Examples of using Differences in pay in English and their translations into Portuguese
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Official/political
It is of course true that not all differences in pay result from discrimination.
The idea that some workers possess greater amounts ora higher grade of knowledge serves to justify differences in pay.
During the relatively shortperiod of the first half of the 1990s the differences in pay between qualifications categories of the labour force changed dramatically.
The myth that some workers are endowed with greater amounts ora higher quality of knowledge serves to justify differences in pay.
The differences in pay between women and men is ultimately yet another indication of the continued discrimination against women in all of the different areas.
I also agree with the invitation to the European institutions and the Member States to establish clear objectives andpropose binding measures to fight against differences in pay.
I consider it unacceptable that the differences in pay between men and women should persist and run the risk of being accentuated by the economic and financial crisis.
Thanks to EU and national legislation on equal pay, the number of cases of direct discrimination- differences in pay between men and women doing exactly the same job- has fallen.
Differences in pay for men and women compound the problems women have regarding unemployment protection and pension allowances, which are far greater than those men experience.
The main points at issue were the problems arising out of differences in pay between European civil servants and British researchers, and working conditions generally.
The differences in pay are connected to many legal, social and economic factors, the extent of which is broader and goes beyond the issue of equal pay for equal work.
Thanks to EU and national legislation on equal pay, cases of direct discrimination- differences in pay between men and women doing exactly the same job- have fallen.
The Member States must implement a consistent information campaign aimed at raising awareness among employers and employees of the existing or potential differences in pay on the labour market in the EU.
For years this age-old problem has been under debate: it is disconcerting to note that,in some EU countries, differences in pay are primarily attributable to the high level of job-related segregation and the impact of the pay structure.
Despite these provisions of Community law having been adopted andtransposed into the legislations of the Member States 20 years ago, the differences in pay between women and men remain considerable.
Flagrant inequalities between men and women still exist today in the employment sector,particularly when it comes to differences in pay or even reconciling work and family life.
In taking this step, Mr Flynn pointed out that"it has been shown in practice that it is difficult and sometimes impossible for complainants to prove that differences in pay or treatment amount to discrimination.
The difference in pay between women and men is considerable.
There is, for example, a difference in pay.
It is estimated that 15 per cent of this difference in pay is due to gender and not to other factors such as seniority, management responsibility and such like.
I believe that precarious employment is not just a reason for the difference in pay between women and men, but also a barrier to career opportunities.
One of the most worrying aspects highlighted in that debate is now the subject of today's debate: the difference in pay between men and women.
That a difference in pay between two workers occupy-ingthe same postbut at differentperiodsin time couldbe explainedby the operationof factors which were unconnectedwith any discriminationon groundsofsex.
Given the seriousness of the situation, we have to intensify efforts in the EU,use less empty rhetoric on reducing the difference in pay between women and men, and work out effective measures to combat discrimination related to pay. .
Yet experience revealed that it was difficult, if not impossible,for complainants to prove that an evident difference in pay or treatment amounted to unlawful discrimination.
As the Court has stated:‘[w]here there is a primafacie case of discrimination, it is for the employer to show that there are objective reasons for the difference in pay as between male and female workers.
In conclusion: we share Parliament's view that such a great difference in pay for women and men in Europe is unacceptable.
But there are some interesting sectoral differences in this pay gap.
The issue of unequal pay should force us to stop and think,since there are also pay differences in companies which are managed and owned by women.