Documents Huber, Michael 2 results

"Der erste Schritt hin zu einem Entgeltsystem, das Art. 3 ILO Übereinkommens 100 und Art. 4 Abs. 2 RL 2006/54/EG umsetzt, ist die Entwicklung eines gewichtenden Systems zur Bewertung völlig unterschiedlicher Stellen nach identischen obj. Kriterien. Die Weiterentwicklungen des Genfer Schemas durch TV wie ERA und REGA sind solche Systeme zur Bewertung völlig unterschiedlicher Stellen nach identischen obj. Kriterien. Die Aufstellung solcher Systeme ist mitbestimmungspflichtig. Aus der Struktur der Kriterien heraus muss sich die Gewichtung der Kriterien zueinander ableiten lassen. Soll diskriminierungsfreie Vergütung erreicht werden, ist zunächst zu ermitteln, was bereits durch die Tarifvertragsparteien erarbeitet worden ist.
Der REGA enthält wichtige Grundlagen für eine diskriminierungsfreie Vergütung, insbes. ein gewichtendes System zur Bewertung unterschiedlichster Stellen nach identischen obj. Kriterien. Diese sind den Tarifkriterien zuzuordnen, damit die Stellen bewertet werden können. Die Methodik zur Ermittlung der stellenbezogenen Anforderungen ist betrieblich zu entwickeln. Defizitäre und wertende Zuschreibungen sind eine Ursache des Gender Pay Gaps. Das bestätigt die Bedeutung einer für alle Beschäftigten gleichen Ermittlung der stellenbezogenen Anforderungen für die Entgeltgerechtigkeit bei der Implementierung des REGA.
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The first step to a salary system which implements Art. 3 ILO Convention 100 and Art. 4 paragraph 2 Directive 2006/54/EG is the development of a weighted system for scoring different jobs following objective criteria. The further development of the Geneva scheme via collective agreements like ERA and REGA are such systems for scoring different jobs via identic objective criteria. The implementation of such systems is subject to works councils`co-determination. The weighting of the criteria has to be deduced from the structure of such systems. With the aim of a salary free of discrimination, it has to be identified what has been worked out by the parties to the collective agreement.
The REGA contains important elements for a salary free of dicrimination, particularly a system for scoring different jobs via equivalent objective criteria. These have to be correlated to the criteria of the collective agreement, in order to score the jobs. The method to identify the job-related requirements has to be developed operationally. Deficient and assessing attributions are a cause for the gender pay gap. This con 52 firms the importance of a determination of the job-related requirements, equally effected for all employees, for implementing salary equality by REGA."

"This article tests the extent to which the organization and stringency of occupational health and safety regulation complements the dominant mode of coordination in the political economy. While the UK explicitly sanctions risk-cost-benefit trade-offs, other European countries mandate ambitious safety goals. That contrast appears to reflect cleavages identified in the Varieties of Capitalism literature, which suggests worker protection regimes are stronger in coordinated market economies than in liberal market economies. Our analysis of Germany, France, UK and the Netherlands, shows that the varied organization of their regulatory regimes is explained through a three-way complementarity with their welfare systems and modes of coordination. However, despite varied headline goals, we find no systematic differences in the stringency of those countries' regulatory protections insofar as they all make trade-offs on safety. Instead, the explicitness, rationalizations and logics of trade-offs vary according to each country's legal system, state tradition and coupling between regulation and welfare system."