E-12.001 - Pay Equity Act

Full text
114. The Commission may make regulations
(1)  for the purposes of the determination of adjustments in compensation or the conduct of a pay equity audit in an enterprise employing fewer than 50 employees where there are no predominantly male job classes, determining typical job classes on the basis of job classes identified in enterprises in which adjustments in compensation have already been determined and prescribing standards or weighting factors to be applied to the valuation of differences in compensation between such job classes, with due regard, in particular, for the characteristics of enterprises whose job classes are to be so compared;
(2)  for the purposes of the establishment of a pay equity plan or the conduct of a pay equity audit in an enterprise where there are no predominantly male job classes, determining typical job classes on the basis of job classes identified in enterprises, in which a pay equity plan has already been completed, prescribing methods to be used to determine the value of those job classes and to valuate the differences in compensation between the typical job classes and the job classes in an enterprise and prescribing standards or weighting factors to be applied to such differences, with due regard, in particular, for the characteristics of enterprises whose job classes are to be so compared;
(3)  determining, for the purposes of section 61, other methods for the valuation of differences in compensation;
(4)  determining the form of the reports provided for in sections 95 and 120 and the content of the reports provided for in section 120;
(5)  specifying the required content of a posting under this Act or identifying new required content; and
(6)  specifying the information an employer must keep under section 14.1 or 76.8.
The provisions of a regulation made under the first paragraph may vary according to the number of employees in the enterprise.
Regulations of the Commission made under this Act are subject to the approval of the Government and may be amended by the Government upon approval.
1996, c. 43, s. 114; 2009, c. 9, s. 43; 2015, c. 15, s. 165; 2019, c. 42019, c. 4, s. 23.
114. The Commission may make regulations
(1)  for the purposes of the determination of adjustments in compensation in an enterprise employing fewer than 50 employees where there are no predominantly male job classes, determining typical job classes on the basis of job classes identified in enterprises in which adjustments in compensation have already been determined and prescribing standards or weighting factors to be applied to the valuation of differences in compensation between such job classes, with due regard, in particular, for the characteristics of enterprises whose job classes are to be so compared;
(2)  for the purposes of the establishment of a pay equity plan in an enterprise where there are no predominantly male job classes, determining typical job classes on the basis of job classes identified in enterprises, in which a pay equity plan has already been completed, prescribing methods to be used to determine the value of those job classes and to valuate the differences in compensation between the typical job classes and the job classes in an enterprise and prescribing standards or weighting factors to be applied to such differences, with due regard, in particular, for the characteristics of enterprises whose job classes are to be so compared;
(3)  determining, for the purposes of section 61, other methods for the valuation of differences in compensation;
(4)  determining the form of the reports provided for in sections 95 and 120 and the content of the reports provided for in section 120;
(5)  specifying the required content of a posting under this Act or identifying new required content; and
(6)  specifying the information an employer must keep under section 14.1 or 76.8.
Regulations of the Commission made under this Act are subject to the approval of the Government and may be amended by the Government upon approval.
1996, c. 43, s. 114; 2009, c. 9, s. 43; 2015, c. 15, s. 165.
114. The Commission may make regulations
(1)  for the purposes of the determination of adjustments in compensation in an enterprise employing fewer than 50 employees where there are no predominantly male job classes, determining typical job classes on the basis of job classes identified in enterprises in which adjustments in compensation have already been determined and prescribing standards or weighting factors to be applied to the valuation of differences in compensation between such job classes, with due regard, in particular, for the characteristics of enterprises whose job classes are to be so compared;
(2)  for the purposes of the establishment of a pay equity plan in an enterprise where there are no predominantly male job classes, determining typical job classes on the basis of job classes identified in enterprises, in which a pay equity plan has already been completed, prescribing methods to be used to determine the value of those job classes and to valuate the differences in compensation between the typical job classes and the job classes in an enterprise and prescribing standards or weighting factors to be applied to such differences, with due regard, in particular, for the characteristics of enterprises whose job classes are to be so compared;
(3)  determining, for the purposes of section 61, other methods for the valuation of differences in compensation;
(4)  determining the form of the reports provided for in sections 95 and 120 and the content of the reports provided for in section 120;
(5)  specifying the required content of a posting under this Act or identifying new required content; and
(6)  specifying the information an employer must keep under section 14.1 or 76.8.
Regulations of the Commission are subject to the approval of the Government and may be amended by the Government upon approval.
1996, c. 43, s. 114; 2009, c. 9, s. 43.
114. The Commission may make regulations
(1)  for the purposes of the determination of adjustments in compensation in an enterprise employing fewer than 50 employees where there are no predominantly male job classes, determining typical job classes on the basis of job classes identified in enterprises in which adjustments in compensation have already been determined and prescribing standards or weighting factors to be applied to the valuation of differences in compensation between such job classes, with due regard, in particular, for the characteristics of enterprises whose job classes are to be so compared;
(2)  for the purposes of the establishment of a pay equity plan in an enterprise where there are no predominantly male job classes, determining typical job classes on the basis of job classes identified in enterprises, in which a pay equity plan has already been completed, prescribing methods to be used to determine the value of those job classes and to valuate the differences in compensation between the typical job classes and the job classes in an enterprise and prescribing standards or weighting factors to be applied to such differences, with due regard, in particular, for the characteristics of enterprises whose job classes are to be so compared;
(3)  determining, for the purposes of section 61, other methods for the valuation of differences in compensation;
(4)  determining the form of the reports provided for in sections 95 and 120 and the content of the reports provided for in section 120.
Regulations of the Commission are subject to the approval of the Government and may be amended by the Government upon approval.
No regulation of the Commission may be approved by the Government until it is examined by the appropriate committee of the National Assembly.
1996, c. 43, s. 114.