6 (1) For the purposes of this Act, pay equity is achieved under the job-to-job method of comparison when the job rate for the female job class that is the subject of the comparison is at least equal to the job rate for a male job class in the same establishment where the work performed in the two job classes is of equal or comparable value.  R.S.O. 1990, c. P.7, s. 6 (1); 1993, c. 4, s. 4 (1). Idem (2) Where there is no male job class with which to make a comparison for the purposes of subsection (1), pay equity is achieved when the job rate for the female job class that is the subject of the comparison is at least equal to the job rate of a male job class in the same establishment that at the time of comparison had a higher job rate but performs work of lower value than the female job class. Basis of comparison (3) If more than one comparison is possible between a female job class in an establishment and male job classes in the same establishment, pay equity is achieved when the job rate for the female job class is at least as great as the job rate for the male job class, (a) with the lowest job rate, if the work performed in both job classes is of equal or comparable value; or (b) with the highest job rate, if the work performed in the male job class is of less value.  R.S.O. 1990, c. P.7, s. 6 (2, 3). Idem (4) Comparisons under the job-to-job method of comparison, (a) for job classes inside a bargaining unit, shall be made between job classes in the bargaining unit; and (b) for job classes outside any bargaining unit, shall be made between job classes that are outside any bargaining unit.  R.S.O. 1990, c. P.7, s. 6 (4); 1993, c. 4, s. 4 (2). Idem (5) If, after applying subsection (4), no male job class is found in which the work performed is of equal or comparable value to that of the female job class that is the subject of the comparison, the female job class shall be compared to male job classes throughout the establishment. Groups of jobs (6) An employer may treat job classes that are arranged in a group of jobs as one female job class if 60 per cent or more of the employees in the group are female. Idem (7) An employer shall treat job classes that are arranged in a group of jobs as one female job class if a review officer or the Hearings Tribunal decides that the group should be treated as one female job class. Idem (8) An employer may, with the agreement of the bargaining agent, if any, for the employees of the employer, decide to treat job classes that are arranged in a group of jobs as one female job class. Job rate, value of work (9) Where a group of jobs is being treated as a female job class, the job rate of the individual job class within the group that has the greatest number of employees is the job rate for the group and the value of the work performed by that individual job class is the value of the work performed by the group. Definition (10) In this section, “group of jobs” means a series of job classes that bear a relationship to each other because of the nature of the work required to perform the work of each job class in the series and that are organized in successive levels.  R.S.O. 1990, c. P.7, s. 6 (5-10). Section Amendments with date in force (d/m/y) 1993, c. 4, s. 4 (1, 2) - 01/07/1993