The pay equity process involves several crucial steps before the pay equity plan can be posted and, where applicable, salary adjustments can be paid to jobs predominantly
held by women.
The pay equity committee's consultant, Mercer, did the evaluation of all the jobs at CNL, which means he assigned a numerical value to these jobs using a job evaluation tool. This tool was developed collaboratively by the pay equity committee.
The committee is now in the process of validating these evaluations to ensure the rigor and consistency of the process.
A few compensation elements remain to be calculated (bonuses and severance pay) in order to determine the hourly wage for all jobs.
The numerical value of jobs and the determination of their hourly compensation are two of the factors used to compare male-dominated and female-dominated jobs.
This validation stage took longer than anticipated, so the employer submitted a request to the Office of the Pay Equity Commissioner to extend the committee's work schedule until August 31, 2027.
As a reminder, any compensation paid when the pay equity plan is finally posted will be calculated from September 4, 2024, with retroactive interest.
If you have any questions, please contact payequity@pipsc.ca.
February 2026