HRM200 Chapter Notes - Chapter 11: Total Rewards, Occupational Segregation, A.D. Vision

• School: University of Waterloo
• Department: Human Resources Management
• Course: HRM200
• Professor: Katrina Di Gravio

Document Summary

And personal exposure to new ideas and things: advancement and change in responsibilities to best suit individual skills, talents and desires. Basic considerations in determining pay rates (four factors: legal considerations in compensation, employment/ labour standards act. Minimum standards regarding minimum wage, hours, termination, vacations: pay equity. Employers are required to identify males and female dominated jobs and then use a gender-neutral job evaluation system based on compensable factors to evaluate the job: human rights. Pension benefits on the employees average earnings are paid during retirement: workers" compensation accidents and illnesses, employment insurance. Provide a prompt, sure and reasonable income to victims of work-related. Establishing pay rates: step 1. determine the worth of each job through job evaluation for internal equity, step 2. Group similar jobs into pay grades: step 3. Conduct salary survey of what other employers are paying for similar jobs for external equity: step 4. Price each pay grade using wage curves: step 5.