Equal Pay For Work Research Articles

Equal Pay in Terms of the Employment Equity Act: The Role of Seniority, Collective Agreements and Good Industrial Relations: Pioneer Foods (Pty) Ltd v Workers against Regression 2016 ZALCCT 14

Equal pay for equal work and work of equal value is recognised as a human right in international law. South Africa has introduced a specific provision in the EEA in the form of section 6(4) which sets out the causes of action in respect of equal pay claims. The causes of action are: (a) equal pay for the same work; (b) equal pay for substantially the same work; and (c) equal pay for work of equal value. In addition to the introduction of section 6(4) to the EEA, the Minister of Labour has published the Employment Equity Regulations of 2014 and a Code of Good Practice on Equal Pay for work of Equal Value. This constitutes the equal pay legal framework in terms of the EEA.
 The Regulations sets out the factors which should be used to evaluate whether two different jobs are of equal value. It further provides for the methodology which must be used to determine an equal pay dispute and it sets out factors which would justify a differentiation in pay. The Code provides practical guidance to both employers and employees regarding the application of the principle of equal pay for work of equal value in the workplace, inter alia.
 Regulation 7 sets out factors which would justify pay differentiation. These factors are: (a) seniority (length of service); (b) qualifications, ability and competence; (c) performance (quality of work); (d) where an employee is demoted as a result of organisational restructuring (or any other legitimate reason) without a reduction in pay and his salary remains the same until the remuneration of his co-employees in the same job category reaches his level (red-circling); (e) where a person is employed temporarily for the purpose of gaining experience (training) and as a result thereof receives different remuneration; (f) skills scarcity; and (g) any other relevant factor. If a difference in pay is based on any one or more of the above factors then it is not unfair discrimination if it is fair and rational. This is spelt out in regulation 7(1).
 In Pioneer Foods (Pty) Ltd v Workers Against Regression 2016 ZALCCT 14 the seniority (length of service) factor was at the fore in the Labour Court. The Labour Court, on appeal, reversed an arbitration award in which the Commissioner found that paying newly appointed drivers at an 80% rate for the first two years of employment as opposed to the 100% rate paid to drivers working longer than two years in terms of a collective agreement amounted to unfair discrimination in pay. The CCMA, in essence, regarded the factor of seniority as a ground of discrimination as opposed to a ground justifying pay differentiation.
 Pioneer Foods is noteworthy as it is one of the first reported cases from the Labour Court dealing with the relatively new equal pay legal framework. It raises the following important equal pay issues: (a) is seniority a ground of discrimination or a ground justifying pay differentiation? And (b) what is the role of a collective agreement and good industrial relations when determining an equal pay claim? The purpose of this note is to critically analyse these issues and guidance will be sought from South African Law, Foreign law and relevant ILO materials in this regard.
 

Equal Pay for Work of Equal Value

Equal Pay for Work of Equal Value

Possibilities and Limitations in Applying the Principle of Equal Pay for Work of Equal Value: A Case Study of the US and Canada

Possibilities and Limitations in Applying the Principle of Equal Pay for Work of Equal Value: A Case Study of the US and Canada

School‐leaving Decisions in Australia: A Cohort Analysis

The decision to invest in education is influenced by a large number of economic, social, family, personal and institutional factors. Many of these changed in Australia during the 1970s and 1980s. Several of the more important of these changes, such as the Equal Pay for Equal Work decision of 1969, the Equal Pay for Work of Equal Value decision of 1972 and the Sex Discrimination Act of 1984, are not expected to have impacted equally on the schooling decisions of males and females. The broader economic environment of this period also seems to have favoured females. Using the Youth in Transition Survey, this paper attempts to explain differences in the schooling decisions of two cohorts, namely individuals born in 1961 and 1970, which would have made their school‐leaving decisions during the 1970s and 1980s. The aims are to establish whether the way in which education decisions are made differ across cohorts, and to assess whether any such differences can be related to the institutional reforms and labour market changes that occurred over the 1960–1980 period. The analyses show that females have a higher probability of completing year 12 than males and the gender difference in rates of year 12 completion widened over the decade under review. The increase in the probability of females completing year 12 relative to that of males is due almost entirely to differential rates of change in the characteristics of males and females. Changes in the estimated coefficients play a minor role in explaining the gender difference in school‐leaving decisions. This suggests that major changes in the labour market with a focus on females per se during the 1970s and 1980s have had little impact on the difference in school‐leaving decisions between males and females.

The Rising Education Levels of Females in Australia

There have been significant increases in female participation in secondary and higher education in Australia over the past 39 years. To account for these changes, models of educational attainment were estimated for all individuals as well as for females from different age groups.The results reveal that family-related characteristics play a major role in the education decision. There is evidence of cohort effects in the process determining female educational attainment. The results suggest that changes in female educational attainment may be linked to the Equal Pay for Equal Work and Equal Pay for Work of EqualValue decisions of 1969 and 1972, respectively.

Equal Pay for Work of Equal Value: The Strengths and Weaknesses of Legislation

Equal Pay for Work of Equal Value: The Strengths and Weaknesses of Legislation

Beyond Methodology: Feminist Scholarship as Lived Research.

1. Back to the Future: A Look at the Second Wave of Feminist Epistemology and Methodology Mary Margaret Fonow and Judith A. Cook 2. The Man of Professional Wisdom Kathryn Pyne Addelson 3. Learning from the Outsider Within: The Sociological Significance of Black Feminist Thought Patricia Hill Collins 4. WomenOs Research or Feminist Research? The Debate Surrounding Feminist Science and Methodology Maria Mies 5. Quantitative and Qualitative Methods in the Social Sciences: Current Feminist Issues and Practical Strategies Toby Epstein Jayaratne and Abigail J. Stewart 6. Race and Class Bias in Qualitative Research on Women Lynn Weber Cannon, Elizabeth Higginbotham, and Marianne L.A. Leung 7. Researching the WomenOs Movement: We Make Our Own History, But Not Just As We Please Verta Taylor and Leila J. Rupp 8. Objectivity and Truth: Problems in Doing Feminist Research Joan Acker, Kate Barry, and Johanna Esseveld 9. Separate but Equivalent: Equal Pay for Work of Comparable Worth Ronnie Steinberg and Lois Haignere 10. The Different Worlds of Women and Men: Attitudes toward Pornography and Responses to Not a Love Story-A Film about Pornography Pauline B. Bart, Linda N. Freeman, and Peter Kimball 11. Household Resources and U.S. Womens Work: Factors Affecting Gainful Employment at the Turn of the Century Christine E. Bose 12. Women in Agriculture: Counting the Labor Force in Developing Countries Ruth Dixon-Mueller 13. Coauthorship, Gender, and Publication among Sociologists Kathryn B. Ward and Linda Grant 14. Feminist Research, Feminist Consciousness, the Experiences of Sexism Liz Stanley and Sue Wise 15. Sharing Feminist Research with Popular Audiences: The Book Tour Laurel Richardson Contributors Index

Equal Pay for Work of Comparable Value: Issues to Consider When Beginning an Initiative

Equal Pay for Work of Comparable Value: Issues to Consider When Beginning an Initiative

Equal Pay for Work of Equal Value: Issues and Policies

Equal Pay for Work of Equal Value: Issues and Policies

Equal Pay for Work of Equal Value and How to Achieve It: A Practical Approach

Legislation is being prepared in both Canada and the USA to force a new social reality on the workplace in which pay systems will be made equitable. The vehicle will be job evaluation. This article details, in practical terms, how job evaluation techniques can be used as a means of social‐reorientation towards a new era of industrial relations.

EQUAL PAY FOR WORK OF EQUAL VALUE (cont.)

EQUAL PAY FOR WORK OF EQUAL VALUE (cont.) Get access The Industrial Tribunals (Rules of Procedure) (Equal Value Amendment) Regulations 1983 CHRISTOPHER MCCRUDDEN CHRISTOPHER MCCRUDDEN *Fellow of Lincoin CollegeOxford Search for other works by this author on: Oxford Academic Google Scholar Industrial Law Journal, Volume 13, Issue 1, 1984, Pages 50–56, https://doi.org/10.1093/ilj/13.1.50 Published: 01 June 1984

Job Evaluation and Equal Pay for Work of Equal Value

In July 1982 the European Court of Justice ruled that the United Kingdom's Equal Pay Act infringes Directive 75/117 of the European Economic Community, which provides for equal pay for men and women where the same work, or work of an equal value is being performed. The ruling of the European Court has necessitated changes to the Equal Pay Act in order to give effect to the principle of “equal value” and attention has focused, therefore, on how to give the concept practical expression. To date, the most commonly used method of measuring value is job evaluation, which is said to measure the demands a job makes on a worker. This raises the question as to whether a job evaluation scheme in itself, is an effective instrument for ensuring equality of treatment in assessing the value of men's and women's jobs.

Equal Pay for Work of Equal Value in the Federal Public Service of Canada

The federal bureaucracy in Canada has been breaking new ground in eliminating sex discrimination in pay.

Equal Pay for Work of Equal Value: the Equal Pay (Amendment) Regulations 1983

Equal Pay for Work of Equal Value: the Equal Pay (Amendment) Regulations 1983

Equal Pay for Comparable Work: Stimulus for Future Civil Service Reform

The equal pay for work of comparable value movement forces reexamination not only of the processes of the merit system but also its outcomes. This study identifies key issues in equal pay for comparable work, potential civil service reforms, contextual dilemmas in implementation of change, and benchmarks against which progress might be gauged.