freedoms of man and citizen” of section VII “Crimes against the person”. Bringing together the above, the rights to pay for work, receive state pensions and social benefi ts, etc., protected by the Criminal Code of the Russian Federation, are constitutional rights. And also, they are specifi ed in Article 2 of the Constitution of the Russian Federation a person, his rights and freedoms are the highest value. Recognition, observance and protection of human and civil rights and freedoms is the duty of the state, specifi ed in the Criminal Code of the Russian Federation.In China, when criminalizing the action of non-payment of wages, the most fundamental issue that needs to be resolved is to have a basis of justice, that is, to introduce "income from labor" into the Constitution of the People’s Republic of China, which provides for the basic rights of a citizen. At the same time, it is necessary to amend the chapter related to “crimes against the rights of the individual and the democratic rights of citizens in the Criminal Code,” and to amend the “crime against constitutional rights,” as well as the chapter includes “crimes of non-payment of wages, scholarships, pensions and benefi ts”, but should not be included in chapter 5 “crime against property”.As a result, a comparison of the criminal code between the two countries China and Russia on the crime of malicious non-payment of wages shows that there are contradictions and problems in Chinese legislation, and the political signifi cance of the legislation far exceeds the legal signifi cance, which will directly affect its application in judicial practice.

Currently, many authors pay attention to the criminological description of the object of their research. This approach is absolutely justified. It is better to examine the institutes of criminal law in correlation with the interdisciplinary spheres of knowledge. The article presents an analysis of adjacent but not equal legal categories of the subject of crime and the personality of a criminal. This research is relevant today because crimes committed by persons with characteristics of a special subject in general, and with the use of their official position in particular, have a higher degree of public danger. It is connected with a wide area of official interests of public officers. Their criminal offences destabilize the normal work of governmental bodies. Corruption, abuse of office, general crimes committed for personal gain act as negative social and legal phenomena that widen the range of persons in criminal statistics referring to special subject. A heightened degree of public danger in the actions of public officers is a factor that influences current criminal legislation. An example is the abuse of public office as a circumstance that aggravates criminal liability. The contents of the norms in the Special Part of the Criminal Code of the Russian Federation could be named a legislative reaction of the authorities to the growing level of misuse of office. The current Criminal Code of the Russian Federation mentions the misuse of office with mercenary motives or for personal gain, acting as an aggravating circumstance for the main crime, over 60 times. Taking into account that the contemporary condition and scale of the self-determination of crime according to the characteristic of a special subject are developing interconnected systemic causes and conditions, it is possible to discuss the necessity of criminological prevention of crimes with a special subject — a criminogenic person who has specific functions (as a rule, a representative of authorities).

Abstract. This work aims at providing an updated scenario on the underrepresentation of women in the Italian university system in the area of geosciences in the last two decades. The retrieved official data on permanent full and associate professors in the 19-years considered highlight some positive trends: an increase in the number of female full professors from 9.0 % to 18.5 % and in female associate professors from 23.6 % to 28.9 %. However, although the number of female full professors almost doubled in this period, such increase still represents an excessively slow trend. Slightly better is the trend related to associate professors. The picture portrayed for non-permanent researchers, called RTD-b, as introduced by the Italian Law no. 240/2010 (essentially tenure-track associate professor position), instead raises strong concerns for the future seen that the female percentage is just 26 %, thus exhibiting a significant gender imbalance. This is even more significant if we consider that the student population in geosciences shows a gender imbalance of about 37 %, no gender gap at PhD level and a relatively high Glass Ceiling Index (GCI) during the career progression of women. An analysis of the geographical distribution of female researchers in geosciences has evidenced that, although the percentages of women are comparable, the GCI calculated in Southern Italy has been alarmingly high in the last 2–3 years and is divergent from the decrease observed in Northern and Central Italy. The work also analyses the gender balance over different areas of geosciences, showing that in Paleontology and Paleoecology the gap is inverted with more female than male professors, both at full and associate professor level, whereas the gap is almost closed in Mineralogy for associate professors, far though from being balanced for full professors. All remaining geological disciplines suffer a gender imbalance. Further analysis carried out in this work unveils that the number of female full professor is low (<10 %) both at national and regional level in the 2000–2009 decade, consistent with a GCI higher than 2.5–3. From 2010 to 2013, likely in response to the Italian Law no. 240 of 2010, an important progressive increase, associated with a decrease of GCI, is visible. However, from 2014 to 2019 the percentage remains constant (∼20 %) with the exception of Southern Italy, which displays a return to lower values (<15 %). Finally, an international comparison with countries like Germany and the USA definitively indicates that the Italian university system is more equal in terms of gender balance. Even if some significant and positive steps have been carried out in the Italian university system, still much effort is required to fight a general and crucial problem which is the gender balance issue. Results could be achieved promoting work-life balance policies that better reconcile family and work, stimulating a reorganization of the work system still currently set on the male model but, and more importantly, changing the prevailing patriarchal mentality. The Italian university system has already a great example to follow: the zero-pay gap. This is possibly the only system worldwide where male and female professors earn the same identical salary, compared to the salary gap of between 15 % and 30 % of countries richer than Italy, and must be the target to reach, in the near future, for gender balance.

The consolidation of 22 years of democracy and 20 years of the Constitution of the Republic of South Africa entrenched the need to eradicate social and economic inequalities, particularly those that stem from our history of colonialism, apartheid and patriarchy, which brought pain and suffering to the great majority of our people, in particular Black people. Therefore, the passing of the Constitution of the Republic of South Africa (Constitution)1 20 years ago, marked a turning point in our history by giving expression firstly, to the Freedom Charter and secondly, by upholding the values of human dignity, equality, freedom and social justice in a united, non-racial and nonsexist society where every South African may flourish. However, despite the fact that the Bill of Rights in the Constitution provides that everyone is equal before the law and that equality includes the full and equal enjoyment of all rights and freedom, discriminatory practices, in particular, pay inequalities, are still rife in our country. It is against this backdrop that the historical background of the employment discrimination law in South Africa, which over a period of time, contributed significantly to the high levels of inequalities in pay experienced by the previously disadvantaged groups, such as Black people, women and people with disabilities becomes critical. This aspect points to the importance of understanding the context within which the principle of “Equal Pay for Work of Equal Value” has been and should be implemented in South Africa compared to Canada. Therefore, drawing from the review of the legislation and the implementation processes of the principle of equal pay for work of equal value, the following best practices/ lessons learned were identified: 108 of 1996. The Canadian Ontario Pay Equity Act states that the value of job classes be based on factors such as skill, effort, responsibility and working conditions. This Act also requires the employer to take proactive steps to institute a jobevaluation scheme, and the participation of the social partners and the affected workers is crucial. It is submitted that there are similarities in these requirements with those contained in the Employment Equity Regulations, 2014, which implies that the South African legislative framework draws on this best practice. The Ontario Employment Standards Act allows the comparison to be drawn with the establishment of the same employer in the same municipality, as well as with establishments to which a worker can be transferred. In this regard, it is observed that the new provisions on equal pay in section 6(4) of the Employment Equity Amendment Act, 2013, limits only the comparison with the employees of the “same employer” without elaborating further into the same municipality or with establishments to which a worker can be transferred. Under Ontario Pay Equity Act, even if there is no precise comparator in the establishment doing work of equal value, the employer must ensure that the worker’s pay is proportionate to others doing work of proportionate value. In the context of South African legislation, a comparison on the basis of proportionate value is not catered for. The meaning of “work of equal value” refers to the work that is the same (identical or interchangeable), substantially the same (sufficiently similar), or of equal value (accorded the same value) when compared to an appropriate comparator. In justifying equal pay, the Ontario statute provides that formal seniority systems and performance-related pay can justify unequal pay only if they do not discriminate on the grounds of gender. This is similar to the South African statute, in particular, regulation 7 of the Employment Equity Regulations, 2014, which include seniority and performance as some of the factors that may justify unequal pay only if they do not unfairly discriminate on one or combination of the listed grounds, and on any other arbitrary ground as prescribed by section 6(1) of the EEA as amended. As per the Ontario legislation, the employer cannot reduce the rate of remuneration in order to comply with the principle of equal pay for work of equal value. Similarly, in the South African legislation, in particular, regulation 7 of the Employment Equity Regulations, 2014, it prevents levelling down of pay in instances of demotions and in transfer of contracts (section 197 of the LRA). There is a requirement in terms of the Ontario Pay Equity Act, that employers must establish and maintain pay equity in their establishment in consultation with the bargaining agent (trade unions); and after the agreement, post a Pay Equity Plan in its workplace. In terms of South African legislation, the EEA does not have a requirement for a Pay Equity Plan, however, designated employers (those required to comply with Chapter III of the EEA) are required in terms of sections 19(1) and 20 of the EEA to conduct a review of their workplace policies, practices and procedures, inclusive of remuneration and benefits; and develop and implement affirmative-action measures to address any unfair discrimination practices by including these measures in their Employment Equity Plans. Furthermore, in terms of section 27 of the EEA, designated employers are then required to submit their annual Income Differential Statements to the Employment Conditions Commission (ECC) on the remuneration and benefits received in each occupational level of that employer’s workforce. In relation to dealing with pay-equity disputes, the Ontario Pay Equity Act, establishes a Pay Equity Commission, which consists of a Pay Equity Office, inclusive of Review Officers and the Hearings Tribunal that are mandated to specifically enforce the equal-pay-for-work-of-equal-value principle. Contrary, in South Africa, the legislation does not cater for the establishment of a Pay Equity Commission with exclusive mandate to deal with pay-equity cases. In this regard, the various courts and the CCMA which are mandated to deal with equal-pay disputes are also mandated to deal with other labour disputes emanating from other labour legislation, e.g. the LRA, BCEA, EEA, UIA, OHSA, COIDA, etc. The Review Officers in the Pay Equity Office in Ontario are mandated to monitor the implementation and maintenance of the Pay Equity Plans as per section 34 of the Pay Equity Act in Ontario. In South Africa, the EEA makes provision for DG Review process in terms of section 43, where the DG of Labour can subject any organization for a review to assess its compliance with the requirements of the EEA as whole, and not specifically to assess the implementation of the principle of equal pay for work of equal value. Notably, assessment of income differentials to promote equal pay may form part of the DG review process. In light of the above best practices / lessons learned, the following recommendations are made to inform the improvement plans of the implementation of the principle of equal pay for work of equal value in the South African labour market: Conducting of continuous advocacy campaigns to raise awareness and educate all stakeholders, i.e. employers, employees and trade unions on the principle of equal pay for work of equal value. Development of further policy guidelines in relation to equal pay consultations within the workplace between the employer and the employees, including where applicable registered trade unions. A policy directive on the “equal-pay consultation” will promote not only transparency around pay and benefit structures, but will encourage proactive measures from employers to develop pay/remuneration policies, including establishing remuneration committees; conducting job evaluations; implementing job-grading systems and performance-evaluation systems to promote the implementation of the principle of equal pay for work of equal value. 2 SS 115(4) and 158(1)(j) of 66 of 1995. Minimum wage-setting bodies should have the duty to apply the principle of equal pay for work of equal value in the setting of minimum wages. Collective bargaining structures such as bargaining councils should have a duty to apply and enforce the principle of equal pay for work of equal value in the wage-negotiation process and conclusion of collective agreements. Given the importance of collective bargaining in wage-setting in South Africa, there should be a duty on the social partners to include the principle of equal pay for work of equal value in all collective agreements. Industry-wide comparisons should be utilized, particularly in sectors in which collective bargaining operates at a sectoral level. Alternatively, the “Proxy” method as developed in Ontario, should be considered. Proportionate pay, as developed in Ontario, should be considered in cases where there is no comparator doing work of equal value, employed by the same employer. Possible legislative amendments to section 27 of the EEA to include a new provision, requiring employers to develop and implement a Pay Equity Plan outlining how they intend complying with the principle of equal pay for work of equal value. Then an annual progress report must be submitted to the Director General of Labour on how the Pay Equity Plan has been implemented instead of the current submission of an Income Differential Statement to the ECC. Finally, compliance with the principle of equal pay for work of equal value is required as a condition for accessing State Contracts under section 53 of the EEA when this section is promulgated in the near future. It can be deduced from the review process that the principle of equal pay for work of equal is a complex and specialized area. However, it was also clear that in both South Africa and Canada, the issue of equal pay is seen, not only as a workplace issue, but as an important Constitutional fundamental human-right imperative to the achievement of equality in a society as a whole.

This paper compared the South African concepts of pay equity and equal pay for work of equal value with those of industrialised countries, including the United States, the United Kingdom, Australia and Canada. The study considered how South Africa recognized the right to promote equal pay, in the absence of a proper legal framework which expressly includes such a right. The paper also focused on the impact of statutes and case law on the developments of equal pay in the aforementioned industrialized countries. It also considered the impact of the decisions of the European Court of Justice on such developments as well as it impact on the interpretation of equal pay in these industrialised countries. The purpose of such comparison was not to transplant the legal system of these industrialised countries but to assist South Africa in remedying its weaknesses by creating legal rules for the promotion of equal pay for work of equal value.

Thesis (MComm)--University of Stellenbosch, 2005.
ENGLISH ABSTRACT: The new set of employment equity laws call for South African organisations to justify their compensations systems. During compensation discrimination litigation, evidence is required to support arguments put before the court in order to meet the burden of proof. The similarity between foreign and domestic legal systems, suggests that the operational implications of foreign legislation will also be relevant to South Africa. This raises the debate as to the nature of fairness in the compensation context, the debate of comparable worth and the use of multiple regression analysis. The organisation must present to the court evidence to show that the choice of compensable constructs, their measurement and application does not discrimination directly or indirectly based on group membership. Multiple regression analysis, a statistical method to model the compensation system, is fraught with difficulties and misunderstanding. It is nevertheless the most appropriate method to investigate compensation fairness. Comparable worth and multiple regression analysis require assessment in the South African context. The issues, which hindered the successful use of multiple regression analysis abroad, are reviewed in order to smooth its entry into South African litigation. A framework is presented based on literature and case law whereby all parties concerned can produce and evaluate such evidence
AFRIKAANSE OPSOMMING: Die nuwe Anti-Diskrimineringswetgewing verlang van Suid-Afrikaanse organisasies om salarisstelsels te regverdig. Gedurende salarisdiskriminasielitigasie word bewys verlang om die bewyslas oor te dra. Die gelyksoortigheid van buitelandse en binnelandse regstelsels gee te kenne dat die operatiewe implikasies van buitelandse wetgewing relevant tot Suid-Afrika sal wees. Dit bevraagteken die aard van billikheid in die kompensasie konteks, die debat van vergelykbare waarde en die gebruik van veelvoudige regressieontleding. Die betrokke party moet bewys aan die hof toon om te bevestig dat die keuse van vergoedingskonstruksie, sowel as die meting en toepassing daarvan, nie onregverdig diskrimineer, ten opsigte van demografiese groepe me. Veelvoudige regressieontleding 'n statistiese metode wat gebriuk kan word om die salarissisteem voor te stel. Alhoewel dit vele onduidelikhede bevat, is dit steeds die mees toepaslike metode om salarisbillikheid te ondersoek. Vergelykbare waarde en meervoudige regressieontleding is in die Suid-Afrikaanse konteks geëvalueer. Die aspekte wat die sukses van die gebruik van meervoudige regressieontleding in ander lande verhinder het, is ondersoek en geëvalueer om die toekomstige toepassing daarvan in Suid-Afrika te vergemaklik. 'n Raamwerk gebaseer op literatuur en gevalle studies word voorgestel, waar al die betrokke partye sodanige bewys kan produseer en evalueer.

This thesis is a case study of the implementation of Ontario's 1987 pay equity legislation. Ontario's pay equity legislation was very progressive and was aimed at eliminating the portion of the wage gap between men and women caused by discrimination. The legislation mandated both public and private sector employers with more than 10 employees to create pay equity plans to eliminate the discriminatory portion of the wage gap. The legislation has met with some success. However, measuring the progress of eliminating wage discrimination is difficult because the Ontario government was unwilling to impose a coercive implementation regime. Consequently, the government has little information to measure either employer compliance or the results of employer pay equity plans. Employers have few incentives to comply with the legislation and the implementing agency has insufficient financial resources to monitor compliance. Clearly this implementation regime was a delicate political balancing of the interests of business and labour and women.

The legislation relating to equal remuneration claims is an area of law which is nuanced and consequently poorly understood. It has posed an unattainable mountain for many claimants who came before the South African courts. This is as a direct result of the lack of an adequate legal framework providing for same in the Employment Equity Act 55 of 1998. The case law recognises two causes of action relating to equal remuneration. The first cause of action is equal remuneration for the same/similar work. The second is equal remuneration for work of equal value. The former is easily understood by both claimants and courts but the latter is poorly understood and poses many difficulties. The aim of this dissertation is fourfold. Firstly, the problems and criticisms regarding equal remuneration claims will be briefly highlighted. Secondly, a comprehensive analysis of the current legal framework will be set out together with the inadequacies. Thirdly, an analysis of international law and the law of the United Kingdom relating to equal remuneration claims will be undertaken. Fourthly, this dissertation will conclude by proposing recommendations to rectify the inadequacies.
Mercantile Law
LL.M. (Labour law)

This chapter analyses the statutory employment ‘family-friendly’ rights contained in the Employment Rights Act 1996 and the subordinate legislation which has a bearing on the work–life balance of employees, workers, and other individuals providing personal services. These include the protection of pregnant workers, and the statutory arrangements for maternity leave and maternity pay. It also examines family-friendly measures which seek to achieve a more equal division of family responsibilities between couples, such as the statutory rights to shared parental leave, paternity leave, adoption leave, and parental leave, as well as the rights to request flexible working and to take time off work to deal with dependants.