Procedure completed
2008/2012(INI) Recommendations on the application of the principle of equal pay for men and women
Lead committee dossier: FEMM/6/58025
Legal Basis RoP 042
| Role | Committee | Rapporteur | Shadows |
|---|---|---|---|
| Opinion | EMPL | GOTTARDI Donata (PSE) | |
| Lead | FEMM | BAUER Edit (PPE-DE) |
Legal Basis RoP 042
Subjects
Activites
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2008/11/18
Text adopted by Parliament, single reading
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T6-0544/2008
summary
The European Parliament adopted, by 590 votes to 23 with 46 abstentions, a resolution on the application of the principle of equal pay for men and women. The own-initiative report had been tabled for consideration in plenary by Edit BAUER (EPP-ED, SK) on behalf of the Committee on Women's Rights and Gender Equality. The report, firstly, points out that, in the European Union, women earn on average 15% less than men and up to 25% less in the private sector. To earn as much as a man in one year, a woman would have to work until 22 February of the next year (i.e. 418 calendar days). This shows the extent of the gap in earnings between women and men in spite of the adoption of an important body of legislation over the last 30 years. It is to highlight this important imbalance that the Parliament addresses a list of recommendations to the Commission with the aim of fighting this gap in earnings between the genders. The first key measure called for by the Parliament is that of a legislative proposal on the revision of the existing legislation relating to the application of the principle of equal pay for men and women following the detailed recommendations found in the annex to this report. This proposal should be submitted to the Parliament before 31 December 2009 and should be based on Article 141 of the EC Treaty. Parliament considers that it is essential to ensure the better and earlier implementation of the provisions of the Directive 2006/54/EC of the European Parliament and of the Council on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation by ensuring that the Member States, social partners and equal opportunity organisations apply the measures designed to ensure the application of the principle of equal pay. More symbolically, Parliament calls for the organisation of a European Equal Pay Day which must contribute to raising awareness about the existing wage gap and encourage all those involved to take additional initiatives to eliminate this gap. To measure the progress made, MEPs also call upon workers' and employers' organisations to jointly develop objective job evaluation instruments, in order to reduce the pay gap between men and women. Details of the proposed recommendations: from a practical point of view, the measures called for by the Parliament to combat the gap in earnings in the context of the revision of Directive 2006/54/EC may be summarised as follows: Recommendation 1: definitions: Parliament calls for a more detailed definition of certain concepts. It suggests, in particular, that the gap in earnings should be less linked to differences in gross hourly pay and that the existing definition should integrate variables such as direct, as well as indirect, pay discrimination. Equality in earnings should also extend to pensions. The definition should also include remuneration, the definition of which should cover any net wages and salaries as well as any work-related financial entitlements and in-kind benefits. Equal pay should also apply to pensions. Recommendation 2: analysis of the situation and transparency of results: Parliament wants there to be greater awareness of the gap in earnings among employers and by the Member States. The standard of information will need to be improved; better statistics on pay rates especially in the professions traditionally dominated by women will need to be provided; and compulsory pay audits should be introduced in companies with at least 20 employees. Those statistics should be coherent, comparable and complete aiming at abolishing discriminatory elements in pay connected with the organisation and classification of work. Recommendation 3: work evaluation and job classification: according to MEPs, women should be able to take advantage of training in wage negotiations, job classification and pay-scaling. Member States are invited to introduce job classification complying with the principle of equality between women and men, enabling both employers and workers to identify possible pay discrimination based on a biased pay-scale definition. Member States should carry out a thorough assessment centred on professions dominated by women as well as a gender-neutral job evaluation should be based on new systems for classifying and organising staff and organising work and on professional experience and productivity assessed above all in qualitative terms, for use as a source of data and assessment grids for determining pay, with due regard to the principle of comparability. Recommendation 4: equality bodies: Parliament considers that equality promotion and monitoring bodies should play a greater role in diminishing the gender pay gap. They should be empowered to be able to monitor, report, and, where possible, enforce more effectively and more independently the application of gender equality legislation. This is why it is calling for the revision of Directive 2006/54/EC in order to enhance their mandate by equality. Recommendation 5: social dialogue: further scrutiny of collective agreements and applicable pay scales and job classification schemes are necessary, mainly concerning the treatment of part-time workers and workers with other atypical work arrangements or extra payments/bonuses including payments in kind (more often given to men than women). Such scrutiny should cover not only primary but also secondary working conditions and occupational social security schemes (rules on leave, pension schemes, company cars, childcare arrangements, flexible working time, etc.). Member States, while respecting national law, collective agreements or practice, should encourage social partners to introduce gender-neutral job classifications, enabling both employers and employees to identify possible pay discrimination based on a biased pay-scale definition. Recommendation 6: prevention of discrimination: Parliament calls for the amendment of Article 26 of Directive 2005/54/EC (prevention of discrimination) to include a specific reference to pay discrimination with a view to ensuring that Member States and the social partners adopt specific measures relating to training and job classification. Among the measures to prevent discrimination, MEPs suggest a clause in public contracts requiring the respect for gender equality and equal pay. It should be noted that the Parliament did not accept the committee's suggestion to introduce a specific label (such as a 'quality certificate for gender and pay policies') which could confer on them certain advantages in terms of support measures and boost their chances of securing public contracts. Recommendation 7: gender mainstreaming: Parliament calls for an amendment to be made to Article 29 of Directive 2006/54/EC to include precise guidelines concerning the principle of equal pay and closing the gender pay gap. To do so, the Commission will need to provide concrete tools to evaluate pay gaps based on reports drawn up in the Member States, create a databank containing information concerning changes to the systems for the classification of workers, collate and disseminate results of experiments relating to the reform of work organisation or define guidelines on means of redressing the pay gap. Recommendation 8: sanctions: Parliament calls on the Member States to take the necessary measures to ensure that infringement of the principle of equal pay for work of equal value is subject to appropriate sanctions. Provisions already exist in this area however they are not sufficient to avoid infringement of the equal pay principle, therefore Parliament proposes to conduct a study on the feasibility, effectiveness and impact of launching possible sanctions such as: compensation or reparation, which should not be limited by fixing a prior upper limit; penalties, which must include the payment of compensation to the victim; administrative fines (for example in the event of failure of notification or of compulsory communication or unavailability of analysis and evaluation of wage statistics disaggregated by gender requested by labour inspectorates or the competent equality bodies; disqualification from public benefits, subsidies (including EU funding managed by Member States) and public procurement procedures and identification of offenders, which should be made public. Recommendation 9: streamlining of EU regulation and EU policy: Parliament note that, often, a wage penalty appears to be linked to part-time working. This situation requires an evaluation and the possible revision of Council Directive 97/81/EC concerning the Framework agreement on part-time work concluded by UNICE, CEEP and the ETUC. Lastly, a concrete target for reducing the pay gap should be introduced urgently in the Employment Guidelines.
- Results of vote in Parliament
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T6-0544/2008
summary
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2008/11/18
Commission response to text adopted in plenary
- SP(2009)400
- DG Employment, Social Affairs and Inclusion, ŠPIDLA Vladimír
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2008/11/17
Debate in Parliament
- 2008/10/10 Committee report tabled for plenary, single reading
- 2008/10/10 Committee report tabled for plenary, single reading
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2008/10/07
Vote in committee, 1st reading/single reading
- 2008/06/26 Committee draft report
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2008/01/17
Committee referral announced in Parliament, 1st reading/single reading
Documents
- Committee draft report: PE404.763
- Committee report tabled for plenary, single reading: A6-0389/2008
- Committee report tabled for plenary, single reading: A6-0389/2008
- Decision by Parliament, 1st reading/single reading: T6-0544/2008
- Results of vote in Parliament: Results of vote in Parliament
- Commission response to text adopted in plenary: SP(2009)400
| Amendments | Dossier |
| 113 |
2008/2012(INI)
2008/07/04
EMPL
30 amendments...
Amendment 1 #
Draft opinion Part A – paragraph 1 1. Welcomes the Commission’s aim of analysing the causes of the difference in pay between men and women and developing targeted approaches to tackle the pay gap and the segregation of the female employment market of which it is an adjunct; stresses that the many studies and large body of data which already exist indicate that progress has been
Amendment 10 #
Draft opinion Part A – paragraph 4 – subparagraph 1 4. Considers that the various approaches proposed to reduce the pay gap, bearing in mind the various stakeholders at whom they are directed - Member States, social partners and equal opportunity organisations - should be based on
Amendment 11 #
Draft opinion Part A – paragraph 4 – point a (a) specific policies to make it possible to reconcile work with family and personal life, covering child care and other care services (which should be accessible regardless of individual employees’ status and type of contract), flexible work organisation and hours and maternity, paternity, parental and family leave, including measures to dismantle the significant disadvantages in retirement pensions owing to work interruptions and part-time work by parents,
Amendment 12 #
Draft opinion Part A – paragraph 4 – point a (a) specific policies to make it possible to reconcile work, studies, training and re- training as part of life-long learning with family and personal life, covering child care and other care services (which should be financially available and easily accessible regardless of individual employees’ status and type of contract), flexible work organisation and hours and maternity, paternity, parental and family leave in combination with the possibility of smooth reintegration,
Amendment 13 #
Draft opinion Part A – paragraph 4 – point b (b) fiscal and social security policies, including gender-specific measures designed to compensate for unfair and unjustified pay differences
Amendment 14 #
Draft opinion Part A – paragraph 4 – point c (c) specific actions under the national programmes to implement the integrated guidelines for the 2008/2010 Lisbon Strategy cycle, designed to take account of local and regional conditions in each country, explore the possibilities for promoting equality and protecting women through the European mechanisms and the funds provided for this purpose and ensure the Roadmap for Equality 2006/2010 is implemented on schedule,
Amendment 15 #
Draft opinion Part A – paragraph 4 – point d Amendment 16 #
Draft opinion Part A – paragraph 4 – point e Amendment 17 #
Draft opinion Part A – paragraph 4 – point e (e) the
Amendment 18 #
Draft opinion Part A – paragraph 4 – point e (e) the insertion of a clause requiring respect for gender equality and equal pay in public contracts and the introduction of a specific label such as a 'quality certificate' for gender and pay policies which could be awarded to firms and confer on them certain advantages in terms of access to national, local and European support measures and funding and boost their chances of securing public contracts
Amendment 19 #
Draft opinion Part A – paragraph 4 – point e (e) the insertion of a clause requiring respect for gender equality and equal pay in public contracts and the introduction of a specific label such as a 'quality certificate'
Amendment 2 #
Draft opinion Part A – paragraph 2 2. Draws attention to the fact that the relevant statistics must be coherent, comparable, complete and designed to take account of new systems of classifying and organising staff and reforming work organisation, and considers that the pay gap should not simply be determined on the basis of differences in gross hourly earnings but should also take account of factors such as individual pay supplements, job classification, work organisation patterns, professional experience and productivity, which should be measured not only in quantitative terms (hours when
Amendment 20 #
Draft opinion Part A – paragraph 4 a (new) 4a. Considers that the Commission should gear itself to providing assistance to the Member States and to stakeholders as regards practical measures to bridge the gender pay gap by means of the following: (a) devising reporting schemes for the purpose of assessing pay gaps between men and women, (b) creating a data bank containing information concerning changes to the systems for the classification and the organisation of workers, (c) collating and disseminating the results of experiments relating to the reform of work organisation, (d) devising specific guidelines for the monitoring of pay differentials within the context of collective bargaining, (e) making all the above available on an Internet site translated into various languages and accessible to all.
Amendment 21 #
Draft opinion Part B - paragraph 1 – point a (a) the concepts of pay and occupational social security schemes,
Amendment 22 #
Draft opinion Part B - paragraph 1 – point a a (new) (aa) the ban on discrimination, explicitly mentioning the gender pay gap and possibly introducing a definition thereof;
Amendment 23 #
Draft opinion Part B - paragraph 1 – point b a (new) (ba) specific measures relating to training and job classification, aimed at the vocational-training system and at the social partners and designed to remove and prevent discrimination in training and classification and in the economic valuation of skills;
Amendment 24 #
Draft opinion Part B - paragraph 1 – point b b (new) (bb) the list of examples of discrimination to be incorporated and to be supplemented with specific and more detailed examples concerning pay discrimination,
Amendment 25 #
Draft opinion Part B - paragraph 1 – point b c (new) (bc) the arrangements relating to leave, with specific provision for paternity leave and the protection thereof and for parental leave with financial cover for both parents, on the grounds that shared leave is central to overcoming segregation and stereotypes and to redistributing roles in order to prevent career development from being penalised,
Amendment 26 #
Draft opinion Part B - paragraph 1 – point c (c) the tasks of equal opportunity organisations, ensuring that they should play a greater role
Amendment 27 #
Draft opinion Part B - paragraph 1 – point d (d) the information provided by employers on equal treatment for men and women at the workplace, making provision for more specific and targeted information concerning pay differences, together with
Amendment 28 #
Draft opinion Part B - paragraph 2 – subparagraph 1 2. Is convinced that it is essential to ensure better and speedier implementation of the provisions of the directive
Amendment 29 #
Draft opinion Part B - paragraph 2 – subparagraph 1 2. Is convinced that it is essential to ensure better and speedier implementation of the provisions of the directive aimed at redressing differences in pay by ensuring the Member States, social partners and national and European equal opportunity organisations apply measures such as those set out in the 'Framework of actions on gender equality' endorsed by the social partners in March 2005, by providing for:
Amendment 3 #
Draft opinion Part A – paragraph 2 2. Draws attention to the fact that the relevant statistics must be coherent, comparable, complete and designed to take account of new systems of classifying and organising staff and reforming work organisation, and considers that the pay gap should not simply be determined on the basis of differences in gross hourly earnings but should also take account of factors such as individual pay supplements,
Amendment 30 #
Draft opinion Part B - paragraph 2 a (new) Amendment 4 #
Draft opinion Part A – paragraph 2 2. Draws attention to the fact that the relevant statistics must be coherent, comparable, gender-specific complete and designed to take account of new systems of classifying and organising staff and reforming work organisation, and considers that the pay gap should not simply be determined on the basis of differences in gross hourly earnings but should also take account of factors such as individual pay supplements, job classification, work organisation patterns, professional experience and productivity, which should be measured not only in quantitative terms (hours when the worker is physically present at the workplace) but also in qualitative terms.
Amendment 5 #
Draft opinion Part A – paragraph 2 a (new) 2a. Stresses the need for measures which will favour career development and promotion at work under conditions of genuine equality between men and women to be devised and implemented.
Amendment 6 #
Draft opinion Part A – paragraph 2 b (new) 2b. Considers that priority should be given to introducing and promoting a new culture which will replace the traditional division of roles between men and women with a different allocation based on the principle of co-responsibility, both in the private sphere and at the workplace.
Amendment 7 #
Draft opinion Part A – paragraph 3 3.
Amendment 8 #
Draft opinion Part A – paragraph 3 a (new) 3a. Considers that the direct interlocutors of the Commission’s action – and those responsible for implementing the strategy designed to bridge the wage gap between men and women – should be not just the Member States and the social partners but also equality organisations, which amongst other things could satisfy the need for specific training concerning gender and the gender pay gap to be made available to the social partners and also to lawyers, magistrates and ombudsmen;
Amendment 9 #
Draft opinion Part A – paragraph 3 a (new) 3a. Takes the view that, in order permanently to overcome the pay gap, Member States should consider which specific measures can be taken against employers who infringe the principle of equal pay;
source: PE-409.540
2008/09/02
FEMM
83 amendments...
Amendment 1 #
Motion for a resolution Citation 1 Amendment 10 #
Motion for a resolution Recital E a (new) Ea. whereas the various approaches proposed to reduce the pay gap, bearing in mind the various stakeholders at whom they are directed – Member States, social partners and equal opportunity organisations – should be based on an appropriate combination of economic, fiscal and social security, labour and social policies in keeping with the integrated guidelines for the Lisbon Strategy,
Amendment 11 #
Motion for a resolution Recital F Amendment 12 #
Motion for a resolution Recital F F. whereas an improvement in the EU Member States' legal framework could enable Member States and social partners to identify better and remove the underlying causes of the persistence of the gender pay gap,
Amendment 13 #
Motion for a resolution Recital F F. whereas an improvement in the EU legal framework
Amendment 14 #
Motion for a resolution Recital G G. whereas professions and jobs in which women predominate have a tendency to be undervalued in comparison with those in which men predominate,
Amendment 15 #
Motion for a resolution Recital G a (new) Ga. whereas the gender-based digital divide that exists clearly impacts on pay,
Amendment 16 #
Motion for a resolution Recital G a (new) Ga. whereas the pay system whereby length of service is taken into account in setting the level of pay is unfavourable to women who have (repeatedly) to interrupt their career to have children, and places these women at a permanent and structural disadvantage,
Amendment 17 #
Motion for a resolution Recital H H. whereas
Amendment 18 #
Motion for a resolution Recital H H. whereas data indicate that qualifications and experiences acquired by women
Amendment 19 #
Motion for a resolution Recital H H. whereas data indicate that qualifications and experience acquired by women are financially less rewarded than those acquired by men; whereas
Amendment 2 #
Motion for a resolution Citation 9 - having regard to Rule
Amendment 20 #
Motion for a resolution Recital I I. Whereas the pay gap has a serious impact on the
Amendment 21 #
Motion for a resolution Recital I a (new) Ia. whereas the pay gap is even more pronounced among immigrant women, women with disabilities, women belonging to minorities and unqualified women,
Amendment 22 #
Motion for a resolution Recital I b (new) Ib. whereas gender-specific data and a new, gender-aware legal framework enabling the causes of such discrimination to be tackled are of essential importance,
Amendment 23 #
Motion for a resolution Recital I c (new) Ic. whereas effective lifelong learning is of essential importance in enabling people to face up to the technological and social changes taking place in our society,
Amendment 24 #
Motion for a resolution Recital I d (new) Id. whereas education can and must contribute to eradicating gender stereotypes from society,
Amendment 25 #
Motion for a resolution Recital J J. whereas
Amendment 26 #
Motion for a resolution Recital K K. whereas Directive 2006/54/EC of the European Parliament and of the Council of 5 July 2006 on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation (recast1) states that the principle of equal pay for equal work or work of equal value is an essential and indispensable part of the aquis communautaire, including the case law of the Court concerning sex discrimination,
Amendment 27 #
Motion for a resolution Recital K K. whereas Directive 2006/54/EC of the European Parliament and of the Council of 5 July 2006 on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation (recast) states that the principle of equal pay for equal work or work of equal value is an essential and indispensable part of the aquis communautaire, including the case law of the Court concerning
Amendment 28 #
Motion for a resolution Recital K K. whereas Directive 2006/54/EC of the European Parliament and of the Council of 5 July 2006 on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation (recast)
Amendment 29 #
Motion for a resolution Recital K a (new) Ka. whereas the implementation by the Member States, social partners and equal opportunity organisations of measures such as those set out in the 'Framework of actions on gender equality' endorsed by the social partners in March 2005 would help close the pay gap through effective social dialogue,
Amendment 3 #
Motion for a resolution Recital A A. A. whereas women earn on average 15% less than men in the European Union and up to 25% less in the private sector; whereas the gender pay gap varies between 4% and more than 25% in Member States and this gap does not show a significant narrowing
Amendment 30 #
Motion for a resolution Recital K b (new) Kb. whereas a strategy to remedy the pay gap, horizontal and vertical segregation of the labour market and stereotyping of the jobs and sectors where women typically predominate will require a framework for legislative and other measures at various levels which distinguishes between pay discrimination and pay differences based on factors other than direct or indirect discrimination, since while the former fall directly within the scope of legislation, the latter have to be tackled by means of targeted policies and specific measures,
Amendment 31 #
Motion for a resolution Recital L L. whereas the Commission, as announced in its above-mentioned communication entitled "Tackling the pay gap between women and men", is during the course of 2008 carrying out an analysis of the EU legal framework on equal pay that
Amendment 32 #
Motion for a resolution Recital L a (new) La. whereas equality in male and female pensions, including as regards the retirement age, has been set as a goal;
Amendment 33 #
Motion for a resolution Recital M a (new) Ma. whereas the European Gender Institute can play a fundamental role,
Amendment 34 #
Motion for a resolution Recital M a (new) Ma. having regard to the provisions of the ILO’s 1994 Part Time Work Convention, which require countries to incorporate in their public procurement contracts a labour clause, including equal pay,
Amendment 35 #
Motion for a resolution Recital M b (new) Mb. having regard to Article 11(1)(d) of the Convention on the Elimination of All Forms of Discrimination against Women, adopted by the UN General Assembly by Resolution 34/180 of 18 December 1979,
Amendment 36 #
Motion for a resolution Paragraph 1 1. Requests the Commission
Amendment 37 #
Motion for a resolution Paragraph 3 a (new) Amendment 38 #
Motion for a resolution Paragraph 3 b (new) 3b. Considers it important to implement EQUAL projects aimed at giving proper status to work which promotes equality, and stresses the importance of supporting pilot projects seeking to analyse exactly what jobs entail with a view to guaranteeing the right to equal pay for women and men, and giving proper recognition to individuals and occupations;
Amendment 39 #
Motion for a resolution Paragraph 3 c (new) 3c. Points out that collective negotiation and bargaining have an important role to play in combating discrimination against women, not least as regards access to employment, pay, working conditions, career advancement, and vocational training;
Amendment 4 #
Motion for a resolution Recital A a (new) Aa. whereas women need to work until 22 February (i.e. 418 days) in order to earn us much as men do in a year,
Amendment 40 #
Motion for a resolution Paragraph 3 d (new) 3d. Calls on the Member States to take effective action designed to enforce the rules on welfare and employment and to make jobs with rights available in the various activity sectors, thereby ensuring that workers (in particular women) earn decent wages and are entitled to health and safety at work, to social protection and to trade-union freedom, as a contribution to eliminating discrimination between men and women at work;
Amendment 41 #
Motion for a resolution Paragraph 4 a (new) 4a. In order to reduce the pay gaps between men and women, workers’ and employers’ organisations are called upon to jointly develop objective job evaluation instruments.
Amendment 42 #
Motion for a resolution Paragraph 4 a (new) 4a. Calls on the Community institutions and the Member States to designate 22 February International Equal Pay Day;
Amendment 44 #
Motion for a resolution Recommendation 1 The Recast Directive No 2006/54 contains a definition of equal pay, by copying the provisions of the Directive 75/117. To have more precise categories as tools for dealing with the gender pay gap (GPG) it is important to define the different concepts more in detail, such as: - GPG
Amendment 45 #
Motion for a resolution Recommendation 2 − point 2.1 a (new) Acknowledging the lack of accurate statistical data and the existing lower pay rates for women especially across professions traditionally dominated by women, Member States should take full account of the gender pay gap in their social policies as a serious problem.
Amendment 46 #
Motion for a resolution Recommendation 2 – point 2.2. 2.2. It is therefore essential that regular pay audits, as well as the publication of its results, are made compulsory within enterprises (e.g. in enterprises with at least 20 employees). The same requirement must also apply to information on remunerations additional to pay.
Amendment 47 #
Motion for a resolution Recommendation 2 − point 2.3. a (new) 2.3.a. Those statistics should be coherent, comparable, complete and designed to take account of new systems for classifying and organising staff and reforming work organisation. The information provided by employers on equal treatment for men and women at the workplace should include specific and targeted information concerning pay differences, including individual pay supplements, and a greater involvement of, and a specific role for, social partners and equal opportunity organisations;
Amendment 48 #
Motion for a resolution Recommendation 2 − point 2.3 a (new) 2.3a. Member States and Commission should improve statistics and add comparable data on the part time gender pay gap and the gender pension gap.
Amendment 49 #
Motion for a resolution Title − Recommendation 3 Amendment 5 #
Motion for a resolution Recital A a (new) Aa. whereas the implementation of principle of equal pay for the same work and for work of equal social value is crucial to achieving gender equality,
Amendment 50 #
Motion for a resolution Recommendation 3 - 1 point 3.1. 3.1. The concept of the value of work
Amendment 51 #
Motion for a resolution Recommendation 3 - point 3.1 3.1. The concept of the value of work is marked by a stereotyped approach not favouring women, for example putting the emphasis on physical strength rather than on interpersonal skills or responsibility. Women must therefore be provided with information, assistance and/or training in wage negotiations, job classification and pay-scaling. It must be possible for sectors and firms to be asked to examine whether their job classification systems reflect the gender dimension in the required manner, and to make necessary corrections.
Amendment 52 #
Motion for a resolution Recommendation 3 − point 3.2 3.2. The Commission's initiative should therefore focus on the obligation for Member States to introduce gender-neutral job evaluations enabling both employers and workers to identify possible pay discrimination based on a biased pay-scale definition
Amendment 53 #
Motion for a resolution Recommendation 3 - point 3.2 3.2. The Commission's initiative should
Amendment 54 #
Motion for a resolution Recommendation 3 − point 3.2 3.2. The Commission's initiative should therefore focus on the obligation for Member States to introduce gender-neutral job
Amendment 55 #
Motion for a resolution Recommendation 3 − point 3.2 a (new) 3.2a. Member States should carry out a thorough assessment centred on professions dominated by women and develop, working in close cooperation with trade associations and employers, a mechanism intended to improve the financial status of workers.
Amendment 56 #
Motion for a resolution Recommendation 3 − point 3.2. a (new) 3.2.a. A gender-neutral job evaluation should be based on new systems for classifying and organising staff and organising work and on professional experience and productivity assessed above all in qualitative terms, for use as a source of data and assessment grids for determining pay, with due regard to the principle of comparability,
Amendment 57 #
Motion for a resolution Recommendation 4 − Paragraph 2 – indent 3 a (new) - legal powers to bring wage discrimination cases to court
Amendment 58 #
Motion for a resolution Recommendation 4 Amendment 59 #
Motion for a resolution Recommendation 4 The equality bodies should play a
Amendment 6 #
Motion for a resolution Recital B B. whereas the gender pay gap is still
Amendment 60 #
Motion for a resolution Recommendation 4 The equality promotion and monitoring bodies should play a special role in diminishing the GPG, enabling them to monitor and, where possible,
Amendment 61 #
Motion for a resolution Recommendation 4 The equality bodies should play a special role in diminishing the GPG, e
Amendment 62 #
Motion for a resolution Recommendation 4 − Paragraph 1 The equality bodies should play a special role in diminishing the GPG, enabling them to monitor, report on and, where possible, enforce more effectively and more independently the application of gender equality legislation.
Amendment 63 #
Motion for a resolution Recommendation 4 − Paragraph 2 Their
Amendment 64 #
Motion for a resolution Recommendation 5 Further scrutiny of collective agreements and applicable pay scales and job evaluation schemes are necessary, mainly concerning the treatment of part-time workers and workers with other atypical work arrangements or extra payments/bonuses (more often given to men than women). Member States - while respecting national law, collective agreement or practice - should encourage social partners to introduce
Amendment 65 #
Motion for a resolution Recommendation 5 Further scrutiny of collective agreements and applicable pay scales and job
Amendment 66 #
Motion for a resolution Recommendation 5 Further scrutiny of collective agreements and applicable pay scales and job evaluation schemes are necessary, mainly concerning the treatment of part-time workers and workers with other atypical work arrangements or extra payments/bonuses (more often given to men than women). Such scrutiny should cover not only primary but also secondary working conditions (rules on leave, pension schemes, company cars, childcare arrangements, flexible working time, etc.). Member States - while respecting national law, collective agreement or practice - should encourage
Amendment 67 #
Motion for a resolution Recommendation 5 Further scrutiny of collective agreements and applicable pay scales and job evaluation schemes are necessary, mainly concerning the treatment of part-time workers and workers with other atypical work arrangements or extra payments/bonuses (more often given to men than women). Member States - while respecting national law, collective agreement or practice - should encourage social partners to introduce gender-neutral job
Amendment 68 #
Motion for a resolution Recommendation 5 a (new) Amendment 69 #
Motion for a resolution Recommendation 5 b (new) Amendment 7 #
Motion for a resolution Recital D D. whereas the pay gap results from direct and indirect discrimination, as well as from social and economic factors, labour market segregation and the overall wage structure and is, moreover, linked to a number of
Amendment 70 #
Motion for a resolution Recommendation 6 − point 6.1. 6.1. The legislation in this field is for different reasons evidently less efficient and, bearing in mind that the whole problem could not be solved by legislation alone, the Commission and Member States should
Amendment 71 #
Motion for a resolution Recommendation 6 − point 6.1. Amendment 72 #
Motion for a resolution Recommendation 6 − point 6.2. Amendment 73 #
Motion for a resolution Recommendation 6 − point 6.3. − paragraph 1 − introductory part and indents 1 to 3 6.3. It is recalled that under the Recast Directive No 2006/54, Member States are already obliged to impose compensation or reparation (Title III Horizontal provisions, Chapter 1, Article 18), as well as penalties (Chapter 3, General horizontal provisions, Article 25) which are "effective, proportionate and dissuasive".
Amendment 74 #
Motion for a resolution Recommendation 6 − point 6.3. − paragraph 1 − indent 4 Amendment 75 #
Motion for a resolution Recommendation 6 − point 6.2 6.2. It is important that Member States take necessary measures to ensure that infringement of the principle of equal pay for work of equal value is subject to appropriate sanctions according to legal provisions in force.
Amendment 76 #
Motion for a resolution Recommendation 6 − point 6.3 6.3. It is recalled that under the Recast Directive No 2006/54, Member States are already obliged to impose compensation or reparation (Title III Horizontal provisions, Chapter 1, Article 18), as well as penalties (Chapter 3, General horizontal provisions, Article 25) which are "effective, proportionate and dissuasive". However, these provisions are not sufficient to avoid infringement of the equal pay principle. For this reason, it is proposed t
Amendment 77 #
Motion for a resolution Recommendation 6 − point 6.3. − indent 3 - administrative fines (for example in the event of failure of notification or of compulsory communication or unavailability of analysis and evaluation of wage statistics disaggregated by gender (according to Recommendation 2) requested by labour inspectorates or the competent equality bodies;
Amendment 78 #
Motion for a resolution Recommendation 6 − point 6.3. − indent 4 - disqualification from public benefits, subsidies (including EU funding managed by Member States) and public procurement procedures, as already foreseen by Directives 2004/17/EC and 2004/18/EC concerning procurement procedure
Amendment 79 #
Motion for a resolution Recommendation 6 − point 6.3. – indent 4 a (new) - identity of offenders should be made public
Amendment 8 #
Motion for a resolution Recital D a (new) Da. whereas the pay gap is not based solely on disparities in gross hourly earnings and account should also be taken of factors such as individual pay supplements, job classification, work organisation patterns, professional experience and productivity, which should be measured not only in quantitative terms (hours when the worker is physically present at the workplace) but also in qualitative terms and in terms of the earnings impact of shorter working hours, leave and health-related absences,
Amendment 80 #
Motion for a resolution Recommendation 6 a (new) The organisation of a European Equal Pay Day – the day on which women in Europe have earned (on average) the pay which men earn (on average) in a year – must contribute to raising awareness about the existing wage gap and encourage all those involved to take additional initiatives to eliminate this gap.
Amendment 81 #
Motion for a resolution Recommendation 6 a − Title (new) Recommendation 6 a: STREAMLINING OF EU REGULATION AND EU POLICY
Amendment 82 #
Motion for a resolution Recommendation 6 a − point 6a.1 (new) 6a.1. One area for urgent action concerns the fact that a wage penalty appears to be linked to part-time working. This requires an evaluation and possible revision of Council Directive 97/81/EC of 15 December 1997 concerning the Framework Agreement on part-time work concluded by UNICE, CEEP and the ETUC - Annex: Framework agreement on part-time work1, which prescribes equal treatment between full-time and part-time workers as well as more targeted and effective actions in collective agreements.
Amendment 83 #
Motion for a resolution Recommendation 6 a − point 6a.2 (new) Amendment 9 #
Motion for a resolution Recital E E. whereas reducing the pay gap
source: PE-411.958
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History
(these mark the time of scraping, not the official date of the change)
2012-02-09Show (5) Changes
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