Dear Mehjabeen, Nani and Tamar,

 

Following our online meeting on Monday, this is to inform you that as you already know the Government of Georgia committed to ensure the principle of equal pay for equal work at the legislative level and develop guidelines for employers to ensure equal pay for equal work.  The commitment is envisaged in the Labour and Employment Policy National Strategy and its Action Plan for 2019-2021.

 

It is well known that the Parliament of Georgia adopted amendments to the Organic Law of Georgia “Georgian Labour Code” by which among many other things introduced the principle of equal pay for equal work. Apart from that amendments, Parliament adopted a Law of Georgia on “Labour Inspection” which determined the power of a new LEPL Labour Inspection to supervise enforcement of the labour rights envisaged in the Labour Code. 

 

In order to guarantee that all commitments are fulfilled, several following activities are to be carried out:

 

-           Methodology of labour evaluation and remuneration under this evaluation shall be developed which can be used as a guideline by the employers (considering the fact that this is a new principle and no employer is aware of how to deal with it, neither do we J )-  this is a top priority at this stage;

-          Raising awareness and understanding of the principle of equal remuneration for men and women workers for equal work and its enforcement - like in case of employers this is a totally new thing for inspectors - is it possible that labour inspectors use above said guidelines and methodology during the process of enforcement or do we have to elaborate different ones?  -  awareness raising activities can be carried out during spring 2021 (staff of labour and employment policy division should be also trained);

-          The Labour and Employment Policy National Strategy determines that the competence and mandate of labour inspectors shall be increased in terms of conducting procedures for investigating sexual harassment cases and applying appropriate legal protection – identified obligation - we discussed the issue during our online meeting; as discussed SOP would be an asset for the inspection service – by spring 2021.

 

 

Gender Impact Assessment - As already discussed, we could choose two policy directions for gender impact assessment – employment programs (State Employment Support Agency) and equal pay/pay gap mechanism (if this is doable).

 

All the activities, meetings or ceremonies shall be done after the elections.

 

Many thanks!

Best,

Lika

 

პატივისცემით   |   Respectfully

 

ლიკა  კლიმიაშვილი | Lika Klimiashvili

 

პოლიტიკის დეპარტამენტის შრომისა და დასაქმების პოლიტიკისა და კოლექტიური შრომითი დავების სამმართველოს უფროსი |Head of Labour and Employment Policy and Collective Labour Disputes Division, Policy Department

 

საქართველოს ოკუპირებული ტერიტორიებიდან დევნილთა, შრომის, ჯანმრთელობისა და სოციალური დაცვის სამინისტრო | Ministry of Internally Displaced Persons from the Occupied Territories, Labour, Health and Social Affairs of Georgia 

 

აკ. წერეთლის გამზ. 144; თბილისი 0119; საქართველო | 144 Ak. Tsereteli Ave.; Tbilisi, 0119; Georgia

 

ოფისი:| Office: +995 (0322) 251 00 11 (1507)

მობ: |     Cell: +995 (595) 97 77 44

ელ. ფოსტა:| E-mail: lklimiashvili@moh.gov.ge

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