CMNT_TITLE

The Committee notes that, in a communication of 4 July 1994, the Confederation of Turkish Trade Unions (TURK-IS) states that in the public sector employees who may hold different status - namely, "workers", "civil servants" or "contract personnel" - undertake exactly the same work, but enjoy completely different rights, freedoms and remuneration. The Government was invited, by a letter dated 8 August 1994, to make such comments as it might see fit on this matter. Noting that no reply has been supplied in this connection, the Committee requests the Government to provide, with its next report, full information on this matter in so far as it concerns the application of the principle of equal remuneration for men and women for work of equal value.

The Committee notes in the meantime that the points outstanding in its previous direct request concerned the following:

1. In its previous comments, the Committee had asked for information on the measures taken to ensure that all remuneration above the basic or minimum wage was paid without discrimination on the basis of sex. The Committee had noted that, in practice, various benefits and bonuses were paid regardless of the sex of the workers, but nevertheless asked the Government eventually to consider ensuring through legislation the application of the principle of equal pay to all payments, benefits and bonuses. It notes from the current report that the Government repeats that section 26 of the Labour Act No. 1475 provides for equal remuneration for equal output by men and women and that Act No. 657 on conditions of employment in the public service, while not specifically prohibiting wage discrimination on the ground of sex, ensures that men and women public officials holding the same posts with equal grades will be paid the same cash remuneration. The Committee again expresses the hope that, in accordance with the broad definition of "remuneration" contained in the Convention and explained in paragraphs 14 to 16 of the Committee's 1986 General Survey on Equal Remuneration, the Government will give further consideration to enshrining this in the legislation at an opportune time.

2. Regarding its past comments on the measures taken to promote objective job evaluation, the Committee notes that, according to the report, such appraisal is used in the secondary sector but no statistics are available on its application. The Committee observes that a job evaluation exercise covering government departments and state enterprises is currently under way with a view to administering salaries and that the Government will inform the Committee of its results once available. The Committee looks forward to receiving a copy of the outcome of this public sector job evaluation, in particular: (i) data on the applicable wage scales and the number of men and women employed at the various levels of responsibility; and (ii) statistics, if available, on the actual level of pay received by men and by women in this sector.

3. The Committee notes that the Government reported, in September 1992, to the Fifth Session of the ILO Joint Committee on the Public Service that "No pay differentials exist in the public service to the detriment of women. However, family benefits and child allowances are paid to the husband if both couples (sic) are public servants." The Committee refers the Government to paragraphs 86, 210 and 211 of its 1986 General Survey on Equal Remuneration where the Committee examined the discriminatory effects of granting certain elements of the remuneration package to public servants of one sex and not to the other. The Committee asks the Government to inform it of any measures taken or contemplated to ensure that there is no discrimination based on the sex of the public servant in the granting of those benefits and allowances.