If there’s a problem in St Helens there’s also a problem in Manchester, and if there’s a problem in Cleveland there’s a problem in Warwickshire, and they pursued the Warwickshire case but don’t pursue any of the other cases. In the Brennan litigation involving Sunderland City Council, a job evaluation scheme failed where it was found by the EAT to have been implemented in a ‘cynical’ manner so as to limit the impact on the predominantly male employees. Scrutiny of job evaluation schemes by Employment Tribunals has resulted in improvements in approach, for instance: Use of job description questionnaires to ensure that all aspects of jobs done by men and women are made 'visible', Better training of those involved in the process, More detailed recording and auditing of evaluations, so that information is available in case of query, appeal or external challenge. . In reality, its use has increased greatly. A third legal strategy was to challenge the job evaluation schemes put in place at local level as part of the process of implementing the SSA, where it could be shown that they had a tendency to discriminate (see Wright, 2011; Gilbert, 2012). (1)Where a wages regulation order made before or after the commencement of this Act contains any provision applying specifically to men only or to women only, the order may be referred by the Secretary of State to the Industrial Court to declare what amendments need to be made in the order, in accordance with the like rules as apply under section 3(4) above to the amendment under that section of a collective agreement, so as to remove that discrimination between men and women; and when the Court have declared the amendments needing to be so made, the Secretary of State may by order made by statutory instrument coming into operation not later than five months after the date of the Court's decision direct that (subject to any further wages regulation order) the order referred to the Court shall have effect subject to those amendments. Could we compel them to do so in the end? Whether the intervention of claimants’ law firms led to a shift in union strategy is hard to judge. This is an Open Access article distributed under the terms of the Creative Commons Attribution License (http://creativecommons.org/licenses/by/3.0/), which permits unrestricted reuse, distribution, and reproduction in any medium, provided the original work is properly cited. The way the EqPA works is to imply an equality clause into employees’ Relatedly, he argued that unions would only litigate thanks to the competition provided by independent law firms: Well they continue to essentially act on our coat tails in the vast majority of cases. ‘It’s traditional in most authorities that have a reorganisation, that a person gets lifetime protection; a person leaves, a new person comes in and gets that job’ at the lower rate, we were told. Different options to open legislation in order to view more content on screen at once. Stefan Cross Solicitors accepted its first cases in March 2003 and a year later was processing 100 claims. If the unions have got a national strategy it shouldn’t make any difference, they should have the same strategy everywhere. A woman shall not be entitled, in proceedings brought in respect of a failure to comply with an equal pay clause (including proceedings before an industrial tribunal), to be awarded any payment by way of arrears of remuneration or damages in respect of a time earlier than two years before the date on which the proceedings were instituted. Dependent on the legislation item being viewed this may include: Use this menu to access essential accompanying documents and information for this legislation item.

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