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m MINNESOTA 4. A female class, rated lower than all male classes, is not compensated as reasonably proportionate to points as other classes. Example: In this case, the retail clerk has a salary of $700 per month below the custodian but only six fewer points. For all other job classes where there is a salary difference, there is a larger difference in points. For example, the maintenance supervisor's salary is $300/month less than the police officer and there is a difference of 23 points. Max. Class Monthly Job Title Type Points Sa a City Clerk/Admin F 275 $3800 Police Officer M 236 $3200 Maintenance Sup M 213 $2900 Admin. Sec. F 173 $2400 Custodian M 111 $1800 Retail Clerk F 105 $1100 While some difference in salary is acceptable due to the point difference, the salary for the retail clerk with 105 points must be much closer to the salary for the custodian with 111 points. When there is a question regarding the salary for female class or classes rated lower than all male classes, the judgment is made on a case -by -case basis, and the main considerations are the relationship of points and pay between other classes in the jurisdiction and past history of pay relationships that were previously in compliance. In this case, the minimum requirement to correct this inequity would be that the salary for the retail clerk would be approximately $1,650/month. Graph illustrating inequity for female class. Female Class Paid Much Lower Females Males $4,000 $3,500 A $3,000 a M $2,500 Female $2,000 class rated ♦ lower than all male $1,500 { classes $1,000 T 100 120 140 160 180 200 220 240 260 280 Points Guide to Understanding Pay Equity Compliance Tests — 10/ 16 Page 15