Human Rights Activists and the Question of Sex Discrimination in Postwar Ontario

2021 ◽  
Vol 102 (s3) ◽  
pp. s802-s824
Author(s):  
Ruth A. Frager ◽  
Carmela Patrias
Keyword(s):  
Human Rights ◽  
Sex Discrimination ◽  
Religious Discrimination ◽  
Government Officials ◽  
Employment Practices ◽  
Equal Pay ◽  
Fair Employment ◽  
Equal Work ◽  
The Government ◽  
Equal Pay Act

This article examines the varied understandings of human rights in Ontario in the immediate aftermath of the Second World War. The article compares the social origins and implementation of Ontario’s Fair Employment Practices Act – which combatted racist and religious discrimination – with Ontario’s Female Employees Fair Remuneration Act – which mandated equal pay for women who did the same work as men. Although a few feminists called for the Fair Employment Practices Act to prohibit sex discrimination as well, their pleas fell mainly on deaf ears in this period. Men and women who fought against racist injustice were frequently unaware of gender injustice, for they, like so many others, subscribed to the deeply embedded ideology of the family wage. Conversely, some of the most outspoken advocates of women’s rights were unconscious of – or chose to ignore – racism. At the same time, some of the most committed advocates of equal pay for equal work actually reinforced certain conventional assumptions about men’s gender privilege at work and at home. Moreover, while the enforcement of both acts was constrained by the conciliatory framework embedded within them, the government officials who were charged with applying both acts interpreted the equal pay act quite narrowly and were significantly more diligent in tackling racist and religious employment discrimination.

5. Equal Pay

2020 ◽  
pp. 163-176
Author(s):  
Astra Emir
Keyword(s):  
Burden Of Proof ◽  
Sex Discrimination ◽  
Gender Pay Gap ◽  
Equal Pay ◽  
Pay Gap ◽  
Time Limits ◽  
Sex Equality ◽  
Equal Work ◽  
And Gender ◽  
Material Factor

This chapter considers those provisions of the Equality Act 2010 that deal with equal pay. These include equality of terms and the sex equality clause (s 66); equal work (s 65), ie like work, work rated as equivalent and work of equal value; the defence of material factor (s 69); sex discrimination in relation to contractual pay (s 71); the maternity equality clause (s 73); discussions about pay (s 77); and gender pay gap reporting (s 78). Also covered are rules on jurisdiction (s 127); burden of proof (s 136); time limits (s 129); remedies (s 132); death of a claimant; and backdating awards.

scholarly journals IMPLEMENTASI PRINSIP KEBEBASAN BERAGAMA DAN BERKEYAKINAN DI INDONESIA (Studi Kasus: Tanggung Jawab Negara dalam Konflik Sampang, Madura)

2017 ◽  
Vol 4 (1) ◽  
pp. 91
Author(s):  
Rizky Adi Pinandito
Keyword(s):  
Human Rights ◽  
The State ◽  
Religious Conflict ◽  
Freedom Of Religion ◽  
State Responsibility ◽  
Human Rights Violations ◽  
Government Officials ◽  
Security Forces ◽  
The Government

The purpose of this study is to explain in depth how the responsibility of the state c.q Government of Indonesia against violations of the principle of freedom of religion in the case of Sampang, Madura. The method of approach used in this research is normative juridical in discussing the issue of implementation of protection and guarantee to freedom of religionand belief which is regulated in constitution and Indonesian legislation system and how state responsibility to religious conflict happened in Sampang, Madura, Jawa East. The results of the research conducted in the case of Sampang are, the security forces do not act or do omission(omission) in the event of riots. In addition, the government’s attitude that provoked provocation was shown by the MUI who issued a decree stating that the Shia taught by Tajul Muluk is heretical. The State should (in this case the Police) take precautions. Therefore, the State c.q The Government of Indonesia is obliged to provide compensation, restitution and rehabilitation to victims of human rights violations as well as to give legal assertiveness to all perpetrators of riots including government officials who allow the riots of human rights violations

Understanding Affirmative Action: From the Practitioner's Perspective

1995 ◽  
Vol 24 (2) ◽  
pp. 139-147 ◽  
Author(s):  
Joseph Michael Pace ◽  
Zachary Smith
Keyword(s):  
Affirmative Action ◽  
Civil Rights ◽  
Minority Groups ◽  
Public Administrators ◽  
Federal Law ◽  
Government Officials ◽  
Equal Pay ◽  
Legal Concept ◽  
Equal Pay Act ◽  
Municipal Level

Affirmative action was originally meant to remove by law, as required by the Equal Pay Act and the 1964 Civil Rights Act, “artificial barriers” that often prevented women and minority groups from entering the workforce. By the late 1960's and early 1970's affirmative action had been altered to become the governmental attempt to provide compensatory opportunities for groups who experience discrimination when seeking employment. More recently the legal essence of affirmative action refers to specific guidelines and rules to recruit, hire, and promote disadvantaged groups for the purpose of eliminating the existing effects of past discriminatory practices. Despite a plethora of U.S. Supreme Court decisions, affirmative action has yet to be clearly defined as a cohesive public policy. The Court's failure to define affirmative action as a coherent constitutional and legal concept has led to widespread misinterpretation of affirmative action goals among public administrators. This notion is substantiated by examining the results of a survey of local government officials at the county and municipal level which measures their understanding and perception of federal law pertaining to affirmative action's meaning and purpose.

Retirement Age and Equalization of Pension Benefits

1993 ◽  
Vol 33 (1) ◽  
pp. 37-76
Author(s):  
P. S. Carroll ◽  
P. D. G. Tompkins
Keyword(s):  
Sex Discrimination ◽  
Equal Treatment ◽  
Retirement Age ◽  
Equal Rights ◽  
Equal Pay ◽  
European Court ◽  
Equal Pay Act ◽  
Pension Age ◽  
The Right ◽  
Pension Benefits

In the past three decades there have been many efforts at removing discrimination between people on grounds of sex, both in legislation and in practice. It has come to be accepted that, apart from certain excluded areas, men and women should have equal opportunities and equal rights in equivalent circumstances. This ‘principle of equal treatment’ of the sexes means, amongst other things, that there must be equal rewards for the same work.Legal effect to these concepts was given by the Equal Pay Act 1970 and the Sex Discrimination Act 1975, both of which excluded from their ambit provision in respect of death or retirement and statutory instruments then in force (e.g. the Social Security Acts, which enshrine unequal State pensionable ages).In 1986, Helen Marshall successfully won her case before the European Court, that she should have the right to the same contractual retirement age as her male colleagues. As a result, the Sex Discrimination Act 1986 modified the ‘death or retirement’ exclusions of the 1975 Act to provide that one sex cannot be compulsorily retired before the other but retained the exception that permits one sex to have an earlier normal pension age.

Legislating For Fair Employment: The Fair Employment (Northern Ireland) Bill, 1988

1989 ◽  
Vol 18 (2) ◽  
pp. 253-264 ◽  
Author(s):  
Robert Miller
Keyword(s):  
Northern Ireland ◽  
Religious Discrimination ◽  
British Government ◽  
Political Will ◽  
Legislative Reform ◽  
The Troubles ◽  
Fair Employment ◽  
The Government ◽  
Employment Legislation ◽  
Chronic Problem

ABSTRACTTwo decades ago allegations of religious discrimination and the onset of ‘the troubles’ led the British Government to institute a programme of administrative and legislative reform in the province. These reforms culminated in the Fair Employment Act (1976). More recently, the Government began a review of the efficacy of the existing legislation and this has now resulted in a new Fair Employment Bill for Northern Ireland. The new Bill should be seen as a serious attempt to grapple with the chronic problem of religious discrimination in the province. The realisation of equality of opportunity in Northern Ireland, however, continues to be as much a test of political will as of the ability of those who frame ‘fair employment’ legislation.

The Equal Pay Act: The First 30 Years

1997 ◽  
Vol 26 (3) ◽  
pp. 335-344 ◽  
Author(s):  
Suzanne M. Crampton ◽  
John W. Hodge ◽  
Jitendra M. Mishra
Keyword(s):  
Civil Rights ◽  
Wage Differentials ◽  
Equal Pay ◽  
Men And Women ◽  
Civil Rights Act ◽  
Pay Disparity ◽  
Women's Wages ◽  
Equal Work ◽  
Equal Pay Act

Historically, women have been paid less than men. This pay disparity between men and women exists even when women hold similar jobs and are comparable to men with regard to seniority and experience. The goal of the Equal Pay Act of 1963 and the Civil Rights Act of 1964 was to change this situation. The Equal Pay Act states that men and women should receive the same pay for equal work. Three decades have passed but women's wages remain less than wages for men in equal positions. The focus of this paper is a discussion of the Equal Pay Act on wage differentials between men and women. Strategies will be presented that organizations can follow to minimize compensation disparities.

To Equality and Beyond: Religious Discrimination and the Equality Act 2006

2006 ◽  
Vol 8 (39) ◽  
pp. 470-474
Author(s):  
Russell Sandberg
Keyword(s):  
Human Rights ◽  
Race Relations ◽  
Sex Discrimination ◽  
European Convention ◽  
Religious Discrimination ◽  
International Human Rights ◽  
International Human ◽  
Employment Equality

Recent years have witnessed a piecemeal development of discrimination law that affects religious organisations: the collection includes statutes such as the Sex Discrimination Act 1975 and the Race Relations Act 1976, statutory instruments such as the Employment Equality Regulations 2003 and 2005, and international human rights instruments such as Article 14 of the European Convention on Human Rights (ECHR). The newest addition to the collection is the Equality Act 2006 (c 3), which received Royal Assent on 16 February 2006.

14. Discrimination law

2020 ◽  
pp. 422-463
Author(s):  
Nigel Foster
Keyword(s):  
European Union ◽  
Social Security ◽  
Sex Discrimination ◽  
The European Union ◽  
Equal Pay ◽  
The Social ◽  
Equal Work ◽  
The Eu

This chapter examines sex discrimination law in the European Union (EU). It analyses the reasons for the original inclusion of sex discrimination in the Treaty on the Functioning of the European Union (TFEU) and discusses the provision of TFEU Articles that aim to promote equality and prohibit discrimination. It evaluates the scope of Article 157 TFEU and explains the principle of ‘equal pay for equal work’ and ‘work of equal value’. This chapter also considers the expansion of the EU equality law with Article 19 TFEU, the Pregnant and Breastfeeding Workers Directive, and the Social Security Directive.

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