![]() In cases wherein the employee works for a company that has not installed a procedure for complaints, the employee can immediately approach the Netherlands Institute for Human Rights. The employer then has two months to act on the complaint. In 2021, women working full-time in Colorado were paid 83 of what men earned, according to the Women’s Foundation of Colorado. ![]() Before an employee can submit a complaint to the Institute, he/she must first approach the employer with the complaint. Lastly, individuals who suspect that they are not being paid an equal wage can file a complaint with the Netherlands Institute for Human Rights. ![]() If a company has more than 50 employees, they are required to provide access to anonymized records of the wages of employees who perform work of equal value within the enterprise, or in the absence thereof, work of nearly equal value, upon the request of an employee. The certification will be granted by an independent body. Large companies (with more than 250 employees) must obtain a certificate showing that they pay women and men equally, meaning that women and men in the same position and with the same working hours, receive equal pay. This will be structured according to a certification system. Should the abovementioned Act enter into force, the burden of proof will shift from the employee to the employer. If the employer refuses to provide actionable data or impedes efforts to adjust salaries to achieve pay equity, the employee can initiate a procedure with the Courts. As a result, theres a lifetime of income inequality. However, it can be difficult for the employee to acquire the relevant facts and figures. Worldwide, women only make 77 cents for every dollar earned by men. The need for a good remuneration system is obvious. It is up to the individual employee to demonstrate whether he/she may unjustifiably earn less than a colleague performing the same work. The pay gap between men and women is a persistent phenomenon worldwide, and thus also in the Netherlands. Under existing legislation, the presumption of evidence to demonstrate unequal pay rests with the employee.
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