16 Appendix Archives

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1 About this Publication

4.1 Which employers must comply with the Pay Equity Act?
4.2 Part I: Requirement for ALL employers to ACHIEVE pay equity
4.3 Q&As Achieving Pay Equity
4.4 Part I: Requirement for ALL employers to MAINTAIN pay equity
4.5 Part II: Specific requirements only applicable for employers subject to Part II of the Pay Equity Act
4.6 Counting employees to determine applicable requirements

5.1 What are the deadlines for meeting the requirements of the Pay Equity Act?
5.2 What if an employer did not implement or achieve pay equity by the deadline?
5.3 When are retroactive payments due?
5.4 What are retroactivity dates for overdue pay equity adjustments?
5.5 Q&As Meeting Pay Equity Obligations Retroactively

8 Part I Requirement to Maintain Pay Equity
8.1 What does it mean to “maintain pay equity”?
8.2 How is pay equity maintained when there are changes to job classes?
8.3 If more men are hired in a female job class, does it become a male job class?
8.4 If a male job class is not currently filled can it still be used as a comparator?
8.5 How do employers handle changes in wages after pay equity is achieved?
8.6 How do employers deal with new female job classes?
8.7 Are employers and unions required to negotiate a maintenance agreement?
8.8 Is it necessary for Part II employers to amend and re-post a pay equity plan for maintenance?
8.9 Can previous wage increases “count” towards achieving pay equity?

10 Pay Equity in Unionized Workplaces
10.1 What are the employer’s and union’s pay equity responsibilities?
10.2 How is bargaining strength used to explain gender wage differences?
10.3 What happens when a union becomes certified as the bargaining agent for a group of employees in an establishment after a deemed approved plan?
10.4 Disclosure of information
10.5 Q&As Unionized Workplaces

11.1 Brief History
11.2 What is the impact of the repeal and re-instatement of proxy on pay equity adjustments?
11.3 Which organizations can use the proxy method?
11.4 How does the proxy method work?
11.5 When must proxy pay equity be implemented and achieved by?
11.6 Implementing and Achieving Pay Equity Using the Proxy Method
11.7 Q&A Proxy Funding
11.8 How is maintaining using the proxy method different from job-to-job or proportional value methods?

13 Enforcement and Complaints
13.1 What is the timeframe for making a complaint?
13.2 Who can make a complaint?
13.3 Can an employee represented by a union make a pay equity complaint?
13.4 How does the Pay Equity Act protect employees who make pay equity complaints?
13.5 What are reasons for filing a complaint under the Pay Equity Act?
13.6 What happens in the application process?
13.7 What is the role of a Review Officer?
13.8 What are the possible outcomes of investigations?
13.9 What happens when an employer or union complain about changed circumstances?
13.10 What happens when the complaint is that pay equity is not being maintained?
13.11 What happens when the complaint is about the preparation of a pay equity plan?
13.12 How does someone make anonymous complaints?
13.13 How does someone get a hearing before the Tribunal?
13.14 Are there offences and fines for failing to comply with the Pay Equity Act?

14.1 Pro-active Compliance Programs of the Pay Equity Office (formerly “Monitoring Programs”)
14.2 What information do Review Officers ask for in proactive compliance files?
14.3 Will businesses be reviewed actively even if there has been no complaint made?
14.4 What if the employer cannot find the company’s pay equity documents?
14.5 Does the Pay Equity Office guarantee that an employer will not have future complaints after being monitored?

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