Дисертації з теми "Equal pay for equal work Bangladesh"
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Paul, Gary William. "Equal pay for equal work." Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/5343.
Повний текст джерелаBasson, Devon. "Equal pay for equal work and work of equal value : bridging the gender pay gab." Diss., University of Pretoria, 2019. http://hdl.handle.net/2263/73163.
Повний текст джерелаMini Dissertation (LLM)--University of Pretoria, 2019.
Mercantile Law
LLM
Unrestricted
Hlongwane, Nomagugu. "Commentary on South Africa's position regarding equal pay for work of equal value: a comparative perspective." Thesis, University of the Western Cape, 2004. http://etd.uwc.ac.za/index.php?module=etd&.
Повний текст джерелаScutt, Jocelynne A. History & Philosophy Faculty of Arts & Social Sciences UNSW. "Wage rage: the struggle for equal pay and pay equity in Australia." Awarded by:University of New South Wales. History & Philosophy, 2007. http://handle.unsw.edu.au/1959.4/40563.
Повний текст джерелаMamashela, Ntsoaki Lydia. "A comparison of the implementation of equal pay for work of equal value with Canadian law." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/18332.
Повний текст джерелаShebib, Joseph David Carleton University Dissertation Sociology. "Skill and wages; the implementation of equal pay for work of equal value in the Federal Public Service." Ottawa, 1992.
Знайти повний текст джерелаThomas, Melanie. "Law and economics theory and the judicial development of equal pay law in the United Kingdom and the European Union." Thesis, University of Oxford, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.396134.
Повний текст джерелаOnunaku, Uzoaku Ijeoma. "Limitations and stipulations| Unequal pay for equal work for women in the U.S." Thesis, Bowie State University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=1585555.
Повний текст джерелаGregory (2003) demonstrated that for the past thirty-five years small steps of progress have been made towards women's equality. However, he stated that sex discrimination is still blatant, subtle and covert and it continues to plague working women. He continued to argue that nearly all the population of women in the U.S. encounter obstacles in job advancement, whether the obstacles are glass or cement ceilings or ordinary brick walls. (p.5). The researcher will attempt to elaborate on disparate treatment women have endured for generations. With the current pay scale between women and men, women receive 23 cents less than their male colleagues out of every dollar earned. Because this system exist, it impedes a woman's holistic growth and functionality. For example, there are some women who are trapped in abusive relationships but cannot leave because they lack adequate financial resources.
Gregory (2003) pointed out that employer retaliation comes in various forms, although employers tend to favor discharge over other options. (p.162). He also stated that other forms of retaliation employers use to punish their employees for having engaged in protected activities include denials of promotion and demotions (p.163). The fear of retaliation prevents a woman from reporting the perpetrator. In addition, some of the political realm is working night and day against the improvement and progress of the women's population. With the above argument made about the disparate treatments towards women, the researcher will apply the qualitative method in this thesis to breakdown problems women face. Plus, the researcher makes suggestions how the nation can be involved in resolving and eliminating these issues, individually and collectively, to moving women's rights and progress forward and permanently.
McNelis, Kathleen. "The underlying dimensionality of people's implicit job theories across cognitive sets : implications for comparable worth /." The Ohio State University, 1985. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487262513406512.
Повний текст джерелаYucedag, Arfe. "Wage differences between male and female teachers in Turkey /." Digital version accessible at:, 1999. http://wwwlib.umi.com/cr/utexas/main.
Повний текст джерелаMoletsane, Judy Nombulelo. "An evaluation of the salary structure of an university of technology’s human resource department." Thesis, Cape Peninsula University of Technology, 2016. http://hdl.handle.net/20.500.11838/2100.
Повний текст джерелаSince the merger, changes occurred within CPUT and within its salary structure as a whole. Measures had to be taken in order to harmonise the two salary structures to produce a single in order to eliminate disparities and as to ensures equity among the different categories of employees and their respective levels of appointment. When the researcher discovered that there were disparities within our merged systems, the researcher decided to do a researcher concerning disparities with the new merged salary structure. When most of the employees also discovered that some of their counterparts in other campuses were on a higher salary grade than them, they felt disgruntled. This was understandable as the two campuses had different salary structures inherent from the previous technikons. The researcher was done as employees’ salaries might affect productivity and their tenure with the organisation. When there are disparities it must not be taken for granted as it is the desire need to be fairly treated by the organisation, making development in the salary programme as it is very important for the human resource department.
Francis, Rosemary. "Muriel Heagney and the Council of Action for Equal Pay : 1937-1948 /." Connect to thesis, 1989. http://eprints.unimelb.edu.au/archive/00000718.
Повний текст джерелаMochizuki, Joyce Michi. "Three decades of comparable worth research: A content analysis." CSUSB ScholarWorks, 1990. https://scholarworks.lib.csusb.edu/etd-project/527.
Повний текст джерелаHayes, Lydia. "Between a grammar of discrimination and a grammar of disconnection : equal pay law, sex-based low pay and care work." Thesis, University of Bristol, 2013. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.601136.
Повний текст джерелаSmith, Teresa L. "The role of ability to pay and internal labor market processes in wage and gender-related wage differentials." Diss., Virginia Polytechnic Institute and State University, 1989. http://hdl.handle.net/10919/54432.
Повний текст джерелаPh. D.
Evensen, Elisabeth Banghart. "Equity v. equality: the role of gender and disclosure of allocation on individual reward allocation decisions." Diss., Virginia Polytechnic Institute and State University, 1988. http://hdl.handle.net/10919/54325.
Повний текст джерелаPh. D.
Yoon, Soohyun. "Sex segregation and gender wage gap in Korea, 1971-1998 /." free to MU campus, to others for purchase, 2003. http://wwwlib.umi.com/cr/mo/fullcit?p3091985.
Повний текст джерелаDouglas, Tami Diane. "Perceptions of fairness and the wage setting process." CSUSB ScholarWorks, 1990. https://scholarworks.lib.csusb.edu/etd-project/773.
Повний текст джерелаStråberg, Teresia. "Employee perspectives on individualized pay : Attitudes and fairness perceptions." Doctoral thesis, Stockholms universitet, Psykologiska institutionen, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-38308.
Повний текст джерелаIrlinger, Irma. "TCO och kvinnorna tidsperioden 1944-1974 : studie av TCOs och SIFs arbetsmarknadspolitik och behandling av principen lika lön för lika arbete /." Stockholm : Almqvist & Wiksell, 1990. http://catalogue.bnf.fr/ark:/12148/cb355125093.
Повний текст джерелаHoward, Ryan Michael. "A clarification of the use of multiple regression analysis in meeting the burden of proof in compensation discrimination litigation." Thesis, Stellenbosch : Stellenbosch University, 2005. http://hdl.handle.net/10019.1/50238.
Повний текст джерелаENGLISH 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.
De, la Motte Emilie. "Les catégories professionnelles en droit social : réflexion sur la distinction des cadres et des non-cadres." Thesis, Paris 2, 2017. http://www.theses.fr/2017PA020011.
Повний текст джерелаThe conceptual definition of professional classifications is an essential exercise since the stakes are high. It affects wages, working hours, complementary social security, collective representation, etc. The identification of professional categories, particularly between the executive and non-executive categories, helps in the organization of companies and contributes to the application of equal treatment principle. This exercise is nevertheless delicate because the legislator has not previously provided a precise conceptual delineation of professional categories ; the changes in the forms of work, sometimes reflected by a standardization of the roles within the company, is changing the landscape. The role of social partners is often critical in providing some clarification
Kuboušková, Hana. "Analýza příjmové nerovnosti pohlaví." Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-124661.
Повний текст джерелаAboume, Amvame Clotilde. "Approche critique du principe d’égalité de traitement des salaries en droit du travail interne." Thesis, Université de Lorraine, 2019. https://docnum.univ-lorraine.fr/ulprive/DDOC_T_2019_0352_ABOUME_AMVAME.pdf.
Повний текст джерелаThe present study aims to demonstrate that the principle of equal treatment of employees, as consecrated by the case law of the social chamber of the Court of Cassation, is absent from internal texts, which establish rules of equality of treatment of different natures, illustrating the originality of the principle of equality of treatment of employees. The strength given to that principle by the case law of the social chamber of the Court of Cassation finds its limits, even its contradictions in recent developments of its legal regime, whose foundations are as questionable as the extension of the principle itself
Sissoko, Salimata. "Wage inequalities in Europe: influence of gender and family status :a series of empirical essays." Doctoral thesis, Universite Libre de Bruxelles, 2007. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/210589.
Повний текст джерелаOur first question is :What role do certain individual characteristics and choices of working men and women play in shaping the cross-country differences in the gender pay gap? What is the exact size of the gender pay gap using the “more appropriate” database available for our purpose? Giving that there are mainly only two harmonized data-sets for comparing gender pay gap throughout Europe: the European Community Household Panel (ECHP) and the European Structure of Earning Survey (ESES). Each database having its shortages: the main weakness of the ECHP is the lack of perfect reliability of the data in general and of wages in particular. However the main advantage of this database is the panel-data dimension and the information on both households and individuals. The data of the ESES is, on the contrary, of a very high standard but it only covers the private sector and has a cross-sectional dimension. Furthermore only few countries are currently available :Denmark, Belgium, Spain, Ireland and Italy.
We use the European Structure of Earning Survey (ESES) to analyse international differences in gender pay gaps in the private sector based on a sample of five European economies: Belgium, Denmark, Ireland, Italy and Spain. Using different methods, we examine how wage structures, differences in the distribution of measured characteristics and occupational segregation contribute to and explain the pattern of international differences. Furthermore, we take account of the fact that indirect discrimination may influence female occupational distributions. We find these latter factors to have a significant impact on gender wage differentials. However, the magnitude of their effect varies across countries.
In the second chapter, we analyse the persistence of the gender pay differentials over time in Europe and better test the productivity hypothesis by taking into account unobserved heterogeneity.
Our second question is :What is the evolution of the pay differential between men and women over a period of time in Europe? And what is the impact of unobserved heterogeneity?
The researcher here provides evidence on the effects of unobserved individual heterogeneity on estimated gender pay differentials. Using the European Community Household Panel (ECHP), we present a cross-country comparison of the evolution of unadjusted and adjusted gender pay gaps using both cross-section and panel-data estimation techniques. The analysed countries differ greatly with respect to labour market legislation, bargaining practices structure of earnings and female employment rates. On adjusting for unobserved heterogeneity, we find a narrowed male-female pay differential, as well as significantly different rates of return on individual characteristics. In particularly, the adjusted wage differential decreases by 7 per cent in Belgium, 14 per cent in Ireland, between 20-30 per cent Germany, Italy, the Netherlands and Spain and of 41 per cent and 54 per cent in the UK and in Denmark respectively.
In the third chapter, we investigate causes of the gender pay gap beyond the gender differences in observed and unobserved productive characteristics or simply the sex. Explanations of the gender pay gap may be the penalty women face for having children. Obviously, the motherhood wage penalty is relevant to larger issues of gender inequality given that most women are mothers and that childrearing remains a women’s affair. Thus, any penalty associated with motherhood but not with fatherhood affects many women and as such contributes to gender inequalities as the gender pay gap. Furthermore, the motherhood wage effect may be different along the wage distribution as women with different earnings may not be equal in recognising opportunities to reconcile their mother’s and earner’s role. This brings us to our third question.
Our third question is :What is the wage effect for mothers of young children in the household? And does it vary along the wage distribution of women?
This chapter provides more insight into the effect of the presence of young children on women’s wages. We use individual data from the ECHP (1996-2001) and both a generalised linear model (GLM) and quantile regression (QR) techniques to estimate the wage penalty/bonus associated with the presence of children under the age of sixteen for mothers in ten EU Member States. We also correct for potential selection bias using the Heckman (1979) correction term in the GLM (at the mean) and a selectivity correction term in the quantile regressions. To distinguish between mothers according to their age at the time of their first birth, wage estimations are carried out, separately, for mothers who had their first child before the age of 25 (‘young mothers’) and mothers who had their first child after the age of 25 (‘old mothers’). Our results suggest that on average young mothers earn less than non-mothers while old mothers obtain a gross wage bonus in all countries. These wage differentials are mainly due to differences in human capital, occupational segregation and, to a lesser extent, sectoral segregation between mothers and non-mothers. This overall impact of labour market segregation, suggests a “crowding” explanation of the family pay gap – pay differential between mothers and non-mothers. Nevertheless, the fact that we still find significant family pay gaps in some countries after we control for all variables of our model suggests that we cannot reject the “taste-based” explanation of the family gap in these countries. Our analysis of the impact of family policies on the family pay gap across countries has shown that parental leave and childcare policies tend to decrease the pay differential between non-mothers and mothers. Cash and tax benefits, on the contrary, tend to widen this pay differential. Sample selection also affects the level of the mother pay gap at the mean and throughout the wage distribution in most countries. Furthermore, we find that in most countries inter-quantile differences in pay between mothers and non-mothers are mainly due to differences in human-capital. Differences in their occupational and sectoral segregation further shape these wage differentials along the wage distribution in the UK, Germany and Portugal in our sample of young mothers and in Spain in the sample of old mothers.
In the fourth chapter, we analyse the combined effect of motherhood and the family status on women’s wage.
Our fourth question is :Is there a lone motherhood pay gap in Europe? And does it vary along the wage distribution of mothers?
Substantial research has been devoted to the analysis of poverty and income gaps between households of different types. The effects of family status on wages have been studied to a lesser extent. In this chapter, we present a selectivity corrected quantile regression model for the lone motherhood pay gap – the differential in hourly wage between lone mothers and those with partners. We used harmonized data from the European Community Household Panel and present results for a panel of European countries. We found evidence of lone motherhood penalties and bonuses. In our analysis, most countries presented higher wage disparities at the top of the wage distribution rather than at the bottom or at the mean. Our results suggest that cross-country differences in the lone motherhood pay gap are mainly due to differences in observed and unobserved characteristics between partnered mothers and lone mothers, differences in sample selection and presence of young children in the household. We also investigated other explanations for these differences such as the availability and level of childcare arrangements, the provision of gender-balanced leave and the level of child benefits and tax incentives. As expected, we have found significant positive relationship between the pay gap between lone and partnered mothers and the childcare, take-up and cash and tax benefits policies. Therefore improving these family policies would reduce the raw pay gap observed.
Doctorat en Sciences économiques et de gestion
info:eu-repo/semantics/nonPublished
Szabová, Lucia. "DISKRIMINACE ŽEN NA TRHU PRÁCE." Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-17138.
Повний текст джерелаMahitivanichcha, Kanya. "Beyond education and market access gender differences in how human capital and ability translate into market outcomes /." 2003. http://wwwlib.umi.com/cr/utexas/fullcit?p3116113.
Повний текст джерелаStrom, Arlene J. "The implementation of Ontario pay equity legislation." Thesis, 1994. http://hdl.handle.net/2429/5544.
Повний текст джерелаEbrahim, Shamier. "A critical analysis of equal remuneration claims in South African law." Diss., 2014. http://hdl.handle.net/10500/18836.
Повний текст джерелаMercantile Law
LL.M. (Labour law)
Brabcová, Markéta. "Právní úprava odměňování žen a mužů v evropském právu." Master's thesis, 2019. http://www.nusl.cz/ntk/nusl-393042.
Повний текст джерелаDala’Rosa, Tainá Penteado. "Igualdade e não discriminação como princípios fundamentais na busca de uma justiça retributiva entre mulheres e homens." Master's thesis, 2020. http://hdl.handle.net/10071/20780.
Повний текст джерелаEquality and non discrimination are both fundamental principles, indispensable for the pursuit of the equal treatment between women and men. Despite being interconnected, while one proposes the practice of actions to achieve this ideal, the other determines the prohibition of certain behavior, for the same purpose. In working life, the difference in treatment of the genders, not based on objective criteria, is very common and it becomes more tangible analyzing the retributive results. Many legislative productions and initiatives have been approved for a long time to make this “utopia” a reality and overcome the gender pay gap, emphasizing the premise that for equal work or work of equal value, equal pay.
Miętek, Agata. "Swoboda umów oraz jej ograniczenia przy kształtowaniu treści stosunku pracy." Doctoral thesis, 2018. https://depotuw.ceon.pl/handle/item/2576.
Повний текст джерелаThe subject of the dissertation is the analysis of issues related to the freedom of contract of parties to an employment contract. The basic framework of the current scope of the freedom of contract of parties to an employment contract to shape its content was created when the Labor Code was introduced, in different political, social and economic conditions. There have been fundamental changes since then creating a new background for discussions on the freedom of contract in employment law. Therefore, four main research questions were formulated. The first question pertains to determination of the legal nature of an employment contract and its connections with public and private law. The second question concerns determination of the normative basis for the principle of freedom of contract in individual employment law and its functioning mechanism. Next, a question was raised about the scope of the freedom of contract in respect of particular elements of the employment relationship. Finally, a fourth question was posed to determine whether the principle of freedom of contract should be recognized as a guiding principle of employment law. Despite research problems, a comprehensive analysis was also aimed at organizing the normative material related to this problem. The analysis led to the following conclusions. Firstly, although it is not possible to generally classify employment law as exclusively private or public law, the same does not apply to the employment relationship, which is a contractual relationship (although it includes elements of public intervention). Secondly, the limitations of the freedom of contract in shaping the content of an employment relationship were partly determined differently than in civil law, although with the use of civil law mechanisms. The freedom of contract applies also in the area of so called employment protection. However, it is more limited in this area. Thirdly, although art. 3531 of the Civil Code in connection with art. 300 of the Labour Code constitutes the legal basis for the freedom of contract of parties to an employment relationship to shape its content, the principle of freedom of contract in its civil meaning does not constitute a guiding principle in the area of shaping the content of an employment relationship where freedom has been granted in the scope which is necessary to effectively realize an employment relationship or does not jeopardize the equality of the parties and employee’s dignity and where the public interference is present in the scope which is justified to protect the equality of the parties to an employment contract and employee’s dignity. The dissertation has been divided into four parts covering eight chapters. The first part (Chapters I and II) presents the historical process during which employment law was separated as an independent branch of law, the material scope of the concept of an employment relationship and the sources of shaping its content. The second part (Chapters III) presents the scope of the freedom of contract in contractual civil law relationships as well as the axiological and normative background justifying application of the principle of freedom of contract. The main content of dissertation is contained in third part (Chapters IV – VII), which provides a comprehensive analysis of the legal norms concerning the freedom of contract. The theoretical considerations contained in the first three parts of the work are used in the fourth part (Chapter VIII) to perform a practical analysis of particular elements of the content of an employment relationship. The dissertation ends with a synthetic summary. In the dissertation, a historical and formal-dogmatic method of research was used. Their choice was justified by the purposes of the dissertation.