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

Senior Government Managers and Officials

Senior Managers — Financial, Communications and Other Business Services

Senior Managers — Health, Education, Social and Community Services and Membership Organizations

Senior Managers — Trade, Broadcasting and Other Services, n.e.c.

Senior Managers — Construction, Transportation, Production and Utilities

0011

0012

0013

0014

0015

0016

2

Middle and Other Managers

Financial Managers

Human Resources Managers

Purchasing Managers

Other Administrative Services Managers

Insurance, Real Estate and Financial Brokerage Managers

Banking, Credit and Other Investment Managers

Advertising, Marketing and Public Relations Managers

Other Business Services Managers

Telecommunication Carriers Managers

Postal and Courier Services Managers

Engineering Managers

Architecture and Science Managers

Computer and Information Systems Managers

Managers in Health Care

Government Managers — Health and Social Policy Development and Program Administration

Government Managers — Economic Analysis, Policy Development and Program Administration

Government Managers — Education Policy Development and Program Administration

Other Managers in Public Administration

Administrators — Post Secondary Education and Vocational Training

School Principals and Administrators of Elementary and Secondary Education

Managers in Social, Community and Correctional Services

Commissioned Police Officers

Fire Chiefs and Senior Firefighting Officers

Commissioned Officers of the Canadian Armed Forces

Library, Archive, Museum and Art Gallery Managers

Managers — Publishing, Motion Pictures, Broadcasting and Performing Arts

Recreation, Sports and Fitness Program and Service Directors

Corporate Sales Managers

Retail and Wholesale Trade Managers

Restaurant and Food Service Managers

Accommodation Service Managers

Managers in Customer and Personal Services, n.e.c.

Construction Managers

Home Building and Renovation Managers

Facility Operation and Maintenance Managers

Managers in Transportation

Managers in Natural Resources Production and Fishing

Managers in Agriculture

Managers in Horticulture

Managers in Aquaculture

Manufacturing Managers

Utilities Managers

0111

0112

0113

0114

0121

0122

0124

0125

0131

0132

0211

0212

0213

0311

0411

0412

0413

0414

0421

0422

0423

0431

0432

0433

0511

0512

0513

0601

0621

0631

0632

0651

0711

0712

0714

0731

0811

0821

0822

0823

0911

0912

3

Professionals

Financial Auditors and Accountants

Financial and Investment Analysts

Securities Agents, Investment Dealers and Brokers

Other Financial Officers

Human Resources Professionals

Professional Occupations in Business Management Consulting

Professional Occupations in Advertising, Marketing and Public Relations

Physicists and Astronomers

Chemists

Geoscientists and Oceanographers

Meteorologists and Climatologists

Other Professional Occupations in Physical Sciences

Biologists and Related Scientists

Forestry Professionals

Agricultural Representatives, Consultants and Specialists

Civil Engineers

Mechanical Engineers

Electrical and Electronics Engineers

Chemical Engineers

Industrial and Manufacturing Engineers

Metallurgical and Materials Engineers

Mining Engineers

Geological Engineers

Petroleum Engineers

Aerospace Engineers

Computer Engineers (Except Software Engineers and Designers)

Other Professional Engineers, n.e.c.

Architects

Landscape Architects

Urban and Land Use Planners

Land Surveyors

Mathematicians, Statisticians and Actuaries

Information Systems Analysts and Consultants

Database Analysts and Data Administrators

Software Engineers and Designers

Computer Programmers and Interactive Media Developers

Web Designers and Developers

Nursing Co-ordinators and Supervisors

Registered Nurses and Registered Psychiatric Nurses

Specialist Physicians

General Practitioners and Family Physicians

Dentists

Veterinarians

Optometrists

Chiropractors

Allied Primary Health Practitioners

Other Professional Occupations in Health Diagnosing and Treating

Pharmacists

Dietitians and Nutritionists

Audiologists and Speech-Language Pathologists

Physiotherapists

Occupational Therapists

Other Professional Occupations in Therapy and Assessment

University Professors and Lecturers

Post-Secondary Teaching and Research Assistants

College and Other Vocational Instructors

Secondary School Teachers

Elementary School and Kindergarten Teachers

Educational Counsellors

Judges

Lawyers and Quebec Notaries

Psychologists

Social Workers

Family, Marriage and Other Related Counsellors

Professional Occupations in Religion

Probation and Parole Officers and Related Occupations

Employment Counsellors

Natural and Applied Science Policy Researchers, Consultants and Program Officers

Economists and Economic Policy Researchers and Analysts

Business Development Officers and Marketing Researchers and Consultants

Social Policy Researchers, Consultants and Program Officers

Health Policy Researchers, Consultants and Program Officers

Education Policy Researchers, Consultants and Program Officers

Recreation, Sports and Fitness Policy Researchers, Consultants and Program Officers

Program Officers Unique to Government

Other Professional Occupations in Social Science, n.e.c.

Librarians

Conservators and Curators

Archivists

Authors and Writers

Editors

Journalists

Translators, Terminologists and Interpreters

Producers, Directors, Choreographers and Related Occupations

Conductors, Composers and Arrangers

Musicians and Singers

Dancers

Actors and Comedians

Painters, Sculptors and Other Visual Artists

1111

1112

1113

1114

1121

1122

1123

2111

2112

2113

2114

2115

2121

2122

2123

2131

2132

2133

2134

2141

2142

2143

2144

2145

2146

2147

2148

2151

2152

2153

2154

2161

2171

2172

2173

2174

2175

3011

3012

3111

3112

3113

3114

3121

3122

3124

3125

3131

3132

3141

3142

3143

3144

4011

4012

4021

4031

4032

4033

4111

4112

4151

4152

4153

4154

4155

4156

4161

4162

4163

4164

4165

4166

4167

4168

4169

5111

5112

5113

5121

5122

5123

5125

5131

5132

5133

5134

5135

5136

4

Semi-Professionals and Technicians

Chemical Technologists and Technicians

Geological and Mineral Technologists and Technicians

Biological Technologists and Technicians

Agricultural and Fish Products Inspectors

Forestry Technologists and Technicians

Conservation and Fishery Officers

Landscape and Horticultural Technicians and Specialists

Civil Engineering Technologists and Technicians

Mechanical Engineering Technologists and Technicians

Industrial Engineering and Manufacturing Technologists and Technicians

Construction Estimators

Electrical and Electronics Engineering Technologists and Technicians

Electronic Service Technicians (Household and Business Equipment)

Industrial Instrument Technicians and Mechanics

Aircraft Instrument, Electrical and Avionics Mechanics, Technicians and Inspectors

Architectural Technologists and Technicians

Industrial Designers

Drafting Technologists and Technicians

Land Survey Technologists and Technicians

Technical occupations in Geomatics and Meteorology

Non-Destructive Testers and Inspection Technicians

Engineering Inspectors and Regulatory Officers

Inspectors in Public and Environmental Health and Occupational Health and Safety

Construction Inspectors

Air Pilots, Flight Engineers and Flying Instructors

Air Traffic Controllers and Related Occupations

Deck Officers, Water Transport

Engineer Officers, Water Transport

Railway Traffic Controllers and Marine Traffic Regulators

Computer Network Technicians

User Support Technicians

Information Systems Testing Technicians

Medical Laboratory Technologists

Medical Laboratory Technicians and Pathologists’ Assistants

Animal Health Technologists and Veterinary Technicians

Respiratory Therapists, Clinical Perfusionists and Cardiopulmonary Technologists

Medical Radiation Technologists

Medical Sonographers

Cardiology Technologists and Electrophysiological Diagnostic Technologists, n.e.c.

Other Medical Technologists and Technicians (Except Dental Health)

Denturists

Dental Hygienists and Dental Therapists

Dental Technologists, Technicians and Laboratory Assistants

Opticians

Practitioners of Natural Healing

Licensed Practical Nurses

Paramedical Occupations

Massage Therapists

Other Technical Occupations in Therapy and Assessment

Paralegal and Related Occupations

Social and Community Service Workers

Early Childhood Educators and Assistants

Instructors of Persons with Disabilities

Other Instructors

Other Religious Occupations

Police Officers (Except Commissioned)

Firefighters

Non-Commissioned Ranks of the Canadian Armed Forces

Library and Public Archive Technicians

Technical Occupations Related to Museums and Art Galleries

Photographers

Film and Video Camera Operators

Graphic Arts Technicians

Broadcast Technicians

Audio and Video Recording Technicians

Other Technical and Coordinating Occupations in Motion Pictures, Broadcasting and the Performing Arts

Support Occupations in Motion Pictures, Broadcasting, Photography and the Performing Arts

Announcers and Other Broadcasters

Other Performers, n.e.c.

Graphic Designers and Illustrators

Interior Designers and Interior Decorators

Theatre, Fashion, Exhibit and Other Creative Designers

Artisans and Craftspersons

Patternmakers — Textile, Leather and Fur Products

Athletes

Coaches

Sports Officials and Referees

Program Leaders and Instructors in Recreation, Sport and Fitness

2211

2212

2221

2222

2223

2224

2225

2231

2232

2233

2234

2241

2242

2243

2244

2251

2252

2253

2254

2255

2261

2262

2263

2264

2271

2272

2273

2274

2275

2281

2282

2283

3211

3212

3213

3214

3215

3216

3217

3219

3221

3222

3223

3231

3232

3233

3234

3236

3237

4211

4212

4214

4215

4216

4217

4311

4312

4313

5211

5212

5221

5222

5223

5224

5225

5226

5227

5231

5232

5241

5242

5243

5244

5245

5251

5252

5253

5254

5

Supervisors

Supervisors, General Office and Administrative Support Workers

Supervisors, Finance and Insurance Office Workers

Supervisors, Library, Correspondence and Related Information Workers

Supervisors, Mail and Message Distribution Occupations

Supervisors, Supply Chain, Tracking and Scheduling Coordination Occupations

Retail Sales Supervisors

Food Service Supervisors

Executive Housekeepers

Accommodation, Travel, Tourism and Related Services Supervisors

Customer and Information Services Supervisors

Cleaning Supervisors

Other Services Supervisors

1211

1212

1213

1214

1215

6211

6311

6312

6313

6314

6315

6316

6

Supervisors — Crafts and Trades

Contractors and Supervisors, Machining, Metal Forming, Shaping and Erecting Trades and Related Occupations

Contractors and Supervisors, Electrical Trades and Telecommunications Occupations

Contractors and Supervisors, Pipefitting Trades

Contractors and Supervisors, Carpentry Trades

Contractors and Supervisors, Other Construction Trades, Installers, Repairers and Servicers

Contractors and Supervisors, Mechanic Trades

Contractors and Supervisors, Heavy Equipment Operator Crews

Supervisors, Printing and Related Occupations

Supervisors, Railway Transport Operations

Supervisors, Motor Transport and Other Ground Transit Operators

Supervisors, Logging and Forestry

Supervisors, Mining and Quarrying

Contractors and Supervisors, Oil and Gas Drilling and Services

Agricultural Service Contractors, Farm Supervisors and Specialized Livestock Workers

Contractors and Supervisors, Landscaping, Grounds Maintenance and Horticulture Services

Supervisors, Mineral and Metal Processing

Supervisors, Petroleum, Gas and Chemical Processing and Utilities

Supervisors, Food and Beverage Processing

Supervisors, Plastic and Rubber Products Manufacturing

Supervisors, Forest Products Processing

Supervisors, Textile, Fabric, Fur and Leather Products Processing and Manufacturing

Supervisors, Motor Vehicle Assembling

Supervisors, Electronics Manufacturing

Supervisors, Electrical Products Manufacturing

Supervisors, Furniture and Fixtures Manufacturing

Supervisors, Other Mechanical and Metal Products Manufacturing

Supervisors, Other Products Manufacturing and Assembly

7201

7202

7203

7204

7205

7301

7302

7303

7304

7305

8211

8221

8222

8252

8255

9211

9212

9213

9214

9215

9217

9221

9222

9223

9224

731

9227

7

Administrative and Senior Clerical Personnel

Administrative Officers

Executive Assistants

Human Resources and Recruitment Officers

Property Administrators

Purchasing Agents and Officers

Conference and Event Planners

Court Officers and Justices of the Peace

Employment Insurance, Immigration, Border Services and Revenue Officers

Administrative Assistants

Legal Administrative Assistants

Medical Administrative Assistants

Court Reporters, Medical Transcriptionists and Related Occupations

Health Information Management Occupations

Records Management Technicians

Statistical Officers and Related Research Support Occupations

Accounting Technicians and Bookkeepers

Insurance Adjusters and Claims Examiners

Insurance Underwriters

Assessors, Valuators and Appraisers

Customs, Ship and Other Brokers

1221

1222

1223

1224

1225

1226

1227

1228

1241

1242

1243

1251

1252

1253

1254

1311

1312

1313

1314

1315

8

Skilled Sales and Service Personnel

Technical Sales Specialists — Wholesale Trade

Retail and Wholesale Buyers

Insurance Agents and Brokers

Real Estate Agents and Salespersons

Financial Sales Representatives

Chefs

Cooks

Butchers, Meat Cutters and Fishmongers — Retail and Wholesale

Bakers

Hairstylists and Barbers

Tailors, Dressmakers, Furriers and Milliners

Shoe Repairers and Shoemakers

Jewellers, Jewellery and Watch Repairers and Related Occupations

Upholsterers

Funeral Directors and Embalmers

6221

6222

6231

6232

6235

6321

6322

6331

6332

6341

6342

6343

6344

6345

6346

9

Skilled Crafts and Trades Workers

Machinists and Machining and Tooling Inspectors

Tool and Die Makers

Sheet Metal Workers

Boilermakers

Structural Metal and Platework Fabricators and Fitters

Ironworkers

Welders and Related Machine Operators

Electricians (Except Industrial and Power System)

Industrial Electricians

Power System Electricians

Electrical Power Line and Cable Workers

Telecommunications Line and Cable Workers

Telecommunications Installation and Repair Workers

Cable Television Service and Maintenance Technicians

Plumbers

Steamfitters, Pipefitters and Sprinkler System Installers

Gas Fitters

Carpenters

Cabinetmakers

Bricklayers

Concrete Finishers

Tilesetters

Plasterers, Drywall Installers and Finishers and Lathers

Roofers and Shinglers

Glaziers

Insulators

Painters and Decorators (Except Interior Decorators)

Floor Covering Installers

Construction Millwrights and Industrial Mechanics

Heavy-Duty Equipment Mechanics

Heating, Refrigeration and Air Conditioning Mechanics

Railway Carmen/women

Aircraft Mechanics and Aircraft Inspectors

Machine Fitters

Elevator Constructors and Mechanics

Automotive Service Technicians, Truck and Bus Mechanics and Mechanical Repairers

Motor Vehicle Body Repairers

Oil and Solid Fuel Heating Mechanics

Appliance Servicers and Repairers

Electrical Mechanics

Motorcycle, All-Terrain Vehicle and Other Related Mechanics

Other Small Engine and Small Equipment Repairers

Railway and Yard Locomotive Engineers

Railway Conductors and Brakemen/women

Crane Operators

Drillers and Blasters — Surface Mining, Quarrying and Construction

Water Well Drillers

Printing Press Operators

Other Trades and Related Occupations, n.e.c.

Underground Production and Development Miners

Oil and Gas Well Drillers, Servicers, Testers and Related Workers

Logging Machinery Operators

Fishing Masters and Officers

Fishermen/women

Central Control and Process Operators, Mineral and Metal Processing

Central Control and Process Operators, Petroleum, Gas and Chemical Processing

Pulping, Papermaking and Coating Control Operators

Power Engineers and Power Systems Operators

Water and Waste Treatment Plant Operators

7231

7232

7233

7234

7235

7236

7237

7241

7242

7243

7244

7245

7246

7247

7251

7252

7253

7271

7272

7281

7282

7283

7284

7291

7292

7293

7294

7295

7311

7312

7313

7314

7315

7316

7318

7321

7322

7331

7332

7333

7334

7335

7361

7362

7371

7372

7373

7381

7384

8231

8232

8241

8261

8262

9231

9232

9235

9241

9243

10

Clerical Personnel

General Office Support Workers

Receptionists

Personnel Clerks

Court Clerks

Data Entry Clerks

Desktop Publishing Operators and Related Occupations

Accounting and Related Clerks

Payroll Administrators

Banking, Insurance and Other Financial Clerks

Collectors

Library Assistants and Clerks

Correspondence, Publication and Regulatory Clerks

Survey Interviewers and Statistical Clerks

Mail, Postal and Related Workers

Letter Carriers

Couriers, Messengers and Door-to-Door Distributors

Shippers and Receivers

Storekeepers and Partspersons

Production Logistics Co-ordinators

Purchasing and Inventory Control Workers

Dispatchers

Transportation Route and Crew Schedulers

1411

1414

1415

1416

1422

1423

1431

1432

1434

1435

1451

1452

1454

1511

1512

1513

1521

1522

1523

1524

1525

1526

11

Intermediate Sales and Service Personnel

Dental Assistants

Nurse Aides, Orderlies and Patient Service Associates

Other Assisting Occupations in Support of Health Services

Home Child Care Providers

Home Support Workers, Housekeepers and Related Occupations

Elementary and Secondary School Teacher Assistants

Sheriffs and Bailiffs

Correctional Service Officers

By-law Enforcement and Other Regulatory Officers, n.e.c.

Sales and Account Representatives — Wholesale Trade (Non-technical)

Retail Salespersons

Maîtres d’hôtel and Hosts/Hostesses

Bartenders

Food and Beverage Servers

Travel Counsellors

Pursers and Flight Attendants

Airline Ticket and Service Agents

Ground and Water Transport Ticket Agents, Cargo Service Representatives and Related Clerks

Hotel Front Desk Clerks

Tour and Travel Guides

Outdoor Sport and Recreational Guides

Casino Workers

Security Guards and Related Security Service Occupations

Customer Services Representatives — Financial Institutions

Other Customer and Information Services Representatives

Image, Social and Other Personal Consultants

Estheticians, Electrologists and Related Occupations

Pet Groomers and Animal Care Workers

Other Personal Service Occupations

3411

3413

3414

4411

4412

4413

4421

4422

4423

6411

6421

6511

6512

6513

6521

6522

6523

6524

6525

6531

6532

6533

6541

6551

6552

6561

6562

6563

6564

12

Semi-Skilled Manual Workers

Residential and Commercial Installers and Servicers

Waterworks and Gas Maintenance Workers

Pest Controllers and Fumigators

Other Repairers and Servicers

Longshore Workers

Material Handlers

Transport Truck Drivers

Bus Drivers, Subway Operators and Other Transit Operators

Taxi and Limousine Drivers and Chauffeurs

Delivery and Courier Service Drivers

Heavy Equipment Operators (Except Crane)

Public Works Maintenance Equipment Operators and Related Workers

Railway Yard and Track Maintenance Workers

Water Transport Deck and Engine Room Crew

Boat and Cable Ferry Operators and Related Occupations

Air Transport Ramp Attendants

Other Automotive Mechanical Installers and Servicers

Underground Mine Service and Support Workers

Oil and Gas Well Drilling and Related Workers and Services Operators

Chain Saw and Skidder Operators

Silviculture and Forestry Workers

General Farm Workers

Nursery and Greenhouse Workers

Fishing Vessel Deckhands

Trappers and Hunters

Machine Operators, Mineral and Metal Processing

Foundry Workers

Glass Forming and Finishing Machine Operators and Glass Cutters

Concrete, Clay and Stone Forming Operators

Inspectors and Testers, Mineral and Metal Processing

Metalworking and Forging Machine Operators

Machining Tool Operators

Other Metal Products Machine Operators

Chemical Plant Machine Operators

Plastics Processing Machine Operators

Rubber Processing Machine Operators and Related Workers

Sawmill Machine Operators

Pulp Mill Machine Operators

Papermaking and Finishing Machine Operators

Other Wood Processing Machine Operators

Paper Converting Machine Operators

Lumber Graders and Other Wood Processing Inspectors and Graders

Woodworking Machine Operators

Textile Fibre and Yarn, Hide and Pelt Processing Machine Operators and Workers

Weavers, Knitters and Other Fabric Making Occupations

Fabric, Fur and Leather Cutters

Industrial Sewing Machine Operators

Inspectors and Graders, Textile, Fabric, Fur and Leather Products Manufacturing

Process Control and Machine Operators, Food and Beverage Processing

Industrial Butchers and Meat Cutters, Poultry Preparers and Related Workers

Fish and Seafood Plant Workers

Testers and Graders, Food and Beverage Processing

Plateless Printing Equipment Operators

Camera, Platemaking and Other Prepress Occupations

Binding and Finishing Machine Operators

Photographic and Film Processors

Aircraft Assemblers and Aircraft Assembly Inspectors

Motor Vehicle Assemblers, Inspectors and Testers

Electronics Assemblers, Fabricators, Inspectors and Testers

Assemblers and Inspectors, Electrical Appliance, Apparatus and Equipment Manufacturing

Assemblers, Fabricators and Inspectors, Industrial Electrical Motors and Transformers

Mechanical Assemblers and Inspectors

Machine Operators and Inspectors, Electrical Apparatus Manufacturing

Boat Assemblers and Inspectors

Furniture and Fixture Assemblers and Inspectors

Other Wood Products Assemblers and Inspectors

Furniture Finishers and Refinishers

Plastic Products Assemblers, Finishers and Inspectors

Industrial Painters, Coaters and Metal Finishing Process Operators

Other Products Assemblers, Finishers and Inspectors

7441

7442

7444

7445

7451

7452

7511

7512

7513

7514

7521

7522

7531

7532

7533

7534

7535

8411

8412

8421

8422

8431

8432

8441

8442

9411

9412

9413

9414

9415

9416

9417

9418

9421

9422

9423

9431

9432

9433

9434

9435

9436

9437

9441

9442

9445

9446

9447

9461

9462

9463

9465

9471

9472

9473

9474

9521

9522

9523

9524

9525

9526

9527

9531

9532

9533

9534

9535

9536

9537

13

Other Sales and Service Personnel

Cashiers

Service Station Attendants

Store Shelf Stockers, Clerks and Order Fillers

Other Sales Related Occupations

Food Counter Attendants, Kitchen Helpers and Related Support Occupations

Support Occupations in Accommodation, Travel and Facilities Set-up Services

Operators and Attendants in Amusement, Recreation and Sport

Light Duty Cleaners

Specialized Cleaners

Janitors, Caretakers and Building Superintendents

Dry Cleaning, Laundry and Related Occupations

Other Service Support Occupations, n.e.c.

6611

6621

6622

6623

6711

6721

6722

6731

6732

6733

6741

6742

14

Other Manual Workers

Construction Trades Helpers and Labourers

Other Trades Helpers and Labourers

Public Works and Maintenance Labourers

Railway and Motor Transport Labourers

Harvesting Labourers

Landscaping and Grounds Maintenance Labourers

Aquaculture and Marine Harvest Labourers

Mine Labourers

Oil and Gas Drilling, Servicing and Related Labourers

Logging and Forestry Labourers

Labourers in Mineral and Metal Processing

Labourers in Metal Fabrication

Labourers in Chemical Products Processing and Utilities

Labourers in Wood, Pulp and Paper Processing

Labourers in Rubber and Plastic Products Manufacturing

Labourers in Textile Processing

Labourers in Food and Beverage Processing

Labourers in Fish and Seafood Processing

Other Labourers in Processing, Manufacturing and Utilities

7611

7612

7621

7622

8611

8612

8613

8614

8615

8616

9611

9612

9613

9614

9615

9616

9617

9618

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

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Photo of Form Two Part C page two contains the collection of information on temporary employees in designated groups according to their representation in the fourteen employment equity occupational groups and their corresponding salary ranges. Salary ranges are identified on Form Two Part C by calculating the four salary quarters for each of the occupational groups then identifying the maximum and minimum salary ranges for each group from predetermined salary ranges. The predetermined salary ranges are used to mask actual salaries and maintain confidentiality, using ranges of five thousand, ten thousand, fifteen thousand, twenty-five thousand and fifty thousand dollar intervals from under five thousand dollars to two hundred and fifty thousand dollars and over. Page two of this form captures the count of employees in each designated group according to their occupational group and salary range as well as the sum of employees in each designated group across all occupational groups.

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

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Photo of Form Two Part D Page One contains employer identification details, the reporting period and the collection of information on permanent full-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Senior Managers employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part D allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Senior Managers employment equity occupational group and the membership of these employees in designated groups, by gender.

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

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Photo of Form Two Part D Page Two contains the collection of information on permanent full-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Middle and Other Managers employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part D allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Middle and Other Managers employment equity occupational group and the membership of these employees in designated groups, by gender.

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

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Photo of Form Two Part D Page Three contains the collection of information on permanent full-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Professionals employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part D allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Professionals employment equity occupational group and the membership of these employees in designated groups, by gender.

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

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Photo of Form Two Part D Page Four contains the collection of information on permanent full-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Semi-Professionals and Technicians employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part D allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Semi-Professionals and Technicians employment equity occupational group and the membership of these employees in designated groups, by gender.

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

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Photo of Form Two Part D Page Five contains the collection of information on permanent full-time employees in two sections. Section One records hourly wage gaps, bonus pay gaps, overtime hours gaps and overtime pay gaps within the Supervisors employment equity occupational group based on predetermined combinations of subject and comparison groups. These predetermined combinations on Form Two Part D allow for the assessment of wage gaps between genders, between genders within each of the designated groups and between members of designated groups and non-members of designated groups. Section Two records the proportion of employees receiving bonus pay and the proportion of employees receiving overtime pay of the Supervisors employment equity occupational group and the membership of these employees in designated groups, by gender.

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