Observation (CEACR) - adopted 2016, published 106th ILC session (2017)

Equal Remuneration Convention, 1951 (No. 100) - Cameroon (Ratification: 1970)

Other comments on C100

Observation

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The Committee notes the observations made by the General Union of Workers of Cameroon (UGTC), in a communication received on 25 September 2015, and the observations made by the United Workers Confederation of Cameroon (CTUC), in a communication received on 29 September 2015.

Article 1(b) of the Convention. Work of equal value. Legislation. For a number of years, the Committee has been drawing the Government’s attention to the fact that section 61(2) of the Labour Code makes payment of an equal wage to all workers, regardless of their origin, sex, age, status or religious belief, contingent on there being “equal conditions of work and skill”, and therefore does not give full effect to the principle of equal remuneration for men and women for work of equal value. The Committee recalls that, in determining the respective values of two jobs under comparison, factors such as working conditions and vocational qualifications are relevant but it is not necessary for each factor to be equal in value as it is the overall value of the job that counts, namely when all the combined factors are taken into account. The Committee notes that the legislation has not been amended and that the Government considers that the provisions of section 61(2) of the Labour Code completely rule out the possibility of any pay-related discrimination. Re emphasizing the importance of the concept of “work of equal value”, the Committee trusts that, as part of the announced reform of the Labour Code, the Government will take the necessary steps to amend the provisions of section 61(2) of the Labour Code so that they reflect the principle of equal remuneration for men and women for work of equal value laid down in the Convention.

Articles 2(2)(c) and 4. Cooperation with social partners. Collective agreements. The Committee notes that the UGTC and the CTUC emphasize that social dialogue bodies, particularly the National Labour Advisory Committee, have a purely advisory role and that the proposals made by workers’ organizations are not taken into account by the Government. The Committee notes the Government’s general indication that a number of collective agreements which were negotiated and signed recently reflect the principle established by the Convention. Moreover, the Committee has been highlighting for several years the discriminatory nature of section 70 of the Cameroon Railway Company (CAMRAIL) collective agreement (travel allowances granted only to the wife of a male employee and not to the husband of a female employee). The Committee recalls that, when there are discriminatory provisions in collective agreements, governments should take the necessary steps, in cooperation with the social partners, to ensure that provisions of collective agreements observe the principle of equal remuneration for men and women for work of equal value (see 2012 General Survey on the fundamental Conventions, paragraph 694). Noting that the Government’s report does not contain any information on this matter, the Committee trusts once again that the Government will shortly be in a position to report that the discriminatory clauses in the CAMRAIL collective agreement, and in any other agreement containing such clauses, have been removed, and requests the Government to provide information on the measures taken to that end. Furthermore, it again requests the Government to give specific examples of action taken to encourage the social partners to negotiate collective agreements in the light of the principle of equal remuneration for men and women for work of equal value.

The Committee is raising other matters in a request addressed directly to the Government.