Observation (CEACR) - adopted 2006, published 96th ILC session (2007)

Equal Remuneration Convention, 1951 (No. 100) - Cameroon (Ratification: 1970)

1. The Committee notes the communication from the General Union of Cameroon Workers (UGCT) dated 30 August 2005 regarding the application of the principle of the Convention by means of collective agreements, and the Government’s reply thereto.

2. Article 2 of the Convention. Collective agreements. The Committee had previously commented on the discriminatory provisions in the collective agreement for CAMRAIL, which limits the granting of transport facilities to the “wife and children” of the employee (section 70(a) and (b)). It had also noted that section 37(1) of the collective agreement for dockworkers provides that equal wages shall be paid only “in equal conditions of work and professional ability” without distinction on the basis of sex. With regard to the CAMRAIL agreement, the Committee notes that the Government continues to state that the additional allowances and benefits in the collective agreement are only granted to the wife and children of employees, thereby excluding the husband of a female employee from such benefits. It also notes the comment of the UGCT stating that the relevant provisions in the CAMRAIL agreement have not been modified but that, in practice, equality of treatment exists. The Committee reminds the Government that the Convention covers all components arising out of an employment relationship, and that the definition of remuneration as set out in Article 1(a) of the Convention includes not only the basic wage but also any additional emoluments payable directly or indirectly, whether in cash or in kind. Furthermore, noting again the absence of any information in the Government’s report regarding the application of the principle of the Convention to dockworkers, the Committee must recall that the principle of equal remuneration under Article 1(b) goes beyond equal remuneration for work in equal conditions and also covers work that is different but nonetheless of equal value. The Committee therefore asks the Government to provide in its next report concrete information on the measures taken, in cooperation with the social partners, to ensure that collective agreements such as those noted above are free from discriminatory provisions and gender-biased language with respect to remuneration and, in particular, additional allowances and benefits.

3. Noting further that the Government’s report has again provided little or no information with respect to the points raised in its previous comments, the Committee trusts that the Government will make every effort to collect and communicate, in its next report, the requested information in order to enable the Committee to assess the extent to which effect is given in law and in practice to the principle of equal remuneration for men and women for work of equal value.

The Committee is raising other points in a request addressed directly to the Government.