Table of Contents

International Documents on Corporate Responsibility

International Documents on Corporate Responsibility

Edited by Stephen Tully

International Documents on Corporate Responsibility includes the principal international, regional and national instruments drafted by intergovernmental organisations or states as well as codes of conduct formulated by industry associations, trade unions and non-governmental organisations. The coverage includes the fields of human rights, international criminal and environmental law, labour standards, international trade, armed conflict, sustainable development, corruption, consumer protection and corporate governance. Each document is accompanied by a brief explanatory commentary outlining the historical origins of the instrument, the principal actors involved, controversial negotiation issues, applicable implementation procedure, and identifies further reference material.

Chapter 32: ILO: Convention No 100 (1951) Concerning Equal Renumeration for Men and Women Workers for Work of Equal Value (entry into force 1953)

Edited by Stephen Tully

Subjects: law - academic, company and insolvency law, corporate law and governance

Extract

32. ILO: Convention No 100 (1951) Concerning Equal Remuneration for Men and Women Workers for Work of Equal Value (entry into force 1953) Commentary: See further, Recommendation No 90 (1951) concerning Equal Remuneration. See also, ILO Convention No 95 (1949, entry into force 1952) and Recommendation No 85 (1949) Concerning the Protection of Wages; ILO Convention No 1 (1919) Limiting the Hours of Work in Industrial Undertakings to Eight in the Day and Forty-Eight in the Week (entry into force 1921); ILO Convention No 30 (1930) Concerning the Regulation of Hours of Work in Commerce and Offices (entry into force 1932); ILO Recommendation No 7 (1920) concerning Hours of Work (Fishing); ILO Recommendation No 8 (1920) concerning Hours of Work (Inland Navigation). Article 1 For the purpose of this Convention: (a) the term remuneration includes the ordinary, basic or minimum wage or salary and any additional emoluments whatsoever payable directly or indirectly, whether in cash or in kind, by the employer to the worker and arising out of the worker’s employment; the term equal remuneration for men and women workers for work of equal value refers to rates of remuneration established without discrimination based on sex. (b) Article 2 1. Each Member shall, by means appropriate to the methods in operation for determining rates of remuneration, promote and, in so far as is consistent with such methods, ensure the application to all workers of the principle of equal remuneration for men and women workers for work of equal value. 2....

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