HR Domains (Career GPS): Performance and Rewards; Function Management; Employee Relations; HR Leadership
Although the Pay Equity Act required compliance more than 20 years ago, many employers still do not have pay equity plans for their employee groups. Even those with valid plans have not been particularly mindful of the ongoing obligations to maintain pay equity. With the Pay Equity Commission now randomly selecting employers to participate in a “research program,” already vulnerable employers are being exposed to potential liabilities where they have not achieved or maintained pay equity.
This presentation is intended to provide employers with a solid understanding of their obligations under Ontario’s Pay Equity Act and an appreciation of the substantial consequences, financial and otherwise, of non-compliance.
- Learn the steps required to achieve pay equity
- Recognize when pay equity maintenance obligations arise
- Understand the risks where pay equity gaps exist
- Identify steps to be taken to reduce exposure
Liabilities only continue to mount unless proactive measures are taken now to deal with pay equity directly.
Presenter: Carolyn Kay, Hicks Morley
Carolyn Kay enjoys a varied practice with Hicks Morley in Toronto, representing employers from both the private and public sector is all aspects of labour and employment law. She has appeared as counsel in hundreds of hearings in various forums including grievance and interest arbitrations, the Ontario Human Rights Tribunal, the Ontario Workplace Safety and Insurance Tribunal and the Pay Equity Hearings Tribunal.
Carolyn regularly advises with respect to the development of policies and procedures and has conducted numerous training seminars for employers covering a wide spectrum of topics related to the workplace and the employment relationship. She has developed a singular expertise in the area of Pay Equity, where she represents employers in all sectors in their dealings with the Pay Equity Commission and, if necessary, the Pay Equity Hearings Tribunal. Carolyn has been counsel on many of the leading pay equity cases interpreting the legislation and she works closely with employers providing strategic advice designed to meet the challenges of the legislation.