10 Steps to Pay Equity.doc

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Human Resources Management
Human Resources Management HRM831
Steven Osiel

Ontario Pay Equity: Ten Steps Step 1: Determine the employer: In the majority of cases where there is only one potential employer which all employees recognize, the answer is easy. Step 2: Determine the implementation dates and/or achievement dates: The Act required employers to determine the posting, implementation, and adjustment dates on the basis of the average number of employees covered by the Act, who were working in Ontario between January 1 and December 31, 1987. Step 3: Determine the establishment(s): Employers are required by the Pay Equity Act to provide for pay equity in "every establishment of the employer". Step 4: Determine the number of pay equity plans required: The Act requires that each establishment have one pay equity plan for each bargaining unit and one pay equity plan for all non-union employees. Step 5: Determine the female and male job classes: Positions are grouped into job classes and identified as male or female in order to compare them. Step 6: Select an appropriate gender-neutral comparison system: A comparison system is the tool used to determine the value of the work done in male and female job classes, so that they can be compared in terms of value and compensation. The value of work is based on the skills and effort required, the responsibilities of the job and the conditions under which the work is performed. Evaluate female and male job classes: Good job information is essential for a fair and equitable pay equity process. To properly evaluate jobs, questionnaires or job descriptions must include all of the relevant information about the job in order to provide evaluators/readers with a clear understanding of what is done, why it is done and how it is done. Step 7: Compare female jobs to male jobs using the Job-to-Job comparison method: The Pay Equity Act states that pay equity is achieved when a female job class is paid at least as much as a male job class of equal or comparable value. Job-to-Job is a method of direct comparison between female and male job classes. Pay equity is achiev
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