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Equitable Compensation Assessment
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Precision
(3) Subject to the regulations, an equitable compensation assessment in respect of a job group or job class is to be conducted having regard to
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(a) with the exception of a job group or job class described in paragraph (d), in the case of a job group or job class within a portion of the federal public administration, including a department, described in paragraph (a) of the definition employer in subsection 2(1), only job groups or job classes, as the case may be, within any of those portions of the federal public administration, other than job groups or job classes described in paragraph (d);
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(b) in the case of a job group or job class within a separate agency named in Schedule V to the Financial Administration Act, only job groups or job classes, as the case may be, within the separate agency;
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(c) in the case of a job group or job class within the Canadian Forces, only job groups or job classes, as the case may be, within the Canadian Forces that consist of officers and non-commissioned members of the Canadian Forces; and
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(d) in the case of a job group or job class within the Royal Canadian Mounted Police that consists of members of that organization, only job groups or job classes, as the case may be, within that organization that consist of such members.
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Marginal note:Equitable compensation matter
(4) An equitable compensation matter exists in respect of a job group or a job class if an equitable compensation assessment determines, after taking into account the prescribed factors referred to in subsection (1), that equitable compensation is not being provided to employees in that job group or job class.
The Public Sector Equitable Compensation Act (S.C. 2009, c. 2, s. 394)
The way towards equal pay requires a number of prior steps including changes in the nation as well as formal documents stating the fundamental right to equality of people in work. That is, if someone is equally qualified and works equally hard at a job, then the pay should be equitable between those two people.
Sometimes, this is found not to be the case. In other instances, there are clear cases of the violations being based on the fact that one employee is a man and another is a woman, where the man acquired higher wages, not for any innate or mysterious talent but, rather, for simply being a man and the women not being one.
In cases of clear discrimination, there should be at least reference documents about the need for equality in these regards. The Public Sector Equitable Compensation Act (S.C. 2009, c. 2, s. 394) is one such act that stipulates the forms of equality one should expect in the world of work.
To be covered today are the assessments of the grounds for equitable compensations, where this uses legalese as the language, the basic idea is precision. That is, in the case of an equivalent job group or job class, such as a person working in a particular job class of the Royal Canadian Mounted Police, we can see the individuals who may work in a particular job class or group there.
In the case of an inequitable distribution of pay, as the job class or job group laid out in Financial Administration Act, this may be a precise enough and proper grounds for looking into inequitable pay and the need for losing the pay discrepancy.
The fourth subsection deals with the equitable compensation, as a matter, existing or not.
With the job group or job class precisely identified and the inequitable matter being seen as present based on the determination of the equitable compensation assessment, the equitable compensations can and should be pursued in order to rectify the inequity.
It is documents like these that provide a foundation for working and managing inequitable pay at a higher level within the country. Because it is important to protect yourself against the violations of inequitable pay, especially as those may, indeed, be based on sex as they have been in the not-too-recent past.
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