Equal Remuneration Convention, 1951 (No. 100) - Grenada (Ratification: 1994)

Direct Request (CEACR) - adopted 2022, published 111st ILC session (2023)

The Committee notes with deep concernthat the Government’s report, due since 2019, have not been received. In light of its urgent appeal launched to the Government in 2021, the Committee proceeds with the examination of the application of the Convention on the basis of the information at its disposal.

Articles 1 to 4 of the Convention. Assessing and addressing the gender pay gap, including its underlying causes. The Committee notes from the Comprehensive National Review on Implementation of the Beijing Declaration and Platform for Action of May 2019 (the Beijing + 25 report) that : (1) a larger share of women wage earners earn in the lower wage classes and the reverse is true in the upper wage distributions; and (2) in 2017, the gross monthly salary by sex indicates that women earned lower incomes than men overall. The Committee further notes from this report that the pay gap may be largely due to the division of labour based on sex, noting that jobs predominantly done by women (clerical, care and domestic work) are paid lower wages than the jobs predominantly done by men (construction and machine operators). In light of the above, the Committee asks the Government to provide:

• (i)up-to-date data, disaggregated by sex, on the remuneration of men and women as well as any recent information on the gender pay gap, by occupational category, if possible, in both the private and public sectors; and
• (ii)information on any measures taken to address the gender pay gap and its underlying causes, such as occupational gender segregation at all levels and gender stereotypes in society and employment, and to promote the employment of women in a wider range of jobs, in particular in well paid jobs.

Articles 2(2)(b) and 3. Minimum wages and objective job evaluation. In its previous comments, the Committee noted the adoption of the Minimum Wage Order in 2011. This Order sets out the minimum wages that are payable to workers in the following categories of employment: industrial workers (garment industry); clerical workers; security guards; domestic workers; caregivers of the elderly; workers in bakeries; agricultural workers; construction workers; shop assistants; workers in the hospitality industry; vehicle drivers; bus drivers and bus conductors. With reference to the above paragraph, the Committee observes that as women predominate in low-wage employment, and a uniform national minimum wage system helps to raise the earnings of the lowest paid, it has an influence on the relationship between men and women’s wages and on reducing the gender pay. The Committee also recalls that there is a tendency to set lower wages for sectors predominantly employing women. Due to such occupational segregation, special attention is needed in the design or adjustment of sectoral minimum wage schemes to ensure that the rates fixed are free from gender bias, and in particular that certain skills considered to be “female” are not undervalued. Even if regulations determining the minimum wage do not make a distinction between men and women, this is not sufficient to ensure that there is no gender bias in the process. Rates should be fixed based on objective criteria, free from gender bias, to ensure that the work in sectors with a high proportion of women is not being undervalued in comparison with sectors in which men are predominantly employed (see 2012 General Survey on the fundamental Conventions, paragraph 683). In the absence of information in this regard, the Committee asks once again the Government to provide specific information on:

• (i)the methods and objective criteria used to determine the minimum wage rates to ensure that such rates are free from gender bias and certain skills considered to be “natural” to women workers are not undervalued, while those traditionally associated with men are not overvalued; and
• (ii)the steps undertaken to develop or implement objective job evaluation methods in both the public and private sectors, as required by Article 3 of the Convention.

Articles 2(2)(c) and 4. Collective agreements and cooperation with workers’ and employers’ organizations.The Committee asks the Government to provide information on:

• (i)any collective agreement providing for equal remuneration for men and women for work of equal value;
• (ii)any job evaluation exercise carried out in the context of a collective agreement; and
• (iii)the steps taken to give effect to the principle of the Convention in cooperation with workers’ and employers’ organizations, including through training or awareness raising on the principle of equal remuneration for work of equal value.

Monitoring and enforcement. The Committee notes that addressing gender-based violations of the Employment Act and Minimum Wages Orderwith regard to equal pay for work of equal value and reinforcing enforcement mechanisms and sanctions in case of violations, are among the objectives of the Gender Equality Policy and Action Plan 2014-2024. The Committee asks the Government to provide information on :

• (i)any measures adopted in the framework of the Gender Equality Policy to reinforce enforcement mechanisms and sanctions in case of pay inequalities;
• (ii)the number and results of inspections carried out by the labour inspectors in relation to pay inequalities and equal remuneration for work of equal value, pursuant to section 27 of the Employment Act;
• (iii)the number, nature and outcomes of cases brought before the courts, thepenalties applied and remedies granted; and
• (iv)any measures taken or envisaged to raise public awareness of the provisions of the Convention, the procedures and remedies available, and to enhance the capacity of the competent authorities, including judges, labour inspectors and other public officials, to identify and address cases of pay inequalities.

Direct Request (CEACR) - adopted 2021, published 110th ILC session (2022)

The Committee notes with deep concern that the Government’s report has not been received. It expects that the next report will contain full information on the matters raised in its previous comments. The Committee informs the Government that, if it has not supplied replies to the points raised by 1 September 2022, then it may proceed with the examination of the application of the Convention on the basis of the information at its disposal at its next session.

Repetition

Article 2 of the Convention. Minimum wages. Concerning the establishment of the minimum wage rates, the Committee notes the Government’s indication that no review has been done since its last report because the country is under a Structural Adjustment Programme based on a Memorandum of Understanding with the International Monetary Fund and that salaries have since been frozen. The Government adds that, since the adoption of the New Minimum Wage Order in 2011, there is no disparity between wages of men and women, contrary to the 2002 Minimum Wage Order which specified different minimum wages for female and male agricultural workers. The Committee wishes to stress that the question it had asked related to the methods and criteria used to determine the minimum wage rates for the different occupations and industries so as to ensure that sectors with a high proportion of women are not undervalued compared to sectors in which men are predominantly employed. It recalls that, when setting minimum wages, the absence of differentiated minimum wage rates for men and women is not enough, as it is also necessary to eliminate any indirect discrimination, and in particular to ensure that certain skills considered to be “natural” to women workers are not undervalued, while those traditionally associated with men are not overvalued. In addition, the Committee recalls that the concept of “equal value” requires some method of measuring and comparing the relative value of different jobs based on objective criteria such as skills, efforts, responsibilities and working conditions. The Committee notes that, according to the Government, the National Training Agency has trained a significant number of persons, mostly young women (although there is no indication of year, numbers, types of occupations); and that, jobs that used to be male dominated (security and construction sectors) have now an increased number of women. However, the last National Labour Force Survey conducted by the Central Statistical Office shows that in 2014 women were still concentrated in certain sectors (wholesale and retail trade, public administration, education, health and social work) despite the fact that they tend to have higher diplomas than men. In light of the persistence of gender segregation in the labour market, the Committee asks the Government to indicate the concrete measures taken or envisaged to promote the access of women to a wider range of jobs at all levels, in particular in sectors in which they are currently under-represented. It reiterates its requests to the Government to indicate the methods and criteria used to determine the minimum wage rates and the steps undertaken to develop or implement objective job evaluation methods as required by the Convention.

Articles 2(c) and 4. Collective agreements and cooperation with workers’ and employers’ organizations. In its report, the Government states that it is not in a position to provide information on the impact of the job evaluation exercise carried out in the context of a collective agreement signed by the Grenada Electricity Services (GRENLEC) and the Grenada Technical and Allied Workers Union (GTAWU) on the remuneration of men and women and that it will keep the Office informed when such a study is conducted. The Committee asks the Government to provide information not only on the collective agreement signed by GRENLEC and GTAWU, but also on any other job evaluation exercise carried out in the context of a collective agreement and on the steps taken to give effect to the principle of the Convention through cooperation with workers’ and employers’ organizations, including through training or awareness raising on the principle of equal value.

Article 3. Objective job evaluation. In reply to the Committee’s previous request that the Government develop and implement objective methods of evaluation and criteria that are free from gender bias, in the context of the review of the public sector job evaluation process, the Government merely indicates that in 2012 a Human Resource Audit of the Public Service was undertaken but provides no information on the objectives and results of this audit. Consequently, the Committee asks the Government to indicate whether this audit is a follow-up to the evaluation carried out in 2010 the results of which were not implemented due to concerns raised by workers’ organizations. It also wishes to obtain confirmation that this audit concerned a job evaluation exercise undertaken to ensure that the principle of equal remuneration for men and women for work of equal value is effectively applied in the public sector. It reiterates its request for information on the specific measures taken or envisaged to promote objective job evaluation in the private sector.

Monitoring and enforcement. In its previous comments, the Committee had asked the Government to communicate information on the impact of the wage adjustments mandated by an arbitration tribunal, which resulted in the principle of equal pay for work of equal value being applied to women and men working for the Grenada Ports Authority, as well as in compensation for differentials in pay. In its report, the Government indicates that, with the introduction of the equal pay for Seamen and Waterfront Workers Union and Technical and Allied Workers Union, generally workers were satisfied because they were carrying out similar tasks but Seamen and Waterfront Workers were receiving higher wages to that of Technical and Allied Workers Union. In this regard, the Committee asks the Government to provide sex-disaggregated data on the current composition of the staff of Grenada Ports Authority (in particular, the percentage of women working in that institution, at different levels, and in which categories of job they are concentrated).

Direct Request (CEACR) - adopted 2020, published 109th ILC session (2021)

The Committee notes with concern that the Government’s report has not been received. It hopes that the next report will contain full information on the matters raised in its previous comments.

Repetition

Article 2 of the Convention. Minimum wages. Concerning the establishment of the minimum wage rates, the Committee notes the Government’s indication that no review has been done since its last report because the country is under a Structural Adjustment Programme based on a Memorandum of Understanding with the International Monetary Fund and that salaries have since been frozen. The Government adds that, since the adoption of the New Minimum Wage Order in 2011, there is no disparity between wages of men and women, contrary to the 2002 Minimum Wage Order which specified different minimum wages for female and male agricultural workers. The Committee wishes to stress that the question it had asked related to the methods and criteria used to determine the minimum wage rates for the different occupations and industries so as to ensure that sectors with a high proportion of women are not undervalued compared to sectors in which men are predominantly employed. It recalls that, when setting minimum wages, the absence of differentiated minimum wage rates for men and women is not enough, as it is also necessary to eliminate any indirect discrimination, and in particular to ensure that certain skills considered to be “natural” to women workers are not undervalued, while those traditionally associated with men are not overvalued. In addition, the Committee recalls that the concept of “equal value” requires some method of measuring and comparing the relative value of different jobs based on objective criteria such as skills, efforts, responsibilities and working conditions. The Committee notes that, according to the Government, the National Training Agency has trained a significant number of persons, mostly young women (although there is no indication of year, numbers, types of occupations); and that, jobs that used to be male dominated (security and construction sectors) have now an increased number of women. However, the last National Labour Force Survey conducted by the Central Statistical Office shows that in 2014 women were still concentrated in certain sectors (wholesale and retail trade, public administration, education, health and social work) despite the fact that they tend to have higher diplomas than men. In light of the persistence of gender segregation in the labour market, the Committee asks the Government to indicate the concrete measures taken or envisaged to promote the access of women to a wider range of jobs at all levels, in particular in sectors in which they are currently under-represented. It reiterates its requests to the Government to indicate the methods and criteria used to determine the minimum wage rates and the steps undertaken to develop or implement objective job evaluation methods as required by the Convention.

Articles 2(c) and 4. Collective agreements and cooperation with workers’ and employers’ organizations. In its report, the Government states that it is not in a position to provide information on the impact of the job evaluation exercise carried out in the context of a collective agreement signed by the Grenada Electricity Services (GRENLEC) and the Grenada Technical and Allied Workers Union (GTAWU) on the remuneration of men and women and that it will keep the Office informed when such a study is conducted. The Committee asks the Government to provide information not only on the collective agreement signed by GRENLEC and GTAWU, but also on any other job evaluation exercise carried out in the context of a collective agreement and on the steps taken to give effect to the principle of the Convention through cooperation with workers’ and employers’ organizations, including through training or awareness raising on the principle of equal value.

Article 3. Objective job evaluation. In reply to the Committee’s previous request that the Government develop and implement objective methods of evaluation and criteria that are free from gender bias, in the context of the review of the public sector job evaluation process, the Government merely indicates that in 2012 a Human Resource Audit of the Public Service was undertaken but provides no information on the objectives and results of this audit. Consequently, the Committee asks the Government to indicate whether this audit is a follow-up to the evaluation carried out in 2010 the results of which were not implemented due to concerns raised by workers’ organizations. It also wishes to obtain confirmation that this audit concerned a job evaluation exercise undertaken to ensure that the principle of equal remuneration for men and women for work of equal value is effectively applied in the public sector. It reiterates its request for information on the specific measures taken or envisaged to promote objective job evaluation in the private sector.

Monitoring and enforcement. In its previous comments, the Committee had asked the Government to communicate information on the impact of the wage adjustments mandated by an arbitration tribunal, which resulted in the principle of equal pay for work of equal value being applied to women and men working for the Grenada Ports Authority, as well as in compensation for differentials in pay. In its report, the Government indicates that, with the introduction of the equal pay for Seamen and Waterfront Workers Union and Technical and Allied Workers Union, generally workers were satisfied because they were carrying out similar tasks but Seamen and Waterfront Workers were receiving higher wages to that of Technical and Allied Workers Union. In this regard, the Committee asks the Government to provide sex-disaggregated data on the current composition of the staff of Grenada Ports Authority (in particular, the percentage of women working in that institution, at different levels, and in which categories of job they are concentrated).

Direct Request (CEACR) - adopted 2019, published 109th ILC session (2021)

The Committee notes that the Government’s report has not been received. It hopes that the next report will contain full information on the matters raised in its previous comments.

Repetition

Article 2 of the Convention. Minimum wages. Concerning the establishment of the minimum wage rates, the Committee notes the Government’s indication that no review has been done since its last report because the country is under a Structural Adjustment Programme based on a Memorandum of Understanding with the International Monetary Fund and that salaries have since been frozen. The Government adds that, since the adoption of the New Minimum Wage Order in 2011, there is no disparity between wages of men and women, contrary to the 2002 Minimum Wage Order which specified different minimum wages for female and male agricultural workers. The Committee wishes to stress that the question it had asked related to the methods and criteria used to determine the minimum wage rates for the different occupations and industries so as to ensure that sectors with a high proportion of women are not undervalued compared to sectors in which men are predominantly employed. It recalls that, when setting minimum wages, the absence of differentiated minimum wage rates for men and women is not enough, as it is also necessary to eliminate any indirect discrimination, and in particular to ensure that certain skills considered to be “natural” to women workers are not undervalued, while those traditionally associated with men are not overvalued. In addition, the Committee recalls that the concept of “equal value” requires some method of measuring and comparing the relative value of different jobs based on objective criteria such as skills, efforts, responsibilities and working conditions. The Committee notes that, according to the Government, the National Training Agency has trained a significant number of persons, mostly young women (although there is no indication of year, numbers, types of occupations); and that, jobs that used to be male dominated (security and construction sectors) have now an increased number of women. However, the last National Labour Force Survey conducted by the Central Statistical Office shows that in 2014 women were still concentrated in certain sectors (wholesale and retail trade, public administration, education, health and social work) despite the fact that they tend to have higher diplomas than men. In light of the persistence of gender segregation in the labour market, the Committee asks the Government to indicate the concrete measures taken or envisaged to promote the access of women to a wider range of jobs at all levels, in particular in sectors in which they are currently under-represented. It reiterates its requests to the Government to indicate the methods and criteria used to determine the minimum wage rates and the steps undertaken to develop or implement objective job evaluation methods as required by the Convention.

Articles 2(c) and 4. Collective agreements and cooperation with workers’ and employers’ organizations. In its report, the Government states that it is not in a position to provide information on the impact of the job evaluation exercise carried out in the context of a collective agreement signed by the Grenada Electricity Services (GRENLEC) and the Grenada Technical and Allied Workers Union (GTAWU) on the remuneration of men and women and that it will keep the Office informed when such a study is conducted. The Committee asks the Government to provide information not only on the collective agreement signed by GRENLEC and GTAWU, but also on any other job evaluation exercise carried out in the context of a collective agreement and on the steps taken to give effect to the principle of the Convention through cooperation with workers’ and employers’ organizations, including through training or awareness raising on the principle of equal value.

Article 3. Objective job evaluation. In reply to the Committee’s previous request that the Government develop and implement objective methods of evaluation and criteria that are free from gender bias, in the context of the review of the public sector job evaluation process, the Government merely indicates that in 2012 a Human Resource Audit of the Public Service was undertaken but provides no information on the objectives and results of this audit. Consequently, the Committee asks the Government to indicate whether this audit is a follow-up to the evaluation carried out in 2010 the results of which were not implemented due to concerns raised by workers’ organizations. It also wishes to obtain confirmation that this audit concerned a job evaluation exercise undertaken to ensure that the principle of equal remuneration for men and women for work of equal value is effectively applied in the public sector. It reiterates its request for information on the specific measures taken or envisaged to promote objective job evaluation in the private sector.

Monitoring and enforcement. In its previous comments, the Committee had asked the Government to communicate information on the impact of the wage adjustments mandated by an arbitration tribunal, which resulted in the principle of equal pay for work of equal value being applied to women and men working for the Grenada Ports Authority, as well as in compensation for differentials in pay. In its report, the Government indicates that, with the introduction of the equal pay for Seamen and Waterfront Workers Union and Technical and Allied Workers Union, generally workers were satisfied because they were carrying out similar tasks but Seamen and Waterfront Workers were receiving higher wages to that of Technical and Allied Workers Union. In this regard, the Committee asks the Government to provide sex-disaggregated data on the current composition of the staff of Grenada Ports Authority (in particular, the percentage of women working in that institution, at different levels, and in which categories of job they are concentrated).

Direct Request (CEACR) - adopted 2017, published 107th ILC session (2018)

Article 2 of the Convention. Minimum wages. Concerning the establishment of the minimum wage rates, the Committee notes the Government’s indication that no review has been done since its last report because the country is under a Structural Adjustment Programme based on a Memorandum of Understanding with the International Monetary Fund and that salaries have since been frozen. The Government adds that, since the adoption of the New Minimum Wage Order in 2011, there is no disparity between wages of men and women, contrary to the 2002 Minimum Wage Order which specified different minimum wages for female and male agricultural workers. The Committee wishes to stress that the question it had asked related to the methods and criteria used to determine the minimum wage rates for the different occupations and industries so as to ensure that sectors with a high proportion of women are not undervalued compared to sectors in which men are predominantly employed. It recalls that, when setting minimum wages, the absence of differentiated minimum wage rates for men and women is not enough, as it is also necessary to eliminate any indirect discrimination, and in particular to ensure that certain skills considered to be “natural” to women workers are not undervalued, while those traditionally associated with men are not overvalued. In addition, the Committee recalls that the concept of “equal value” requires some method of measuring and comparing the relative value of different jobs based on objective criteria such as skills, efforts, responsibilities and working conditions. The Committee notes that, according to the Government, the National Training Agency has trained a significant number of persons, mostly young women (although there is no indication of year, numbers, types of occupations); and that, jobs that used to be male dominated (security and construction sectors) have now an increased number of women. However, the last National Labour Force Survey conducted by the Central Statistical Office shows that in 2014 women were still concentrated in certain sectors (wholesale and retail trade, public administration, education, health and social work) despite the fact that they tend to have higher diplomas than men. In light of the persistence of gender segregation in the labour market, the Committee asks the Government to indicate the concrete measures taken or envisaged to promote the access of women to a wider range of jobs at all levels, in particular in sectors in which they are currently under-represented. It reiterates its requests to the Government to indicate the methods and criteria used to determine the minimum wage rates and the steps undertaken to develop or implement objective job evaluation methods as required by the Convention.

Articles 2(c) and 4. Collective agreements and cooperation with workers’ and employers’ organizations. In its report, the Government states that it is not in a position to provide information on the impact of the job evaluation exercise carried out in the context of a collective agreement signed by the Grenada Electricity Services (GRENLEC) and the Grenada Technical and Allied Workers Union (GTAWU) on the remuneration of men and women and that it will keep the Office informed when such a study is conducted. The Committee asks the Government to provide information not only on the collective agreement signed by GRENLEC and GTAWU, but also on any other job evaluation exercise carried out in the context of a collective agreement and on the steps taken to give effect to the principle of the Convention through cooperation with workers’ and employers’ organizations, including through training or awareness raising on the principle of equal value.

Article 3. Objective job evaluation. In reply to the Committee’s previous request that the Government develop and implement objective methods of evaluation and criteria that are free from gender bias, in the context of the review of the public sector job evaluation process, the Government merely indicates that in 2012 a Human Resource Audit of the Public Service was undertaken but provides no information on the objectives and results of this audit. Consequently, the Committee asks the Government to indicate whether this audit is a follow-up to the evaluation carried out in 2010 the results of which were not implemented due to concerns raised by workers’ organizations. It also wishes to obtain confirmation that this audit concerned a job evaluation exercise undertaken to ensure that the principle of equal remuneration for men and women for work of equal value is effectively applied in the public sector. It reiterates its request for information on the specific measures taken or envisaged to promote objective job evaluation in the private sector.

Monitoring and enforcement. In its previous comments, the Committee had asked the Government to communicate information on the impact of the wage adjustments mandated by an arbitration tribunal, which resulted in the principle of equal pay for work of equal value being applied to women and men working for the Grenada Ports Authority, as well as in compensation for differentials in pay. In its report, the Government indicates that, with the introduction of the equal pay for Seamen and Waterfront Workers Union and Technical and Allied Workers Union, generally workers were satisfied because they were carrying out similar tasks but Seamen and Waterfront Workers were receiving higher wages to that of Technical and Allied Workers Union. In this regard, the Committee asks the Government to provide sex-disaggregated data on the current composition of the staff of Grenada Ports Authority (in particular, the percentage of women working in that institution, at different levels, and in which categories of job they are concentrated).

Direct Request (CEACR) - adopted 2013, published 103rd ILC session (2014)

Article 2 of the Convention. Minimum wages. The Committee previously noted the adoption of the Minimum Wage Order SRO 30 (2011), which establishes a uniform minimum wage for 13 categories of workers, including agricultural workers. It asked the Government to indicate the methods and criteria used to determine the minimum wage rates for the different occupations and industries so as to ensure that sectors with a high proportion of women are not undervalued compared to sectors in which men are predominantly employed. The Committee notes the Government’s indication that the Wages Advisory Committee fixes minimum wage rates based on results gathered from surveys, interviews with workers, as well as in light of national socio-economic conditions and concerns raised by both workers and employers. Data from the National Insurance Scheme was also used to obtain information about domestic workers in particular. The Committee also notes that in its concluding observations of 21 February 2012, the UN Committee on the Elimination of Discrimination against Women (CEDAW), expressed concerns regarding the persistence of the gender pay gap, the horizontal and vertical gender segregation in the labour market and the concentration of women in low-skilled jobs with low pay (CEDAW/C/GRD/CO/1-5, 21 February 2012, paragraph 31). The Committee asks the Government to provide specific information on whether and to what extent the principle of the Convention has been taken into account in establishing the minimum wage rates. The Committee also asks the Government to provide information on the measures taken to promote the access of women to a wider range of jobs at all levels, including in sectors in which they are currently under-represented.

Articles 2 and 4. Collective agreements and cooperation with the social partners. The Committee notes the information provided by the Government regarding the job evaluation exercise carried out in the context of a collective agreement signed by the Grenada Electricity Services (GRENLEC) and the Grenada Technical and Allied Workers Union (GTAWU). It notes, in particular, that the collective agreement was amended as a result of the job evaluation exercise, awarding progressive wage increases. Noting that the collective agreement resulted in wage adjustments, the Committee requests the Government to provide information on the impact of the adjustments on the remuneration of men and women respectively, and to provide information on any other collective agreements addressing the principle of the Convention. The Committee also asks the Government to provide any information on the steps taken to give effect to the principle of the Convention through cooperation with workers’ and employers’ organizations, including through training or awareness raising on the principle.

Article 3. Objective job evaluation. The Committee notes the Government’s indication that the wage and grade scales currently in effect in the public sector were established as a result of a job evaluation exercise conducted in 1995. The Government also indicates that, although a subsequent evaluation was carried out in 2010, its results were not implemented due to concerns raised by workers’ organizations with regard to downgrading of wage scales, extension of pay bands and reduction of incremental steps. Further, the Committee notes the Government’s indication that a subcommittee was created to look into these issues and that the Department of Public Administration is looking into employing experts to conduct another job evaluation. The Committee recalls in this connection that, whatever methods are used for the objective evaluation of jobs, particular care must be taken to ensure that they are free from gender bias: it is important to ensure that the selection of factors for comparison, the weighting of such factors and the actual comparison carried out are not discriminatory, either directly or indirectly (see General Survey on fundamental Conventions, 2012, paragraph 701). In the context of the foreseen review of the public sector job evaluation process, the Committee asks the Government to develop and implement objective methods and criteria that are free from gender bias, in order to ensure that the principle of equal remuneration for men and women for work of equal value is effectively applied, and to provide information in this regard. The Committee also reiterates its request for information on the specific measures taken or envisaged to promote objective job evaluation in the private sector.

Parts III to V of the report form. Monitoring and enforcement. The Committee notes the Government’s reference to a job evaluation exercise mandated by the arbitration tribunal, which resulted in the principle of equal pay for work of equal value being applied to workers in different bargaining units, as well as in compensation for differentials in pay. The Committee asks the Government to provide information on the impact of the arbitrated wage adjustments on the remuneration of women and men respectively working for the Grenada Ports Authority, and on any other decisions of the courts or arbitration tribunal addressing equal pay for work of equal value, and the results thereof. Noting the Government’s indication that it will provide statistics with its next report, the Committee looks forward to receiving information regarding the participation and remuneration of men and women by industry, occupation and position, both in the public and private sectors, as soon as such data becomes available.

Direct Request (CEACR) - adopted 2012, published 102nd ILC session (2013)

Article 2 of the Convention. Minimum wages. Further to its observation, the Committee notes that the Minimum Wage Order SRO 30 (2011) regulates minimum wages of 13 categories of workers, as well as of specific jobs within those categories. The Committee notes the Government’s indication that the tripartite Wages Advisory Committee, established pursuant to section 51 of the Employment Act, 1999, is to investigate the conditions of employment in trades, industries or occupations where no arrangements exist for the effective regulation of wages, and make recommendations. The Committee also notes that among the lowest minimum wages are for example, machine operators, cleaners and packers in the garment industry, and domestic workers, jobs which are typically carried out by women. The Committee recalls in this regard that there is a tendency to set lower wages for sectors predominantly employing women, and special attention is needed in the design and adjustment of sectoral minimum wages to ensure that the rates fixed are free from gender bias and in particular that certain skills considered to be “female” are not undervalued (General Survey on fundamental Conventions, 2012, paragraph 683). The Committee asks the Government to provide information on how in the fixing of minimum wages it is ensured that sectors with a high proportion of women are not undervalued compared to sectors in which men are predominantly employed.

Articles 2 and 4. Collective agreements and cooperation with the social partners. The Committee notes the Government’s indication that the principle of equal pay for equal work is embodied in all collective agreements. Recalling that the concept of “equal work” is narrower than “work of equal value”, and that section 27 of the Employment Act requires employers to pay men and women equal remuneration for work of equal value, the Committee asks the Government to provide information on any steps taken to encourage the social partners to include the principle of equal remuneration for men and women for work of equal value in collective agreements. The Committee also asks the Government to respond to its previous request for information on the measures taken to assist the Grenada Ports Authority and the Grenada Electricity Services to address the issue of work of equal value. Further, noting the Government’s reference to the tripartite Labour Advisory Board, the Committee asks the Government to provide information on specific measures taken by the Board to promote and ensure the principle of the Convention.

Article 3. Objective job evaluation. The Committee notes the Government’s general indication that the appraisal of the jobs to be performed is undertaken through research, surveys, interviews with workers and employers and in “discussion/analysis/consensus” processes. On the basis of this information, however, the Committee is not in a position to assess whether objective job evaluation methods are being implemented. The Committee recalls the importance of the implementation of objective job evaluation to measure and compare the relative value of different jobs, based on factors such as skill, effort, responsibilities and working conditions (General Survey, 2012, paragraph 695). The Committee again asks the Government to provide information on the developments in the review of the public sector job evaluation process, and asks the Government to ensure that equal remuneration for men and women for work of equal value will be a specific objective of this review process. The Committee also asks the Government to provide information on the specific measures taken or envisaged to promote objective job evaluation in the private sector.

Parts III to V of the report form. Monitoring and enforcement. The Committee again asks the Government to provide statistical information regarding the number of men and women in the various levels of the public and private sectors, as well as their respective earnings levels. The Committee also once again asks the Government to provide information on the nature, number and outcome of any cases brought pursuant to section 27 of the Employment Act, and any violations of section 27 detected by or brought to the attention of the labour inspectorate. In addition, the Committee reiterates its request for information on any activities undertaken to increase the awareness of the judiciary and the labour inspectorate of the principle of the Convention.

Observation (CEACR) - adopted 2012, published 102nd ILC session (2013)

Discriminatory minimum wage order. The Committee recalls its previous observations raising concerns regarding the Minimum Wage Order SRO 11 (2002) which specified different minimum wages for female and male agricultural workers, and urging the Government to take steps to ensure that it was revised so as not to establish discriminatory wages. The Committee notes with satisfaction that the Minimum Wage Order SRO (2002) has been replaced by the Minimum Wage Order SRO 30 (2011), which came into force on 1 January 2011, and provides a uniform minimum wage for agricultural workers. The Committee asks the Government to continue to provide information on any changes in the minimum wage orders, and to provide copies thereof, as well as information on their implementation in practice.

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

Direct Request (CEACR) - adopted 2011, published 101st ILC session (2012)

The Committee notes that the Government’s report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous direct request, which read as follows:

Repetition

Article 3 of the Convention. Objective job evaluation. The Committee notes the Government’s statement that the job evaluation process in the public sector is currently under review, and that consultants have been engaged for this purpose. The Government states, however, that there is no pay discrimination in the public service, and that women hold the majority of managerial positions. It notes further the Government’s indication that the Ministry of Labour encourages job evaluation in the private sector. The Committee asks the Government to keep it apprised of developments in the review of the public sector job evaluation process, and hopes that ensuring equal remuneration for women and men for work of equal value, as set out in the Convention and section 27 of the Employment Act, 1999, will be an explicit objective of the review process. The Committee also asks the Government to provide information on the specific measures taken to promote objective job evaluation in the private sector. The Committee would also welcome receiving statistics regarding the number of women and men in the various levels of the public sector, including the civil service, as well as for the private sector, if possible, with specific reference to the earnings levels.

Article 4. Cooperation with workers’ and employers’ organizations. The Committee notes the Government’s indication that it seeks to address issues of the value of jobs, for example in the collective agreement of the Grenada Ports Authority, and the Grenada Electricity Services. The Committee asks the Government to provide information on the measures taken to assist in addressing the issues of “equal value” with respect to the Grenada Ports Authority and the Grenada Electricity Services. Please also provide information on any other steps taken to give effect to the principle of the Convention through cooperation with workers’ and employers’ organizations, including through training or awareness raising on the principle.

Enforcement. The Committee notes the Government’s indication that there have been no cases submitted in violation of section 27 of the Employment Act. The Committee asks the Government to continue to provide information on the nature, number and outcome of any cases on unequal remuneration. Please also provide information on any violations of section 27 brought to the attention of the Department of Labour, and any activities undertaken to increase the awareness of the judiciary and the labour inspectorate of the principle of the Convention.

Observation (CEACR) - adopted 2011, published 101st ILC session (2012)

The Committee notes that the Government’s report has not been received. It must therefore repeat its previous observation, which read as follows:

Repetition

Discriminatory Minimum Wage Order. The Committee previously raised concerns regarding the discriminatory nature of the Minimum Wage Order SRO 11 (2002), which provides different wages for female and male agricultural workers. The Committee noted previously that the Grenada Employers’ Federation and the Grenada Trade Union Council had agreed with the Committee’s comments and that the Department of Labour had proposed an amendment to provide for the same wage rate for male and female agricultural workers. The Committee regrets that the Government has not replied to the Committee’s previous observation on this matter and, therefore, it must urge the Government to take steps, without further delay, to ensure that the Minimum Wage Order no longer provides different wages for male and female workers. The Committee also asks the Government to provide a copy of the revisions once they are adopted. Please also provide copies of any other minimum wage orders currently in force for the various trades, industries and occupations, as well as information on the criteria used for fixing the applicable minimum wages.

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

The Committee hopes that the Government will make every effort to take the necessary action in the near future.

Direct Request (CEACR) - adopted 2009, published 99th ILC session (2010)

Article 3 of the Convention. Objective job evaluation. The Committee notes the Government’s statement that the job evaluation process in the public sector is currently under review, and that consultants have been engaged for this purpose. The Government states, however, that there is no pay discrimination in the public service, and that women hold the majority of managerial positions. It notes further the Government’s indication that the Ministry of Labour encourages job evaluation in the private sector. The Committee asks the Government to keep it apprised of developments in the review of the public sector job evaluation process, and hopes that ensuring equal remuneration for women and men for work of equal value, as set out in the Convention and section 27 of the Employment Act, 1999, will be an explicit objective of the review process. The Committee also asks the Government to provide information on the specific measures taken to promote objective job evaluation in the private sector. The Committee would also welcome receiving statistics regarding the number of women and men in the various levels of the public sector, including the civil service, as well as for the private sector, if possible, with specific reference to the earnings levels.

Article 4. Cooperation with workers’ and employers’ organizations. The Committee notes the Government’s indication that it seeks to address issues of the value of jobs, for example in the collective agreement of the Grenada Ports Authority, and the Grenada Electricity Services. The Committee asks the Government to provide information on the measures taken to assist in addressing the issues of “equal value” with respect to the Grenada Ports Authority and the Grenada Electricity Services. Please also provide information on any other steps taken to give effect to the principle of the Convention through cooperation with workers’ and employers’ organizations, including through training or awareness raising on the principle.

Enforcement. The Committee notes the Government’s indication that there have been no cases submitted in violation of section 27 of the Employment Act. The Committee asks the Government to continue to provide information on the nature, number and outcome of any cases on unequal remuneration. Please also provide information on any violations of section 27 brought to the attention of the Department of Labour, and any activities undertaken to increase the awareness of the judiciary and the labour inspectorate of the principle of the Convention.

Observation (CEACR) - adopted 2009, published 99th ILC session (2010)

Discriminatory Minimum Wage Order. The Committee previously raised concerns regarding the discriminatory nature of the Minimum Wage Order SRO 11 (2002), which provides different wages for female and male agricultural workers. The Committee noted previously that the Grenada Employers’ Federation and the Grenada Trade Union Council had agreed with the Committee’s comments and that the Department of Labour had proposed an amendment to provide for the same wage rate for male and female agricultural workers. The Committee regrets that the Government has not replied to the Committee’s previous observation on this matter and, therefore, it must urge the Government to take steps, without further delay, to ensure that the Minimum Wage Order no longer provides different wages for male and female workers. The Committee also asks the Government to provide a copy of the revisions once they are adopted. Please also provide copies of any other minimum wage orders currently in force for the various trades, industries and occupations, as well as information on the criteria used for fixing the applicable minimum wages.

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

Direct Request (CEACR) - adopted 2007, published 97th ILC session (2008)

1. Article 3. Objective job evaluation. The Committee notes that the documentation provided by the Government (“Performance Appraisal for the Public Service”) concerns the assessment of the performance of individual employees rather than objective job evaluation as referred to in Article 3 of the Convention (i.e. an evaluation of the tasks of the different positions on the basis of objective criteria). The Committee therefore asks the Government to indicate how it promotes objective job evaluation in the public sector, and also to provide information on the measures taken to promote the use of objective job evaluation methods in the private sector as a means of ensuring that jobs in which women predominate are not undervalued.

2. Article 4. Cooperation with workers’ and employers’ organizations. In its 2006 general observation, the Committee stressed the importance of awareness raising and training on the principle of equal remuneration for work of equal value and the practical aspects of its implementation, such as the use of objective job evaluation methods. The Committee, therefore, asks the Government to seek the cooperation of workers’ and employers’ organizations with a view to undertaking concrete and practical steps to actively promote equal remuneration for men and women for work of equal value, including through training activities. Please indicate in your next report any developments in this regard.

3. Enforcement. The Committee notes from the Government’s report that no judicial or administrative decisions involving questions of the principle relating to the application of the Convention have been issued. It asks the Government to provide information on the number, nature and outcome of any court cases brought under section 27 of the Employment Act, as well as information on the activities of the Department of Labour to ensure compliance with this provision, including the number and nature of infringements found in the context of inspections.

4. Statistics. The Committee reiterates its request to the Government to provide statistical information on earnings, disaggregated by sex as far as possible, as set out in the Committee’s 1998 general observation on the Convention.

Observation (CEACR) - adopted 2007, published 97th ILC session (2008)

1. Articles 1 and 2 of the Convention. Legislative developments. Recalling its previous comments concerning the differential wage rates for female and male agricultural workers provided for under the Minimum Wage Order SRO 11 (2002), the Committee notes that both the Grenada Employers’ Federation and the Grenada Trade Union Council agreed with the Committee’s comments and that the Department of Labour proposed an amendment to provide for the same wage rate for male and female agricultural workers. The Committee asks the Government to ensure that the Minimum Wage Order no longer specifically refers to “male workers” and “female workers” and that all designations for workers in the different occupations are gender-neutral. The Committee asks the Government to supply a copy of the revised 2002 Minimum Wage Order, as soon as it is adopted. The Committee also asks the Government to provide copies of any other minimum wage orders currently in force for the various trades, industries and occupations, as well as information on the criteria used for fixing the applicable minimum wages.

2. Public sector. The Committee notes that the Government has not yet replied to the Committee’s repeated requests for information on how remuneration is determined for persons working in the public sector. It asks the Government to provide this information in its next report, including information on how the principle of the Convention is taken into consideration in this context.

3. Collective agreements. The Committee notes the examples of collective agreements provided by the Government, many of which contain specific clauses providing for equal pay for men and women, in accordance with job grades and classifications. The Committee asks the Government to indicate how it is ensuring that the principle of the Convention is included in public sector collective agreements and promoted in private sector collective agreements. Please also provide information on measures taken to ensure job classifications and the grade structure are established in accordance with the principle of equal remuneration for work of equal value, including through the use of objective job evaluation.

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

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

1. Articles 1 and 2 of the Convention. Public sector. The Committee notes the Government’s statement that there were no regulations governing the remuneration of public sector workers. Please provide further information on how remuneration is determined for persons working in the public sector, including the civil service.

2. Minimum wages. The Committee notes that the Government’s report does not include the information requested in its previous comment. It therefore asks the Government once again to provide copies of the minimum wage orders currently in force for the various trades, industries and occupations, as well as information on the criteria used for fixing the applicable minimum wages.

3. Collective agreements. The copies of collective agreements mentioned in the report were not attached. The Committee therefore asks the Government to provide the examples of collective agreements with its next report, as well as indications on the specific measures taken by employers’ and workers’ organizations to achieve equal remuneration for men and women for work of equal value through such agreements.

4. Article 3. Objective job evaluation. The Committee notes that the documentation concerning the methods for job evaluation applied in the public sector referred to in the Government’s report was not attached. It therefore asks the Government to provide this information in its next report, as well as information on any measures taken to promote the use of objective job evaluation methods in the private sector as a means of ensuring that jobs in which women predominate are not undervalued.

5. Article 4. Cooperation with workers’ and employers’ organizations. The Committee notes from the Government’s report that the Labour Advisory Board has not yet dealt with any matters pertaining to the principle of equal remuneration. It recalls that measures are required to apply the Convention not only in law, but also in practice. In this regard, the Committee stresses the importance of awareness-raising and training on the Convention’s principle and on the specific measures available to promote and ensure its application. The Committee asks the Government to provide information on any measures taken or envisaged to seek the cooperation of workers’ and employers’ organizations for the purpose of giving effect to the Convention, including through awareness-raising and training activities.

6. Enforcement. The Committee notes from the Government’s report that no judicial or administrative decisions involving questions of the principle relating to the application of the Convention have been issued. It asks the Government to provide information on the number, nature and outcome of any court cases brought under section 27 of the Employment Act, as well as information on the activities of the Department of Labour to ensure compliance with this provision, including the number and nature of infringements found in the context of inspections.

7. Statistics. The Committee reiterates its request to the Government to provide statistical information on earnings disaggregated by sex, as far as possible, as set out in the Committee’s 1998 general observation on the Convention.

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

Articles 1 and 2 of the Convention. Differential minimum wage for male and female agricultural workers. In its previous comments, the Committee noted that Minimum Wage Order S.R.O. 11 (2002), setting the minimum wage for male agricultural workers at $5 per hour and for female agricultural workers at $4.75, is in direct contravention of the Convention as the rates are based on the sex of the worker. In its report, the Government states that the Order also provides that, where female workers perform the same tasks as men, they shall receive the same rate as men. While the Committee notes that wage differentials established on the basis of job-related, objective and non-discriminatory criteria are permitted, it emphasizes that the Order in question establishes different rates for men and women based expressly on sex, which is contrary to the Convention. It asks the Government to take the necessary steps to amend the Order accordingly and to provide information on the progress made concerning this matter in its next report.

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

Direct Request (CEACR) - adopted 2005, published 95th ILC session (2006)

The Committee notes that the Government’s report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous direct request, which read as follows:

1. The Committee notes that section 27 of the Employment Act requires that every employer shall pay male and female employees equal remuneration for work of equal value, and that the definition of "remuneration" contained in the Act is very broad. It also notes with appreciation that this provision would seem to reflect fully the Convention’s principle of equal remuneration for work of equal value.

2. Nevertheless, the Committee notes with concern that Minimum Wage Order S.R.O. 11 (2002), which sets forth minimum wages for male and female workers working in the areas of agriculture, catering, construction, domestic employment, industry, security and shops, sets the minimum wage for male agricultural workers at $5.00 per hour while setting that for female agricultural workers at $4.75. The Committee notes that this Order is in direct contravention of the Convention as the rates are based on the sex of the worker, and asks the Government to amend the Order accordingly.

3. The Committee notes that the Employment Act provides for the creation, where needed by a specific trade, industry or occupation, of a wages advisory committee that is to formulate minimum wage recommendations, and that such recommendations may result in minimum wage orders being issued by the Minister. It also notes that each such committee is to comprise an equal number of worker organization members, employer organization members, and representatives of other interests. With respect to this provision, the Committee asks the Government: (1) for copies of the orders currently in force for each such committee; and (2) for details, including the criteria employed for fixing applicable minimum wages, and any applicable input from worker and employer organizations, with respect to those trades, industries or occupations where no such committee exists.

4. The Committee asks the Government to supply copies of any regulations governing the remuneration of workers in the public sector.

5. The Committee notes the Government’s assertion that "the principles of non-discrimination and equal pay for equal work are embodied in all the collective agreements between employers and workers". It asks the Government: (1) to confirm that in fact these agreements guarantee not only equal remuneration for equal work as between men and women, but equal remuneration for work of equal value as between men and women; (2) to provide copies of collective agreements currently in force, in both the private and the public sectors; and (3) to indicate the measures taken by employers’ and workers’ organizations to achieve equal remuneration for men and women for work of equal value through those agreements.

6. The Committee notes the Government’s explanation that the methods used for appraisals of jobs to be performed include research, surveys, interviews with workers and employers, discussions, analysis and consensus, but adds that the Government does not provide details as to any of these methods. Accordingly, the Committee asks the Government to provide specific information as to how it is undertaking objective job appraisals and what methodologies it uses so as to ensure that jobs in which women dominate are not undervalued.

7. The Committee notes that section 17 of the Employment Act establishes a tripartite Labour Advisory Board whose functions are to formulate and implement national policies on employment conditions, to make proposals for the adoption and amendment of legislation, to review the operation of the Employment Act as well as the Labour Relations Act, 1999, and to promote collective bargaining. It asks the Government for specific information as to the activities of this Board, including any recommendations made as to national policies, and any reviews of legislation and any other matters in so far as they pertain to the principle of equal remuneration as between men and women for work of equal value.

8. The Committee notes that the report contains no information as to any court or administrative decisions involving questions of principle relating to the application of the Convention. It asks the Government to provide decisions of the courts and other applicable bodies, including information about the relevant activities of the Labour Commissioner and the Public Service Commission.

9. The Committee notes that the Government provides little specific information on the practical application of the Convention. It asks the Government to provide such information, regarding both the public and the private sectors. Such information should include information on any measures taken or contemplated: (a) to ensure application of the principle of equal remuneration for work of equal value in the fields in which the Government can exercise direct or indirect influence on determining wages; and (b) to promote application of the principle of equal remuneration in cases where the Government is not involved in wage setting. The information should also include detailed statistical data on earnings disaggregated by sex (as described in the 1998 general observation on the Convention).

Direct Request (CEACR) - adopted 2004, published 93rd ILC session (2005)

The Committee notes that the Government’s report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous direct request, which read as follows:

The Committee notes the information in the Government’s first report and asks the Government to provide additional information on the following points.

1. The Committee notes that section 27 of the Employment Act requires that every employer shall pay male and female employees equal remuneration for work of equal value, and that the definition of "remuneration" contained in the Act is very broad. It also notes with appreciation that this provision would seem to reflect fully the Convention’s principle of equal remuneration for work of equal value.

2. Nevertheless, the Committee notes with concern that Minimum Wage Order S.R.O. 11 (2002), which sets forth minimum wages for male and female workers working in the areas of agriculture, catering, construction, domestic employment, industry, security and shops, sets the minimum wage for male agricultural workers at $5.00 per hour while setting that for female agricultural workers at $4.75. The Committee notes that this Order is in direct contravention of the Convention as the rates are based on the sex of the worker, and asks the Government to amend the Order accordingly.

3. The Committee notes that the Employment Act provides for the creation, where needed by a specific trade, industry or occupation, of a wages advisory committee that is to formulate minimum wage recommendations, and that such recommendations may result in minimum wage orders being issued by the Minister. It also notes that each such committee is to comprise an equal number of worker organization members, employer organization members, and representatives of other interests. With respect to this provision, the Committee asks the Government: (1) for copies of the orders currently in force for each such committee; and (2) for details, including the criteria employed for fixing applicable minimum wages, and any applicable input from worker and employer organizations, with respect to those trades, industries or occupations where no such committee exists.

4. The Committee asks the Government to supply copies of any regulations governing the remuneration of workers in the public sector.

5. The Committee notes the Government’s assertion that "the principles of non-discrimination and equal pay for equal work are embodied in all the collective agreements between employers and workers". It asks the Government: (1) to confirm that in fact these agreements guarantee not only equal remuneration for equal work as between men and women, but equal remuneration for work of equal value as between men and women; (2) to provide copies of collective agreements currently in force, in both the private and the public sectors; and (3) to indicate the measures taken by employers’ and workers’ organizations to achieve equal remuneration for men and women for work of equal value through those agreements.

6. The Committee notes the Government’s explanation that the methods used for appraisals of jobs to be performed include research, surveys, interviews with workers and employers, discussions, analysis and consensus, but adds that the Government does not provide details as to any of these methods. Accordingly, the Committee asks the Government to provide specific information as to how it is undertaking objective job appraisals and what methodologies it uses so as to ensure that jobs in which women dominate are not undervalued.

7. The Committee notes that section 17 of the Employment Act establishes a tripartite Labour Advisory Board whose functions are to formulate and implement national policies on employment conditions, to make proposals for the adoption and amendment of legislation, to review the operation of the Employment Act as well as the Labour Relations Act, 1999, and to promote collective bargaining. It asks the Government for specific information as to the activities of this Board, including any recommendations made as to national policies, and any reviews of legislation and any other matters in so far as they pertain to the principle of equal remuneration as between men and women for work of equal value.

8. The Committee notes that the report contains no information as to any court or administrative decisions involving questions of principle relating to the application of the Convention. It asks the Government to provide decisions of the courts and other applicable bodies, including information about the relevant activities of the Labour Commissioner and the Public Service Commission.

9. The Committee notes that the Government provides little specific information on the practical application of the Convention. It asks the Government to provide such information, regarding both the public and the private sectors. Such information should include information on any measures taken or contemplated: (a) to ensure application of the principle of equal remuneration for work of equal value in the fields in which the Government can exercise direct or indirect influence on determining wages; and (b) to promote application of the principle of equal remuneration in cases where the Government is not involved in wage setting. The information should also include detailed statistical data on earnings disaggregated by sex (as described in the 1998 general observation on the Convention).

Direct Request (CEACR) - adopted 2003, published 92nd ILC session (2004)

The Committee notes the information in the Government’s first report and asks the Government to provide additional information on the following points.

1. The Committee notes that section 27 of the Employment Act requires that every employer shall pay male and female employees equal remuneration for work of equal value, and that the definition of "remuneration" contained in the Act is very broad. It also notes with appreciation that this provision would seem to reflect fully the Convention’s principle of equal remuneration for work of equal value.

2. Nevertheless, the Committee notes with concern that Minimum Wage Order S.R.O. 11 (2002), which sets forth minimum wages for male and female workers working in the areas of agriculture, catering, construction, domestic employment, industry, security and shops, sets the minimum wage for male agricultural workers at $5.00 per hour while setting that for female agricultural workers at $4.75. The Committee notes that this Order is in direct contravention of the Convention as the rates are based on the sex of the worker, and asks the Government to amend the Order accordingly.

3. The Committee notes that the Employment Act provides for the creation, where needed by a specific trade, industry or occupation, of a wages advisory committee that is to formulate minimum wage recommendations, and that such recommendations may result in minimum wage orders being issued by the Minister. It also notes that each such committee is to comprise an equal number of worker organization members, employer organization members, and representatives of other interests. With respect to this provision, the Committee asks the Government: (1) for copies of the orders currently in force for each such committee; and (2) for details, including the criteria employed for fixing applicable minimum wages, and any applicable input from worker and employer organizations, with respect to those trades, industries or occupations where no such committee exists.

4. The Committee asks the Government to supply copies of any regulations governing the remuneration of workers in the public sector.

5. The Committee notes the Government’s assertion that "the principles of non-discrimination and equal pay for equal work are embodied in all the collective agreements between employers and workers". It asks the Government: (1) to confirm that in fact these agreements guarantee not only equal remuneration for equal work as between men and women, but equal remuneration for work of equal value as between men and women; (2) to provide copies of collective agreements currently in force, in both the private and the public sectors; and (3) to indicate the measures taken by employers’ and workers’ organizations to achieve equal remuneration for men and women for work of equal value through those agreements.

6. The Committee notes the Government’s explanation that the methods used for appraisals of jobs to be performed include research, surveys, interviews with workers and employers, discussions, analysis and consensus, but adds that the Government does not provide details as to any of these methods. Accordingly, the Committee asks the Government to provide specific information as to how it is undertaking objective job appraisals and what methodologies it uses so as to ensure that jobs in which women dominate are not undervalued.

7. The Committee notes that section 17 of the Employment Act establishes a tripartite Labour Advisory Board whose functions are to formulate and implement national policies on employment conditions, to make proposals for the adoption and amendment of legislation, to review the operation of the Employment Act as well as the Labour Relations Act, 1999, and to promote collective bargaining. It asks the Government for specific information as to the activities of this Board, including any recommendations made as to national policies, and any reviews of legislation and any other matters in so far as they pertain to the principle of equal remuneration as between men and women for work of equal value.

8. The Committee notes that the report contains no information as to any court or administrative decisions involving questions of principle relating to the application of the Convention. It asks the Government to provide decisions of the courts and other applicable bodies, including information about the relevant activities of the Labour Commissioner and the Public Service Commission.

9. The Committee notes that the Government provides little specific information on the practical application of the Convention. It asks the Government to provide such information, regarding both the public and the private sectors. Such information should include information on any measures taken or contemplated: (a) to ensure application of the principle of equal remuneration for work of equal value in the fields in which the Government can exercise direct or indirect influence on determining wages; and (b) to promote application of the principle of equal remuneration in cases where the Government is not involved in wage setting. The information should also include detailed statistical data on earnings disaggregated by sex (as described in the 1998 general observation on the Convention).