Specify information on the duties of the job
After grouping jobs into categories with similar characteristics, the employer must audit them. Workers also have an important role to play in auditing the job categories.
If it is up to the employer to achieve pay equity, each worker can play an active role in the pay equity process in the business where they work.
During the job audit, the employer must gather information to form and classify job categories. In particular, they may collect information directly from workers to gain a more detailed understanding of the characteristics of each job category. This is an opportunity for workers to describe all the specific aspects of their work.
Each worker has both the right and the responsibility to provide their employer with accurate information about their duties for the purposes of the audit. Therefore, their role is to participate in conducting a comprehensive audit. The more precise and well-documented the information collected, the less likely the audit process will be influenced by subjective bias. This helps prevent discrimination against specifically female job categories.
Similarly, the employer must collect this information consistently and uniformly, using the same method for all participants (e.g. interviews, questionnaires, etc.).
Participate in the pay equity committee
In businesses that have set up a pay equity committee, this is an excellent way for workers to play an active role in the equity process.
Whether mandatory or voluntary, the committee ensures inclusive participation in the pay equity process. Its purpose? To provide a realistic evaluation of jobs by those who perform them, and to prevent discrimination against specifically female positions.
A pay equity committee must include at least three members, two-thirds of whom represent employees (with half of those representatives being women).
The employer must ensure that workers are properly represented, which may include the participation of an external or designated representative. if an employee serves on the committee, they must be paid at their regular hourly rate for the hours dedicated to this work.
Furthermore, during the pay equity maintenance audit, when a participatory process must be implemented, employees have rights. They must participate in the process, whether or not they are represented by an Accredited Association such as a trade union. The employer must seek their questions, observations, concerns, expectations, and suggestions regarding the process.
Accredited Association
“An association of workers recognized by the Administrative Labour Tribunal (TAT), with exclusive authority to negotiate working conditions and seek to conclude a collective agreement on behalf of the employees it represents. Many unions are accredited associations.”
Responding to pay equity postings
All workers have a responsibility to review and monitor postings related to their employer’s pay equity work and to submit comments.
After the initial pay equity work is completed, workers should be informed about the posting of results. Posting is the best way to understand the work being done.
It must be visible and accessible.
As mentioned earlier, posting obligations vary according to the number of people employed in the business.
It must include information on the pay equity work, such as the list of job categories and the terms and conditions of salary adjustment payments.
It must also contain information on the recourse options and deadlines, as well as details on workers’ rights, on the right to comment and to request additional information.
Workers play an important oversight role during the pay equity process, ensuring the creation of a fair and transparent framework in their workplace.
During the posting period, workers may submit written comments, observations, or requests for additional information. You can also submit a recourse request using a form.
