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ay system is justified because the employees with longer service perform their duties better.

The good news for employers who operate a pay system based on length of service is that the ECJ ruled that employers generally do not need to provide spec

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The European Court of Justice (ECJ) has handed down its decision in an important equal pay case, Cadman v Health and Safety Executive.

In this case, Mrs. Cadman, a Health and Safety Inspector in Manchester received less pay than men in the same pay bracket. In 2001, Mrs. Cadman was paid ?35,129 and one of her male colleagues was paid ?44,183, over ?9,000 more. The pay system was based on length of service. The male colleagues in Mrs. Cadman’s team had longer service with the Health and Safety Executive (HSE) and therefore were paid more. Mrs. Cadman argued that the pay system discriminated against women who are more likely to have shorter periods of service, being more likely to have had a career break to look after children. The Court of Appeal referred this case to the ECJ to decide whether the use of length of service as a factor in a pay system requires objective justification. The ECJ had to consider whether employers who operated a pay system based on length of service must prove that their pay system is justified because the employees with longer service perform their duties better.

The good news for employers who operate a pay system based on length of service is that the ECJ ruled that employers generally do not need to provide speci

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bracket. In 2001, Mrs. Cadman was paid ?35,129 and one of her male colleagues was paid ?44,183, over ?9,000 more. The pay system was based on length of service. The male colleagues in Mrs. Cadman’s team had longer service with the Health and Safety Executive (HSE) and therefore were paid more. Mrs. Cadman argued that the pay system discriminated against women who are more likely to have shorter periods of service, being more likely to have had a career break to look after children. The Court of Appeal referred this case to the ECJ to decide whether the use of length of service as a factor in a pay system requires objective justification. The ECJ had to consider whether employers who operated a pay system based on length of service must prove that their pay system is justified because the employees with longer service perform their duties better.

The good news for employers who operate a pay system based on length of service is that the ECJ ruled that employers generally do not need to provide spec

Tax Deduction Checklist
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tive (HSE) and therefore were paid more. Mrs. Cadman argued that the pay system discriminated against women who are more likely to have shorter periods of service, being more likely to have had a career break to look after children. The Court of Appeal referred this case to the ECJ to decide whether the use of length of service as a factor in a pay system requires objective justification. The ECJ had to consider whether employers who operated a pay system based on length of service must prove that their pay system is justified because the employees with longer service perform their duties better.

The good news for employers who operate a pay system based on length of service is that the ECJ ruled that employers generally do not need to provide spec

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ferred this case to the ECJ to decide whether the use of length of service as a factor in a pay system requires objective justification. The ECJ had to consider whether employers who operated a pay system based on length of service must prove that their pay system is justified because the employees with longer service perform their duties better.

The good news for employers who operate a pay system based on length of service is that the ECJ ruled that employers generally do not need to provide spec

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The high failure rate of small businesses proves many business owners do not have what it takes to run a business effectively. The common attitude towards seeking advice that it is too expensive. However, a few dollars spent each year can save you thousands of dollars later on as it is extremely important to choose your advisers carefully.So, who are these advisers?1. Yo

ay system is justified because the employees with longer service perform their duties better.

The good news for employers who operate a pay system based on length of service is that the ECJ ruled that employers generally do not need to provide specific justification for using length of service as a criterion in a pay system, even where that results in unequal pay between men and women. Only, where a worker can provide evidence raising serious doubts as to the appropriateness of rewarding experience in this way, having regard to the particular job in question, will such justification be required. Mrs. Cadman will now take her case back to the UK courts to see whether she can raise serious doubts about the appropriateness of the pay system operated by the HSE.

The mention of length of service should immediately bring something else to the front of your minds – age discrimination. Paying an employee according to length of service is acknowledged to be age discriminatory, as older employees tend to have longer service. Will employers have to justify a pay system based on length of service under the age discrimination legislation?

Under the legislation, service related benefits provided up to five years’ service are allowed. Service related

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As I was meditating how to wrap~up this brief article, I went outside onto the patio. An eager squirrel had found and fiendishly opened both ends of a five pound bag of wild bird feed. At first, I was disappointed. No, I was pissed! It was a mess! Then, a little sparrow came down ~ landing right at my feet ~ to consider wheather or not the treat was worth the trouble.

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