23 Amendments of Ria OOMEN-RUIJTEN related to 2008/2012(INI)
Amendment 13 #
Motion for a resolution
Recital F
Recital F
F. whereas an improvement in the EU legal framework cshould enable Member States and social partners to identify better the underlying causes of the persistence of the gender pay gap,
Amendment 16 #
Motion for a resolution
Recital G a (new)
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 28 #
Motion for a resolution
Recital K
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)12 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, 1 2 and it is appropriateOJ L 204, 26.7.2006, p. 23. OJ L 204, 26.7.2006, p. 23. and it is necessary to make further provision for the implementation of such principle,
Amendment 31 #
Motion for a resolution
Recital L
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 shouldmust involve all stakeholders concerned; whereas the results of this analysis should be given adequate publicity,
Amendment 34 #
Motion for a resolution
Recital M a (new)
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)
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 46 #
Motion for a resolution
Recommendation 2 – point 2.2.
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 49 #
Motion for a resolution
Title − Recommendation 3
Title − Recommendation 3
Amendment 51 #
Motion for a resolution
Recommendation 3 - point 3.1
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 54 #
Motion for a resolution
Recommendation 3 − point 3.2
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 evaluclassifications enabling both employers and workers to identify possible pay discrimination based on a biased pay-scale definition, while respecting national laws and traditions concerning their industrial relations system. Such elements of work evaluation and classification should also be transparent and be made available to all stakeholders and to labour inspectorates and equality bodies. The trade unions should also be involved in this process.
Amendment 60 #
Motion for a resolution
Recommendation 4
Recommendation 4
The equality promotion and monitoring bodies should play a special role in diminishing the GPG, enabling them to monitor and, where possible, enforce more effectively and more independently the application of gender equality legislation
Amendment 61 #
Motion for a resolution
Recommendation 4
Recommendation 4
The equality bodies should play a special role in diminishing the GPG, enablmpowering them to monitor and, where possible, enforce more effectively and more independently the application of gender equality legislation.
Amendment 62 #
Motion for a resolution
Recommendation 4 − Paragraph 1
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
Recommendation 4 − Paragraph 2
Their rolmandate should be enhanced by: - supporting and advising victims of pay discrimination; - providing independent surveys concerning the pay gap; - publishing independent reports and making recommendations on any issue relating to pay discrimination (direct and indirect).
Amendment 65 #
Motion for a resolution
Recommendation 5
Recommendation 5
Further scrutiny of collective agreements and applicable pay scales and job evaluclassification 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 evaluations, enabling both employers and employees to identify possible pay discriminations based on a biased pay-scale definition.
Amendment 66 #
Motion for a resolution
Recommendation 5
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 social partners to introduce gender-neutral job evaluations, enabling both employers and employees to identify possible pay discriminations based on a biased pay-scale definition.
Amendment 67 #
Motion for a resolution
Recommendation 5
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 evaluclassifications, enabling both employers and employees to identify possible pay discriminations based on a biased pay-scale definition.
Amendment 70 #
Motion for a resolution
Recommendation 6 − point 6.1.
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 consider reinforcinge the existing legislation with appropriate types of sanctions.
Amendment 77 #
Motion for a resolution
Recommendation 6 − point 6.3. − indent 3
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
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 ("contracting authorities may lay down special conditions relating to the performance of the contract... (which) may, in particular, concern social. It should therefore be compulsory for procedures for the award of contracts and/or tendering to include and environmental considerations")qual pay clause.
Amendment 81 #
Motion for a resolution
Recommendation 6 a − Title (new)
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)
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)
Recommendation 6 a − point 6a.2 (new)