Currently before Select Committee is the latest piece of gender discriminatory legislation that will undoubtedly be passed by the feminist government. The Bill is unashamedly gender specific and sexist. For example:
13C Employee may raise pay equity claim
An employee of an employer, or a group of employees who perform the same, or substantially similar, work for an employer, may raise a pay equity claim if that employee or group of employees considers that the claim is arguable.
A pay equity claim is arguable if—
the claim relates to work that is predominantly performed by female employees; and
it is arguable that the work is currently undervalued or has historically been undervalued.
I.e., the legislation is gender-specific and intended only to benefit women. Its provisions are not available to the many men who believe their low-paid role is or has historically been undervalued.
So it’s the old story led from the top: Gender discrimination is fine so long as it favours women and/or disadvantages men. The fact that gender discrimination is illegal under our Bill of Rights can be conveniently ignored.
There are only 4 days left for submissions on this bill which close on 28 November. We will attempt to get one in and encourage others likewise.
We already have a number of gender-specific laws all of which discriminate against men. Here comes another one. We can expect a lot more of them under a government led by a party that practised pro-female gender discrimination even in its selection of candidates.
Equal pay bill seeks a fairer go for working women
Published date: 27 Sep 2018
The Equal Pay Amendment Bill aims to make it easier for women to make and resolve a pay equity claim.
What is this bill about?
The bill seeks to eliminate and prevent discrimination on the basis of sex by amending the Equal Pay Act 1972. It would introduce a new process for pay equity claims.
Instead of having to resort to court action for pay equity, women would be able to use a simpler and more accessible process available through the Employment Relations Act 2000.
The bill was introduced on the 125th anniversary of women’s suffrage by Workplace Relations and Safety Minister Iain Lees-Galloway MP and Acting Minister for Women, Eugenie Sage MP.
What does this bill mean?
“The bill establishes a just and practical framework to address pay discrimination in female-dominated occupations. This is an important step in improving fairness in the workplace for women,” Eugenie Sage MP said.
Iain Lees-Galloway MP said, “it’s essential that the pay equity framework is accessible to workers, familiar to businesses and easy to manage for both.”
“By using New Zealand’s existing bargaining framework, employers and workers can negotiate in good faith, with access to mediation and resolution services readily available.”
The bill would retain the Equal Pay Act 1972, but also bring into law the recommendations of the Joint Working Group on Pay Equity Principles.
The Employment Relations Authority could ultimately be asked to decide on claims. It would be able to order up to six years back pay.
Who might this bill affect?
• Women in the workplace, especially those in female-dominated industries