Having regard to the problems which will arise and the responsibilities placed on the shoulders of the equal pay officer, we would like the Minister to say if there will be any form of appeal board or will the decision of the equal pay officer be final? We did argue on Second Stage that there should be an appeal board constituted of trade union officials and employers' representatives. An individual examination of the situation could be fairly subjective and we believe a wider approach should be available. Job evaluation is something that requires an objective approach. Clearly defined guidelines will have to be laid down. Difficulties are bound to arise in determining what precisely constitutes work of equal value or "like work" to use the term employed in the Bill. The determination of job evaluation will depend on the guidelines laid down.
The Minister will have to be vigilant in ensuring that there is no downgrading of women. He will have to ensure also that equal pay will not bring with it a new agreement for the women seeking equal pay. It was pointed out in the course of debate here that some employers in countries which had acceded to the equal pay principle decided there was a new ball game and a new agreements was necessary. In those agreements many undesirable irritants were written in. Equal pay must be on the basis of the work previously done and existing agreements in relation to that equal pay must be maintained. If new agreements evolved the legislation before the House at the moment could be nullified. I hope the Minister will safeguard the position of women against this kind of tactic.
In the course of the debate examples were given to the Minister of the various ways in which employers might downgrade women. There are other factors, apart from equal pay, which enter into the picture and I trust that in the trinity of legislation the Minister has indicated he will be bringing before the House he will take into consideration those other factors. I pointed out one such factor in the journal from which I quoted before business was suspended. There is discrimination right through social welfare payments; there is discrimination in taxation and in the adjustment of incomes. There is discrimination in downgrading. In this Bill we have created discrimination that was not there before and it is regrettable that the House would pass such defective legislation.
One matter I should like the Minister to comment on is that some trade unions have indicated that where men are available for posts they should get preference. I take it such trade union attitudes will be nullified by this Bill and that this type of discrimination will no longer exist. The Minister has had discussions with trade unions whose voices have been loud about giving preference to men if they are available, and I should like to hear from him that he is satisfied there would be none of this in the future.
Equal pay in the public service was introduced by Fianna Fáil and when we get back to office we will ensure that this legislation will be strengthened to eradicate the problems that we see in this legislation so that with the passage of time people's difficulties will be remedied and their jobs protected. We have had a long discussion on all aspects of this Bill and I do not intend to delay the House further. I am sorry to see this type of discriminatory legislation going through which does not give full and adequate protection to people who should be benefiting by it. If problems arise because of the Bill, the Minister must bear full responsibility.
I should like the Minister to indicate when the promised legislation on wrongful dismissal will be before us. He can be assured of our full co-operation in the passage of any legislation for the good of employees but we emphasise again that it should not be necessary to have further legislation to bolster the Bill now going through the House. We hope many people will benefit by this Bill and that no woman will lose here job because of making a claim for equal pay. However, there are some unscrupulous employers, not many, who would avail of every opportunity to dismiss people, to downgrade them.
