Read the following scenario in the context of the Wilson Bros case study you read in Module 1
Consider the issues in this scenario as they relate to independent contractors and employees. Review the topic in your textbook if necessary.
Read the questions below and answer all of the questions briefly.
Limit each contribution to maximum 250 words.
THE SALLY ATHWAL CASE SCENARIO
Sally Athwal is an executive assistant reporting directly to the VP Sales–Retail in the Toronto office of Wilson Bros. Her job has lots of responsibility and independent decision making, and for 10 years, Sally has worked hard in her role to contribute to the retail sales performance; however, at $40,000 per year, she feels she is significantly underpaid, given her importance to her department.
Sally is one of three female executive assistants reporting to VP’s in the Toronto office. While she is not totally sure, she thinks that with her 10 years’ experience and a stellar work record, she is probably the highest paid of that group.
She has heard the term “Equal Pay for Equal Work” and knows that it comes from the Employment Standards Act; but she doesn’t find this concept helpful, since there are no male executive assistants on site to compare wages.
Sally has also heard of something called the Pay Equity Act, which is supposed to address the wage gap between her job and male dominated jobs, but she is not sure of the impact of that legislation; and she is not aware of any company policies or programs that deal with pay equity. She is pretty sure though that if her job was properly evaluated against some of the male-dominated job classes within Wilson Bros., the process would reveal a major wage discrepancy. She is well aware, for example, that just down the hall, the IT department pays their Programmer/Analysts about $80,000 per year. But they are virtually all men.
She thinks her job carries far more responsibility than a Programmer/Analyst. She knocks on your door to start a discussion about raising her pay.
What is the difference between Equal Pay for Equal Work and Equal Pay for Work of Equal Value? Explain how that/those difference(s) are important for Sally’s case.
As Director of Human Resources at the Toronto office, you have to deal with Sally’s complaint. What processes do you need to put into place – in the short term and in the longer term? Why?
Let’s say, hypothetically, that a formal gender-neutral job evaluation demonstrated that the Executive Assistant and Programmer/Analyst at Wilson Bros. are both worth 750 points, which puts them at a salary grade of $72,000 – $82,000). What implications can be drawn from this? What decisions and actions would you make/take as a result?
What would advise Wilson Bros. to do to ensure that Pay Equity is achieved throughout the company?