Employers must make pay adjustments by April 1, 2012
New Brunswick’s new Pay Equity Act came into force on April 1 for employers in the public service.
“We are committed to ensuring an inclusive and collaborative pay equity process for all employees within the public service, which also includes provisions for ensuring that, once achieved, pay equity is maintained,” said Mary Schryer, minister responsible for the status of women in New Brunswick.
Under the new act, employers will have to make pay adjustments no later than April 1, 2012, unless an extension has been granted. Employers must also make all pay adjustments during the four consecutive 12-month periods that follow the end of the 2011 fiscal year. If unsuccessful, employers can apply for an extension but the total of all extensions cannot exceed six years.
A review of an employer’s pay equity compensation practices shall: review the female- and male-dominated classifications; review the job evaluation system used during the implementation of pay equity; compare the value of the work performed by female-dominated classifications and the value of the work performed by male-dominated classifications; and recalculate the valuation of the differences in compensation and determine if inequities are present.
The next group of private-sector employees to begin the process toward implementing and achieving pay equity will be human service workers in community residences serving children and adults with significant need, according to the provincial government. Pay job evaluations are being conducted for the following groups: child-care workers, home support workers, nursing home workers and transition home workers.
The wage gap between men and women increased to 14.1 per cent in 2008 from 12.6 per cent in 2007, according to the third annual progress report from the New Brunswick government’s five-year wage gap action plan, Facing the Economic Imperative.
