Observation (CEACR) - adopted 1994, published 81st ILC session (1994)

Equal Remuneration Convention, 1951 (No. 100) - Canada (Ratification: 1972)

The Committee notes the detailed information supplied by the Government in its report and the attached documentation.

1. The Committee notes with interest the 1993 amendments to the Pay Equity Act of Ontario which establish two new methods of achieving pay equity: proportional value comparisons and proxy comparisons. Both new methods, like the job-to-job comparison method already in use, require a gender neutral comparison of skill, effort, responsibility and working conditions between male and female job classes. Proportional value comparisons are to be used by both public and private employers in situations where there is an insufficient number of equal or comparably valued male job classes to make direct comparisons. In such cases employers must determine the relationship between the value of the work performed and the pay received by male job classes and apply the same principles and practices to paying female job classes. Proxy comparisons are to be used only in the public sector where there are insufficient male classes to use the other methods. The proxy method requires employers to make comparisons to jobs outside the employers' establishment.

The Committee further notes that employers are required to pay any necessary equity adjustments at a rate of 1 per cent of payroll per year until pay equity is achieved for the 420,000 workers in female job classes who are expected to benefit from the implementation of these amendments. The Committee asks the Government to provide information, including statistical data, on the practical implementation of these amendments.

2. The Committee is addressing a direct request to the Government on other points.