Pay equity? Yes. Absolutely a feminist issue.

The Pay Equity Act was adopted in 1996.

Pay equity has been fully implemented as per the original agreement.

According to a 2002 survey carried out on behalf of the Pay Equity Commission, 39 percent of 3,899 businesses employing between 10 and 49 people have completed their pay equity procedure.

The average salary adjustment, as the result of pay equity procedures, was 8.1 percent.

In 2004, article 11 of the Pay Equity Act was amended to enable an employer and several certified associations to develop an agreement to establish a distinct pay equity program for the employees represented by these certified associations.

The Government of Saskatchewan chose to implement pay equity in 1997 through a policy framework model.

On January 9, 2004, the Superieur Court declared Chapter IX of the Pay Equity Act unconstitutional.

The PEI Pay Equity Act was proclaimed in 1988 and was limited to public sector employers.

Gradual reform must continue in pursuit of equity based on the principle of capacity to pay.

This chapter of exceptions allowed employers to be exempt from pay equity procedures if the company could claim that it had already completed a pay equity or salary relativity program before the said Act came into effect in November of 1996.

Particularly, the enterprise s own equity instruments shall not include the contracts which are the basis for the enterprise to charge or pay the equity instruments of its own.

Information on the Pay Equity Commission can be found on its Web site www.gov.on.ca lab pec index_pec.html.

7. The principle of capacity to pay was paramount, because it aimed at producing fairness and equity.

The principles of equity and capacity to pay would be better served if there were no ceiling.

The task force reviewed models of pay equity legislation and accepted submissions from individuals, employers and trade unions.

Since the implementation of the Pay Equity Act, progress has been made in closing the gap in salaries.

As a result, affected companies will have to conform to all the regulations of the Pay Equity Act.

There has been little or no impact of existing pay equity legislation in New Brunswick in recent years.

The purpose of the Regulation respecting pay equity in enterprises where there are no predominantly male job classes is to provide two job classes that are typically male dominated to companies where no such classes exist, so they can complete their pay equity exercise.

The Court did not, however, make any pronouncement on the pay equity rights of female health care employees since they had been acquired by contract, rather the question was whether the government was discriminating against women by targeting pay equity compensation in its budget cuts.

The Court rules that Chapter IX maintained, for a number of employed women, a situation of systemic pay discrimination, precisely what the Pay Equity Act aimed to redress.

In February 2002, an independent task force on pay equity created a report entitled Working Through the Wage Gap.

The wage gap within organizations that have implemented pay equity under the policy framework has been reduced for those organizations.

Over all, 64 percent of Québec businesses of all sizes covered by the Pay Equity Act have completed their work.

Since 1997, the purpose of the Pay Equity Act is to redress differences in compensation due to systemic gender discrimination.

Consequently, the employer would not have to undertake a new pay equity process under the general provisions of the Act.

It expresses serious concern at existing pay differentials between women and men for equal work, and at the impact of the repeal of the Employment Equity Act on women s equal pay rights.

All public sector employers are required to achieve and maintain pay equity, as are all private sector employers with 10 or more employees.

His delegation believed that it was necessary to respect not only the principle of capacity to pay, but also the principle of equity.

The Pay Equity Act originally provided for a proxy comparison method for public sector jobs, which was subsequently struck from the Act in 1996.

These have focused on organizing, giving special attention to the youth and to workers in EPZs and the informal economy, and to pay equity.

The current methodology, while cumbersome, had been developed by the General Assembly to ensure equity and to reflect the principle of capacity to pay.

The Public Sector Restraint Act, introduced in 1991 to avert a financial disaster, had the effect of postponing the commencement of the pay equity increase and eliminated the obligation to pay the 1988 to 1991 arrears.

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According to a survey conducted in the autumn of 2003, 62 percent of businesses employing between 10 and 49 people had completed their pay equity efforts.

Since there was no methodological or statistical guideline which perfectly reflected both equity and capacity to pay, the political aspect of the scale was of paramount importance.

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At issue before the Supreme Court of Canada was whether the Newfoundland government, by postponing pay equity payments, was violating equality rights of section 15 of the Charter.

In Syndicat de la fonction publique du Québec v. Québec (Attorney General), the Superior Court of Québec had to deal with the issue pay equity between men and women.

The need to find a balance between the principles of capacity to pay and of equity had led the European Union to propose a gradient of 75 per cent.