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Pay Equity Act - "All Female" & "No Comparator" Study - 1989

Category:EMPLOYMENT CONDITIONS
Sub-Category:REMUNERATION
Resolution Number:200.20.15
Club:Toronto
Year: 1989
Status:Open
Reaffirmed:1992 (Res 200.20.18)
Comments:

THEREFORE BE IT RESOLVED THAT the Business and Professional Women's Clubs of Ontario reaffirm its previous resolutions which urged the Government of Ontario immediately:
1)to amend the Pay Equity Act to include Private Sector employers with fewer than 10 employees. (1988 Res 200.20.13) - Toronto Club - Part "A");
2)that the Employment Standards (Pay Equity) Act should be amended...(inter alia)...to ensure that part-time workers receive equal pay for work of equal value regardless of the average number of hours of work per week or month. (1984 Res 200.20.8) - Toronto Club - Part A);
3)to pass legislation requiring the public and the private sector to develop Employment Equity programmes that will work toward the goal of Economic Equality in the workplace, complete with goals, timetables and strategies for achieving them. (1988 Res 200.10.11) -Toronto Club).
FURTHER BE IT RESOLVED THAT the Business and Professional Women's Clubs of Ontario urge the Government of Ontario to amend the Pay Equity Act immediately to provide that where no male comparators can be found, the following options, (as recommended by the Pay Equity Commission) are to be used until a comparison with the predominantly female job class can be made:
1)reduce the percentage thresholds of the male and/or female job class, or
2)change the definition of establishment to a corporate definition to remove any geographical boundaries, or
3)use proportional value comparisons, or
4)use proxy comparisons ie: with a similar female job class in another establishment where a male comparator has been found, or
5)make average adjustments to those made for the female job class in establishments in the industry where male comparators were found, and
6)allow women in predominantly female jobs to apply to the Pay Equity Tribunal for adjustments when the normal provisions of the Act and the above mechanisms do not work, and
7)ensure that every person who becomes eligible to receive pay equity adjustments through these amendments does so on the same time schedules as those who are presently covered.
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RES:200.20.16
RE:Pay Equity Act - "All Female" & "No Comparator" Provisions - 1990
SPONSOR:Toronto Club
STATUS:
RE-AFFIRMED:1992 (Res 200.20.18)
POLICY STATEMENT:
BE IT RESOLVED THAT the Business and Professional Women's Clubs of Ontario urge the government of Ontario to proceed speedily with full implementation of amendments to the Pay Equity Act as recommended in the Pay Equity Commission's Report of September 1989 to achieve pay equity for women in those sectors of the economy which are predominantly female, specifically that the female job classes which did not find a male comparator in any organization be evaluated and adjusted by using:
•Proportional value; or, in the public sector - a proxy comparison in another organization; or, in the private sector - an external average adjustment with other private sector organizations which have made pay equity adjustments.
•That these adjustments be implemented on the same schedule as that applicable to the employer under the existing schedule of the Pay Equity Act, by retroactive payments if necessary.
FURTHER BE IT RESOLVED THAT the Business and Professional Women's Clubs of Ontario reaffirm its previous resolutions which urges the Government of Ontario immediately to amend the Pay Equity Act:
1.to include Private Sector employers with fewer than 10 employees. (1988 Res 200.20.13 - Toronto Club - Part A)
2.to ensure that part-time workers receive equal pay for work of equal value. (1984 Res 200.20.9 -Toronto Club ie: re the Employment Standards Act)
3.to provide (as recommended by the Pay Equity Commission in January 1989) that where no male comparator jobs can be found the following options also be required to be made until a comparator is found:
•by reducing the percentage threshold of the male and/or female job class, or
•by changing the definition of establishment to a corporate definition, and
•allow women in predominantly female jobs to apply to the Pay Equity Tribunal for adjustments when the normal provisions of the Act and the above(new legal) mechanisms do not work. (1989 Res 200.20.14 - Toronto Club)

 

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Article ID: 4234

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