However, with the recent amendments to the Act, you are now subject to additional obligations. We highly recommend that you review the table below before undertaking your audit. Two types of adjustments are possible: 1- Lump sum: employer can spread payment over a four-year period but must observe the following parameters:. This method applies only to wage gap adjustments identified between the posting of the results for the initial pay equity work and the posting of the results for the maintenance assesment.
This method applies to wage gap adjustments identified at the anniversary date. The anniversary date is the start date of the first posting for the initial pay equity exercise. The audit must be carried out every five years from that date. This change does not come into effect at the same time for all businesses. The various scenarios are outlined below:. Your business completed its first pay equity audit prior to April 10, : The change does not apply to you. Your first pay equity audit was supposed to take place between April 10, , and April 9, The change will apply only to your next audit.
Your first pay equity audit is due after April 9, : The change will apply starting with the first audit. Date of event leading to a wage gap Of the various amendments made to the Act , the one that probably has the greatest impact concerns the dates of events that resulted in a wage gap.
During the pay equity audit, you are now required to create a list of the events that migth have led to, increased or reduced a wage gap. What events need to be taken into consideration? Keeping a running register We strongly urge you to keep a register of events and to begin identifying them as soon as you have completed the previous exercise.
You will be glad you did because, in three years, you will likely have forgotten the date when two positions were merged. When do you have to carry out the pay equity audit? The audit must be conducted every five years on your anniversary date. You will find information in our section on Pay Equity Act amendments to help you determine the anniversary date that applies to your situation. Useful Resources! As you have probably realized, conducting a pay equity exercise or audit is a time-consuming affair.
The Act is complex and there is a great deal of information that needs to be collected and analyzed. Fortunately, there are quite a few resources available. We are here to answer your questions and to ensure that everything gets off to a good start! Skip to main content. Pay equity does not mean: Paying employees at the same rate regardless of their performance or seniority Comparing the pay of men and women who are working in the same job.
A list of your employees, including the following information for each one: gender; hourly wage; job description; list of monetary value benefit entitlements group insurance, RRSPs, vehicles, cell phones, etc. A list of all jobs within the business; You also need to be well versed in the tasks and prerequisites associated with each job qualifications, responsibilities, effort involved and working conditions. If one or more events created a gap that lasted for only a certain period of time, the gap must be corrected for this period.
Payment of adjustments As a single payment at the time of the second posting of the results, depending on what was determined during the maintenance assessment.
Two types of adjustments are possible: 1- Lump sum: employer can spread payment over a four-year period but must observe the following parameters: The first payment must be made on the date of the new posting. All payments must be in the same amount. Payments must be made annually. Interest must be added to the payments. Content of posting The posting of the results had to include a list of the events that led to the wage gaps.
Listing the events is simply no longer sufficient. Now the posting must also indicate the event dates. Anniversary date The anniversary date was the start date of the new posting for the initial pay equity exercise. The audit had to be carried out every five years from the anniversary date.
The Pay Equity Act enables review officers to issue orders where a contravention has been demonstrated and a settlement is not possible. Under that statutory authority, the Pay Equity Office performs "front line" or "first level" adjudication through the issuance of orders. Re-appointment to a further term beyond the maximum of ten years in total may be made only in exceptional circumstances in the public interest. Create your account Log in to your account.
Under that statutory authority, the Pay Equity Office performs "front line" or "first level" adjudication through the issuance of orders Membership The Lieutenant Governor in Council appoints the head of the Pay Equity Office, who is also the chief administrative officer of the Pay Equity Commission.
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