Pay Equity Plan In developing a plan, employers must: identify the different job classes made up of positions in their workplace. determine whether each job class is predominantly male, predominantly female or gender neutral. determine the value of work of each predominantly female or male job class.
Does Canada have an Employment Equity Act?
The Legislated Employment Equity Program (LEEP)
This program ensures that federally regulated private-sector employers covered by the Act , report annually on: the representation of the 4 designated groups in their workplaces, and. the steps they have taken to achieve full representation.
Which provinces in Canada have pay equity legislation?
In order of chronology, the provinces that enacted pay equity legislation are as follows.
- Manitoba (1986)
- Prince Edward Island (1988)
- New Brunswick (1989)
- Nova Scotia (1989)
- Quebec (1996)
- Saskatchewan.
- Newfoundland.
- British Columbia.
What is the purpose of Employment Equity Act in Canada?
2 The purpose of this Act is to achieve equality in the workplace so that no person shall be denied employment opportunities or benefits for reasons unrelated to ability and, in the fulfilment of that goal, to correct the conditions of disadvantage in employment experienced by women, Aboriginal peoples, persons with
What is the Equal Pay Act in simple terms?
The Equal Pay Act requires that men and women in the same workplace be given equal pay for equal work. The jobs need not be identical, but they must be substantially equal.
What are the three rights of every Canadian employee?
These rights include: the right to know; the right to participate; and the right to refuse unsafe work. Display this poster throughout your workplace so your employees are aware of their rights that are in place to help them be healthy and safe at work.
Do we need pay equity legislation in Canada?
Canadians have the right to experience workplace compensation practices that are free from gender-based discrimination. Pay equity aims to ensure that employers provide you with equal pay for doing work of equal value.
How does the pay equity Act work?
Employers have to establish their pay equity plan within 3 years of becoming subject to the Act. Once the plan is established, they will have to increase the compensation of any predominantly female job classes that are receiving less pay than their male counterparts.
Who is covered by the pay equity Act?
This Act applies to every employer whose enterprise employs 10 or more employees. The date from which the Act applies to an enterprise where the number of employees grows to 10 or more in the course of a given year is 1 January of the following year.
What is an example of pay equity?
Pay equity examples
Take administrative assistants and secretaries for example. These roles are typically similar in nature, so if one was performed by a male and the other by a female, and both had the same level of education and experience, then the two should receive relatively equal wages under the law.
What is Basic Conditions of Employment Equity Act?
A collective agreement may permit the hours of work to be averaged over a period of up to four months. (a) an average of 45 ordinary hours in a week over the agreed period; (b) an averageof five hours’ overtime in a week over the agreed period. An employee must have a meal interval of 60 minutes after five hours work.
Who qualifies for employment equity?
50 employees
EE Committee
In terms of the Employment Equity Act, all employers with over 50 employees or a turnover which is over the relevant industry threshold must establish an Employment Equity Committee.
What are the requirements of the Employment Equity Act?
Chapter 3 of the employment Equity act requires that employers take certain affirmative action measures to achieve employment Equity. Employers must analyse all employment policies, practices and procedures, and prepare a profile of their workforce in order to identify any problems relating to employment Equity.
Does the Equal Pay Act apply to all employers?
Equal Pay Act and Coverage
Virtually all employers are covered by the Equal Pay Act (EPA), which makes it illegal to pay different wages to men and women if they perform substantially equal work in the same workplace.
Can employers pay different salaries for the same job?
Can a company pay different wages for the same job? It is legal for a company to pay different wages for the same or similar job, but only if there are non-discriminatory material factors which explain the reason for the difference.
Is the Equal Pay Act still in effect?
Yes. Each year since then has brought further amendments to the Equal Pay Act.
What laws protect employees in Canada?
Rights in the workplace
- The Canadian Human Rights Act. Duty to accommodate.
- The Employment Equity Act. The Federal Contractors Program. The Legislated Employment Equity Program. The Workplace Equity Information Management System.
- The Canada Labour Code.
- Rights for foreign workers.
What is considered a human rights violation in the workplace?
Human rights discrimination regarding the rate of pay, overtime, working hours, holidays, benefits, layoffs, dismissal/termination, discipline, and performance are also all prohibited under the Human Rights Code, as employees have the right to equal treatment with respect to employment.
What are the 13 prohibited grounds of discrimination under the Canadian Human Rights Act?
3 (1) For all purposes of this Act, the prohibited grounds of discrimination are race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability and conviction for an offence for which a pardon has been
What is the difference between equal pay and pay equity?
Pay equality is a broader concept than pay equity and refers not just to equal pay for people in similar situations, but also to the equality of opportunity, motivating factors, and acceptance that lead to the proportional holding of positions across the pay spectrum.
What happens if you don’t comply with the Employment Equity Act?
In terms of section 20(7) of the EEA, the Director-General may apply to the Labour Court to impose a fine, in accordance with Schedule 1, if a designated employer fails to prepare or implement an employment equity plan in terms of this section.