The Act requires that pay equity adjustments be made to the job rate of female job classes on an annual basis, using a minimum of 1% of the previous year’s payroll, until pay equity is achieved. These adjustments accumulate annually, so that an additional 1% of payroll is paid out each year. Employers should examine their proxy pay equity plans to determine whether any additional retroactive adjustments are required for the period from 1994 to 1996 in order to meet the minimum of 1% of payroll for adjustments required by the Act.