This Interpretation, Policy and Guideline (IPG) provides guidance on what to do when the initial regression lines cross when using the equal line method to compare the total compensation of predominantly male and predominantly female job classes

This Interpretation, Policy and Guideline (IPG) provides guidance on what to do when the initial regression lines cross when using the equal line method to compare total compensation of predominantly male and predominantly female job classes

This Interpretation, Policy and Guideline (IPG) provides guidance on the application of the equal line method prescribed in section 50 of the Pay Equity Act and section 12 of the Pay Equity Regulations

This Interpretation, Policy and Guideline (IPG) covers the following: Section 2.1: What to do if a pay equity committee determines that neither compensation comparison method prescribed in the Pay Equity Act can be used...

This Interpretation, Policy and Guideline (IPG) 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: Step 1: Create bands of comparable values of work and identify all of the predominantly female and

An employer or pay equity committee that chooses to use the equal average method for the purpose of comparing compensation is required to create value-of-work bands.

This document provides interpretative guidance on the term “employee” defined in section 3(1) of the Pay Equity Act (the Act). To foster a common understanding of who is an “employee” under the Act

This Interpretation, Policy and Guideline (IPG) provides interpretive guidance on sections 10 and 45 of the Pay Equity Regulations about the treatment of frozen compensation.

This Interpretation, Policy and Guideline (IPG) provides guidance on the following: The definition of compensation; and, The calculation of indirect compensation elements when determining the total compensation of a job class.