(2) The plan must do the following:
- Identify the establishment to which the plan
- Identify the key female job classes of the seeking
- Identify the proxy employer and the proxy
- Identify the female job classes in the proxy establishment with which the key female job classes of the seeking employer were compared and set out their pay equity job rates.
- Identify the female job classes in the seeking employer that are not key female job classes and that were compared with the key female job classes.
- Describe the gender-neutral comparison system used for the purpose of making the comparisons.
- Describe the methodology used for the calculations required by the
- Set out the value of the work performed in each job class that was compared with another job class.
- Set out the results of the
- Identify all positions that are excluded in determining whether a job class is a female job class or a male job class and that are not to be included in any compensation adjustments under the plan by virtue of subsection 8(3), and set out the reasons for relying on that subsection.
- With respect to all female job classes for which pay equity does not exist according to the comparisons, indicate how the compensation in those job classes will be adjusted to achieve pay equity.
- Set out the date on which the first adjustments in compensation will be made under the plan, which date shall be not later than one year after this section comes into force.