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E-raamat: Equality in law: Belgium

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Equality in law between men and women in the European Community is an integral part of the EC's social policy and crucial to its economic and social cohesion. This 15-volume encyclopaedia analyzes the legal framework for equal opportunities which now exists in the Community due to the adoption of EC Directives on equal treatment, equal pay and social security, and to the work of the European Court of Justice in this area. This volume looks at how the EC Directives have been implemented and interpreted in each Belgium, and at the other legislative and constitutional provisions affecting the principle of equality. All the principal legal provisions are reproduced or translated. Extracts from or digests of national case law are also included. Each volume is structured so that Member States' provisions on equality can be directly compared.
Foreword xi
Notice to the reader xv
Abbreviations xvii
Table of legislation xix
Table of cases xxv
COMMENTARY ON EQUALITY LAW
1. GENERAL
3(14)
1.1 Introduction
3(5)
1.1.1 Introduction to the national legal system
3(4)
1.1.2 Economic and social context
7(1)
1.2 Sources
8(9)
1.2.1 International standards
8(2)
1.2.1.1 Human rights
8(1)
1.2.1.2 Treaties on special questions
9(1)
1.2.2 European Community law
10(2)
1.2.2.1 Direct effect of European Community law
10(1)
1.2.2.2 Retrospective implementation
11(1)
1.2.3 Constitutional law
12(1)
1.2.4 Legislation
13(4)
1.2.4.1 Prior legislation
13(1)
1.2.4.2 Current legislation
13(4)
2. BASIC CONCEPTS
17(14)
2.1 The concepts of equality and discrimination
17(1)
2.2 Direct discrimination
17(4)
2.2.1 Definition
17(1)
2.2.1.1 Reason
17(1)
2.2.1.2 Detriment
18(1)
2.2.1.3 Comparator
18(1)
2.2.2 Extended definition
18(3)
2.2.2.1 Marital status
20(1)
2.2.2.2 Family status
20(1)
2.2.2.3 Pregnancy
20(1)
2.2.2.4 Sexual harassment
20(1)
2.2.2.5 Physical attributes
21(1)
2.2.2.6 Dress codes
21(1)
2.3 Indirect discrimination
21(7)
2.3.1 Definition
21(2)
2.3.2 Suspect criteria
23(3)
2.3.3 Disproportionate impact
26(1)
2.3.4 Objective justification
27(1)
2.4 Victimization
28(3)
3. EQUAL PAY
31(12)
3.1 Principle
31(1)
3.2 Exclusions
31(1)
3.3 Personal scope of principle
31(2)
3.3.1 Employees
31(1)
3.3.2 Independent contractors
32(1)
3.3.3 Homeworkers
32(1)
3.3.4 Public sector
32(1)
3.3.5 Domestic employees
32(1)
3.3.6 Non-employed population
32(1)
3.4 Activities covered
33(1)
3.5 Definition of remuneration
33(3)
3.5.1 Article 119 of the EEC Treaty
33(1)
3.5.2 Fringe benefits
34(1)
3.5.3 Contributions by employer
35(1)
3.5.4 Contributions by employee
35(1)
3.5.5 Post-contribution benefits
35(1)
3.5.6 Pensions
36(1)
3.5.7 Collective agreements
36(1)
3.6 Comparator
36(1)
3.6.1 Same establishment
36(1)
3.6.2 Contemporaneous employment
36(1)
3.6.3 Hypothetical male
37(1)
3.6.4 Different establishment/same employer
37(1)
3.6.5 Cross-industry comparisons
37(1)
3.7 Woman does same work as man
37(1)
3.7.1 Identical work
37(1)
3.7.2 Similar work
37(1)
3.7.3 Night work
37(1)
3.8 Equal value
38(2)
3.8.1 Job evaluation
38(1)
3.8.2 Job classification
38(1)
3.8.2.1 Factors
39(1)
3.8.2.2 Weightings
39(1)
3.8.2.3 Traditional male/female
39(1)
3.8.3 Higher value
39(1)
3.8.4 Proportionate pay
39(1)
3.9 Legitimate reason for pay differential
40(3)
3.9.1 Material difference
40(1)
3.9.2 Economic benefits/market forces
40(1)
3.9.3 Night-work
40(1)
3.9.4 Part-time work
41(1)
3.9.5 Red circles
41(2)
4. EQUAL TREATMENT
43(1)
4.1 Principle
43(1)
4.2 Exceptions
43(40)
4.2.1 Exclusions
43(4)
4.2.1.1 Size
43(1)
4.2.1.2 Work done outside the jurisdiction
44(1)
4.2.1.3 Health and safety
44(1)
4.2.1.4 National security
44(1)
4.2.1.5 Religion, religious schools
45(1)
4.2.1.6 Retirement age
45(2)
4.2.2 Sex as a determining factor
47(5)
4.2.2.1 Lists
47(1)
4.2.2.2 Genuine occupational qualification
48(1)
4.2.2.3 Authenticity
49(1)
4.2.2.4 Security
50(1)
4.2.2.5 Religion
50(1)
4.2.2.6 Decency and privacy
50(2)
4.2.2.7 Single-sex establishments
52(1)
4.3 Territorial scope
52(1)
4.4 Personal scope
52(11)
4.4.1 Employees
52(1)
4.4.2 Independent contractors
52(1)
4.4.3 Homeworkers
53(1)
4.4.4 Public sector
53(1)
4.4.5 Domestic employees
54(1)
4.4.6 Non-employed population
54(1)
4.4.7 Other workers
54(1)
4.5 Activities covered
55(1)
4.6 Comparator
55(1)
4.7 Hiring
55(1)
4.7.1 Recruitment methods
55(1)
4.7.2 Advertisements
55(1)
4.7.3 Job title
56(1)
4.7.4 Job description
56(1)
4.7.5 Selection arrangements
56(1)
4.7.6 Terms on which a job is offered
57(1)
4.7.7 Refusal or deliberate failure to offer a job
57(1)
4.8 Working conditions
57(2)
4.8.1 Relation to pay
59(1)
4.8.2 Education and training
60(1)
4.8.3 Access to benefits, facilities, services, promotion
60(1)
4.9 Exclusion, dismissal or other detriment
61(1)
4.10 Instructions to discriminate
61(1)
4.11 Pressure to discriminate
62(1)
4.12 Discrimination by an employee or a union
62(1)
4.13 Discriminatory practices
63(1)
4.14 Special treatment
63(20)
4.14.1 Protective legislation
63(12)
4.14.1.1 Pregnancy and maternity
63(8)
4.14.1.2 Parental leave and similar measures
71(2)
4.14.1.3 Difficult or unpleasant working conditions
73(2)
4.14.1.4 Health and safety
75(1)
4.14.2 Positive action
75(8)
4.14.2.1 Definition
76(1)
4.14.2.2 Field of application
77(2)
4.14.2.3 Means
79(2)
4.14.2.4 Constitutional or legal problems
81(2)
5. SOCIAL SECURITY
83(18)
5.1 Definition of social security
83(7)
5.1.1 Statutory social security
83(3)
5.1.2 Occupational social security
86(3)
5.1.3 Social assistance
89(1)
5.2 Social security directives and other legislation
90(2)
5.2.1 Article 119 of the EEC Treaty
90(1)
5.2.2 Directive 75/117/EEC
90(1)
5.2.3 Directive 76/207/EEC
90(1)
5.2.4 Directive 79/7/EEC
90(1)
5.2.5 Directive 86/378/EEC
91(1)
5.3 Problematic concepts
92(4)
5.3.1 Breadwinner
92(1)
5.3.2 Sole breadwinner
92(1)
5.3.3 Head of household
92(4)
5.3.4 Cohabitant
96(1)
5.3.5 Living alone
96(1)
5.3.6 Person with responsibility
96(1)
5.4 Exceptions
96(2)
5.4.1 Retirement age
96(1)
5.4.2 Sex as a determining factor
97(1)
5.5 Levelling up/down
98(1)
5.6 Part-time work
99(2)
6. ENFORCEMENT OF THE PRINCIPLE
101(22)
6.1 Legal procedures
101(13)
6.1.1 Acquiring the evidence
101(2)
6.1.1.1 Prescribed forms
101(1)
6.1.1.2 Obligation to furnish all relevant evidence
102(1)
6.1.1.3 Annual information to works council
102(1)
6.1.1.4 Information to trade unions for bargaining purposes
103(1)
6.1.2 Burden of proof
103(2)
6.1.3 Costs
105(1)
6.1.4 Legal aid
105(1)
6.1.5 Remedies
106(6)
6.1.5.1 Nullity/annulment
106(1)
6.1.5.2 Termination of discriminatory conduct
107(2)
6.1.5.3 Declaration
109(1)
6.1.5.4 Compensation
109(1)
6.1.5.5 Recommendation
109(1)
6.1.5.6 Positive enforceable order
109(1)
6.1.5.7 Positive action plan
110(1)
6.1.5.8 Criminal and administrative sanctions
110(2)
6.1.6 Class actions
112(1)
6.1.7 Exclusion of judicial redress
113(1)
6.1.8 Time limits
113(1)
6.2 Courts and tribunals
114(2)
6.2.1 Special labour court or tribunal
114(2)
6.2.1.1 Equality officer
114(1)
6.2.1.2 Cour d'arbitrage
114(1)
6.2.1.3 Equal opportunities agency
115(1)
6.2.1.4 Conciliation procedures
115(1)
6.2.2 Specialized training for judges
116(1)
6.2.3 Specialization within the system
116(1)
6.3 Enforcement agencies
116(2)
6.3.1 Type
116(1)
6.3.1.1 Labour inspectorate
116(1)
6.3.1.2 Equal opportunities agency
116(1)
6.3.2 Functions
117(1)
6.3.2.1 Advice
117(1)
6.3.2.2 Research
117(1)
6.3.2.3 Legal aid
117(1)
6.3.3 Remedies
117(1)
6.3.3.1 Notice
117(1)
6.3.3.2 Injunction
117(1)
6.3.3.3 Compensation
117(1)
6.4 Collective agreements
118(5)
6.4.1 Equal pay clause
118(1)
6.4.2 Automatic nullity
118(1)
6.4.3 Collective redress
118(1)
6.4.4 Agency monitoring
118(1)
6.4.5 Contract compliance
119(4)
SOURCES OF EQUALITY LAW
7. LEGISLATION
123(40)
7.1 International conventions with regard to equality
123(1)
7.2 General legislation
124(2)
7.2.1 Constitution of 7 February 1831
124(1)
7.2.2 Law of 12 April 1965 on the Protection of Workers' Pay
124(1)
7.2.3 Law of 27 June 1969 amending the Royal Decree of 28 December 1944 concerning Social Security for Workers
125(1)
7.2.4 Law of 29 June 1981 establishing the General Principles of Social Security for Employees
125(1)
7.2.5 Collective Agreement No 38 regarding the Recruitment and Selection of Employees
126(1)
7.3 Measures implementing European Community law: equal pay
126(7)
7.3.1 Collective Agreement No 25 on Equal Pay for Male and Female Workers
126(7)
7.4 Measures implementing European Community law: equal treatment
133(24)
7.4.1 Economic Reorganization Law of 4 August 1978
133(12)
7.4.2 Royal Decrees implementing Title V of the Law of 4 August 1978
145(12)
7.4.2.1 Implementation of article 119 of the Law
145(10)
7.4.2.2 Implementation of article 122 of the Law
155(1)
7.4.2.3 Implementation of articles 124 and 125 of the Law
155(1)
7.4.2.4 Implementation of article 135 of the Law
156(1)
7.4.2.5 Enforcement of article 137 of the Law
156(1)
7.5 Measures implementing European Community law: social security
157(5)
7.5.1 System for wage-earning workers
157(4)
7.5.1.1 Family allowances
157(1)
7.5.1.2 Sickness and invalidity insurance
158(1)
7.5.1.3 Unemployment insurance
158(2)
7.5.1.4 Retirement and survivors' pensions
160(1)
7.5.1.5 Annual holidays
161(1)
7.5.1.6 Maintenance of rights to social security
161(1)
7.5.2 Scheme for self-employed workers
161(42)
7.5.2.1 Scope of the social security scheme
161(1)
7.5.2.2 Family benefits
161(1)
7.5.2.3 Sickness and invalidity insurance
161(1)
7.5.2.4 Retirement and survivors' pensions
161(1)
7.6 Measures implementing European Community law: equality in occupational social security schemes
162(1)
8. CASES
163(40)
8.1 Decisions on the equality principle
163(1)
8.2 Decisions on equal pay
164(8)
8.3 Decisions on equal treatment
172(17)
8.4 Decisions on equality in social security matters
189(14)
9. DOCUMENTATION
203(8)
9.1 Bibliography
203(6)
9.1.1 General works and monographs
203(1)
9.1.2 Articles and notes
204(5)
9.1.3 Notes and reports
209(1)
9.2 Information
209(2)
9.2.3 Useful addresses
209(2)
INDEX 211
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