21.3 (1) Pay equity is achieved for a female job class under the proportional value method of comparison,
(a) when the class is compared with a representative male job class or representative group of male job classes in accordance with this section; and
(b) when the job rate for the class bears the same relationship to the value of the work performed in the class as the job rate for the male job class bears to the value of the work performed in that class or as the job rates for the male job classes bear to the value of the work performed in those classes, as the case may be.
(2) Comparisons required by this section,
(a) for job classes inside a bargaining unit shall be made between job classes in the unit; and
(b) for job classes outside any bargaining unit shall be made between job classes that are outside any bargaining unit.
(3) If, after applying subsection (2), no representative male job class or classes is found to compare to the female job class, the female job class shall be compared to a representative male job class elsewhere in the establishment or to a representative group of male job classes throughout the establishment.
(4) The comparisons shall be carried out using a gender-neutral comparison system.
Group of jobs
(5) Subsections 6 (6) to (10) apply, with necessary modifications, to the proportional value method of comparison. 1993, c. 4, s. 12.