OPEHT 2014

The union requested two signed Summons to Witness in blank and a waiver of the requirement to pay conduct money, arguing the witnesses would be paid their regular wages by the employer.

The Tribunal granted the request for the summonses but denied the request to waive the conduct money requirement, noting the Rules of Civil Procedure do not exempt parties from paying conduct money merely because witnesses may be paid their wages.

The respondent school board brought a motion to dismiss the applicant's pay equity application for failure to disclose a prima facie case.

The Tribunal had previously questioned its jurisdiction over the application, but upon receiving further information from the Pay Equity Office, confirmed the application was properly before it.

Applying its reasoning from a previous decision involving similar applications, the Tribunal declined to dismiss the application on a preliminary basis.

The applicant employer sought a variance of a Pay Equity Office order and requested relief from the Tribunal's Rule 14 requirement to serve the complete application on respondent employees.

The employer argued that Schedule A, which listed all employees and their specific pay equity adjustment entitlements, contained private information and should be redacted so each employee only saw their own entitlement.

The Tribunal dismissed the request, finding no statutory authority or prejudice to the employer that would justify recognizing a privacy interest in the dollar amounts owed under a proxy pay equity plan, distinguishing prior case law regarding actual salary disclosure.

The parties to two cross-applications under the Pay Equity Act advised the Tribunal that the matters had been settled.

The Tribunal noted that under section 25.1 of the Act, a settlement is binding and can be the subject of a complaint if not complied with.

Having regard to the settlement, the Tribunal closed its files.

The applicants requested an extension of time to deliver additional particulars.

The Pay Equity Hearings Tribunal granted the request, extending the deadline to May 9, 2014.

The applicant requested an extension of time to file and deliver submissions.

The Pay Equity Hearings Tribunal granted the request, extending the deadline to April 28, 2014.

The parties entered into a written settlement of their applications under the Pay Equity Act pursuant to section 25.1.

Accordingly, the Tribunal terminated its inquiry into the applications and directed the Registrar to close the files.

The Pay Equity Office filed an application against Touchstone Youth Centre.

Following a previous decision on March 4, 2014, the Tribunal received no further communication from the Pay Equity Office.

Consequently, the Tribunal ordered the application terminated.

The applicant employer sought to revoke an order issued by a Review Officer of the Pay Equity Office, which directed it to take specific steps to achieve pay equity.

The employer retained a compensation consultant who identified serious flaws in the job evaluations, banding structure, and male wage line determinations underlying the order.

The consultant developed a new pay equity plan for the employer.

As the application was unopposed and the consultant's evidence of the order's flaws was uncontradicted, the Tribunal revoked the relevant schedules of the order and directed the employer to post and implement its newly developed pay equity plan.

The Pay Equity Office requested an adjournment of the pre-hearing conference scheduled for March 5, 2014.

The Tribunal granted the adjournment and directed the Registrar to reschedule the conference as soon as possible after April 4, 2014.

The applicants and respondents reached a settlement regarding a pay equity dispute and requested that the Tribunal issue a consent order revoking a Review Officer's Order.

The Tribunal declined to issue the requested consent order, noting its established practice that it will not vary or revoke orders without a sufficient evidentiary basis, such as an agreed statement of facts.

The Tribunal emphasized that the written settlement is already binding on the parties under the Pay Equity Act, making the consent order unnecessary.

The Tribunal issued a decision extending the deadline for the respondent school board to comply with production directions previously ordered.

The deadline was extended to April 15, 2014, pursuant to the Tribunal's authority under section 4.2(1) of the Statutory Powers Procedure Act.

The Pay Equity Office referred a matter to the Tribunal because the employer failed to comply with an order to pay pay equity adjustments.

The employer did not file a response or attend the pre-hearing conference.

The Tribunal found that the employer failed to meet its burden of proving compliance and ordered the employer to pay the specified adjustments and interest to current and former employees.