Q1: Is an employer required to develop a job rate line to use the proportional value method?
A1: The Act does not specifically require employers to use wage or job rate lines. However, employers must establish the relationship between job value and job rate as the basis for proportional value comparisons. In practical terms, a job rate line is a common and reliable way to express the job value to pay relationship.
Q2: Can the proportional value method of pay equity be done with only one representative male job class?
A2: In certain cases it may be acceptable to apply the proportional value method where there is only one male job class or only one class that is representative. For example, where there are multiple female job classes that are close in value to the sole higher paid male job class, a female job rate line could be constructed. A male job rate line could then be drawn parallel to it. The female job rates would be increased to the point where they reach the amount on the male job rate line corresponding to the job value of each female job class.
Another approach is to calculate the ratio of job value to pay for the male job class. This ratio is then applied to the female job classes (sometimes referred to as “formula” or “pay per points approach”).