For Part II employers, the job-to-job comparison method of pay equity must be applied first. If after applying the job-to-job comparisons, there are female job classes that do not have a male comparator; the employer is required to use the proportional value method to achieve pay equity for the remaining unmatched female job classes [21.2 (1)].

Part II employers may apply proportional value comparisons to all their job classes even though male comparators were found for some female job classes using a job-to-job method. However, the pay equity adjustments under proportional value must be at least equal to the amount the employee would have received using job-to-job comparisons [21.2 (2)] since the Act specifies that Part II employers must conduct job-to-job comparisons first before the employer proceeds with proportional value comparisons.