TITLE: MODULE 3 – EMPLOYER INFORMATION
Welcome to the e-learning program of Ontario's Pay Equity Commission.
This module: Employer Information
In this module, you will use a worksheet to record basic information about your company and determine the date you were to comply with the Pay Equity Act.
You will also learn about establishments and determine whether you have one or several.
Download the worksheet now by clicking on the link at the bottom right.
Record the legal name of the employer on Line 1 of the Worksheet.
The identity of the employer responsible for pay equity may not be clear, for instance, in the case of larger employers with complicated corporate structures, or smaller companies that are part of a corporate group.
For more information about how to identify the employer, read "Who is an employer?" by clicking on the link for the Guide to Interpreting Ontario's Pay Equity Act.
On line 2, record your name if you are the person doing the work for your company.
If someone else is responsible for the comparison process, put their name here (with their knowledge, of course).
All private sector employers with 10 or more employees are required to establish pay equity. Employers who were in business in 1987, the year the law was passed, were given a deadline to achieve pay equity. This was based on the number of employees they had at that time.
Employers who were not yet in business in 1987, but have since come into being, are new employers under the Act. They come under the Act on the date they hired their 10th employee.
Rollover the option that best describes your company. This is the date you should have achieved pay equity. This is also your outstanding liability date. For more information about compliance deadlines, click on the link at the bottom right to access section 5 – "What are the Compliance Deadlines?" in the Guide to Interpreting Ontario's Pay Equity Act.
On line 3, enter your liability date.
If all of your employees in Ontario work at the same location, you have only one establishment. Write that location on Line 4.
If you have employees in more than one location, continue on to the Illustration on the next slide for more information.
You can read "Defining the Establishment" in Section 7 of the Guide to Interpreting Ontario's Pay Equity Act by clicking the link at bottom right.
Under the Pay Equity Act, an establishment is all the employees of an employer who work in a geographic division. A geographic division can be a county, a territorial district or a regional municipality.
Let's say a fictitious company has an office in Windsor, as well as London, Ottawa and Cornwall.
Ottawa and Cornwall are in two different cities, but this employer has decided to put them together because they share several things in common. They may share the same human resources department, compensation system and a variety of other functions. So, in this situation, Ottawa and Cornwall are considered one establishment.
This employer also has a Head Office in Toronto. As we've seen, although this employer has five separate locations in five separate geographic areas, they have decided to have four establishments. The first in Windsor, the second in London, the third in Toronto and the fourth which includes Ottawa and Cornwall.
If you have employees in more than one location, determine what the establishments are going to be and enter these on line 4 of your worksheet.
There are different requirements for workplaces where some of the employees are unionized.
For more information about how employers and unions complete the comparison process, please see Section 10 of the Guide to Interpreting Ontario's Pay Equity Act – Pay Equity in Unionized Workplaces.
It is important to keep all records of your work because your employees, or the Pay Equity Commission, may ask for information on how you achieved pay equity.
Documenting information on the worksheet will help you keep records of your work.
In the next module, you will:
- Identify your female and male job classes
- Enter this information on the worksheet
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