With regard to remuneration, part-time and temporary workers should receive proportional wages and benefits. Employment legislation should include an anti-discrimination clause, guaranteeing a person the right not to be discriminated against in seeking employment, training opportunities, promotion, conditions of work and remuneration. Where a complainant proves that a contractual practice or policy of the employer has an adverse effect on employees of one sex in comparison with those of employees of the other sex doing work of equal value, it should be for the employer to prove the actual necessity of variation in their contracts. Also, where a woman is dismissed and claims that it was for reasons based on sex, the employer should have the burden of showing that such dismissal was based on objectively justifiable reasons. Provisions assisting women and men with their family responsibilities should be considered.
Legislation can assist in preventing discrimination on the grounds of family responsibilities.
Legislation coupled with programmes to develop child-care and social service programmes for the aged, are some of the strategies considered necessary for the full realization of equality in employment. These provisions could, for example, oblige a company which employs more than a certain number of employees to provide creche facilities attached to or independent of the workplace, where women could nurse their infants under one year and workers could leave their children while at work. Also the State and local public authorities could be targeted to establish child-care facilities. Furthermore, workers with children under one year of age or having sick children could be granted partly paid leave. Any additional unpaid leave should not be counted as part of the annual leave entitlement but should be taken into account as uninterrupted service and also as a matter of occupational seniority.