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The equal pay handbook

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Australian women workers were granted equal pay in 1969. Nearly thirty years later it is rare, but not unheard of, for women to be paid a lower base wage than men doing the same jobs. The equal pay issues of the 1990s are far more complex than this. For example, female-dominated jobs may be paid lower over-award payments than male-dominated jobs; job evaluation processes may undervalue female-dominated occupations and therefore set lower pay rates compared with maledominated jobs; or part-time workers may not be paid the same as full-timers doing the same jobs, on a pro-rata basis. All these factors, and others, contribute to unequal pay between men and women. The complexity of the issue has not been well understood by employers and unions. As a result, many crucial factors which hamper the provision of pay equity have not been adequately tackled. Today, federal industrial legislation (the Workplace Relations Act 1996) contains strong provisions requiring that employers accord male and female employees equal remuneration for work of equal value. Claims for equal remuneration under that legislation can be made to the Australian Industrial Relations Commission (AIRC). Complaints of sex discrimination in remuneration can also continue to be made to the Human Rights and Equal Opportunity Commission under the Sex Discrimination Act 1984.

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Availability

PK01065PerpusKP

INA.VII.40 MOL t

My Library

Available

Detail Information

Series Title

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Call Number

KP.XI.4.MOI.E

Publisher

Australia : Human Rights and Equal Opportunity Commission., 1998

Collation

50 hlm. ; 30 cm.

Language

English

ISBN/ISSN

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Classification

KP.XI.4.

Content Type

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Media Type

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Carrier Type

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Edition

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Subject(s)

Wanita
Perempuan--Hak
Gender Equality
Women and Politics
Remuneration

Specific Detail Info

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Statement of Responsibility

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Other version/related

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