Q1: Is it a requirement to include all jobs in the pay equity plan?

A1: The Act requires all job classes that were compared to be identified in a pay equity plan. However, nothing prevents an employer from listing gender neutral job classes as well as male job classes even if they were not used as comparators.

Q2: If there are only female jobs or only male jobs in an establishment, is there any need for an employer to take further action?

A2: If only female job classes or only male jobs classes exist in the establishment, the employer is still required to post a pay equity plan that includes a statement about the lack of female or male job classes. These employers are required to notify the Office by completing a “Notice of Inability to Achieve form.

Q3: How should an employer describe the gender-neutral comparison system in the plan?

A3: If a point-factor job comparison system was used it is recommended that the employer describe the sub-factors used to evaluate job classes and explain how they were weighted. If a ranking system was used, describe the methodology. A definition of equal or comparable value, point banding, ranking, or any other method used to determine job classes of equal or comparable value should be included. If the proportional value method of comparison was used, the plan must identify the male job classes used in the comparison.