Differences in trade union membership trade union

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Differences in trade-union membership Trade-union membership also affects compensation levels. In the past it was mainly men who belonged to trade unions, and since the salaries of trade-union members tend to be higher than those of nonunion members, men’s salaries are higher than those of women. (15) (2) How can an organisation prevent the development of an earnings gap between men and women? In order to prevent an earnings gap from developing, organisations should apply the following steps: - Adopt a single job-evaluation system - Pay all jobs of comparable worth the same salary Should an earnings gap already exist, two further steps need to be done: - Identify general representation of men and women in jobs of comparable worth - Determine comparable-worth salaries and make the necessary pay adjustments (4) (3) Discuss the role of the Employment Equity Act and the Basic Conditions of Employment Act in the fair treatment of male and female employees in respect of their pay. (Refer to South African Legislation.) The Employment Equity Act 55 of 1998 will, without doubt, bring considerable changes to South African labour legislation and labour relations. This Act focuses mainly on individual employment, the elimination of discrimination and the implementation of affirmative action in organisations. Owing to the previous political dispensation inequalities regarding the distribution of jobs among the different ethnic groups and disabled people occurred. These inequalities can however not be rectified by means of nondiscriminatory practices only, but specific policies, programmes and actions are needed. This implies that special opportunities for advancement of the members of previously disadvantaged groups should be created. According to the Employment Equity Act blacks, women and disabled people are regarded as the previously disadvantaged group. By law it is the responsibility of employers to make sure that their employment policies and practices do not discriminate against people on the ground of ethnicity, gender, marital status, age, etc. The most important guideline in this regard is that any criteria which are not related to the job should not be used as a basis for employment or compensation decisions. In order to adhere to legislative requirements employers are expected to submit an employment equity plan to the Department of Labour each year. Regarding compensation issues this report should provide the following information: ! steps which the employer has implemented to reduce the differences in compensation among the various groups ! reasons and remarks regarding the differences in compensation ! plans and processes for the handling of unjustified differences in compensation (6)
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MNH306-K/101 13 ANNEXURE C - OFFICIAL BOOKSELLERS VAN SCHAIK BOOKSTORE 270 Church St, J 724, Pretoria 0001 Tel: (012) 321-244 Fax/Faks: (012) 324-2018 E-mail/E-pos: [email protected] Nedbank Forum, Cnr Burnett & Festival St, J 13835, Hatfield 0083 Tel: (012) 362-5669 Fax/Faks: (012) 362-5673 E-mail/E-pos: [email protected] Braamfontein Centre, J 31361, Braamfontein 2017 Tel: (011) 339-1711 Fax/Faks: (011) 339-7267 E-mail/E-pos: [email protected] 78 Maitland St, J 1047, Bloemfontein 9300 Tel: (051) 447-6685 Fax/Faks: (051) 447-7837 E-mail/E-pos: [email protected] 18 Main Road, J 279, Rondebosch 7700 Tel: (021) 689-4112 Fax/Faks: (021) 686-3404 E-mail/E-pos: [email protected] 148 Sanlam Centre, Voortrekker Road, J 6277, Parow East 7500 Tel: (021) 930-2480 Fax/Faks: (021) 939-3767 E-mail/E-pos: [email protected]
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