Pay Equity Regulations — 28
Equal average method 28 An employer or pay equity committee, as the case may be, that uses the equal average method of comparison of compensation must apply the following rules: (a) the average compensation associated with the predominantly female job classes within a band — or, if there is only one such job class within a band, the compensation associated with that job class — is to be compared to (i) if there is more than one predominantly male job class chosen or created under subsection 19 (1) within the band, the average compensation associated with those predominantly male job classes within the band, (ii) if there is only one predominantly male job class chosen or created under subsection 19 (1) within the band, the compensation associated with that job class, or (iii) if there are no predominantly male job classes chosen or created under subsection 19 (1) within the band, the compensation calculated under paragraph (b); (b) the compensation for the purpose of subparagraph (a)(iii) is (i) the amount determined by the formula (A × B) ÷ C where A is the average compensation associated with the predominantly male job classes chosen or created under subsection 19 (1) — or, if there is only one such job class, the compensation associated with that job class — that are within the band that is closest to the band within which the predominantly female job class or classes are located, B is the average value of the work performed in the predominantly female job classes within the band or, if there is only one such job class, the value of the work performed in that job class, and C is the average value of the work performed in the predominantly male job classes within the band referred to in the description of A or, if there is only one such job class, the value of the work performed in that job class, or (ii) despite subparagraph (i), if there is at least one predominantly male job class chosen or created under subsection 19 (1) within each of two bands that are equidistant from the band within which the predominantly female job class or classes are located and there is no other band containing at least one predominantly male job class that is closer to that band, the amount determined by the formula (A + B) ÷ 2 where A is the average compensation associated with the predominantly male job classes chosen or created under subsection 19 (1) within one of the two bands or, if there is only one such job class, the compensation associated with that job class, and B is the average compensation associated with the predominantly male job classes chosen or created under subsection 19 (1) within the other band or, if there is only one such job class, the compensation associated with that job class; (c) the compensation associated with a predominantly female job class within a band is to be increased only if (i) that compensation is lower than the compensation or average compensation referred to in subparagraph (a)(i), (ii) or (iii), as the case may be, and (ii) the average compensation associated with the predominantly female job classes within the band — or, if there is only one such job class, the compensation associated with that job class — is lower than the compensation or average compensation referred to in subparagraph (a)(i), (ii) or (iii), as the case may be; (d) if the compensation associated with a predominantly female job class within a band is to be increased, the increase is to be determined by multiplying the factor calculated in accordance with section 11 by an amount equal to the difference between the compensation associated with the job class and the compensation or average compensation referred to in subparagraph (a)(i), (ii) or (iii), as the case may be; and (e) an increase in compensation associated with the predominantly female job class or classes within a band is to be made in such a way that, after the increase, the average compensation associated with the predominantly female job classes within the band — or, if