Treat pay equity as human rights issue, task force recommends.OTTAWA -- The federal Pay Equity Task Force released a 65-page report with over 130 recommendations on the issue of equal pay for women with men in Canada. The task force found a broad consensus during its wide consultation process that views pay equity as a human right that is properly placed under human right legislation and "correctly seen as framed by constitutional guarantees of equality." In its report, Pay Equity: A New Approach to a Fundamental Right, the federally appointed Task Force noted that in their discussions all parties, including human rights and advocacy groups, federally-regulated employers, trade unions and employees, took as a starting point Noun 1. starting point - earliest limiting point terminus a quo commencement, get-go, offset, outset, showtime, starting time, beginning, start, kickoff, first - the time at which something is supposed to begin; "they got an early start"; "she knew from the that differences in pay between men and women solely based on gender are discriminatory dis·crim·i·na·to·ry adj. 1. Marked by or showing prejudice; biased. 2. Making distinctions. dis·crim , and "that steps should be taken to eliminate these differences. As well, the Task Force found it significant that there was a general acceptance among the participants in the consultative processes "that employers are obliged o·blige v. o·bliged, o·blig·ing, o·blig·es v.tr. 1. To constrain by physical, legal, social, or moral means. 2. to take positive steps to ensure that the right to pay equity is not a meaningless concept." Further to that, the report notes there was also a consensus among the stakeholders Stakeholders All parties that have an interest, financial or otherwise, in a firm-stockholders, creditors, bondholders, employees, customers, management, the community, and the government. that the current complaint-based model under section 11 of the Human Rights Act is inadequate in "reinforcing with all employers their obligation to treat their employees in a non-discriminatory way with respect to compensation." "If there was one common theme which was voiced more frequently and with more vehemence that others, it was that of disaffection with the uncertainty, tension and frustration which has prevailed under a system in which complaints of discrimination by employees are the exclusive recourse The right of an individual who is holding a Commercial Paper, such as a check or promissory note, to receive payment on it from anyone who has signed it if the individual who originally made it is unable, or refuses, to tender payment. ," the report says. There was a consensus that all federally-regulated employees whether unionized or not should be treated the same and not be disadvantaged This article or section may contain original research or unverified claims. Please help Wikipedia by adding references. See the for details. This article has been tagged since September 2007. simply because they are not members of trade unions, that have consistently pressed for pay equity in federal jurisdictions on behalf of their members. Other broad common areas addressed by the Task Force in its report, and which form the basis for its many recommended legislative changes include the need for: * a clearer and more precise definition of pay equity standards obligations on employers, * more resources and supports such as educational and promotional materials about pay equity, training and objective information about compensation and employment, and * the need for an independent body, as a last resort, with pay equity expertise to adjudicate adjudicate (  jōō´dikāt´),v atypical atypical /atyp·i·cal/ (-i-k'l) irregular; not conformable to the type; in microbiology, applied specifically to strains of unusual type. a·typ·i·cal adj. cases. www.payequityreview.gc.ca |
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