Posting pay equity plans
You are required to post the draft and final versions of your pay equity plan. Posting your plan helps to keep your employees up to date on the pay equity process in their workplace.
Requirements
Employers must:
- post their pay equity plan on time;
- include the date that the posting was made;
- post the plan in a format that is accessible to all employees, including those with a disability. For example the plan can be posted:
- in print;
- electronically;
- using a digital accessible information system (known as DAISY);
- audio, and/or;
- in braille;
- ensure that printed versions of the plan are posted in a visible place;
- provide employees with all the necessary information they need to access electronically posted plans, such as the location and passwords.
Process
Employers must follow these steps when posting a pay equity plan:
1. Post the draft pay equity plan
The employer must post a draft pay equity plan that includes all the necessary information. The employer must post the draft plan in a format that is accessible to all employees.
The employer can post the draft pay equity plan at any point during the three-year timeframe given to establish a pay equity plan.
If employers are part of a group of employers, all members of the group must post their draft pay equity plan on the same day.
2. Post the notice about the comment period
The employer must post a notice to employees of their right to provide comments on the draft pay equity plan. The notice must outline:
- how employees can provide their comments
- how much time they have to do so
Both the draft pay equity plan and notice must be posted on the same day. These documents must remain posted for at least 60 days and they must be placed close together if they are printed.
The employer or the pay equity committee must consider any employee comments received during this 60-day period as they prepare the final version of the pay equity plan.
3. Post the final pay equity plan
The employer must post the final version of their pay equity plan within three years of becoming subject to the Act. The final version of the pay equity plan must remain posted until a revised version of the plan is completed.
If employers are part of a group of employers, all members of the group must post their final pay equity plan on the same day.
The final version of the pay equity plan is considered established if it meets the requirements outlined in the Act and as long as no objections have been filed.
For more information
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