#2006-340Law on Salary Equality Between Women and Men
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The Law on Salary Equality Between Women and Men aims to address and eliminate wage disparities between genders in the workplace. It mandates employers to negotiate measures to reduce wage gaps, ensures that employees returning from maternity or adoption leave retain their entitlement to annual paid leave, and promotes equal opportunities in employee training and development. Furthermore, the law includes provisions for increased oversight and reporting on wage equality initiatives across various sectors.
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Key Changes
- Mandates employers to negotiate salary equality measures.
- Guarantees paid annual leave for employees returning from maternity or adoption leave.
- Increases oversight on wage equality initiatives.
Obligations
What this law requires
Employers must ensure that employees returning from maternity or adoption leave receive salary increases (general increases and average individual increases from their professional category) applied during their absence, unless a more favorable collective agreement exists
Employers must include pregnancy and family situation as protected characteristics in non-discrimination provisions covering remuneration, profit-sharing measures, and stock distribution
Employers covered by branch-level collective bargaining must establish and program measures to eliminate wage gaps between women and men by December 31, 2010, based on a diagnostic assessment of salary disparities
Employers must initiate salary equality negotiations within one year of law promulgation, or within 15 days of a request from a representative union organization; negotiations must be conducted seriously and loyally with documented proposals and reasoned responses
Employers without union delegates, not subject to collective bargaining, or not covered by extended sector agreements must incorporate professional equality objectives and implementation measures into their employment practices