Niagara 02.24.21 VIRTUAL How to Maintain Pay Equity in a Practical Sense
6:00pm: Opening Remarks & Speaker presentation
7:00pm: Questions & Answers
7:30pm: Event Concludes
Pay Equity in Ontario should be part of an organization’s overall compensation philosophy, legally and strategically. Pay Equity ensures that female predominant job classes are compensated at least equivalent to a male job class of equal or comparable value to an organization (it is not equal pay for equal work). Ontario’s Pay Equity legislation is unique and has a number of requirements that need to be met. Maintaining a formal pay structure in an organization leads to many benefits in addition to meeting Pay Equity requirements: - Employee satisfaction (internal equity) - Attracting new talent and retaining talent - Competitive market positioning - Ongoing cost management (controlling hiring costs) - Marketing opportunities The event will focus on developing and maintaining a Pay Equity Plan that combines the requirements of Pay Equity with competitive market benchmarking to create a compensation structure that enables your organization to maintain market competitiveness and compliance.
- Provide an understanding of Pay Equity and responsibilities of an organization
- Provide basics for building a Market Based compensation structure that is Pay Equity compliant
- Provide a strategy for maintaining Pay Equity as part of your hiring strategy and annual compensation review