1-Explain the notion of Equal Pay for Equal Work. What legislation contains this notion? (5 Marks)
Equal Pay for Equal work means that men and women doing similar work are compensated the same. Similar work is defined as work that necessitates the same skill which is defined as the amount known education, physical or motor abilities required for the employee to effectively perform the job (Ontario). Effort is the physical or mental extortion to effectively do the job (Ontario). Responsibility is defined by how many job duties they have, the degree of accountability and how much authority they have to perform the jobs(Ontario). Lastly, working conditions which refers the exposure of elements, health and safety risks, workplace environment and …show more content…
This is because some jobs held by women are compensated less than those performed by men (court, 348). This difference in pay is called a gender pay gap. (286). There are many reasons for the wage gap such as differences in occupation, qualification and experience, the difference in industries and firms, and a difference in union membership and discrimination (287). In 1987, the Ontario Government created the Pay Equity legislation that incorporates this idea of equal pay for equal value of work. The intent of the law is to decrease systematic gender discrimination by examining and compensating the work performed by employees in female job classes. The job classes need to be comparable in job classification (court 348) which is determined by skill, effort, responsibility and working experience. Private operated organizations that employ ten or more people and all public sectors are required to follow this legislation. The Pay Equity Plan covers employees who are full or part-time, contract or seasonal workers, including people who are in the management side. It also includes part-time employees who work at least one third of the normal work or part-time workers who work on a regular and continuing even though they work a third of the normal work period (Ontario government). The Ontario government has detailed …show more content…
Secondly, they need to see the job classes with similar duties and responsibilities furthering the determination of male and female job classes. Human Resources can use three different methods to complete the comparison between male and female job classes. The foremost method is a job to job method where a person compares a male to a female job class that is comparable in skills, effort, responsibility and working conditions. If that is not an option, then they can utilize a proportional value/wage line method where the male job class wage line is applied to determine the pay for female job classes. If they are unable to utilize the above options, organizations can compare female job classes similar to other organizations female job class that have achieved pay equity( 291). Yes, it makes sense to extend this notion to operations outside of Ontario because Ontario and Quebec are the only provinces that have a specific legislation to focus on this inequality. In addition, The Federal government extended a law applying only to federal employees focusing on equal work of equal value. Including pay equity in their organizations pay structure in other provinces would allow them to hire and retain quality employees as they would be paying above their
Equal Pay for Equal work means that men and women doing similar work are compensated the same. Similar work is defined as work that necessitates the same skill which is defined as the amount known education, physical or motor abilities required for the employee to effectively perform the job (Ontario). Effort is the physical or mental extortion to effectively do the job (Ontario). Responsibility is defined by how many job duties they have, the degree of accountability and how much authority they have to perform the jobs(Ontario). Lastly, working conditions which refers the exposure of elements, health and safety risks, workplace environment and …show more content…
This is because some jobs held by women are compensated less than those performed by men (court, 348). This difference in pay is called a gender pay gap. (286). There are many reasons for the wage gap such as differences in occupation, qualification and experience, the difference in industries and firms, and a difference in union membership and discrimination (287). In 1987, the Ontario Government created the Pay Equity legislation that incorporates this idea of equal pay for equal value of work. The intent of the law is to decrease systematic gender discrimination by examining and compensating the work performed by employees in female job classes. The job classes need to be comparable in job classification (court 348) which is determined by skill, effort, responsibility and working experience. Private operated organizations that employ ten or more people and all public sectors are required to follow this legislation. The Pay Equity Plan covers employees who are full or part-time, contract or seasonal workers, including people who are in the management side. It also includes part-time employees who work at least one third of the normal work or part-time workers who work on a regular and continuing even though they work a third of the normal work period (Ontario government). The Ontario government has detailed …show more content…
Secondly, they need to see the job classes with similar duties and responsibilities furthering the determination of male and female job classes. Human Resources can use three different methods to complete the comparison between male and female job classes. The foremost method is a job to job method where a person compares a male to a female job class that is comparable in skills, effort, responsibility and working conditions. If that is not an option, then they can utilize a proportional value/wage line method where the male job class wage line is applied to determine the pay for female job classes. If they are unable to utilize the above options, organizations can compare female job classes similar to other organizations female job class that have achieved pay equity( 291). Yes, it makes sense to extend this notion to operations outside of Ontario because Ontario and Quebec are the only provinces that have a specific legislation to focus on this inequality. In addition, The Federal government extended a law applying only to federal employees focusing on equal work of equal value. Including pay equity in their organizations pay structure in other provinces would allow them to hire and retain quality employees as they would be paying above their