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Pay Equity Act (S.C. 2018, c. 27, s. 416)

Full Document:  

Act current to 2020-11-02

PART 6Investigations and Audits (continued)

The following provision is not in force.

Marginal note:Means of telecommunication

  •  (1) For the purposes of subsection 118(3) and section 121, the Pay Equity Commissioner is considered to have entered a place when accessing it remotely by a means of telecommunication.

  • Marginal note:Limitation — place not accessible to the public

    (2) If the Pay Equity Commissioner accesses remotely, by a means of telecommunication, a place that is not accessible to the public, he or she must do so with the knowledge of the owner or person in charge of the place and must be remotely in the place for no longer than the period necessary for the purpose of the compliance audit or the investigation, as the case may be.

The following provision is not in force.

Marginal note:Accompanying individual

 The Pay Equity Commissioner may be accompanied by any other individual the Pay Equity Commissioner believes is necessary to help him or her exercise his or her powers or perform his or her duties or functions under section 118 or 121.

The following provision is not in force.

Marginal note:Assistance

 The owner or other person in charge of a place entered by the Pay Equity Commissioner or his or her delegate under section 118 or 121 and every individual found in the place must give the Pay Equity Commissioner or the delegate, as the case may be, all reasonable assistance and provide the Pay Equity Commissioner or delegate with any information that the Pay Equity Commissioner or delegate may reasonably require.

PART 7Administrative Monetary Penalties

Definition

The following provision is not in force.

Marginal note:Meaning of penalty

 In this Part, penalty means an administrative monetary penalty imposed under this Part for a violation.

Purpose

The following provision is not in force.

Marginal note:Purpose of penalty

 The purpose of a penalty is to promote compliance with this Act and not to punish.

Regulations

The following provision is not in force.

Marginal note:Regulations

  •  (1) The Governor in Council may make regulations

    • (a) designating, as a violation that may be proceeded with in accordance with this Part,

      • (i) the contravention of any specified provision of this Act or the regulations, or

      • (ii) the contravention of any order made or issued under any provision of this Act or the regulations;

    • (b) classifying each violation as a minor violation, a serious violation or a very serious violation;

    • (c) fixing a penalty, or a range of penalties, in respect of each violation, penalties which may be different for employers, groups of employers, bargaining agents and other persons;

    • (d) establishing criteria to be considered in determining the amount of the penalty if a range of penalties is established;

    • (e) respecting the circumstances under which, the criteria by which and the manner in which a penalty may be reduced;

    • (f) establishing the time and manner for paying a penalty;

    • (g) respecting the determination of a lesser amount than the penalty imposed that may be paid in complete satisfaction of the penalty if paid within the time and manner prescribed by regulation;

    • (h) respecting the service of documents required or authorized under this Part, including the documents or types of documents that must be served, the manner and proof of service and the circumstances under which documents are deemed to be served;

    • (i) respecting who can request a review in respect of a notice of violation or penalty and the manner of making the request; and

    • (j) specifying information for the purposes of section 146.

  • Marginal note:Maximum penalty

    (2) The maximum penalty in respect of a violation that may be fixed under regulations made under paragraph (1)(c) is

    • (a) $30,000 for an employer that, at the time the notice of violation is served,

      • (i) is considered to have 10 to 99 employees for the purposes of paragraph 8(a) or 9(a), as the case may be, or

      • (ii) if the employer has posted one or more notices referred to in subsection 65(1), is considered to have less than 100 employees for the purposes of paragraph 69(b) or 70(b), as the case may be, in respect of the most recently-posted notice;

    • (b) $30,000 for a bargaining agent representing some or all of the unionized employees of an employer referred to in paragraph (a);

    • (c) $50,000 for an employer that, at the time the notice of violation is served,

      • (i) is considered to have 100 or more employees for the purposes of paragraph 8(b) or 9(b), as the case may be, or

      • (ii) if the employer has posted one or more notices referred to in subsection 65(1), is considered to have 100 or more employees for the purposes of paragraph 69(a) or 70(a), as the case may be, in respect of the most recently-posted notice; or

    • (d) $50,000 for a bargaining agent representing some or all of the unionized employees of an employer referred to in paragraph (c).

Pay Equity Commissioner’s Powers, Duties and Functions

The following provision is not in force.

Marginal note:Powers regarding notices of violation

 The Pay Equity Commissioner may

  • (a) establish the form of notices of violation; and

  • (b) establish, in respect of each violation, a short-form description to be used in notices of violation.

Commission of Violations

The following provision is not in force.

Marginal note:Violations

 Every employer, group of employers, bargaining agent or other person that contravenes a provision or order designated by regulations made under paragraph 127(1)(a) commits a violation and is liable to a penalty of an amount to be determined in accordance with regulations made under paragraph 127(1)(c).

The following provision is not in force.

Marginal note:Liability of parties to violation

 If an employer or bargaining agent commits a violation, any of the following persons who directed, authorized, assented to, acquiesced in or participated in the commission of the violation is a party to the violation and is liable to a penalty of an amount to be determined in accordance with the regulations, whether or not the employer or bargaining agent has been proceeded against in accordance with this Part:

  • (a) any officer, director, agent or mandatary of the employer or bargaining agent;

  • (b) any senior official of the employer or bargaining agent; or

  • (c) any other person authorized to exercise managerial or supervisory functions on behalf of the employer or bargaining agent.

The following provision is not in force.

Marginal note:Employees or agents or mandataries

 An employer or bargaining agent is liable for a violation that is committed by any of their employees or agents or mandataries acting in the course of their employment or the scope of their authority as agent or mandatary, whether or not the employee or agent or mandatary that actually committed the violation is identified.

The following provision is not in force.

Marginal note:Notice of violation

  •  (1) If the Pay Equity Commissioner has reasonable grounds to believe that an employer, group of employers, bargaining agent or other person has committed a violation, he or she may issue a notice of violation and must cause it to be served on the employer, each employer in the group of employers, the bargaining agent or the other person.

  • Marginal note:Contents

    (2) The notice of violation must

    • (a) name the employer, bargaining agent or other person that is believed to have committed the violation or, if it is believed that a group of employers committed, the violation, each employer in that group;

    • (b) set out the relevant facts surrounding the violation;

    • (c) set out the penalty for the violation;

    • (d) set out any lesser amount determined in accordance with the regulations that may be paid in complete satisfaction of the penalty if paid within the time and in the manner prescribed by regulation;

    • (e) inform the employer, group of employers, bargaining agent or other person of their right to contest the facts of the alleged violation, the penalty or both, by way of review, and specify the time within which and the manner in which to do so in accordance with section 139;

    • (f) inform the employer, group of employers, bargaining agent or other person of the time within which and manner in which the penalty set out in the notice is to be paid; and

    • (g) inform the employer, each employer in the group of employers, the bargaining agent or the other person that, if they do not pay the penalty or exercise their right referred to in paragraph (e) within the time and in the manner prescribed by regulation, they will be considered to have committed the violation and that they are liable for the penalty set out in the notice.

 
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