Pay Equity is equal pay for work of equal value. The Pay Equity Act requires that jobs be evaluated and work mostly or traditionally done by women be compared to work mostly or traditionally done by men. If jobs are of comparable value, then female jobs must be paid at least the same as male jobs. Female jobs are jobs mostly or traditionally done by women such as librarian, childcare worker or secretary. Male jobs are jobs mostly or traditionally done by men such as truck driver, firefighter or shipper.

The value of jobs is based on the levels of skill, effort, responsibility and working conditions involved in doing the work.

The Ontario Pay Equity Commission provides programs and services to support and enforce compliance with Ontario's Pay Equity Act. It includes the Pay Equity Office (PEO) and the Pay Equity Hearings Tribunal (PEHT).

The Pay Equity Office:

• Investigates, mediates and resolves complaints under the Pay Equity Act involving employees, bargaining agents and employers;
• Assists employers and bargaining agents to reach agreement under the Pay Equity Act;
• Monitors the preparation and implementation of pay equity plans;
• Issues written decisions and enforces compliance with the Pay Equity Act at any step in the pay equity process;
• Develops and designs education programs to assist workplace parties at any step in the pay equity process;
• Produces reports and makes recommendations to the Minister as required.

The Pay Equity Hearings Tribunal adjudicates pay equity disputes. It has jurisdiction, under the Act, to determine questions of fact and law that arise in cases before it. Decisions of the tribunal are final and conclusive for all purposes.

No, it is not the same. Pay equity compares different jobs. Where jobs are found to be of comparable value the female job must be paid at least the same as the male job. For example, a secretary may be of similar value to a shipper and must be paid at least the same.

Equal pay for equal work addresses situations in which men and women do the same, or substantially the same, work. If a man and woman are doing the same work, such as two cooks or two machine operators on the same line, they must be paid the same. Equal pay for equal work is a requirement of the Employment Standards Act.

Employers in Ontario:

1. All public sector employers that are not federally regulated.
2. Private sector employers, with 10 or more employees, that are not federally regulated.

Employees:

1. All employees of the above employers including part-time and seasonal. (Students working during their vacation period are not covered.)

1. Determine if the Pay Equity Act applies to your employer. (Check the list above.)
2. Get information about whether or not your employer did pay equity. If you are represented, speak to your bargaining agent.
3. If your employer posted a pay equity plan, request a copy of the plan.
4. If the employer and/or union does not share information with you, make a complaint. Contact the Pay Equity Commission.
5. Look at the pay equity plan to determine if your job class was included and whether it was identified as a female job class. If you are in a male or gender neutral job class, your job will not be due a pay equity adjustment since pay equity is intended for underpaid female job classes.
6. If your job is a female job class, try to determine how it was valued, what job or jobs it was compared to and what the adjustment was if any. Do you feel that the results in the plan were fair for your job class?
7. If you feel the results were not fair, or would like further information about pay equity, or would like to make an objection or complaint, contact us.

The Pay Equity Act prohibits an employee from being penalized for pursuing their rights under the Act. You can make a complaint by filling out an Application for Review Services. The Act allows us to keep your name confidential if you so wish.

Your union was required to negotiate the pay equity plan with your employer. Once they have agreed to a plan, your plan is considered approved. However, your employer must post the plan so that all employees covered by the plan can read it. If you think your employer and union have not complied with the Act, you may complain to the Commission.

If you are unsure whether your organization is federally regulated contact us.

Ontario's Pay Equity Act does not apply to employees of the federal government, federal agencies or federally regulated companies. The pay equity sections of the Canadian Human Rights Act cover employees of these employers. The Canadian Human Rights Commission can inform you about the pay equity provisions that may apply to you. You can contact the:

Pay Equity and Settlement Monitoring Directorate

Anti-Discrimination Programs Branch
Canadian Human Rights Commission
344 Slater Street
Ottawa, Ontario
K1A 1E1

Telephone: (613) 995-1151
Toll Free: 1-888-214-1090
TTY: 1-888-643-3304
Fax: (613) 992-6313
Web Site: http://www.chrc-ccdp.ca/
E-mail: info.com@chrc-ccdp.ca

The Treasury Board of Canada - for information from the federal government as employer.
1-888-346-8886.
http://www.tbs-sct.gc.ca/wnew/PayEquity/siglist_e.html

The Public Service Alliance of Canada - if they represent you in your workplace.
1-888-655-5111
http://www.psac.com/