Lindsay Lawrence

The applicants, former municipal employees, filed an application asserting that the respondent Township failed to achieve and maintain pay equity.

They challenged the pay equity plan created by a third-party consultant in 2019, alleging bias, unfairness, and improper job evaluations, particularly regarding composite positions and the exclusion of certain male comparators.

The Tribunal found that the employer reasonably exercised its discretion in adopting a gender-neutral comparison system and that the resulting pay equity plan complied with the Pay Equity Act.

The application was dismissed.

The applicants filed an application under section 24(5) of the Pay Equity Act.

Following the conclusion of the applicants' oral closing arguments at the hearing, the Tribunal issued a procedural direction on consent setting a schedule for the respondent's written closing submissions and the applicants' written reply.

No further hearing dates were scheduled.

During a hearing under section 24(5) of the Pay Equity Act, the applicants requested document production during the cross-examination of the respondent's witness.

The Tribunal directed the respondent to produce the requested documents or have them available electronically at the next hearing date if objecting to their production.

The Tribunal also set deadlines for the applicants to file their documents and scheduled continuation dates for the hearing.

The applicants filed an application under section 24(5) of the Pay Equity Act.

Following opening statements at the hearing, the parties engaged in settlement discussions and reached an agreement.

The Tribunal adjourned the hearing to allow the parties to execute a settlement document, with a future hearing date retained in the event the settlement is not executed.