Online from: 1979
Subject Area: Human Resource Management
|Title:||The role of job evaluation in determining equal value in tribunals: Tool, weapon or cloaking device?|
|Author(s):||Kay Gilbert, (University of Strathclyde, Glasgow, UK)|
|Citation:||Kay Gilbert, (2005) "The role of job evaluation in determining equal value in tribunals: Tool, weapon or cloaking device?", Employee Relations, Vol. 27 Iss: 1, pp.7 - 19|
|Keywords:||Equal pay, Job evaluation, Tribunals|
|Article type:||Case study|
|DOI:||10.1108/01425450510569283 (Permanent URL)|
|Publisher:||Emerald Group Publishing Limited|
Purpose – Aims to identify standards set for job evaluation and assess the use of job evaluation by its executors.
Design/methodology/approach – Before examining the Employment Tribunals’ approach, focuses on research already undertaken with a view to assessing job evaluation methods as an approach to achieve pay equity. Examines the establishment of standards set by case law and goes on to consider the way in which job evaluation methods have been used in employment tribunal cases, how the standards apply, and whether there are wider issues being considered.
Findings – Finds that in addition to determining equal pay, in some cases job evaluation has acted as a barrier or weapon against those making such a claim. The standards set for job evaluation appear to have been used variably in determining that the jobs are not equal in value under the guises of no reasonable grounds, material factor defences and in Tribunal decision making.
Originality/value – Demonstrates that job evaluation as a tool can and does provide the means of assessing jobs to make an equal value decision. However, at times it appears not be used, thoroughly or methodically.
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