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MINNESOTA <br />3. A female class has points between two male classes but compensation is not between or above <br />the two male classes. <br />Example: In this case, the female job class of receptionist has points between two male classes but <br />receives less pay than either of them. <br />Max. <br />Class <br />Monthly <br />Job Title <br />Type <br />Points <br />Sam <br />City Clerk <br />F <br />275 <br />$2370 <br />Maintenance <br />M <br />171 <br />$1900 <br />Receptionist <br />F <br />141 <br />$1250 <br />Custodian <br />M <br />ill <br />$1500 <br />The minimum requirement to correct this inequity is that the female class must have a salary somewhere <br />between the two male classes. <br />Graph illustrating inequity for female job class. <br />Female Class with Points Between but Less Pay <br />Females O Males <br />$2,400 <br />$2,200 <br />$2,000 <br />T <br />a $1,800 Female <br />class <br />$1,600 . between <br />two male <br />$1,400 classes <br />$1,200 <br />100 120 140 160 180 200 220 240 260 280 <br />Points <br />Guide to Understanding Pay Equity Compliance Tests — 10/16 Page 14 <br />