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Equitable Compensation Assessment
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Regulations
(5) The Governor in Council may make regulations
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(a) respecting, for the purposes of subsection (1), the conducting of an equitable compensation assessment;
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(b) respecting, for the purposes of paragraph (2)(a), what constitutes the skill, effort and responsibility required in the performance of work and the conditions under which the work is performed;
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(c) respecting, for the purposes of paragraph (2)(b), what constitutes qualifications, and how an employer’s recruitment and retention needs are to be determined; and
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(d) restricting, for the purposes of subsection (3), the job groups or job classes to which an equitable compensation assessment is to have regard.
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The Public Sector Equitable Compensation Act (S.C. 2009, c. 2, s. 394)
The process of equality is a difficult one. It is long and involves a tremendous amount of collective work of citizens pressuring governments to act in the best interest of the citizens. The process needs to be by the books and activist-oriented, and needs continual vigilance on the part of those who want gender equality through equal pay for equal work.
The Public Sector Equitable Compensation Act is a Canadian component of this tradition with the statements relevant to the equality of the persons through equitable compensations. There are a number of considerations to be born in mind about the equitable pay including the skill, the effort, and the responsibility for the work in question – or the work deriving from a particular job.
This particular section, Section 4(5), of the Act involves the consideration of equitable pay through the Governor in Council and regulations on 4 subsections related to prior sections of the Act including Section 4(1), Section 4(2)(a), Section 4(2)(b), and Section 4(3).
Altogether, these look at the assessment for equitable compensation, and the skill, effort, and responsibility for the work tied to conditions, and the qualifications linked to employee recruitment and retention, and the job groups/classes regarding equitable compensation assessment.
In regards to Section 4(5)(a), we can see the emphasis on the need for a proper assessment of the compensation. Previous publications can be seen for an examination of this issue. In the next Section 4(5)(b), we can see the prior discussion incorporated on the need for equal skill, effort, and responsibility to part and parcel of the equality of the sexes in the workplace.
The questions arise around the conditions of the work and the performance of the work in the larger view, where the performance is split into those three criteria. For the creation of the regulations by the Governor in Council – note “may” and not “must” in the construction of the regulations, equivalency in the work’s effort, responsibility, and skill – so probably easily conferred in many respects with an identical or similarly identifiable title to the position for the work – and the conditions of the work for the equitable compensation to be properly considered.
Indeed, not only properly considered but also potentially the basis for the making of Governor in Council; the next Section 4(5)(c) discusses the nature of the qualifications and the employer recruitment of employees – taking on workers – and retainment of the employees – keeping the workers.
The emphasis is on the determination of those organizational operations for the proper credentialing of workers. If people have similarly seeming qualifications but, in fact, they are not, then this can be the basis for dismissal of claims about the need for regulations oriented towards equitable pay.
Because the equal work with equal pay bit is also about the need to have equivalent, in reality, qualifications to make sure the workers are equal in worth via those credentials. The final Section 4(5)(d) talks about the job groups and job classes for the equitable compensation.
The same grouping ned to be taken into account for the regulation of equitable compensation. If the jobs are simply not in the same ballpark, why should there be equitable pay between the workers? It would seem unfair on its face to the worker worth more on a number of factors in terms of their quality.
The basis for the equality of the workers in Canada come from a number of factors and considerations. These statements within the Act provide a solid foundation or a decently firm grounding to be able to enforce the need for further equality between the sexes in the world of work.
It is intended for a much set of applicability, as it should be, but it also provides the possibility for a targeted, proactive offensive on the part of women – by men or women – to work towards greater gender equality in Canadian society, especially when we see an increasing series of mini-movements devoted to trying to get women to move back into the home and then exit the professional spheres.
It seems unbecoming of women to them; so, the women should be back in the home taking care of the children, the home, and the hearth. These are regressive movements. There should be no doubt about it. The big question for the world of work in Canadian society is where will these regressive forces target their efforts as they work in an online underground world or do not state their opinions too publicly.
Some may begin to target the Charter of Rights and Freedoms out of fear of its progressive elements that simply argue for the equality of the sexes or gender equality in Canadian society as a fundamental human right akin to the statements in the UN Universal Declaration on Human Rights.
We need to work, as Margaret Atwood stated, “Get cracking.”
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Photo by Annie Spratt on Unsplash