What is the difference between Equal Pay for Equal Work and - Equal Pay for Work of Equal Value?
Equal Pay for Equal Work means that male and female employees performing the same job must receive the same pay. Equal Pay for Work of Equal Value means that male and female employees performing essentially the same job, even if it has a different job title, or performing jobs with an equivalent level of responsibility, skill, effort, and working conditions, even if the jobs are otherwise different, must receive the same pay.
Ontario's Pay Equity Act applies to all provincially regulated private sector employers that have
10 or more employees
Generally speaking, under Ontario's Pay Equity Act, a job class is considered "female-dominated" when
60% of the incumbents are female
The Employment Equity Act (check all that apply)
A. includes the Federal Contractors Program, which requires large government contractors to implement equity program.
B) requires large federally regulated employers to implement equity programs.
C) is a provincial (Ontario) statute.
D) is a federal statute.
E) prevents reverse discrimination in Ontario's government-funded workplaces.
C and E
Beatrice works as a car mechanic at ABC Auto Inc. All of the other six mechanics are male. Beatrice just found out that Ben, a mechanic who was hired two years after she was, makes more money per hour than she does. Does Beatrice have a pay equity issue? Does she have a legitimate equal pay for equal work claim under ESA?
This is not a pay equity issue. Only female-dominated jobs can receive adjustments under the Pay Equity Act. However, Beatrice would pursue her rights under the equal pay for equal work provisions of the Employment Standards Act.
XYZ Co. is a hair product company that has a factory (73 employees) and office (20 employees) in Guelph and a distribution outlet in Scarborough (9 employees). The factory employees are unionized; all of the other employees are non-union.
Is this employer covered by Ontario's Pay Equity Act?
Yes. Every employer that has 10 or more employees in the province of Ontario is covered.
Here are the steps in the process that an employer needs to go through to achieve pay equity. Arrange them in order.
A. The employer compares female and male job classes using the direct job-to-job comparison method. If there are any female job classes for which it is unable to find a comparable male job class, it uses the proportional value method.
B.The employer selects and applies a gender-neutral job evaluation system to the job classes.
C. The employer prepares and posts a plan that identifies the jobs compared and describes adjustments to be made.
D The employer identies the number of establishments it has.
e The employer makes adjustments to the jobs and salaries.
f The employer divides the jobs into job classes and determines which of these are female job classes and which are male job classes.
d,f,B,a,c,e
John was a worker in a factory. Ted, his supervisor, was concerned about a work slowdown and discovered John away from his position talking to coworkers. John defended himself by saying there were "no parts" to work on in his area. An argument developed, and John accused Ted of intimidating him. John said that he felt unsafe and wanted to call the health and safety rep. Ted did not make the call, and instead moved John from the production line and gave him a two-day suspension for insubordination. In the log book, Ted wrote that John "refused to get back to work stating it was unsafe to resume working my being so close to him." John grieved the discipline, arguming that it constituted a reprisal for asserting his right under OHSA to refuse unsafe work. He said he was afraid he would injure himself because Ted was close by, intimidating him and arguing with him. The factory management argued that he could not make a OHSA claim because the equipment and factory conditions were safe.
How did the arbitrator rule in this case?
A) It ruled in favour of John. During the first stage of a work refusal, a worker may refuse work where he/she has reason to believe that danger exists, even if that belief is subjective. John communicated his concern, and Ted was obliged to investigate the complaint, but he did not.
B) It ruled in favour of the factory management. John's claim of danger due to the proximity of an angry supervisor is not one of the grounds covered under OHSA.
a
