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performing work of equal value
Vertaling van "performing work of equal value" in Chinees
从事同等价值工作的
从事等值工作
同值工作
Section 11 of the Canadian Human Rights Act, which makes it a discriminatory practice to pay men and women differently for performing work of equal value, has not been amended or subjected to a comprehensive review since receiving Royal Assent in 1977
《加拿大人权法》第11条，它将对从事同等价值工作的男女发放不同的报酬定为一种歧视做法，自1977年获得御准以来，此条未作修正或接受过综合审查；
In Public Service Alliance of Canada and Treasury Board (1998), the complaint before the Canadian Human Rights Commission alleged that the Treasury Board, the department responsible for the federal government's relations with its employees, was in breach of section 11 of the Canadian Human Rights Act, by maintaining "differences in wages between male and female employees employed in the same establishment who are performing work of equal value."
在加拿大公务员系统联盟-和-财政委员会案（1998年）中，提交给加拿大人权委员会的控诉书声称，由于维持"受雇于同一单位并以从事同等价值工作的男女雇员之间的工资差别"，财政委员会这一负责联邦政府与雇员关系的部门，违反了《加拿大人权法》第11条。
Simultaneously, it took other severe measures to reduce the provincial deficit, including budgetary cuts to hospitals and school; however, no similar cuts were imposed on people working in male-dominated jobs performing work of equal value.
与此同时，政府还采取其他严厉措施以减少该省的赤字，包括削减医院和学校的预算；然而，并没有对男性占主导地位的职业领域强制推行类似的削减，尽管他们在从事等值工作。
Legal requirement of equal pay for work of equal value - In addition, section 5(4) of the Employment Act requires that all men and women performing work of equal value shall be paid equal outlaws the employer practice whereby female employees were paid less than their male counterparts performing the same work of equal value on the basis that women have husbands to take care of them and therefore do not deserve the same pay as the men, even if they perform work of the same value.
同工同酬的法律要求 - 此外，《就业法》第5（4）条还规定，完成同等价值工作的男女雇员应获得相同的报酬，明确要求雇主不得以妇女有丈夫照顾因而即使她们完成同等价值的工作也不需要获得同男性一样的报酬为由，付给完成同等价值相同工作的女性雇员少于男性的报酬。
The complaint alleged that employees in the six predominantly female occupational groups were being paid less than employees in the 53 predominantly male groups included in a joint study (undertaken by the Treasury Board and the public service unions) who were performing work of equal value to that of members of the female groups.
控诉书声称，六个以女性为主的职业组中的雇员所得的报酬，比包括在一项联合研究中（由财政委员会和公务员工会进行）并从事与女性组成员价值相同的工作的53个以男性为主的职业组中的雇员低。
This provision of the Labour Code expands the constitutional principle by adding other grounds which may not be used to justify differentials in the remuneration of workers performing work of equal value: age, colour and political opinions.
《劳动法》中的规定是对《宪法》内容的扩展，补充了其他不可以作为劳动者同工不同酬的理由，如：年龄、肤色和政治立场。
The activities of the national institutions can generally be summarized as the following: (i) investigating complaints of discrimination in employment and in the provision of services based on grounds enumerated in the legislation; investigating complaints alleging inequities in pay between men and women who are performing work of equal value; monitoring and, where necessary, taking action to ensure employer compliance with an employment equity act; monitoring government fulfilment of the International Convention on the Elimination of All Forms of Racial Discrimination and other human rights legislative obligations; monitoring programmes, policies and legislation affecting designated groups to ensure that their human rights are protected; (v) developing and conducting information programmes to promote understanding of the legislation and the role and activities of the national institution; producing education materials on ethnic discrimination; investigating individual complaints and, as a final measure, taking labour law cases to court; providing advice on the question of discrimination to various levels of government and public bodies; collecting data and creating information databases; and (x) preparing annual reports on the national institutions' activities.
国家机构的活动一般归纳如下：（一） 调查关于就业中和提供服务方面基于立法所列举原因的歧视的控诉（加拿大）；（二） 调查指称完成同等工作的男女报酬不平等的控诉（加拿大）；（三） 监督并于必要时采取行动以确保雇主遵守《就业公平法》（加拿大）；监督政府履行《消除一切形式种族歧视国际公约》和其他人权立法义务的情况（丹麦）；（四） 监督涉及到指定群体（妇女、土著人民、有形少数群体和残疾人）的方案、政策和立法，确保他们的人权得到保护（加拿大）；（五） 制定并展开宣传方案，促进对立法和国家机构的作用和活动的了解（加拿大，瑞士）；（六） 编制关于族裔歧视的教育材料（瑞典、丹麦）；（七） 调查各项控诉，并最终将劳工法案件提交法院审理（瑞典）；（八） 向各级政府和公共机构提供歧视问题方面的咨询（丹麦、瑞士）；（九） 收集数据并创建资料数据库（丹麦）；以及（十）编写关于国家机构活动的年度报告（加拿大、丹麦、瑞典、瑞士）。
Article 38 of the Code states: Equal wages shall be paid to men and women performing work of equal value in a workplace under the same conditions.
该法第38条规定： 对于在同一工作场所中平等的条件下从事的同等价值的工作，男子和妇女必须得到同等报酬。
The Committee expresses concern that while New Zealand law recognizes the principle of equal pay for work of equal value, the mechanisms for implementing this principle in the private sector, such as industry-wide job evaluations to ensure equal pay for women performing work of equal value, have been abolished and the Government lacks the authority to implement and enforce equal employment opportunity policies in the private sector.
委员会关切地指出，新西兰法律承认同值工作同等报酬原则，但在私营部门实施这项原则的机制已经废除，例如确保妇女同值工作同等报酬的全行业工作评价；另外，政府没有权力在私营部门执行和实施平等就业机会政策。
The aim of the study was to find out whether pay disparities between women and men performing work of equal value had narrowed as a result of the changes to the Equal Opportunities Act.
该项研究的目标是要了解从事同样价值的工作的男女之间的收入差距是不是由于《机会均等法》的更改而缩小。
The CHRA states "it is a discriminatory practice for an employer to establish or maintain differences in wages between male and female employees employed in the same establishment who are performing work of equal value."The Equal Wages Guidelines, 1986, issued by the Canadian Human Rights Commission provide guidance on the pay equity provisions of section 11 of the CHRA and their application.
《加拿大人权法》规定" 雇主确定或维持同一单位内雇用的从事等值工作的男女雇员领取不同薪水，这是一种歧视做法"。 加拿大人权委员会颁布的《薪资水平等指导方针》（1986年）为《加拿大人权法》第11条有关薪资公平的条款及其适用提供了指导。
The Task Force will submit a report to the Ministers of Justice and Labour with recommendations for improving Section 11 of the Canadian Human Rights Act, which makes it a discriminatory practice to pay men and women differently for performing work of equal value.
工作队将向司法部长和劳工部长提交报告，并就改进《加拿大人权法》第11条提出建议；该条规定，男女从事等值工作却得不到同等报酬，就构成歧视行为。
Singapore had ratified ILO Convention No. 100 concerning Equal Remuneration for Men and Women Workers for Work of Equal Value, and had issued a Tripartite Declaration on Equal Remuneration for Men and Women Performing Work of Equal Value, according to which employers and trade unions were requested to include an equal-remuneration clause in contracts and collective agreements.
新加坡批准了劳工组织关于男女工人同值工作同等报酬的第100号公约，并颁布了《关于男女同值工作同等报酬三方宣言》。 根据这项宣言，雇主和工会都要在合同和集体协议中列明男女同酬条款。
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