「性別薪酬平等」的實踐與妥協：歐洲聯盟執委會「薪酬透明指令草案」分析

Practice and compromise of 'gender pay equality': Analysis of European Union Commission’s Pay transparency directive draft

本文探討歐洲聯盟執行委員會推動制定「薪資透明指令草案」的主要目的，並分析「薪資透明指令草案」的立法途徑與制度內容。研究發現，歐洲聯盟執行委員會在推動「薪資透明指令草案」的立法過程中，面臨如何兼顧「理想」（實現性別薪酬平等目標）與「現實」（勞資團體的不同意見）之間的兩難，為了促使「薪酬透明指令草案」順利通過，因此採取「限縮企業報告男女薪酬差距的適用對象」、「薪酬資訊權不涉及個別員工隱私及薪酬獎勵」、「最低標準的歐盟立法方式」、「限縮聯合薪酬評估的適用對象與條件」等多項妥協性的立法途徑。依照上述妥協性立法途徑而制定的「薪資透明指令草案」，主要的薪資透明制度包括：（1）要求雇主在求職者面試時，提供有關薪酬的資訊。（2）賦予員工有瞭解從事相同工作之其他員工的平均薪酬水準的權利，並要求僱用超過250人的企業，有義務定期報告在同一職業類別中的女性員工與男性員工之間的薪酬差異。（3）僱用超過250人的雇主，應與員工代表共同執行聯合薪酬評估，使員工進行性別薪酬差距的檢視，同時員工有權利因為違反同工同酬或同值同酬的性別薪酬歧視，而獲得全額賠償。（4）確保在適當的集體協商談判層次，討論同工同酬或同值同酬的問題，以及檢視性別之間的薪酬差距問題。

This article aims to explore the main purpose of 'Pay transparency directive draft' and analyzes the legislative approach and institutional contents of the 'Pay transparency directive draft' promoted by the European Union Commission. The main finding is that the European Union Commission faces the dilemma of how to balance the 'gender pay equality' and 'dispute between worker groups and employer groups' in the legislative process to promote the 'Pay Transparency Directive Draft' .In order to promote the successful adoption of the 'Pay transparency directive draft', European Union Commission adopts compromise legislative approach as follows: 'restricting the applicable objects for enterprises to report the gender pay gap', 'the right to pay information does not involve individual employee privacy and pay incentives', 'minimum standards of European Union legislation', 'limiting the applicable objects and conditions of joint salary assessment”and so on. The 'Pay transparency directive draft' based on the above-mentioned Compromised Legislative Approach, the main Pay transparency institutions include: (1) Employers are required to provide information about pay when job applicants are interviewed. (2) Empower employees the right to know the average pay level of other employees in the same job and require enterprises that employ more than 250 employees to regularly report the pay difference between female employees and male employees in the same occupational category. (3) Employers who employ more than 250 people should jointly conduct a joint salary assessment with employee representatives, so that employees can examine the gender pay gap, and employees have the right to receive full compensation for violating gender pay discrimination based on equal pay for equal work or equal pay for equal value. (4) Ensure that the issue of equal pay for equal work or work of equal value between men and women is discussed at the appropriate level of collective bargaining, as well as examining the gender pay gap.