Q1: Can job evaluations be based on job descriptions?
A1: Yes, however, job descriptions are not required to do pay equity. Employers, especially small ones, may know enough about the jobs to be able to conduct a responsible valuation and comparison for pay equity purposes. Employers may also use other ways to collect and assess information about the jobs such as use of interviews, questionnaires or job evaluation committees.
Q2: Do employers have to evaluate all the male job classes in the establishment?
A2: Employers need to evaluate as many male job classes as necessary to identify a male comparator for each female job class. If the employer was required to post a pay equity plan, all comparator male job classes must listed in the plan.