by Paula Määttä

XIII. Zambia

C. Measures for determining and promoting pay equality

1. Instruments used to promote equality

Job evaluation

In government service there is a permanent job evaluation office known as the Organisation and Methods Office (also called the Permanent Job Evaluation Office). The function of this office is to provide advice to management on the economically efficient and effective use of human and material resources. In its 1996 report on compliance with Convention No 100, however, the ILO Experts Committee noted that this office does not play a role in the application of the principle of equal remuneration, but rather, that responsibility lay with the Ministry of Labour and Social Security.

Other sectors are served by the Management Services Board and the Copper Industry Services Bureau. Job evaluation is an ongoing exercise in both the public and the private sectors. Trade unions and workers representatives are often involved in the evaluation exercises and some of the collective agreements expressly state this requirement. Job evaluation carried out in the "ZCCM" by the Copper Industry Services Board was undertaken with a view to placing and paying employees according to the value of their work, irrespective of sex.

Works council

It is compulsory to inform a works council of decisions taken by employers of an undertaking in relation to such matters as job evaluation. Works councils have the right to veto over certain decisions such as the recruitment of new employees and the assessment of their salaries and the payment of bonuses and incentives.

A works council is established and registered with the Labour Commissioner in every undertaking that employs either twenty-five to one hundred eligible employees or more than one hundred employees who are not members of any registered trade union. It is composed of worker representatives and management appointed councillors. Works councils represent not only unionised employees, but all employees, including employees in certain management grades who are classified as eligible. Most councils are still in their development stage. (Simasiku 1985.)

2. Scope of comparison

Jobs of female and male employees can be compared if they involve work of equal responsibility and value. The law does not require that comparison between jobs be performed. A comparison of work can be done between the female and male employees working under the same employer. Jobs compared are usually the same or of a similar kind.