Canada Gazette, Part I, Volume 153, Number 32: Regulations Amending the Employment Equity Regulations
August 10, 2019
Statutory authority
Employment Equity Act
Sponsoring department
Department of Employment and Social Development
REGULATORY IMPACT ANALYSIS STATEMENT
(This statement is not part of the Regulations.)
Issues
In Budget 2018 (released on February 27, 2018), the Government of Canada announced measures to address the gender wage gap through the inclusion of new pay transparency requirements in the federally regulated private sector. To support the implementation of these measures, changes to the Employment Equity Regulations (the Regulations) [SOR/96-470] that govern the reporting of salary data by employers are required.
The Regulations were made pursuant to the Employment Equity Act (the Act) [S.C. 1995, c. 44] in 1996 and were last amended in 2006. At that time, the regulatory amendments were administrative in nature and served to update references to the National Occupational Classification, the industrial classifications (North American Industry Classification System, or NAICS) and the geographical area definitions (census metropolitan area, or CMA). Since that time, these instruments have been updated. Therefore, references to these instruments in the Regulations must now be modified to reflect these updates.
Following a comprehensive review of the Regulations, opportunities were identified to respond to recurring administrative issues. As a result, a number of amendments have been identified to update and streamline the Regulations, increase clarity, improve data gathering and reduce the reporting burden.
The issues addressed in these proposed amendments are as follows.
Salary calculation
The most significant issue that the proposed regulatory amendments would resolve pertains to the definition and calculation of “salary” for reporting purposes. The current calculation is complex and employers have raised concerns for several years about the administrative burden this places on them. Furthermore, in Budget 2018, the Government of Canada announced its intention to introduce pay transparency requirements for federally regulated private sector employers covered by the Act as a measure to help reduce the gender wage gap in Canada. In order to support pay transparency, these regulatory amendments seek to modify the current salary reporting requirements to collect information in support of determining an hourly rate of pay, hours of work, bonuses, overtime pay and overtime hours, information that will be used to publicly report on the wage and bonus gaps of employers.
Incorporation by reference
The current Regulations contain outdated references to other legislation, census metropolitan areas, the North American Industry Classification System and the Treasury Board of Canada Secretariat occupational classification system, legislation that is subject to regular and/or periodic review and updates.
Expanding reporting against all census metropolitan areas
Census metropolitan areas are used by employers to understand the availability of members of designated groups in their specific recruiting market in order to conduct an analysis of their workforce. When the Act was enacted in 1986, only 8 of the then 25 census metropolitan areas were included in Schedule 1 of the Regulations (Calgary, Edmonton, Halifax, Montréal, Regina, Toronto, Vancouver and Winnipeg) for the annual employment equity reporting requirements (hence “designated census metropolitan area”). As of the 2016 Census, there are 35 census metropolitan areas in Canada.
Reporting against a limited number of census metropolitan areas (i.e. 8) does not give an accurate and complete portrait of the Canadian labour market as it relates to employment equity. While employers can currently access up to 35 census metropolitan areas through the Workplace Equity Information Management System (WEIMS) when completing their workforce analysis, the Minister of Employment, Workforce Development and Labour’s annual report on employment equity reports on only those 8 census metropolitan areas contained in the Regulations.
Removal of outdated requirements
References pertaining to a time before the Regulations came into force must be removed as they are no longer relevant. Any transitional issues relating to the coming into force of the Regulations will already have been dealt with, given that they took effect almost 20 years ago. In addition, the current Regulations reference the 2004 and 2005 calendar years as transitional starting points for the application of certain reporting requirements and are no longer relevant. Further, the employment equity information system referenced in the Regulations (i.e. the Employment Equity Computerized Reporting System) was replaced by WEIMS in 2010, which is itself slated to be replaced by another system.
Mandatory use of definitions
Currently, employers are required to conduct a workforce survey using a self-identification questionnaire containing definitions for the four designated groups (women, Aboriginal peoples, persons with disabilities, and members of visible minorities) that are consistent with those of the Act. This means that employers may modify the definitions, leading to inconsistencies in self-identification data from one employer to another. In practice, it is found that most employers already use the definitions contained in the Act or in Schedule IV of the Regulations. For the purposes of compliance assessments, officials from the Canadian Human Rights Commission have indicated that variations on the definitions are rarely accepted.
Salary sections
Currently, salary sections are defined in $5,000 increments up to $100,000 for reporting purposes. Salaries above $100,000 are not captured. This limited breakdown does not reflect current salary levels in Canada, as identified through the national Census administered by Statistics Canada. It therefore fails to provide sufficient data analytics for employers and the Government of Canada.
Background
The Act was enacted in 1986 as a proactive framework that aims to bring about significant change by focusing on awareness, education, and enforcement; achieving equality in the workplace; correcting conditions of disadvantage in employment experienced by members of four designated groups; and identifying and removing barriers to employment. It gives effect to the principle that employment equity means more than treating people in the same way but also requires special measures and the accommodation of differences.
Under the Act, federally regulated private sector employers are required to
- survey their workforce to collect data on the representation, occupational group, salary distribution, and shares of hires, promotions and terminations of designated group members;
- identify any under-representation of the designated groups in each occupational group in their workforce;
- review their employment systems, including written and unwritten policies and practices in order to identify employment barriers; and
- prepare and implement a plan to remove employment barriers and achieve equitable representation.
Each year, federally regulated private sector employers are required to file an employment equity report with the Minister of Employment, Workforce Development and Labour as delineated in subsection 18(1) of the Act. The information comprises six forms that include representation data, employee occupational groups, employee salary ranges, and the number of employees hired, promoted and terminated. The forms submitted by each employer are publicly available online.
In support of the Act, the Regulations were enacted in 1996. The Regulations provide instructions and prescribe the manner and form by which employers are to comply with their obligations under the Act. The Regulations prescribe
- how to calculate the number of employees;
- how to collect workforce information;
- how to perform a workforce analysis;
- the requirement to perform a review of employment systems, policies and practices;
- how employment equity records must be managed; and
- the content of a private sector employer report.
The Regulations were last amended in 2006. The amendments were administrative in nature and served to update references to the National Occupational Classification, the industrial classifications (North American Industry Classification System) and the geographical area definitions (census metropolitan area).
Budget 2018 and Budget 2019 announced measures to improve equality in labour market participation through the inclusion of new pay transparency requirements in the federally regulated sector. To support the implementation of this commitment, an amendment to the Employment Equity Act was included in the Budget Implementation Act, 2019, No. 1. While paragraph 18(1)(c) of the Act currently requires federally regulated private sector employers to report the salary ranges of their employees and the degree of representation of persons who are members of designated groups in each range and in each prescribed subdivision of the range, the amendments, once in force, will allow the Governor in Council to prescribe additional information in relation to employee salaries that must be reported (e.g. information that can be used to determine whether there are wage gaps within the designated groups).
Objective
This proposal seeks to amend the Regulations in order to streamline the text, increase clarity, improve data gathering, and reduce reporting burden while introducing minor amendments to collect salary information in a way that will support the implementation of pay transparency measures among federally regulated private sector employers, as announced in Budget 2018.
Description
The Regulations would be amended as follows.
Salary calculation
Currently, the Regulations define salary in respect of a private sector employer as “remuneration paid for work performed by an employee in the form of salary, wages, commissions, tips, bonuses and piece rate payments, rounded to the nearest dollar, but does not include overtime wages.”
The definition of salary would be amended to allow for the submission of a series of data elements available through federally regulated private sector employers’ human resources (HR) and pay systems that can be used to determine an hourly rate of pay for the purposes of calculating wage gaps within the employer’s workforce, including salary, the period over which salary is paid, hours worked, bonus pay, overtime pay and overtime hours. The definitions of salary and the various other data that employers will be required to report are as follows:
- “Salary” means, in respect of a private sector employer, remuneration paid for work performed by an employee, before deductions, in the form of basic pay, pay for piecework, shift premium pay, bonus pay and overtime pay, rounded to the nearest dollar, but does not include benefits, securities, severance pay or termination pay, vacation pay, pay which is not money, supplementary payments, allowances, retroactive payments, reimbursed employment expenses or compensation for extra-duty services other than overtime pay.
- “Bonus pay” means, in respect of a private sector employer, any additional pay awarded to an employee due to profit sharing, productivity, performance, commission, or any other incentives.
- “Overtime pay” means, in respect of a private sector employer, any pay received for work performed by an employee in excess of the standard hours of work.
- “Overtime hours” means, in respect of a private sector employer, the hours worked in excess of the standard hours of work for which pay was provided.
Federally regulated private sector employers, subject to the Act, use WEIMS to submit the six forms prescribed by the Regulations that comprise their annual employment equity reports. WEIMS collates data about each employee submitted by employers and populates each of the forms with aggregated information for each employer. An IT project is underway to ensure that the relevant data is capable of being extracted from the employee information to calculate employer wage gaps. Federally regulated private sector employers are already required to verify the information generated on the forms before formally submitting the forms to the Labour Program each year, and this will continue.
Subsequent changes to Form 2 are required to reflect the amendments relating to “salary.”
Form 2 allows employers to submit the required salary ranges and designated group representation for each of the occupational groups within their organization. These occupational groups are connected to the 14 Employment Equity Occupational Groups (EEOGs) found in Schedule II. This form has a number of parts, produced for each employment type covered in the Regulations — full-time, part-time, and temporary (Part A, Part B and Part C, respectively). Form 2 will be revised to reflect the additional wage gap information.
Incorporation by reference
The Statistical Area Classification — Variant of Standard Geographical Classification (SGC) 2016 (as the official Statistics Canada publication that sets out census metropolitan areas) and North American Industry Classification System will be incorporated by reference (“as amended from time to time”). The definition of census metropolitan areas would be amended to remove the term “designated,” and reference to the North American Industry Classification System would be added to the Regulations to increase clarity for employers.
Form 1 contains the information pertaining to eight designated CMAs and would be amended to reflect all CMAs.
Removal of outdated requirements and systems
Reference to outdated employment equity information management systems would be replaced by neutral language to avoid the need for updates in the future should the name of the system change. The way in which employment equity reports must be filed by employers would also be updated to provide greater flexibility, and to acknowledge that all employers currently file reports electronically (this change will not preclude the submission of written reports by employers). In addition, minor amendments would be brought forward to remove requirements that are no longer relevant to the administration of the Regulations (e.g. reference to former regulations, specifications from the time before the Regulations came into force, and to requirements specific to the 2004 and 2005 calendar years).
Mandatory use of designated group definitions
Employers would be mandated to use the definitions of designated groups found in the Act for the workforce survey questionnaire.
Salary sections
Salary sections defined in Schedule VIII for reporting purposes would be aligned with the salary sections in use by Statistics Canada to reflect current salary levels in Canada and improve data analytics.
Form 3 contains the degree of representation of employees based on these salary sections. Subsequent changes to Form 3 are required to reflect these amendments.
Record-keeping requirement
To reflect the changes to what is being reported to the Government of Canada, in addition to the current list of records, employers would be required to maintain the following:
- a record of each of their respective employees’ salary and salary increases including, where applicable,
- their salary, not including any bonus pay or overtime pay;
- the period over which the salary was paid;
- the number of hours worked that can be attributed to the salary earned;
- the bonus pay paid during the reporting period; and,
- the overtime pay and overtime hours in the reporting period.
- a record of each employee’s occupational group classification and code.
Amended forms
The amended forms contained in Schedule 3 of the proposed Regulations can be provided in PDF format by sending an email request to the contact noted at the end of this document.
Regulatory development
Consultation
The Department extended invitations to over 2 200 representatives of employers as well as various stakeholder groups, including unions, special interest groups, industry associations and interested representatives from provincial and municipal orders of government. Of the 561 federally regulated private sector employers invited, representatives of 106 organizations participated. Of the 330 private sector employers subject to the Federal Contractors Program invited, representatives of 49 organizations participated. Further, 265 responses to the online survey were received, including 131 from federally regulated private sector employers and 50 from private sector employers subject to the Federal Contractors Program. The feedback received from these stakeholder groups helped to inform the approach to these amendments.
In general, the Labour Program heard that the proposed regulatory changes will likely result in upfront costs for employers due to the anticipated need for changes to human resources (HR) systems and internal processes. Overall, employers, and other stakeholders, are supportive of the proposed amendments to the Regulations, and their overarching purpose. Many of the technical amendments unrelated to salary reporting are aimed at updating and clarifying the language in the Regulations; the majority of stakeholders (over 60%) support these initiatives. The proposed regulatory changes related to salary reporting are anticipated to result in upfront costs for employers, and they voiced that they will require sufficient time to implement necessary human resources (HR) system changes. However, employers and other stakeholders emphasized that the data collection and reporting should not be overly burdensome.
Employers, and other stakeholders, agree that pay transparency is an important measure that will support reducing wage gaps with respect to the four designated groups. The majority of respondents (70%) support the proposal to amend the definition of “salary” for federally regulated private sector employers to support the introduction of pay transparency. Many employers and stakeholders believe that separating bonus and overtime components from base salary will yield a more accurate depiction of earnings within organizations; however, several employers expressed concerns with the potential administrative burden associated with collecting overtime information. Federally regulated private sector employers indicated they will need further guidance and support from the Government of Canada in meeting the new salary reporting requirements, especially in situations where standard hours may be difficult to determine (e.g. transportation and warehousing sectors, seasonal operations). They would also appreciate the opportunity to provide a qualitative explanation of their organization’s wage gap results to ensure that users have a “complete picture” and are given the appropriate context. During the in-person sessions, employers and other stakeholders indicated that they see value in publishing designated group representation information alongside wage gap information to provide additional context. Federally regulated private sector employers and other stakeholders stressed that pay transparency data should be published in a way that protects the privacy of employees.
A number of comments were made that fell outside the scope of the consultation, as they relate to employment equity more generally. Federally regulated private sector employers and other stakeholders expressed that they believe the designated group definitions in the Act are outdated, non-inclusive and may constitute barriers for employees. Further, the voluntary nature of employees self-identifying as members of a designated group continues to present challenges in measuring employment equity progress for employers.
Representatives from the Treasury Board of Canada Secretariat and the Public Service Commission working in employment equity, as well as the Canadian Human Rights Commission (in its capacity as the compliance and enforcement body under the Act), were also consulted. These representatives provided feedback that was considered throughout the regulatory development process.
As a result of these consultation efforts, the approach to the Regulations has been modified to provide for greater flexibility around salary reporting. Stakeholders have also emphasized the need for clear guidance on the implications of the proposals, particularly with respect to unique workforce situations. Work is ongoing and the Labour Program will be following-up with employers, employee representatives and special interest groups in the coming months with supporting tools detailing the changes to reporting processes and systems tools that are provided by the Government of Canada.
Instrument choice
Under the Act, federally regulated private sector employers are already required to provide pay information as part of their employment equity reports each year. These reports are filed with the Minister of Employment, Workforce Development and Labour as set out in subsection 18(1) of the Act. The information comprises six forms, delineated in the Regulations, that include representation data, employee occupational groups, employee salary ranges, and the number of employees hired, promoted and terminated.
Therefore, the Regulations presented an existing vehicle through which modifications to salary reporting could be introduced in support of the Government of Canada’s pay transparency measures, while reducing the changes required to existing systems and processes for regulated entities and Government alike.
Regulatory analysis
Benefits and costs
Pay transparency seeks to make pay information filed by federally regulated private sector employers publicly available, with specific attention paid to making wage gaps of the four designated groups more evident. Experience in other jurisdictions has shown pay transparency to be helpful in raising awareness about the gender wage gap. In Canada, the intention is to extend this transparency beyond gender to the other designated groups. Therefore, pay transparency will help to raise awareness of wage gaps that affect women, Aboriginal peoples, persons with disabilities and members of visible minorities.
It is expected that pay transparency will prompt employers to take action to examine their practices and show leadership in reducing wage gaps, helping to shift business culture and expectations towards greater equality. The data will be published as aggregate statistics (i.e. average percentage differences) to protect individual privacy. Information such as the actual salary paid to an individual employee will not be made public and Canadians will not have access to information that identifies an individual working within the company (e.g. name, employee number). Rather, data will be rolled into overall statistics presented by each occupational group, such as the average difference in hourly rates (i.e. presented as a percentage wage gap) between men and women working in the Semi-Professionals and Technicians occupational group.
Amending the definition of “salary,” removing the process of annualization from employer salary reporting requirements and replacing it with the submission of data elements that are available through most standard HR and pay systems (i.e. salary, hours worked, bonus pay, overtime pay and overtime hours) is expected to result in a more flexible, streamlined reporting process for federally regulated private sector employers. It will support the removal of a known burden for employers (i.e. annualization), while also providing the data needed to calculate wage gaps in support of the pay transparency initiative.
The move to expand CMA reporting will improve accuracy and expand data to urban centres in Canada. There would be no additional work for federally regulated private sector employers, and only small changes in programming to WEIMS will be required.
Incorporation by reference of CMAs and the NAICS would streamline the Regulations and eliminate the need for continual updates of the Regulations, in effect reducing confusion for federally regulated private sector employers.
Replacing references to outdated employment equity information management systems and submission procedures with more generic, neutral language will avoid the need for updates in the future.
Mandating that employers use the designated group definitions found in the Act in their workforce surveys will support positive outcomes during audits conducted by the Canadian Human Rights Commission, as variations are rarely accepted.
Similarly, the other administrative changes should have minimal impact on employers, as they submit salary information through WEIMS, which is clustered automatically into salary sections by the system. The new wage gap reports will follow a similar submission process.
The net present value (NPV) of the costs anticipated from the regulatory amendment is estimated at approximately $1,077,000 over the 2020–2029 year period (at a 7% discount rate) in 2012 dollars. Approximately $1,123,000 of this total represents the Labour Program’s implementation cost (salary as well as operations and management) over the first five years to support the new pay transparency requirements. The latter cost is greater than the overall net present value because cost savings are anticipated from the streamlined reporting procedures introduced in the regulatory amendments.
The remaining amounts include an initial compliance cost that affected federally regulated private sector employers would assume to familiarize themselves with the updated salary reporting requirements and with the new National Occupational Classification code included in the proposed Regulations as a static reference in year one (NPV of approximately $14,200 over the same 10-year time frame, discounted at 7%, or $25.30 per affected employer). These employers would assume additional recurring compliance costs every 5 years to adjust to the latest NAICS revisions (NPV of approximately $1,400 over 10 years, discounted at 7%, or $2.53 per affected employer).
Implementation and compliance costs will be partially offset by a decrease in the administrative burden from the introduction of the streamlined salary calculation methodology, which is anticipated to entail annualized savings of $15.62 per affected federally regulated employer or an overall annualized value of $8,700. The NPV administrative burden relief is estimated at $61,000 (discounted at 7%), or approximately $109 per affected employer. All costs above are expressed in 2012 dollars, as per the Policy on Cost-Benefit Analysis of the Treasury Board of Canada Secretariat, are rounded to the nearest hundred and pertain to a 10-year period (2020–2029) following the coming into force of the regulatory amendments.
Small business lens
The Act and the associated Regulations apply to any federally regulated private sector organization that employs 100 or more employees. As a result, these changes do not impose any new administrative or compliance burden on small businesses, and, therefore, the small business lens does not apply.
One-for-one rule
Simplifying the way employers calculate employee salaries for the purposes of reporting under the Act is expected to lead to a reduction in the administrative burden for employers.
The current methodology required by the Regulations is complex and does not correspond to established HR or accounting practices; therefore, these calculations have to be performed manually or be custom programmed. Federally regulated private sector employers have often brought to the Labour Program’s attention the complexity involved in using the existing salary calculation methodology during the annual submission process.
Expressed in 2012 constant dollars and discounted to a 2012 present value base, the annualized decrease in the administrative burden is estimated at $5,074. This entails an overall discounted reduction in the administrative burden of $61,234, or $109 per affected employer, over the 10-year period considered in the cost-benefit analysis.
Gender-based analysis plus (GBA+)
In Canada, women earned 87.9 cents on the dollar compared to men in terms of their average effective hourly wage in the first quarter of 2017, up from 74.2 cents in 1984.
The target groups for the pay transparency measure are women, Aboriginal peoples, persons with disabilities, and members of visible minorities employed in workplaces covered under the Act.
In the Employment Equity Act – Annual Report 2018, considerable differences were reported in the wages of men and women employed by private sector employers covered by the Act:
- Women in permanent full-time positions earned a salary of $60,000 or more in 2016 (48.6%).
- In contrast, 63.8% of men were in the top salary range for the same period.
Further, the annual report demonstrates similar gender differences when salary is analyzed by designated groups.
Aboriginal peoples
- In 2016, Aboriginal women remained much less likely (41.5%) to earn $60,000 or more compared to Aboriginal men (63.0%).
Persons with disabilities
- In 2016, women with disabilities remained much less likely (45.7%) to earn $60,000 or more compared to men with disabilities (61.0%).
Members of visible minorities
- In 2016, visible minority women remained much less likely (48.4%) to earn $60,000 or more compared to visible minority men (60.5%).
It is anticipated that the pay transparency measures will support a more proactive response from federally regulated private sector employers covered by the Act in identifying wage gaps and implementing initiatives to eliminate the gaps for all four designated employment equity groups.
In addition, it is anticipated that pay transparency will encourage employers to take measures to reduce the wage gap for each of the four designated groups under the Act. A user-friendly, online platform will allow for public scrutiny of wage gaps and highlight successful employers.
Implementation, compliance and enforcement, and service standards
It is anticipated that the proposed Regulations would come into force in early 2020. This would allow employers sufficient time to modify systems and make adjustments to the salary information required to be submitted to the Government of Canada, recognizing that employers report on June 1 based on data that was collected in the previous calendar year.
Monitoring mandatory employer reporting requirements is included in Employment and Social Development Canada’s performance measurement framework for workplace equity, which is reported annually through the Departmental Results Report and Departmental Plan.
It is a violation of the Act to
- fail to submit an employment equity report;
- fail to include any information that is required by the legislation or the regulations; or
- provide false or misleading information in the employment equity report.
The Minister of Employment, Workforce Development and Labour has the authority to issue a monetary penalty for every violation that occurs, including continued violations, which can count as separate violations for each day on which they are committed or continued.
In its administration of the legislation on behalf of the Minister, the Labour Program focuses on facilitating compliance with reporting rather than enforcement measures. In terms of correcting or preventing non-reporting, the Labour Program procedures for annual reporting are effective in providing an incentive for employers to comply with the Act. This collegial and collaborative approach to compliance and enforcement results in eventual compliance (currently 100%) without having to resort to using the administrative penalties under the Act.
To promote early understanding and achieve positive compliance from employers, active engagement will be undertaken by the Labour Program, building on the early consultation and engagement strategy that included in-person meetings and an online survey. Program officers will provide guidance to federally regulated private sector employers through the annual submission process, and will verify final submissions as per existing procedures, supported by additional online engagement tools currently in use by the Department.
Contact
Gert Zagler
Director
Workplace Equity
Labour Program
Employment and Social Development Canada
Email: ee-eme@hrsdc-rhdcc.gc.ca
PROPOSED REGULATORY TEXT
Notice is given that the Governor in Council, pursuant to subsection 41(1) of the Employment Equity Act footnote a, proposes to make the annexed Regulations Amending the Employment Equity Regulations.
Interested persons may make representations concerning the proposed Regulations within 30 days after the date of publication of this notice. All such representations must cite the Canada Gazette, Part I, and the date of publication of this notice, and be addressed to Gert Zagler, Director, Labour Program, Department of Employment and Social Development, 165 De l’Hôtel-de-Ville Street, Place du Portage, Phase II, 11th Floor, Gatineau, Quebec K1A 0J2 (email: ee-eme@hrsdc-rhdcc.gc.ca).
Ottawa, August 1, 2019
Julie Adair
Assistant Clerk of the Privy Council
Regulations Amending the Employment Equity Regulations
Amendments
1 (1) The definitions designated CMA and former Regulations in subsection 1(1) of the Employment Equity Regulations footnote 1 are repealed.
(2) Subsection 1(1) of the Regulations is amended by adding the following in alphabetical order:
- bonus pay means, in respect of a private sector employer, any additional pay awarded to an employee due to profit sharing, productivity, performance, commission, or any other incentives. (prime)
- overtime hours means, in respect of a private sector employer, the hours worked in excess of the standard hours of work for which pay was provided. (heures supplémentaires)
- overtime pay means, in respect of a private sector employer, any pay received for work performed by an employee in excess of the standard hours of work. (paie d’heures supplémentaires)
(3) Subparagraph (b)(i) of the definition employee in subsection 1(2) of the Regulations is replaced by the following:
- (i) a person appointed as a casual worker under subsection 50(1) of that Act, or
(4) Paragraph (b) of the definition hired in subsection 1(2) of the Regulations is replaced by the following:
- (b) an employee employed in a portion of the public service of Canada referred to in paragraph 4(1)(b) or (c) of the Act to which the Public Service Employment Act applies, means initially appointed to the public service of Canada in accordance with that Act and does not include the appointment of a person as a casual worker under subsection 50(1) of that Act; and
(5) Paragraph (a) of the definition promoted in subsection 1(2) of the Regulations is replaced by the following:
- (a) an employee employed in a portion of the public service of Canada referred to in paragraph 4(1)(b) or (c) of the Act to which the Public Service Employment Act applies, has the meaning that corresponds to the definition promotion in section 3 of the Definition of Promotion Regulations;
(6) Paragraph (a) of the definition salary in subsection 1(2) of the Regulations is replaced by the following:
- (a) a private sector employer, means remuneration paid for work performed by an employee, before deductions, in the form of basic pay, pay for piecework, shift premium pay, bonus pay and overtime pay, rounded to the nearest dollar, but does not include benefits, securities, severance pay or termination pay, vacation pay, pay which is not money, supplementary payments, allowances, retroactive payments, reimbursed employment expenses or compensation for extra-duty services other than overtime pay;
2 Subsections 3(2) and (3) of the Regulations are replaced by the following:
(2) The questionnaire shall contain the definitions Aboriginal peoples, members of visible minorities and persons with disabilities set out in section 3 of the Act to assist the employee in responding to the questionnaire.
3 Paragraphs 11(b) and (c) of the Regulations are replaced by the following:
- (b) a record of each employee’s occupational group classification and the code set out in the National Occupational Classification 2016, developed by Statistics Canada and the Department of Employment and Social Development, 2016, under the applicable NOC code set out in column III of Schedule II;
- (c) a record containing the information set out under section 25.1 for each employee;
4 Subsection 12(3) of the Regulations is replaced by the following:
(3) When a private sector employer generates its annual employment equity report required by subsection 18(1) of the Act using specially designed computer software or an application provided by the Government of Canada for employment equity reporting purposes, the employer shall maintain a copy of the database or other computer record used to generate the report for two years after the year in respect of which the report is filed.
5 Subsections 15(1) and (2) of the Regulations are replaced by the following:
15 (1) Forms 1 to 6 of Schedule VI are prescribed for the purpose of filing a report referred to in subsection 18(1) of the Act.
6 Subsection 16(1) of the Regulations is replaced by the following:
16 (1) An employment equity report shall contain the following statement certifying the accuracy of the information contained in it:
“I, (name), certify on behalf of (legal name of employer) that the information contained in Forms 1 to 6 of this report is true and accurate in every respect to the best of my knowledge and belief.
Date
Signature”
7 Section 17 of the Regulations is repealed.
8 The portion of subsection 18(1) of the Regulations before paragraph (a) is replaced by the following:
18 (1) For each calendar year, an employment equity report shall be completed
9 Section 19 of the Regulations is replaced by the following:
19 In circumstances other than the one referred to in subsection 18(3) of the Act, for the purposes of subsection 18(1) of the Act, an employment equity report is deemed to have been filed with the Minister on the day on which it is received by the Minister.
10 Subsection 22(2) of the Regulations is replaced by the following:
(2) If an employer is in doubt as to the appropriate occupational group classification into which an employee falls, the employer shall refer to the description of occupation set out in the National Occupational Classification 2016, developed by Statistics Canada and the Department of Employment and Social Development, 2016, under the applicable NOC code set out in column III of Schedule II.
11 Subsection 23(1) of the Regulations is replaced by the following:
23 (1) An employer shall indicate on Form 1 of Schedule VI the industrial sector in which employees are employed by selecting the appropriate industrial group description set out in the North American Industry Classification System (NAICS) Canada, developed and administered by Statistics Canada and the statistical agencies of Mexico and the United States and published by authority of the Minister responsible for Statistics Canada, as amended from time to time.
12 (1) Paragraph 25(b) of the Regulations is replaced by the following:
- (b) for each CMA where the total number of employees of the employer is 100 or more at any time during the reporting period.
(2) Section 25 of the Regulations is renumbered as subsection 25(1) and is amended by adding the following:
(2) For the purposes of paragraph (1)(b), CMA means a census metropolitan area as set out in the document entitled Statistical Area Classification - Variant of SGC 2016, published by authority of the Minister responsible for Statistics Canada, as amended from time to time.
13 The Regulations are amended by adding the following after section 25:
25.1 In completing Form 2 of Schedule VI, an employer shall use the following information for each employee:
- (a) their salary, excluding any bonus pay and overtime pay;
- (b) the period over which the salary referred to in paragraph (a) is paid;
- (c) the number of hours worked that can be attributed to the salary referred to in paragraph (a);
- (d) the bonus pay paid in the reporting period;
- (e) the overtime pay paid in the reporting period; and
- (f) the overtime hours in the reporting period.
14 (1) The portion of subsection 26(1) of the Regulations before paragraph (a) is replaced by the following:
26 (1) In completing Form 2 of Schedule VI, an employer shall determine the salary ranges of the employees using the information referred to in paragraphs 25.1(a) to (c), in the following manner and sequence:
(2) Paragraph 26(1)(b) of the French version of the Regulations is replaced by the following:
- b) au moyen de la table des paliers de rémunération figurant à l’annexe VIII, il détermine les paliers de rémunération dans lesquels sont comprises la rémunération maximale et la rémunération minimale visées à l’alinéa a);
(3) Subsections 26(2) to (4) of the Regulations are replaced by the following:
(2) If the lowest salary of the employees in an occupational group is $250,000 or more, the employer shall leave blank the space on Form 2 of Schedule VI for indicating the highest salary of the employees in the occupational group.
(3) In completing Form 2 of Schedule VI, the employer shall indicate the salary ranges of the employees in each occupational group as determined in subsections (1) and (2).
15 (1) Subsection 27(1) of the Regulations is replaced by the following:
27 (1) In completing Form 2 of Schedule VI, an employer shall determine the four quarters of the salary range of the employees in each occupational group by dividing the difference between the highest and lowest salaries of the employees in the occupational group, determined under paragraph 26(1)(a), by four, and by rounding the result to the nearest dollar.
(2) Subparagraph 27(2)(a)(i) of the Regulations is replaced by the following:
- (i) the lower limit is the lowest salary of the employees in the occupational group, determined under paragraph 26(1)(a), and
(3) Subparagraph 27(2)(d)(ii) of the Regulations is replaced by the following:
- (ii) the upper limit is the highest salary of the employees in the occupational group, determined under paragraph 26(1)(a).
(4) Subsection 27(3) of the Regulations is replaced by the following:
(3) An employer shall indicate on the applicable Parts of Form 2 of Schedule VI the number of employees in each quarter of the salary range as determined under subsections (1) and (2).
16 The Regulations are amended by adding the following after section 27:
27.1 In completing Form 2 of Schedule VI, an employer shall indicate the following for all employees, for employees in each occupational group and for employees in each designated group, using the information referred to in section 25.1:
- (a) the mean and median difference in hourly rates;
- (b) the mean and median difference in bonus pay;
- (c) the mean and median difference in overtime pay corresponding to the overtime hours;
- (d) the proportion of employees who have received bonus pay; and
- (e) the proportion of employees who have received overtime pay.
17 Sections 28 and 29 of the Regulations are replaced by the following:
28 An employer shall complete the applicable Parts of Form 3 of Schedule VI in the same manner as prescribed in section 24 and paragraph 25(1)(a) for Form 2 of Schedule VI.
29 In completing Form 3 of Schedule VI, an employer shall use the information, as determined in paragraph 26(1)(b), for the purpose of indicating the degree of representation of employees in the salary ranges set out in that Form.
18 Section 31 of the Regulations is replaced by the following:
31 In completing Form 5 of Schedule VI, an employer shall report the employees promoted during the reporting period only in the occupational group in which or to which the employees were last promoted.
19 The English version of the Regulations is amended by replacing “aboriginal” with “Aboriginal” in the following provisions:
- (a) paragraph 3(1)(c); and
- (b) subparagraph 6(1)(a)(i).
20 The Regulations are amended by replacing “Form 1” with “Form 1 of Schedule VI” in the following provisions:
- (a) subsections 23(2) and (3); and
- (b) subsection 24(2).
21 Schedules I to IV to the Regulations are replaced by the Schedules II and III set out in Schedule 1 to these Regulations.
22 Forms 1 to 3 of Schedule VI to the Regulations are replaced by the Forms 1 to 3 set out in Schedule 2 to these Regulations.
23 Schedules VII and VIII to the Regulations are replaced by the Schedule VIII set out in Schedule 3 to these Regulations.
Coming into Force
24 These Regulations come into force on the day on which section 127 of the Budget Implementation Act, 2019, No.1, chapter 29 of the Statutes of Canada, 2019, comes into force.
SCHEDULE 1
(Section 21)
SCHEDULE II
(Subsection 1(2), paragraph 11(b) and section 22)
| Item | Column I Employment Equity Occupational Groups |
Column II Unit Groups |
Column III NOC Codes |
|---|---|---|---|
| 1 | Senior Managers | Legislators | 0011 |
| Senior Government Managers and Officials | 0012 | ||
| Senior Managers — Financial, Communications and Other Business Services | 0013 | ||
| Senior Managers — Health, Education, Social and Community Services and Membership Organizations | 0014 | ||
| Senior Managers — Trade, Broadcasting and Other Services, n.e.c. | 0015 | ||
| Senior Managers — Construction, Transportation, Production and Utilities | 0016 | ||
| 2 | Middle and Other Managers | Financial Managers | 0111 |
| Human Resources Managers | 0112 | ||
| Purchasing Managers | 0113 | ||
| Other Administrative Services Managers | 0114 | ||
| Insurance, Real Estate and Financial Brokerage Managers | 0121 | ||
| Banking, Credit and Other Investment Managers | 0122 | ||
| Advertising, Marketing and Public Relations Managers | 0124 | ||
| Other Business Services Managers | 0125 | ||
| Telecommunication Carriers Managers | 0131 | ||
| Postal and Courier Services Managers | 0132 | ||
| Engineering Managers | 0211 | ||
| Architecture and Science Managers | 0212 | ||
| Computer and Information Systems Managers | 0213 | ||
| Managers in Health Care | 0311 | ||
| Government Managers — Health and Social Policy Development and Program Administration | 0411 | ||
| Government Managers — Economic Analysis, Policy Development and Program Administration | 0412 | ||
| Government Managers — Education Policy Development and Program Administration | 0413 | ||
| Other Managers in Public Administration | 0414 | ||
| Administrators — Post Secondary Education and Vocational Training | 0421 | ||
| School Principals and Administrators of Elementary and Secondary Education | 0422 | ||
| Managers in Social, Community and Correctional Services | 0423 | ||
| Commissioned Police Officers | 0431 | ||
| Fire Chiefs and Senior Firefighting Officers | 0432 | ||
| Commissioned Officers of the Canadian Armed Forces | 0433 | ||
| Library, Archive, Museum and Art Gallery Managers | 0511 | ||
| Managers — Publishing, Motion Pictures, Broadcasting and Performing Arts | 0512 | ||
| Recreation, Sports and Fitness Program and Service Directors | 0513 | ||
| Corporate Sales Managers | 0601 | ||
| Retail and Wholesale Trade Managers | 0621 | ||
| Restaurant and Food Service Managers | 0631 | ||
| Accommodation Service Managers | 0632 | ||
| Managers in Customer and Personal Services, n.e.c. | 0651 | ||
| Construction Managers | 0711 | ||
| Home Building and Renovation Managers | 0712 | ||
| Facility Operation and Maintenance Managers | 0714 | ||
| Managers in Transportation | 0731 | ||
| Managers in Natural Resources Production and Fishing | 0811 | ||
| Managers in Agriculture | 0821 | ||
| Managers in Horticulture | 0822 | ||
| Managers in Aquaculture | 0823 | ||
| Manufacturing Managers | 0911 | ||
| Utilities Managers | 0912 | ||
| 3 | Professionals | Financial Auditors and Accountants | 1111 |
| Financial and Investment Analysts | 1112 | ||
| Securities Agents, Investment Dealers and Brokers | 1113 | ||
| Other Financial Officers | 1114 | ||
| Human Resources Professionals | 1121 | ||
| Professional Occupations in Business Management Consulting | 1122 | ||
| Professional Occupations in Advertising, Marketing and Public Relations | 1123 | ||
| Physicists and Astronomers | 2111 | ||
| Chemists | 2112 | ||
| Geoscientists and Oceanographers | 2113 | ||
| Meteorologists and Climatologists | 2114 | ||
| Other Professional Occupations in Physical Sciences | 2115 | ||
| Biologists and Related Scientists | 2121 | ||
| Forestry Professionals | 2122 | ||
| Agricultural Representatives, Consultants and Specialists | 2123 | ||
| Civil Engineers | 2131 | ||
| Mechanical Engineers | 2132 | ||
| Electrical and Electronics Engineers | 2133 | ||
| Chemical Engineers | 2134 | ||
| Industrial and Manufacturing Engineers | 2141 | ||
| Metallurgical and Materials Engineers | 2142 | ||
| Mining Engineers | 2143 | ||
| Geological Engineers | 2144 | ||
| Petroleum Engineers | 2145 | ||
| Aerospace Engineers | 2146 | ||
| Computer Engineers (Except Software Engineers and Designers) | 2147 | ||
| Other Professional Engineers, n.e.c. | 2148 | ||
| Architects | 2151 | ||
| Landscape Architects | 2152 | ||
| Urban and Land Use Planners | 2153 | ||
| Land Surveyors | 2154 | ||
| Mathematicians, Statisticians and Actuaries | 2161 | ||
| Information Systems Analysts and Consultants | 2171 | ||
| Database Analysts and Data Administrators | 2172 | ||
| Software Engineers and Designers | 2173 | ||
| Computer Programmers and Interactive Media Developers | 2174 | ||
| Web Designers and Developers | 2175 | ||
| Nursing Co-ordinators and Supervisors | 3011 | ||
| Registered Nurses and Registered Psychiatric Nurses | 3012 | ||
| Specialist Physicians | 3111 | ||
| General Practitioners and Family Physicians | 3112 | ||
| Dentists | 3113 | ||
| Veterinarians | 3114 | ||
| Optometrists | 3121 | ||
| Chiropractors | 3122 | ||
| Allied Primary Health Practitioners | 3124 | ||
| Other Professional Occupations in Health Diagnosing and Treating | 3125 | ||
| Pharmacists | 3131 | ||
| Dietitians and Nutritionists | 3132 | ||
| Audiologists and Speech-Language Pathologists | 3141 | ||
| Physiotherapists | 3142 | ||
| Occupational Therapists | 3143 | ||
| Other Professional Occupations in Therapy and Assessment | 3144 | ||
| University Professors and Lecturers | 4011 | ||
| Post-Secondary Teaching and Research Assistants | 4012 | ||
| College and Other Vocational Instructors | 4021 | ||
| Secondary School Teachers | 4031 | ||
| Elementary School and Kindergarten Teachers | 4032 | ||
| Educational Counsellors | 4033 | ||
| Judges | 4111 | ||
| Lawyers and Quebec Notaries | 4112 | ||
| Psychologists | 4151 | ||
| Social Workers | 4152 | ||
| Family, Marriage and Other Related Counsellors | 4153 | ||
| Professional Occupations in Religion | 4154 | ||
| Probation and Parole Officers and Related Occupations | 4155 | ||
| Employment Counsellors | 4156 | ||
| Natural and Applied Science Policy Researchers, Consultants and Program Officers | 4161 | ||
| Economists and Economic Policy Researchers and Analysts | 4162 | ||
| Business Development Officers and Marketing Researchers and Consultants | 4163 | ||
| Social Policy Researchers, Consultants and Program Officers | 4164 | ||
| Health Policy Researchers, Consultants and Program Officers | 4165 | ||
| Education Policy Researchers, Consultants and Program Officers | 4166 | ||
| Recreation, Sports and Fitness Policy Researchers, Consultants and Program Officers | 4167 | ||
| Program Officers Unique to Government | 4168 | ||
| Other Professional Occupations in Social Science, n.e.c. | 4169 | ||
| Librarians | 5111 | ||
| Conservators and Curators | 5112 | ||
| Archivists | 5113 | ||
| Authors and Writers | 5121 | ||
| Editors | 5122 | ||
| Journalists | 5123 | ||
| Translators, Terminologists and Interpreters | 5125 | ||
| Producers, Directors, Choreographers and Related Occupations | 5131 | ||
| Conductors, Composers and Arrangers | 5132 | ||
| Musicians and Singers | 5133 | ||
| Dancers | 5134 | ||
| Actors and Comedians | 5135 | ||
| Painters, Sculptors and Other Visual Artists | 5136 | ||
| 4 | Semi-Professionals and Technicians | Chemical Technologists and Technicians | 2211 |
| Geological and Mineral Technologists and Technicians | 2212 | ||
| Biological Technologists and Technicians | 2221 | ||
| Agricultural and Fish Products Inspectors | 2222 | ||
| Forestry Technologists and Technicians | 2223 | ||
| Conservation and Fishery Officers | 2224 | ||
| Landscape and Horticultural Technicians and Specialists | 2225 | ||
| Civil Engineering Technologists and Technicians | 2231 | ||
| Mechanical Engineering Technologists and Technicians | 2232 | ||
| Industrial Engineering and Manufacturing Technologists and Technicians | 2233 | ||
| Construction Estimators | 2234 | ||
| Electrical and Electronics Engineering Technologists and Technicians | 2241 | ||
| Electronic Service Technicians (Household and Business Equipment) | 2242 | ||
| Industrial Instrument Technicians and Mechanics | 2243 | ||
| Aircraft Instrument, Electrical and Avionics Mechanics, Technicians and Inspectors | 2244 | ||
| Architectural Technologists and Technicians | 2251 | ||
| Industrial Designers | 2252 | ||
| Drafting Technologists and Technicians | 2253 | ||
| Land Survey Technologists and Technicians | 2254 | ||
| Technical occupations in Geomatics and Meteorology | 2255 | ||
| Non-Destructive Testers and Inspection Technicians | 2261 | ||
| Engineering Inspectors and Regulatory Officers | 2262 | ||
| Inspectors in Public and Environmental Health and Occupational Health and Safety | 2263 | ||
| Construction Inspectors | 2264 | ||
| Air Pilots, Flight Engineers and Flying Instructors | 2271 | ||
| Air Traffic Controllers and Related Occupations | 2272 | ||
| Deck Officers, Water Transport | 2273 | ||
| Engineer Officers, Water Transport | 2274 | ||
| Railway Traffic Controllers and Marine Traffic Regulators | 2275 | ||
| Computer Network Technicians | 2281 | ||
| User Support Technicians | 2282 | ||
| Information Systems Testing Technicians | 2283 | ||
| Medical Laboratory Technologists | 3211 | ||
| Medical Laboratory Technicians and Pathologists’ Assistants | 3212 | ||
| Animal Health Technologists and Veterinary Technicians | 3213 | ||
| Respiratory Therapists, Clinical Perfusionists and Cardiopulmonary Technologists | 3214 | ||
| Medical Radiation Technologists | 3215 | ||
| Medical Sonographers | 3216 | ||
| Cardiology Technologists and Electrophysiological Diagnostic Technologists, n.e.c. | 3217 | ||
| Other Medical Technologists and Technicians (Except Dental Health) | 3219 | ||
| Denturists | 3221 | ||
| Dental Hygienists and Dental Therapists | 3222 | ||
| Dental Technologists, Technicians and Laboratory Assistants | 3223 | ||
| Opticians | 3231 | ||
| Practitioners of Natural Healing | 3232 | ||
| Licensed Practical Nurses | 3233 | ||
| Paramedical Occupations | 3234 | ||
| Massage Therapists | 3236 | ||
| Other Technical Occupations in Therapy and Assessment | 3237 | ||
| Paralegal and Related Occupations | 4211 | ||
| Social and Community Service Workers | 4212 | ||
| Early Childhood Educators and Assistants | 4214 | ||
| Instructors of Persons with Disabilities | 4215 | ||
| Other Instructors | 4216 | ||
| Other Religious Occupations | 4217 | ||
| Police Officers (Except Commissioned) | 4311 | ||
| Firefighters | 4312 | ||
| Non-Commissioned Ranks of the Canadian Armed Forces | 4313 | ||
| Library and Public Archive Technicians | 5211 | ||
| Technical Occupations Related to Museums and Art Galleries | 5212 | ||
| Photographers | 5221 | ||
| Film and Video Camera Operators | 5222 | ||
| Graphic Arts Technicians | 5223 | ||
| Broadcast Technicians | 5224 | ||
| Audio and Video Recording Technicians | 5225 | ||
| Other Technical and Coordinating Occupations in Motion Pictures, Broadcasting and the Performing Arts | 5226 | ||
| Support Occupations in Motion Pictures, Broadcasting, Photography and the Performing Arts | 5227 | ||
| Announcers and Other Broadcasters | 5231 | ||
| Other Performers, n.e.c. | 5232 | ||
| Graphic Designers and Illustrators | 5241 | ||
| Interior Designers and Interior Decorators | 5242 | ||
| Theatre, Fashion, Exhibit and Other Creative Designers | 5243 | ||
| Artisans and Craftspersons | 5244 | ||
| Patternmakers — Textile, Leather and Fur Products | 5245 | ||
| Athletes | 5251 | ||
| Coaches | 5252 | ||
| Sports Officials and Referees | 5253 | ||
| Program Leaders and Instructors in Recreation, Sport and Fitness | 5254 | ||
| 5 | Supervisors | Supervisors, General Office and Administrative Support Workers | 1211 |
| Supervisors, Finance and Insurance Office Workers | 1212 | ||
| Supervisors, Library, Correspondence and Related Information Workers | 1213 | ||
| Supervisors, Mail and Message Distribution Occupations | 1214 | ||
| Supervisors, Supply Chain, Tracking and Scheduling Coordination Occupations | 1215 | ||
| Retail Sales Supervisors | 6211 | ||
| Food Service Supervisors | 6311 | ||
| Executive Housekeepers | 6312 | ||
| Accommodation, Travel, Tourism and Related Services Supervisors | 6313 | ||
| Customer and Information Services Supervisors | 6314 | ||
| Cleaning Supervisors | 6315 | ||
| Other Services Supervisors | 6316 | ||
| 6 | Supervisors — Crafts and Trades | Contractors and Supervisors, Machining, Metal Forming, Shaping and Erecting Trades and Related Occupations | 7201 |
| Contractors and Supervisors, Electrical Trades and Telecommunications Occupations | 7202 | ||
| Contractors and Supervisors, Pipefitting Trades | 7203 | ||
| Contractors and Supervisors, Carpentry Trades | 7204 | ||
| Contractors and Supervisors, Other Construction Trades, Installers, Repairers and Servicers | 7205 | ||
| Contractors and Supervisors, Mechanic Trades | 7301 | ||
| Contractors and Supervisors, Heavy Equipment Operator Crews | 7302 | ||
| Supervisors, Printing and Related Occupations | 7303 | ||
| Supervisors, Railway Transport Operations | 7304 | ||
| Supervisors, Motor Transport and Other Ground Transit Operators | 7305 | ||
| Supervisors, Logging and Forestry | 8211 | ||
| Supervisors, Mining and Quarrying | 8221 | ||
| Contractors and Supervisors, Oil and Gas Drilling and Services | 8222 | ||
| Agricultural Service Contractors, Farm Supervisors and Specialized Livestock Workers | 8252 | ||
| Contractors and Supervisors, Landscaping, Grounds Maintenance and Horticulture Services | 8255 | ||
| Supervisors, Mineral and Metal Processing | 9211 | ||
| Supervisors, Petroleum, Gas and Chemical Processing and Utilities | 9212 | ||
| Supervisors, Food and Beverage Processing | 9213 | ||
| Supervisors, Plastic and Rubber Products Manufacturing | 9214 | ||
| Supervisors, Forest Products Processing | 9215 | ||
| Supervisors, Textile, Fabric, Fur and Leather Products Processing and Manufacturing | 9217 | ||
| Supervisors, Motor Vehicle Assembling | 9221 | ||
| Supervisors, Electronics Manufacturing | 9222 | ||
| Supervisors, Electrical Products Manufacturing | 9223 | ||
| Supervisors, Furniture and Fixtures Manufacturing | 9224 | ||
| Supervisors, Other Mechanical and Metal Products Manufacturing | 731 | ||
| Supervisors, Other Products Manufacturing and Assembly | 9227 | ||
| 7 | Administrative and Senior Clerical Personnel | Administrative Officers | 1221 |
| Executive Assistants | 1222 | ||
| Human Resources and Recruitment Officers | 1223 | ||
| Property Administrators | 1224 | ||
| Purchasing Agents and Officers | 1225 | ||
| Conference and Event Planners | 1226 | ||
| Court Officers and Justices of the Peace | 1227 | ||
| Employment Insurance, Immigration, Border Services and Revenue Officers | 1228 | ||
| Administrative Assistants | 1241 | ||
| Legal Administrative Assistants | 1242 | ||
| Medical Administrative Assistants | 1243 | ||
| Court Reporters, Medical Transcriptionists and Related Occupations | 1251 | ||
| Health Information Management Occupations | 1252 | ||
| Records Management Technicians | 1253 | ||
| Statistical Officers and Related Research Support Occupations | 1254 | ||
| Accounting Technicians and Bookkeepers | 1311 | ||
| Insurance Adjusters and Claims Examiners | 1312 | ||
| Insurance Underwriters | 1313 | ||
| Assessors, Valuators and Appraisers | 1314 | ||
| Customs, Ship and Other Brokers | 1315 | ||
| 8 | Skilled Sales and Service Personnel | Technical Sales Specialists — Wholesale Trade | 6221 |
| Retail and Wholesale Buyers | 6222 | ||
| Insurance Agents and Brokers | 6231 | ||
| Real Estate Agents and Salespersons | 6232 | ||
| Financial Sales Representatives | 6235 | ||
| Chefs | 6321 | ||
| Cooks | 6322 | ||
| Butchers, Meat Cutters and Fishmongers — Retail and Wholesale | 6331 | ||
| Bakers | 6332 | ||
| Hairstylists and Barbers | 6341 | ||
| Tailors, Dressmakers, Furriers and Milliners | 6342 | ||
| Shoe Repairers and Shoemakers | 6343 | ||
| Jewellers, Jewellery and Watch Repairers and Related Occupations | 6344 | ||
| Upholsterers | 6345 | ||
| Funeral Directors and Embalmers | 6346 | ||
| 9 | Skilled Crafts and Trades Workers | Machinists and Machining and Tooling Inspectors | 7231 |
| Tool and Die Makers | 7232 | ||
| Sheet Metal Workers | 7233 | ||
| Boilermakers | 7234 | ||
| Structural Metal and Platework Fabricators and Fitters | 7235 | ||
| Ironworkers | 7236 | ||
| Welders and Related Machine Operators | 7237 | ||
| Electricians (Except Industrial and Power System) | 7241 | ||
| Industrial Electricians | 7242 | ||
| Power System Electricians | 7243 | ||
| Electrical Power Line and Cable Workers | 7244 | ||
| Telecommunications Line and Cable Workers | 7245 | ||
| Telecommunications Installation and Repair Workers | 7246 | ||
| Cable Television Service and Maintenance Technicians | 7247 | ||
| Plumbers | 7251 | ||
| Steamfitters, Pipefitters and Sprinkler System Installers | 7252 | ||
| Gas Fitters | 7253 | ||
| Carpenters | 7271 | ||
| Cabinetmakers | 7272 | ||
| Bricklayers | 7281 | ||
| Concrete Finishers | 7282 | ||
| Tilesetters | 7283 | ||
| Plasterers, Drywall Installers and Finishers and Lathers | 7284 | ||
| Roofers and Shinglers | 7291 | ||
| Glaziers | 7292 | ||
| Insulators | 7293 | ||
| Painters and Decorators (Except Interior Decorators) | 7294 | ||
| Floor Covering Installers | 7295 | ||
| Construction Millwrights and Industrial Mechanics | 7311 | ||
| Heavy-Duty Equipment Mechanics | 7312 | ||
| Heating, Refrigeration and Air Conditioning Mechanics | 7313 | ||
| Railway Carmen/women | 7314 | ||
| Aircraft Mechanics and Aircraft Inspectors | 7315 | ||
| Machine Fitters | 7316 | ||
| Elevator Constructors and Mechanics | 7318 | ||
| Automotive Service Technicians, Truck and Bus Mechanics and Mechanical Repairers | 7321 | ||
| Motor Vehicle Body Repairers | 7322 | ||
| Oil and Solid Fuel Heating Mechanics | 7331 | ||
| Appliance Servicers and Repairers | 7332 | ||
| Electrical Mechanics | 7333 | ||
| Motorcycle, All-Terrain Vehicle and Other Related Mechanics | 7334 | ||
| Other Small Engine and Small Equipment Repairers | 7335 | ||
| Railway and Yard Locomotive Engineers | 7361 | ||
| Railway Conductors and Brakemen/women | 7362 | ||
| Crane Operators | 7371 | ||
| Drillers and Blasters — Surface Mining, Quarrying and Construction | 7372 | ||
| Water Well Drillers | 7373 | ||
| Printing Press Operators | 7381 | ||
| Other Trades and Related Occupations, n.e.c. | 7384 | ||
| Underground Production and Development Miners | 8231 | ||
| Oil and Gas Well Drillers, Servicers, Testers and Related Workers | 8232 | ||
| Logging Machinery Operators | 8241 | ||
| Fishing Masters and Officers | 8261 | ||
| Fishermen/women | 8262 | ||
| Central Control and Process Operators, Mineral and Metal Processing | 9231 | ||
| Central Control and Process Operators, Petroleum, Gas and Chemical Processing | 9232 | ||
| Pulping, Papermaking and Coating Control Operators | 9235 | ||
| Power Engineers and Power Systems Operators | 9241 | ||
| Water and Waste Treatment Plant Operators | 9243 | ||
| 10 | Clerical Personnel | General Office Support Workers | 1411 |
| Receptionists | 1414 | ||
| Personnel Clerks | 1415 | ||
| Court Clerks | 1416 | ||
| Data Entry Clerks | 1422 | ||
| Desktop Publishing Operators and Related Occupations | 1423 | ||
| Accounting and Related Clerks | 1431 | ||
| Payroll Administrators | 1432 | ||
| Banking, Insurance and Other Financial Clerks | 1434 | ||
| Collectors | 1435 | ||
| Library Assistants and Clerks | 1451 | ||
| Correspondence, Publication and Regulatory Clerks | 1452 | ||
| Survey Interviewers and Statistical Clerks | 1454 | ||
| Mail, Postal and Related Workers | 1511 | ||
| Letter Carriers | 1512 | ||
| Couriers, Messengers and Door-to-Door Distributors | 1513 | ||
| Shippers and Receivers | 1521 | ||
| Storekeepers and Partspersons | 1522 | ||
| Production Logistics Co-ordinators | 1523 | ||
| Purchasing and Inventory Control Workers | 1524 | ||
| Dispatchers | 1525 | ||
| Transportation Route and Crew Schedulers | 1526 | ||
| 11 | Intermediate Sales and Service Personnel | Dental Assistants | 3411 |
| Nurse Aides, Orderlies and Patient Service Associates | 3413 | ||
| Other Assisting Occupations in Support of Health Services | 3414 | ||
| Home Child Care Providers | 4411 | ||
| Home Support Workers, Housekeepers and Related Occupations | 4412 | ||
| Elementary and Secondary School Teacher Assistants | 4413 | ||
| Sheriffs and Bailiffs | 4421 | ||
| Correctional Service Officers | 4422 | ||
| By-law Enforcement and Other Regulatory Officers, n.e.c. | 4423 | ||
| Sales and Account Representatives — Wholesale Trade (Non-technical) | 6411 | ||
| Retail Salespersons | 6421 | ||
| Maîtres d’hôtel and Hosts/Hostesses | 6511 | ||
| Bartenders | 6512 | ||
| Food and Beverage Servers | 6513 | ||
| Travel Counsellors | 6521 | ||
| Pursers and Flight Attendants | 6522 | ||
| Airline Ticket and Service Agents | 6523 | ||
| Ground and Water Transport Ticket Agents, Cargo Service Representatives and Related Clerks | 6524 | ||
| Hotel Front Desk Clerks | 6525 | ||
| Tour and Travel Guides | 6531 | ||
| Outdoor Sport and Recreational Guides | 6532 | ||
| Casino Workers | 6533 | ||
| Security Guards and Related Security Service Occupations | 6541 | ||
| Customer Services Representatives — Financial Institutions | 6551 | ||
| Other Customer and Information Services Representatives | 6552 | ||
| Image, Social and Other Personal Consultants | 6561 | ||
| Estheticians, Electrologists and Related Occupations | 6562 | ||
| Pet Groomers and Animal Care Workers | 6563 | ||
| Other Personal Service Occupations | 6564 | ||
| 12 | Semi-Skilled Manual Workers | Residential and Commercial Installers and Servicers | 7441 |
| Waterworks and Gas Maintenance Workers | 7442 | ||
| Pest Controllers and Fumigators | 7444 | ||
| Other Repairers and Servicers | 7445 | ||
| Longshore Workers | 7451 | ||
| Material Handlers | 7452 | ||
| Transport Truck Drivers | 7511 | ||
| Bus Drivers, Subway Operators and Other Transit Operators | 7512 | ||
| Taxi and Limousine Drivers and Chauffeurs | 7513 | ||
| Delivery and Courier Service Drivers | 7514 | ||
| Heavy Equipment Operators (Except Crane) | 7521 | ||
| Public Works Maintenance Equipment Operators and Related Workers | 7522 | ||
| Railway Yard and Track Maintenance Workers | 7531 | ||
| Water Transport Deck and Engine Room Crew | 7532 | ||
| Boat and Cable Ferry Operators and Related Occupations | 7533 | ||
| Air Transport Ramp Attendants | 7534 | ||
| Other Automotive Mechanical Installers and Servicers | 7535 | ||
| Underground Mine Service and Support Workers | 8411 | ||
| Oil and Gas Well Drilling and Related Workers and Services Operators | 8412 | ||
| Chain Saw and Skidder Operators | 8421 | ||
| Silviculture and Forestry Workers | 8422 | ||
| General Farm Workers | 8431 | ||
| Nursery and Greenhouse Workers | 8432 | ||
| Fishing Vessel Deckhands | 8441 | ||
| Trappers and Hunters | 8442 | ||
| Machine Operators, Mineral and Metal Processing | 9411 | ||
| Foundry Workers | 9412 | ||
| Glass Forming and Finishing Machine Operators and Glass Cutters | 9413 | ||
| Concrete, Clay and Stone Forming Operators | 9414 | ||
| Inspectors and Testers, Mineral and Metal Processing | 9415 | ||
| Metalworking and Forging Machine Operators | 9416 | ||
| Machining Tool Operators | 9417 | ||
| Other Metal Products Machine Operators | 9418 | ||
| Chemical Plant Machine Operators | 9421 | ||
| Plastics Processing Machine Operators | 9422 | ||
| Rubber Processing Machine Operators and Related Workers | 9423 | ||
| Sawmill Machine Operators | 9431 | ||
| Pulp Mill Machine Operators | 9432 | ||
| Papermaking and Finishing Machine Operators | 9433 | ||
| Other Wood Processing Machine Operators | 9434 | ||
| Paper Converting Machine Operators | 9435 | ||
| Lumber Graders and Other Wood Processing Inspectors and Graders | 9436 | ||
| Woodworking Machine Operators | 9437 | ||
| Textile Fibre and Yarn, Hide and Pelt Processing Machine Operators and Workers | 9441 | ||
| Weavers, Knitters and Other Fabric Making Occupations | 9442 | ||
| Fabric, Fur and Leather Cutters | 9445 | ||
| Industrial Sewing Machine Operators | 9446 | ||
| Inspectors and Graders, Textile, Fabric, Fur and Leather Products Manufacturing | 9447 | ||
| Process Control and Machine Operators, Food and Beverage Processing | 9461 | ||
| Industrial Butchers and Meat Cutters, Poultry Preparers and Related Workers | 9462 | ||
| Fish and Seafood Plant Workers | 9463 | ||
| Testers and Graders, Food and Beverage Processing | 9465 | ||
| Plateless Printing Equipment Operators | 9471 | ||
| Camera, Platemaking and Other Prepress Occupations | 9472 | ||
| Binding and Finishing Machine Operators | 9473 | ||
| Photographic and Film Processors | 9474 | ||
| Aircraft Assemblers and Aircraft Assembly Inspectors | 9521 | ||
| Motor Vehicle Assemblers, Inspectors and Testers | 9522 | ||
| Electronics Assemblers, Fabricators, Inspectors and Testers | 9523 | ||
| Assemblers and Inspectors, Electrical Appliance, Apparatus and Equipment Manufacturing | 9524 | ||
| Assemblers, Fabricators and Inspectors, Industrial Electrical Motors and Transformers | 9525 | ||
| Mechanical Assemblers and Inspectors | 9526 | ||
| Machine Operators and Inspectors, Electrical Apparatus Manufacturing | 9527 | ||
| Boat Assemblers and Inspectors | 9531 | ||
| Furniture and Fixture Assemblers and Inspectors | 9532 | ||
| Other Wood Products Assemblers and Inspectors | 9533 | ||
| Furniture Finishers and Refinishers | 9534 | ||
| Plastic Products Assemblers, Finishers and Inspectors | 9535 | ||
| Industrial Painters, Coaters and Metal Finishing Process Operators | 9536 | ||
| Other Products Assemblers, Finishers and Inspectors | 9537 | ||
| 13 | Other Sales and Service Personnel | Cashiers | 6611 |
| Service Station Attendants | 6621 | ||
| Store Shelf Stockers, Clerks and Order Fillers | 6622 | ||
| Other Sales Related Occupations | 6623 | ||
| Food Counter Attendants, Kitchen Helpers and Related Support Occupations | 6711 | ||
| Support Occupations in Accommodation, Travel and Facilities Set-up Services | 6721 | ||
| Operators and Attendants in Amusement, Recreation and Sport | 6722 | ||
| Light Duty Cleaners | 6731 | ||
| Specialized Cleaners | 6732 | ||
| Janitors, Caretakers and Building Superintendents | 6733 | ||
| Dry Cleaning, Laundry and Related Occupations | 6741 | ||
| Other Service Support Occupations, n.e.c. | 6742 | ||
| 14 | Other Manual Workers | Construction Trades Helpers and Labourers | 7611 |
| Other Trades Helpers and Labourers | 7612 | ||
| Public Works and Maintenance Labourers | 7621 | ||
| Railway and Motor Transport Labourers | 7622 | ||
| Harvesting Labourers | 8611 | ||
| Landscaping and Grounds Maintenance Labourers | 8612 | ||
| Aquaculture and Marine Harvest Labourers | 8613 | ||
| Mine Labourers | 8614 | ||
| Oil and Gas Drilling, Servicing and Related Labourers | 8615 | ||
| Logging and Forestry Labourers | 8616 | ||
| Labourers in Mineral and Metal Processing | 9611 | ||
| Labourers in Metal Fabrication | 9612 | ||
| Labourers in Chemical Products Processing and Utilities | 9613 | ||
| Labourers in Wood, Pulp and Paper Processing | 9614 | ||
| Labourers in Rubber and Plastic Products Manufacturing | 9615 | ||
| Labourers in Textile Processing | 9616 | ||
| Labourers in Food and Beverage Processing | 9617 | ||
| Labourers in Fish and Seafood Processing | 9618 | ||
| Other Labourers in Processing, Manufacturing and Utilities | 9619 |
SCHEDULE III
(Subsection 1(2))
| Item | Column I Occupational Groups |
|---|---|
| 1 | Air Traffic Control |
| 2 | Aircraft Operations |
| 3 | Applied Science and Patent Examination |
| 4 | Architecture, Engineering and Land Survey |
| 5 | Border Services |
| 6 | Commerce and Purchasing |
| 7 | Comptrollership |
| 8 | Correctional Services |
| 9 | Education and Library Science |
| 10 | Economics and Social Science Services |
| 11 | Electronics |
| 12 | Executive |
| 13 | Foreign Service |
| 14 | Health Services |
| 15 | Human Resources Management |
| 16 | Information Technology |
| 17 | Law Management |
| 18 | Law Practitioner |
| 19 | Negotiation, Mediation and Conciliation Officer |
| 20 | Non-Supervisory Printing Services |
| 21 | Operational Services |
| 22 | Police Operations Support |
| 23 | Program and Administrative Services |
| 24 | Radio Operations |
| 25 | Research |
| 26 | Ship Repair Chargehands and Production Supervisors (East) |
| 27 | Ship Repair (East) |
| 28 | Ship Repair (West) |
| 29 | Ships’ Officers |
| 30 | Technical Services |
| 31 | Translation |
| 32 | University Teaching |
SCHEDULE 2
(Section 22)
SCHEDULE VI
(Subsection 15(1), paragraph 18(1)(a), section 21, subsections 22(1), 23(1) to (3) and 24(1) and (2), sections 25.1 and 26, subsections 27(1) and (3) and sections 27.1, 28, 29, 30 and 31)
Forms 1 to 3
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Photo of Form One contains the collection of three main types of information: the employer identification collected in boxes one to nine, the report summary collected in boxes ten to nineteen and the certification of accuracy collected in box twenty. Boxes one to nine record essential identification information, including the name of the employer, the address of the principle place of business and the names and titles of relevant personnel. Boxes ten to nineteen record a general numerical summary of an employer’s Employment Equity Report, including the industrial sector in which they function, the employment status of their employees and the geographical locations of their business operations.
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Photo of Form Two Part A page one contains the collection of information on permanent full-time employees in designated groups according to their representation in the fourteen employment equity occupational groups and their corresponding salary ranges. Salary ranges are identified on Form Two Part A by calculating the four salary quarters for each of the occupational groups then identifying the maximum and minimum salary ranges for each group from predetermined salary ranges. The predetermined salary ranges are used to mask actual salaries and maintain confidentiality, using ranges of five thousand, ten thousand, fifteen thousand, twenty-five thousand and fifty thousand dollar intervals from under five thousand dollars to two hundred and fifty thousand dollars and over. Page one of this form captures the employer identification details, the reporting period and the count of employees in each designated group according to their occupational group and salary range.
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Photo of Form Two Part A page two contains the collection of information on permanent full-time employees in designated groups according to their representation in the fourteen employment equity occupational groups and their corresponding salary ranges. Salary ranges are identified on Form Two Part A by calculating the four salary quarters for each of the occupational groups then identifying the maximum and minimum salary ranges for each group from predetermined salary ranges. The predetermined salary ranges are used to mask actual salaries and maintain confidentiality, using ranges of five thousand, ten thousand, fifteen thousand, twenty-five thousand and fifty thousand dollar intervals from under five thousand dollars to two hundred and fifty thousand dollars and over. Page two of this form captures the count of employees in each designated group according to their occupational group and salary range as well as the sum of employees in each designated group across all occupational groups.
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Photo of Form Two Part B page one contains the collection of information on permanent part-time employees in designated groups according to their representation in the fourteen employment equity occupational groups and their corresponding salary ranges. Salary ranges are identified on Form Two Part B by calculating the four salary quarters for each of the occupational groups then identifying the maximum and minimum salary ranges for each group from predetermined salary ranges. The predetermined salary ranges are used to mask actual salaries and maintain confidentiality, using ranges of five thousand, ten thousand, fifteen thousand, twenty-five thousand and fifty thousand dollar intervals from under five thousand dollars to two hundred and fifty thousand dollars and over. Page one of this form captures the employer identification details, the reporting period and the count of employees in each designated group according to their occupational group and salary range.
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Photo of Form Two Part B page two contains the collection of information on permanent part-time employees in designated groups according to their representation in the fourteen employment equity occupational groups and their corresponding salary ranges. Salary ranges are identified on Form Two Part B by calculating the four salary quarters for each of the occupational groups then identifying the maximum and minimum salary ranges for each group from predetermined salary ranges. The predetermined salary ranges are used to mask actual salaries and maintain confidentiality, using ranges of five thousand, ten thousand, fifteen thousand, twenty-five thousand and fifty thousand dollar intervals from under five thousand dollars to two hundred and fifty thousand dollars and over. Page two of this form captures the count of employees in each designated group according to their occupational group and salary range as well as the sum of employees in each designated group across all occupational groups.
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Photo of Form Two Part C page one contains the collection of information on temporary employees in designated groups according to their representation in the fourteen employment equity occupational groups and their corresponding salary ranges. Salary ranges are identified on Form Two Part C by calculating the four salary quarters for each of the occupational groups then identifying the maximum and minimum salary ranges for each group from predetermined salary ranges. The predetermined salary ranges are used to mask actual salaries and maintain confidentiality, using ranges of five thousand, ten thousand, fifteen thousand, twenty-five thousand and fifty thousand dollar intervals from under five thousand dollars to two hundred and fifty thousand dollars and over. Page one of this form captures the employer identification details, the reporting period and the count of employees in each designated group according to their occupational group and salary range.
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Photo of Form Two Part C page two contains the collection of information on temporary employees in designated groups according to their representation in the fourteen employment equity occupational groups and their corresponding salary ranges. Salary ranges are identified on Form Two Part C by calculating the four salary quarters for each of the occupational groups then identifying the maximum and minimum salary ranges for each group from predetermined salary ranges. The predetermined salary ranges are used to mask actual salaries and maintain confidentiality, using ranges of five thousand, ten thousand, fifteen thousand, twenty-five thousand and fifty thousand dollar intervals from under five thousand dollars to two hundred and fifty thousand dollars and over. Page two of this form captures the count of employees in each designated group according to their occupational group and salary range as well as the sum of employees in each designated group across all occupational groups.
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Photo of Form Two Part D Page One contains employer identification details, the reporting period and the collection of information on permanent full-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Senior Managers employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part D allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Senior Managers employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part D Page Two contains the collection of information on permanent full-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Middle and Other Managers employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part D allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Middle and Other Managers employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part D Page Three contains the collection of information on permanent full-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Professionals employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part D allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Professionals employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part D Page Four contains the collection of information on permanent full-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Semi-Professionals and Technicians employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part D allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Semi-Professionals and Technicians employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part D Page Five contains the collection of information on permanent full-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Supervisors employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part D allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Supervisors employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part D Page Six contains the collection of information on permanent full-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Supervisors: Crafts and Trades employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part D allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Supervisors: Crafts and Trades employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part D Page Seven contains the collection of information on permanent full-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Administrative and Senior Clerical Personnel employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part D allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Administrative and Senior Clerical Personnel employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part D Page Eight contains the collection of information on permanent full-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Skilled Sales and Service Personnel employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part D allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Skilled Sales and Service Personnel employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part D Page Nine contains the collection of information on permanent full-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Skilled Crafts and Trades Workers employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part D allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Skilled Crafts and Trades Workers employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part D Page Ten contains the collection of information on permanent full-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Clerical Personnel employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part D allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Clerical Personnel employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part D Page Eleven contains the collection of information on permanent full-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Intermediate Sales and Service Personnel employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part D allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Intermediate Sales and Service Personnel employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part D Page Twelve contains the collection of information on permanent full-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Semi-Skilled Manual Workers employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part D allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Semi-Skilled Manual Workers employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part D Page Thirteen contains the collection of information on permanent fulltime employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Other Sales and Service Personnel employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part D allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Other Sales and Service Personnel employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part D Page Fourteen contains the collection of information on permanent full-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Other Manual Workers employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part D allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Other Manual Workers employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part D Page Fifteen contains the collection of information on permanent full-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps overall for the organization based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part D allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay in the organization overall and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part E Page One contains employer identification details, the reporting period and the collection of information on permanent part-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Senior Managers employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part E allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Senior Managers employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part E Page Two contains the collection of information on permanent part-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Middle and Other Managers employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part E allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Middle and Other Managers employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part E Page Three contains the collection of information on permanent part-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Professionals employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part E allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Professionals employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part E Page Four contains the collection of information on permanent part-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Semi-Professionals and Technicians employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part E allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Semi-Professionals and Technicians employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part E Page Five contains the collection of information on permanent part-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Supervisors employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part E allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Supervisors employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part E Page Six contains the collection of information on permanent part-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Supervisors: Crafts and Trades employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part E allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Supervisors: Crafts and Trades employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part E Page Seven contains the collection of information on permanent part-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Administrative and Senior Clerical Personnel employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part E allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Administrative and Senior Clerical Personnel employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part E Page Eight contains the collection of information on permanent part-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Skilled Sales and Service Personnel employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part E allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Skilled Sales and Service Personnel employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part E Page Nine contains the collection of information on permanent part-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Skilled Crafts and Trades Workers employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part E allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Skilled Crafts and Trades Workers employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part E Page Ten contains the collection of information on permanent part-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Clerical Personnel employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part E allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Clerical Personnel employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part E Page Eleven contains the collection of information on permanent part-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Intermediate Sales and Service Personnel employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part E allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Intermediate Sales and Service Personnel employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part E Page Twelve contains the collection of information on permanent part-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Semi-Skilled Manual Workers employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part E allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Semi-Skilled Manual Workers employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part E Page Thirteen contains the collection of information on permanent part-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Other Sales and Service Personnel employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part E allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Other Sales and Service Personnel employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part E Page Fourteen contains the collection of information on permanent part-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Other Manual Workers employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part E allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Other Manual Workers employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part E Page Fifteen contains the collection of information on permanent part-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps overall for the organization based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part E allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay in the organization overall and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part F Page One contains employer identification details, the reporting period and the collection of information on temporary employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Senior Managers employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part F allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Senior Managers employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part F Page Two contains the collection of information on temporary employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Middle and Other Managers employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part F allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Middle and Other Managers employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part F Page Three contains the collection of information on temporary employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Professionals employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part F allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Professionals employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part F Page Four contains the collection of information on temporary employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Semi-Professionals and Technicians employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part F allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Semi-Professionals and Technicians employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part F Page Five contains the collection of information on temporary employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Supervisors employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part F allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Supervisors employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part F Page Six contains the collection of information on temporary employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Supervisors: Crafts and Trades employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part F allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Supervisors: Crafts and Trades employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part F Page Seven contains the collection of information on temporary employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Senior Clerical Personnel employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part F allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Administrative and Senior Clerical Personnel employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part F Page Eight contains the collection of information on temporary employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Skilled Sales and Service Personnel employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part F allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Skilled Sales and Service Personnel employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part F Page Nine contains the collection of information on temporary employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Skilled Crafts and Trades Workers employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part F allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Skilled Crafts and Trades Workers employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part F Page Ten contains the collection of information on temporary employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Clerical Personnel employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part F allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Clerical Personnel employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part F Page Eleven contains the collection of information on temporary employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Intermediate Sales and Service Personnel employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part F allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Intermediate Sales and Service Personnel employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part F Page Twelve contains the collection of information on temporary employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Semi-Skilled Manual Workers employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part F allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Semi-Skilled Manual Workers employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part F Page Thirteen contains the collection of information on temporary employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Other Sales and Service Personnel employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part F allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Other Sales and Service Personnel employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part F Page Fourteen contains the collection of information on temporary employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Other Manual Workers employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part F allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Other Manual Workers employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part F Page Fifteen contains the collection of information on temporary employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps overall for the organization based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part F allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay in the organization overall and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part G Page One contains employer identification details, the reporting period and the collection of information on all employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Senior Managers employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part G allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Senior Managers employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part G Page Two contains the collection of information on all employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Middle and Other Managers employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part G allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Middle and Other Managers employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part G Page Three contains the collection of information on all employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Professionals employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part G allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Professionals employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part G Page Four contains the collection of information on all employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Semi-Professionals and Technicians employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part G allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Semi-Professionals and Technicians employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part G Page Five contains the collection of information on all employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Supervisors employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part G allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Supervisors employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part G Page Six contains the collection of information on all employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Supervisors: Crafts and Trades employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part G allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Supervisors: Crafts and Trades employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part G Page Seven contains the collection of information on all employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Administrative and Senior Clerical Personnel employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part G allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Administrative and Senior Clerical Personnel employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part G Page Eight contains the collection of information on all employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Skilled Sales and Service Personnel employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part G allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Skilled Sales and Service Personnel employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part G Page Nine contains the collection of information on all employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Skilled Crafts and Trades Workers employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part G allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Skilled Crafts and Trades Workers employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part G Page Ten contains the collection of information on all employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Clerical Personnel employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part G allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Clerical Personnel employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part G Page Eleven contains the collection of information on all employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Intermediate Sales and Service Personnel employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part G allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Intermediate Sales and Service Personnel employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part G Page Twelve contains the collection of information on all employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Semi-Skilled Manual Workers employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part G allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Semi-Skilled Manual Workers employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part G Page Thirteen contains the collection of information on all employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Other Sales and Service Personnel employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part G allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Other Sales and Service Personnel employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part G Page Fourteen contains the collection of information on all employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Other Manual Workers employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part G allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Other Manual Workers employment equity occupational group and the membership of these employees in designated groups, by gender.
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Photo of Form Two Part G Page Fifteen contains the collection of information on all employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps overall for the organization based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part G allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay in the organization overall and the membership of these employees in designated groups, by gender.
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Photo of Form Three Part A contains the collection of information on permanent full-time employees in designated groups and all permanent full-time employees according to predetermined salary ranges. The predetermined salary ranges are under five thousand dollars, five thousand dollars to nine thousand nine hundred and ninety-nine dollars, ten thousand dollars to fourteen thousand nine hundred and ninety-nine dollars, fifteen thousand dollars to nineteen thousand nine hundred and ninety-nine dollars, twenty thousand dollars to twenty-four thousand nine hundred and ninety-nine dollars, twenty-five thousand dollars to thirty-four thousand nine hundred and ninety-nine dollars, thirty-five thousand dollars to forty-nine thousand nine hundred and ninety-nine dollars, fifty thousand dollars to seventy-four thousand nine hundred and ninety-nine dollars, seventy-five thousand dollars to ninety-nine thousand nine hundred and ninety-nine dollars, one hundred thousand dollars to one hundred and forty-nine thousand nine hundred and ninety-nine dollars, one hundred and fifty thousand dollars to one hundred and ninety-nine thousand nine hundred and ninety-nine dollars, two hundred thousand dollars to two hundred and forty-nine thousand nine hundred and ninety-nine dollars, two hundred and fifty thousand dollars and over.
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Photo of Form Three Part B contains the collection of information on permanent part-time employees in designated groups and all permanent part-time employees according to predetermined salary ranges. The predetermined salary ranges under five thousand dollars, five thousand dollars to nine thousand nine hundred and ninety-nine dollars, ten thousand dollars to fourteen thousand nine hundred and ninety-nine dollars, fifteen thousand dollars to nineteen thousand nine hundred and ninety-nine dollars, twenty thousand dollars to twenty-four thousand nine hundred and ninety-nine dollars, twenty-five thousand dollars to thirty-four thousand nine hundred and ninety-nine dollars, thirty-five thousand dollars to forty-nine thousand nine hundred and ninety-nine dollars, fifty thousand dollars to seventy-four thousand nine hundred and ninety-nine dollars, seventy-five thousand dollars to ninety-nine thousand nine hundred and ninety-nine dollars, one hundred thousand dollars to one hundred and forty-nine thousand nine hundred and ninety-nine dollars, one hundred and fifty thousand dollars to one hundred and ninety-nine thousand nine hundred and ninety-nine dollars, two hundred thousand dollars to two hundred and forty-nine thousand nine hundred and ninety-nine dollars, two hundred and fifty thousand dollars and over.
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Photo of Form Three Part C contains the collection of information on temporary employees in designated groups and all temporary employees according to predetermined salary ranges. The predetermined salary ranges are under five thousand dollars, five thousand dollars to nine thousand nine hundred and ninety-nine dollars, ten thousand dollars to fourteen thousand nine hundred and ninety-nine dollars, fifteen thousand dollars to nineteen thousand nine hundred and ninety-nine dollars, twenty thousand dollars to twenty-four thousand nine hundred and ninety-nine dollars, twenty-five thousand dollars to thirty-four thousand nine hundred and ninety-nine dollars, thirty-five thousand dollars to forty-nine thousand nine hundred and ninety-nine dollars, fifty thousand dollars to seventy-four thousand nine hundred and ninety-nine dollars, seventy-five thousand dollars to ninety-nine thousand nine hundred and ninety-nine dollars, one hundred thousand dollars to one hundred and forty-nine thousand nine hundred and ninety-nine dollars, one hundred and fifty thousand dollars to one hundred and ninety-nine thousand nine hundred and ninety-nine dollars, two hundred thousand dollars to two hundred and forty-nine thousand nine hundred and ninety-nine dollars, two hundred and fifty thousand dollars and over.
SCHEDULE 3
(Section 21)
SCHEDULE VIII
(Paragraph 26(1)(b))
Salary Sections
- Under $5,000
- $5,000 - $9,999
- $10,000 - $14,999
- $15,000 - $19,999
- $20,000 - $24,999
- $25,000 - $34,999
- $35,000 - $49,999
- $50,000 - $74,999
- $75,000 - $99,999
- $100,000 - $149,999
- $150,000 - $199,999
- $200,000 - $249,999
- $250,000 and over