Day One: Tuesday, April 12, 2022

10:15 EDT

45 min
Jayna Koria

Pay Equity in Context: Challenges, Goals and Impacts

Jayna Koria, Senior Principal, National Pay Equity Compliance Lead, Mercer

Diversity, inclusion and equal pay may have taken a back seat in the past, but with Covid newly highlighting the plight of women, pay equity is more important than ever. This session will cover

  • Stats and fact on the wage gap
  • Current circumstances and the impact of Covid on male/female inequalities
  • Weaknesses of complaint driven pay equity
  • Pay equity as a tool in creating a diverse and inclusive workplace
  • Understanding the big picture so that every step in the process makes sense

11:00 EDT

45 min
Brenda Chang Rebecca Rossi

The Pay Equity Process: Project Management, Timelines and Key Considerations

Brenda Chang, Lawyer, Fasken Martineau LLP

Rebecca Rossi, Lawyer, Fasken Martineau LLP

  • The pay equity exercise: who and what is involved?
  • Considerations in conducting a privileged and confidential pay equity review
  • Allocating time and resources to manage costs and keep the project on track
  • Effective communications
  • Processes, steps, tools and techniques involved in planning and analyzing your compliance with the Pay Equity Act
  • Key elements to consider and include in developing your own Project Plan

11:45 EDT

45 min
Jennifer Hodgins

Best Practices for Constituting a Committee and Making It Operate Effectively

Jennifer Hodgins, Partner, Norton Rose Fulbright, Canada LLP

  • Requirements for larger and unionized employers
  • When is establishing a committee optional?
  • Who must be represented on the committee?
  • What does the legislation say about committee decision-making?
  • When may the Pay Equity Commissioner step in?
  • Challenges and best practices for effective operation of the committee

12:30 EDT

45 min


13:15 EDT

195 min
Sandra Haydon Cynthia MacFarlane

Hands-on, in Depth Mock Pay Equity Analysis

Sandra Haydon, Sandra Haydon & Associates

Cynthia MacFarlane, Principal, Mercer

Find out what you can do now for a head start, prior to the Act coming into force.
Then work through a fact situation based on the strict requirements for how employers MUST measure a job’s worth to the organization for purposes of compensation including:

  • Identification of Job Classes Within the Workplace -specific examples of job classes
  • Determining Gender Predominance in Each Class
  • Determining the Value of Work Performed by Each Class: Equal Average Method
  • Determining the Value of Work Performed by Each Class: Equal Line Method

16:30 EDT

End of Day One

Day Two: Wednesday, April 13, 2022

11:45 EDT

45 min
Wendy Glaser

Creating and Posting a Plan to Rectify Pay Inequalities

Wendy Glaser, Director, Pay Equity, Tax, KPMG LLP

Determining which female predominant classes require an increase and when increases are due

  • Deadline for employers to provide increases by day after 3rd anniversary when employer becomes subject to the Act
    • Phase in, notify employees
    • Post draft
    • Employees have 60 days to comment

12:30 EDT

45 min


14:00 EDT

45 min
Kyle Lambert

Pay Equity Audits, Enforcement Orders and Monetary Administrative Penalties - What Can Employers Expect?

Kyle Lambert, Partner, McMillan

How can we expect the Pay Equity Act will be enforced?

  • What do we expect the government to be looking at closely?
  • Fines and penalties?
  • Failure to post a plan
    • Fines for every day an organization is in violation?
    • If there is a gap, pay retroactively with interest?

14:45 EDT

15 min


16:30 EDT

End of Day Two