In collaboration with the Agency for Gender Equality at Work, Dentons developed this briefing note that identifies the legal framework for pay equity. The briefing also outlines the organizations` key thinking in managing their legal risks at each of the six stages of the pay equity journey. Where the employer is subject to Part II of the Act and the workplace has been unionized at the time of implementation, the law requires the employer and the existing negotiator to negotiate in good faith and to strive to reach agreement on aspects of the pay equity process for the tariff unification plan [14. (2) (3), including ongoing service to the current employer includes all services that are transferred under Act 2000 (Act). In summary, the law establishes the procedure that an employer has undertaken in the areas of sale, transmission or exclusion. and requires that employment contracts contain “worker protection provisions.” Certain categories of workers may, in certain situations, be transferred to the new employer under their existing commercial conditions, including recognition of the transferred service as a continuous service. The Ministry of Social Development (MSD) has wage compensation agreements for professionals and people with disabilities, as well as for mental health and addiction assistance, which are employed by contract musculoskeletal providers. MSD funds providers through their contracts to increase employees` wages. MSD also funds suppliers to provide more training to workers covered by wage riding agreements. The Tribunal found that the defence of bargaining power could not be increased to explain the wage differences until the employer achieved pay equity for all workers in its establishment. York Region Board of Education v.

CUPE, Local 1734, 1995 CanLII 7202 (ON PEHT) The amendments to the Equal Pay Act of 1972 introduce a new procedure for individual workers and unions to directly require an employer to apply for pay equity for work that could be subject to systemic gender discrimination. The new process is similar to the existing New Zealand framework for employment relations. Subscribe to the latest information, updates and resources on salary capital. Employers are required to disclose sufficient information so that the union can properly represent its employees. The Tribunal ordered that any information relating to the implementation or maintenance of pay equity be communicated to the negotiator.