Tbilisi Harmonization of Georgian National Legislation with EU on Women Labour Rights Directives In the Workplace foreseen by the EU-Georgian Association Agreement RAISA LIPARTELIANI/EKATERINE KARDAVA December 2018 n is desirable that the Labour Code of Georgia, the normative act regulating labour activities, defines the concepts of direct and indirect discrimination. Definition of discrimination should provide prohibition of any kind of discrimination and grounds of discrimination should not be exhaustive. It is important that the legislation includes norms that legally regulate interviewing and putting questions. These actions should not be considered same as an employer’s general right to information. As a result, each candidate will be secured from interference in the private life and unequal treatment on any grounds. n The Labor Code should reflect: Concept of payment according to the international standards. Principle of equal payment for equal labour of women and men; The State should elaborate methodology that objectively measures/evaluates labour and is based on anti-discriminatory criteria.There should be elaborated a framework and mechanism, that ensure employed women have equal right to opportunities as men at the work place(promotion, raise qualification, etc.) n Sexual harassment should be defined as a form of discrimination in compliance with the international standards. Prohibition of sexual harassment should be written in the relevant part of the Code on Administrative Offences and a system of adequate sanctions should be launched. Role of an employer should be outlined with regard to fighting against sexual harassment. This involves creating relevant policy documents, campaigns for raising awareness etc.