Only pay equity adjustments that were clearly identified as pay equity adjustments and distributed according to the rules of the Act to underpaid female job classes are considered for achieving the pay equity job rate. If an employer gives other wage increases (for example, cost-of-living increases), the pay equity job rate of female job classes of the seeking employer that have not yet achieved pay equity must be increased by the same dollar amount [21.11 (3), 21.22 (3)].