The current employer`s ongoing service includes all services that are transferred under the Labour Relations Act 2000. In summary, the law establishes the procedure that an employer has undertaken in the areas of sale, transmission or exclusion. and requires that employment contracts contain „worker protection provisions.“ Certain categories of workers may, in certain situations, be transferred to the new employer under their existing commercial conditions, including recognition of the transferred service as a continuous service. No no. The use of pay equity committees is not required by law. When an employer and a union decide to create a committee, they are free to do so. Pay equity is about giving women and men equal pay for different but equivalent activities (i.e. jobs requiring similar qualifications, responsibilities and efforts). If an employer is required to publish and implement a pay equity plan in accordance with Part II or Part III of the Act, the plan is deemed approved by the Board.
There is still a pay equity plan deemed approved, even if a bargaining unit is certified. Employers are required to provide the bargaining partner with information on how the employer has achieved pay equity. The amendments to the Equal Pay Act of 1972 introduce a new procedure for individual workers and unions to directly require an employer to apply for pay equity for work that could be subject to systemic gender discrimination. The new process is similar to the existing New Zealand framework for employment relations. Subscribe to the latest information, updates and resources on salary capital. For more information on rewards, enterprise agreements and other registered agreements, including relevant salary schedules, visit the Fair Work Ombudsman or Fair Work Commission. Employers are required to disclose sufficient information so that the union can properly represent its employees. The Tribunal ordered that any information relating to the implementation or maintenance of pay equity be communicated to the negotiator.
Although the law does not explicitly state what information is needed or when the information should be disclosed as part of the negotiation process, the court decided that the requested information should be relevant or related to pay equity.