Translation of "rémunération du travail le dimanche " (French → English) :

We accommodate people who cannot work on Sundays because of religious convictions by giving them Sunday off and having them work another day.

Points out that the gender pay and career development gap remains for women working in the ICT sector; stresses that the principle of equal pay for equal work in the same workplace to ensure just and fair wages is being challenged, even though it constitutes one of the fundamental pillars of social justice in the labour market and should therefore be protected above all else; reiterates that inequalities should not be allowed to take root in the digital economy as regards equal pay and career development; stresses that increased participation of women in the labour market and related investments in social inclusion policies will help ...[+++]to reduce the gender pay gap; highlights the importance of collective bargaining also in the digital market economy in order to safeguard quality and security of jobs in times of digitalisation.

It was Madam Roberts who pointed out that when Sunday shopping was raised, people said, well, don't worry, if people don't want to work on Sunday, they won't have to” I've never seen a single mother who was ever given that option, and I know many kids in my community who spend their Sundays without their parents because they are working on Sundays.

The significant numbers of people teleworking[16], working in shifts (17 %), evenings/nights (10 % at least three times a month) or Saturdays/Sundays (53 % at least once a month)[17], as well as the non-quantified but increasing phenomenon of ‘taking work home’ compound a general picture of increasingly diversified work patterns across Europe.

By making it four consecutive days, it's easier for the brain to accept. A large chunk of people say they missed, they didn't know it was voting day, and so on.

This core of rules concerns the following matters: (i) maximum daily and weekly hours of work, rest periods, work on Sundays and night work; (ii) minimum paid holidays; (iii) minimum rates of pay, including overtime rates and allowances but excluding benefits provided for by private occupational schemes; (iv) the conditions of hiring out of workers, in particular the supply of workers by temporary employment businesses; (v) health, safety and hygiene at work; (vi) protective measures with regard to the working conditions of pregnant women or women who have recently given birth, children, young people and other groups enjoying specia ...[+++]l protection; (vii) equality of treatment between men and women and prohibition of discrimination on the grounds of colour, race, religion, opinions, national origin or social background.