14 Amendments of Britta THOMSEN related to 2011/2285(INI)
Amendment 1 #
Motion for a resolution
Citation 14 a (new)
Citation 14 a (new)
- having regard to the International Labour Organisation's convention 100: "Equal Remuneration",
Amendment 2 #
Motion for a resolution
Citation 14 b (new)
Citation 14 b (new)
- having regard to the ILO – UN Global Compact webinar of March 2011: "Equal Pay for Work of Equal Value: How do we get there?"
Amendment 54 #
Motion for a resolution
Paragraph 12
Paragraph 12
12. Calls upon Member States and workers' and employers' organisations to jointly to develop objective job-evaluation instruments, in order to reduce the pay gap between men and women;
Amendment 55 #
Motion for a resolution
Paragraph 12 a (new)
Paragraph 12 a (new)
12 a. Encourages Member States to determine objectives, strategies and time limits for reducing the gender pay gap and equalizing equal pay for the same work and work of the same value;
Amendment 59 #
Annex to the draft motion for a resolution
Recommendation 1, Paragraph 1, indent 3 a (new)
- work of the same value, so that relevant factors are mentioned;
Amendment 60 #
Annex to the draft motion for a resolution
Recommendation 1, Paragraph 1, indent 3 b (new)
- Employer, so that different departments under a direction that is responsible for the employees pay (and any possible inequality in pay), is considered as the same employer;
Amendment 61 #
Annex to the draft motion for a resolution
Recommendation 1, Paragraph 1, indent 3 c (new)
- Trades and collective agreements – it should be made more clear that jobs related to different collective agreements and different trades can be compared in court, provided that the jobs are comparable as equal work or work of equal value;
Amendment 65 #
Annex to the draft motion for a resolution
Recommendation 2, Paragraph 3
2.3. It is therefore essential that regular pay audits, as well as accessible informthe publication onf their results, are made compulsory within companies (e.g. in companies with at least 1030 employees and where at least 10 % of the employees are womenof each sex). The same requirement must also apply to information on remuneration in addition to pay. This information should be accessible to employees, trade unions and adequate authorities (e.g. labour inspections, equality bodies).
Amendment 70 #
Annex to the draft motion for a resolution
Recommendation 2, Paragraph 5 a (new)
2.5.a. When wage statistics show group or individual differences in pay on grounds of sex, employers are obliged to analyze these differences further and react to eliminate them.
Amendment 72 #
Annex to the draft motion for a resolution
Recommendation 3, Paragraph 1
3.1. The concept of the value of work must be based on qualifications, interpersonal skills orand responsibility emphasising quality of work, with the aim of promoting equal opportunities between women and men and should not be marked by a stereotyped approach unot favourable to 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.
Amendment 73 #
Annex to the draft motion for a resolution
Recommendation 3, Paragraph 1 a (new)
3.1.a. The practise of evaluating jobs or creating job classification systems should include a gender neutral usage of the concept of value, thus making sure that jobs involving responsibility for human beings should be considered of equal value to jobs involving responsibility for material or financial resources.
Amendment 75 #
Annex to the draft motion for a resolution
Recommendation 3, Paragraph 2
3.2. The Commission’s initiative should invitencourage Member States 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. Respecting national laws and traditions concerning industrial relations systems remains important. Work evaluation and classification should also be transparent and be made available to all stakeholders and to labour inspectorates and equality bodies.
Amendment 76 #
Annex to the draft motion for a resolution
Recommendation 3, Paragraph 4
3.4. 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, such as education and other qualifications, mental and physical requirements, responsibility for human and material resources, for use as a source of data and assessment grids for determining pay, with due regard to the principle of transparency and comparability.
Amendment 80 #
Annex to the draft motion for a resolution
Recommendation 5, Paragraph 3 a (new)
To promote equal pay for work of equal value, we propose that the Commission work out an operative, practical orientated guidebook for use in social dialogue in companies and Member States. This guide should include guidelines and useful criteria for deciding the value of work and for comparing jobs. It should also include suggestions for possible job evaluation methods.