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1. Purpose

This Interpretation, Policy and Guideline (IPG)^{note de bas de page 1} provides guidance on the application of the equal average method prescribed in section 49 of the Pay Equity Act (the Act) through the following steps:

This IPG is the first in a series that addresses the comparison of compensation. The other IPGs in this series are:

This document does not replace expert legal and/or compensation advice. This document is technical in nature and should not be used as a plain language resource.

The term employer in this document can also refer to a group of employers that has been recognized by the Pay Equity Commissioner.^{note de bas de page 2}

A note on data validation and verification

For any increases in compensation associated with a female job class, the female average total compensation in the band must be the same as the male average total compensation used for the comparison.^{note de bas de page 3}