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

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

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:

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:

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:

Further, the annual report demonstrates similar gender differences when salary is analyzed by designated groups.

Aboriginal peoples
Persons with disabilities
Members of visible minorities

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

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:

(3) Subparagraph (b)(i) of the definition employee in subsection 1(2) of the Regulations is replaced by the following:

(4) Paragraph (b) of the definition hired in subsection 1(2) of the Regulations is replaced by the following:

(5) Paragraph (a) of the definition promoted in subsection 1(2) of the Regulations is replaced by the following:

(6) Paragraph (a) of the definition salary in subsection 1(2) of the Regulations is replaced by the following:

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:

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:

(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:

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:

(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:

(3) Subparagraph 27(2)(d)(ii) of the Regulations is replaced by the following:

(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:

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:

20 The Regulations are amended by replacing “Form 1” with “Form 1 of Schedule VI” in the following provisions:

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)

Occupational Groups — Private Sector Employers or Portions of the Public Service of Canada Referred to in Paragraph 4(1)(c) of the Act

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))

Occupational Groups — Portions of the Public Service of Canada Referred to in Paragraph 4(1)(b) of the Act

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

Form One: Employer Identification, report summary and certification of accuracy

Image description

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.

Form Two Part A Page One: Occupational groups: permanent full-time employees

Image description

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.

Form Two Part A Page Two: Occupational groups: permanent full-time employees

Image description

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.

Form Two Part B Page One: Occupational groups: permanent part-time employees

Image description

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.

Form Two Part B Page Two: Occupational groups: permanent part-time employees

Image description

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.

Form Two Part C Page One: Occupational groups: temporary employees

Image description

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.

Form Two Part C Page Two: Occupational groups: temporary employees

Image description

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.

Form Two Part D Page One: Occupational groups: permanent full-time employees and wage gaps

Image description

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.

Form Two Part D Page Two: Occupational groups: permanent full-time employees and wage gaps

Image description

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.

Form Two Part D Page Three: Occupational groups: permanent full-time employees and wage gaps

Image description

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.

Form Two Part D Page Four: Occupational groups: permanent full-time employees and wage gaps

Image description

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.

Form Two Part D Page Five: Occupational groups: permanent full-time employees and wage gaps

Image description

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.

Form Two Part D Page Six: Occupational groups: permanent full-time employees and wage gaps

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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.

Form Two Part D Page Seven: Occupational groups: permanent full-time employees and wage gaps

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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.

Form Two Part D Page Eight: Occupational groups: permanent full-time employees and wage gaps

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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.

Form Two Part D Page Nine: Occupational groups: permanent full-time employees and wage gaps

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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.

Form Two Part D Page Ten: Occupational groups: permanent full-time employees and wage gaps

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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.

Form Two Part D Page Eleven: Occupational groups: permanent full-time employees and wage gaps

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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.

Form Two Part D Page Twelve: Occupational groups: permanent full-time employees and wage gaps

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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.

Form Two Part D Page Thirteen: Occupational groups: permanent full-time employees and wage gaps

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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.

Form Two Part D Page Fourteen: Occupational groups: permanent full-time employees and wage gaps

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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.

Form Two Part D Page Fifteen: Occupational groups: permanent full-time employees and wage gaps

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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.

Form Two Part E Page One: Occupational groups: permanent part-time employees and wage gaps

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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.

Form Two Part E Page Two: Occupational groups: permanent part-time employees and wage gaps

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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.

Form Two Part E Page Three: Occupational groups: permanent part-time employees and wage gaps

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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.

Form Two Part E Page Four: Occupational groups: permanent part-time employees and wage gaps

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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.

Form Two Part E Page Five: Occupational groups: permanent part-time employees and wage gaps

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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.

Form Two Part E Page Six: Occupational groups: permanent part-time employees and wage gaps

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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.

Form Two Part E Page Seven: Occupational groups: permanent part-time employees and wage gaps

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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.

Form Two Part E Page Eight: Occupational groups: permanent part-time employees and wage gaps

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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.

Form Two Part E Page Nine: Occupational groups: permanent part-time employees and wage gaps

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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.

Form Two Part E Page Ten: Occupational groups: permanent part-time employees and wage gaps

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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.

Form Two Part E Page Eleven: Occupational groups: permanent part-time employees and wage gaps

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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.

Form Two Part E Page Twelve: Occupational groups: permanent part-time employees and wage gaps

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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.

Form Two Part E Page Thirteen: Occupational groups: permanent part-time employees and wage gaps

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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.

Form Two Part E Page Fourteen: Occupational groups: permanent part-time employees and wage gaps

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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.

Form Two Part E Page Fifteen: Occupational groups: permanent part-time employees and wage gaps

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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.

Form Two Part F Page One: Occupational groups: temporary employees and wage gaps

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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.

Form Two Part F Page Two: Occupational groups: temporary employees and wage gaps

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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.

Form Two Part F Page Three: Occupational groups: temporary employees and wage gaps

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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.

Form Two Part F Page Four: Occupational groups: temporary employees and wage gaps

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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.

Form Two Part F Page Five: Occupational groups: temporary employees and wage gaps

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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.

Form Two Part F Page Six: Occupational groups: temporary employees and wage gaps

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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.

Form Two Part F Page Seven: Occupational groups: temporary employees and wage gaps

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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.

Form Two Part F Page Eight: Occupational groups: temporary employees and wage gaps

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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.

Form Two Part F Page Nine: Occupational groups: temporary employees and wage gaps

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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.

Form Two Part F Page Ten: Occupational groups: temporary employees and wage gaps

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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.

Form Two Part F Page Eleven: Occupational groups: temporary employees and wage gaps

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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.

Form Two Part F Page Twelve: Occupational groups: temporary employees and wage gaps

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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.

Form Two Part F Page Thirteen: Occupational groups: temporary employees and wage gaps

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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.

Form Two Part F Page Fourteen: Occupational groups: temporary employees and wage gaps

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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.

Form Two Part F Page Fifteen: Occupational groups: temporary employees and wage gaps

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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.

Form Two Part G Page One: Occupational groups: all employees and wage gaps

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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.

Form Two Part G Page Two: Occupational groups: all employees and wage gaps

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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.

Form Two Part G Page Three: Occupational groups: all employees and wage gaps

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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.

Form Two Part G Page Four: Occupational groups: all employees and wage gaps

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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.

Form Two Part G Page Five: Occupational groups: all employees and wage gaps

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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.

Form Two Part G Page Six: Occupational groups: all employees and wage gaps

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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.

Form Two Part G Page Seven: Occupational groups: all employees and wage gaps

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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.

Form Two Part G Page Eight: Occupational groups: all employees and wage gaps

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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.

Form Two Part G Page Nine: Occupational groups: all employees and wage gaps

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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.

Form Two Part G Page Ten: Occupational groups: all employees and wage gaps

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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.

Form Two Part G Page Eleven: Occupational groups: all employees and wage gaps

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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.

Form Two Part G Page Twelve: Occupational groups: all employees and wage gaps

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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.

Form Two Part G Page Thirteen: Occupational groups: all employees and wage gaps

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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.

Form Two Part G Page Fourteen: Occupational groups: all employees and wage gaps

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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.

Form Two Part G Page Fifteen: Occupational groups: all employees and wage gaps

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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.

Form Three Part A: Salary Summary: Permanent full-time employees

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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.

Form Three Part B: Salary Summary: Permanent part-time employees

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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.

Form Three Part C: Salary Summary: Temporary employees

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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