Client: A Small Municipality

Situation

An Ontario municipality was dealing with a pay equity complaint charging that the organization hadn’t developed a compliant pay equity plan. A Pay Equity Review Officer was already involved as a result of the complaint.

Challenge

The original consultant hadn’t properly identified job class comparators in the Pay Equity Plan.

Actions

We advised Council and senior staff of their pay equity obligations and maintenance requirements. We audited the pay equity plan and supporting documentation, identified appropriate job class comparators and the required adjustments. An amended pay equity plan was prepared and accepted by the Review Officer.  

We also developed a new job evaluation and pay equity program to address changes in job value and market competitiveness. Employees participated in the process through completion of job information questionnaires, a representative job evaluation committee, and employee appeals prior to the posting of the pay equity plan. A performance management program was developed to link compensation and performance through objective-based assessment.

Results

We were able to remedy a non-compliant pay equity plan, prepare a new plan and deliver a compensation system that was internally equitable, compliant with legislation, and market competitive.

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