Following the creation of Unison in 1993 and the legacy of five different sets of terms and conditions, the union set about equality-proofing its pay structure for staff, and harmonising terms and conditions. This case study charts the obstacles that were overcome and details the new pay structure.
Job evaluation has been central to the wholesale relaunch of reward at Aspire Housing. It was designed to provide a transparent and cost-effective system linking pay to corporate values.
In Dibro Ltd v Hore and others (22 January 1990) EOR31F, the EAT holds that an employer's job evaluation is admissible in evidence at any time up until the final hearing of an equal value complaint.
In Bromley and others v H & J Quick Ltd (30.3.88) EOR20B, the Court of Appeal holds that in order to defeat an equal value claim on grounds that the jobs in question have been evaluated as unequal, the employer must show that the work of the woman and the work of her male comparator have been rated as unequal under an analytical job evaluation.
In Bromley and others v H & J Quick Ltd (28.7.87) EOR16A, a majority of the EAT holds that s.1(5) of the Equal Pay Act 1970 does not require a job evaluation scheme to be "analytical" and that whether a job evaluation relied upon by an employer for the purpose of defeating an equal value claim was discriminatory is a matter for determination by the industrial tribunal.
In Rummler v Dato-Druck (1.7.86) EOR11B, the European Court of Justice rules that the EEC Equal Pay Directive does not preclude the use in job evaluation schemes of factors such as physical effort which favour one sex, provided the system does not discriminate overall on grounds of sex.
HR and legal information and guidance relating to job evaluation.