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PHASE III. PAY EQUITY COMPLIANCE AND MAINTENANCE <br /> PROGRAM <br /> INTRODUCTION <br /> The State of Minnesota's Pay Equity Law requires that: <br /> . "every political subdivision of this state <br /> shall establish equitable compensation relationships <br /> between female-dominated, male-dominated and balanced <br /> classes of employees in order to eliminate sex-based <br /> wage disparities in public employment in the state. " <br /> .. . <br /> " 'Equitable compensation relationship' means <br /> that the compensation for female-dominated <br /> classes is not consistently below the <br /> compensation for male-dominated classes of <br /> comparable work value. . . " (M.S. 471 .991, <br /> Subd. 5) . <br /> A. In order to comply with the Pay Equity Law, the <br /> City Administrator shall annually conduct an analysis <br /> of compensation using the job evaluation study <br /> method determined by the City Council. <br /> B. The Pay Equity Analysis and any subsequent <br /> compensation adjustment represents the final Step in <br /> the overall compensation process. <br /> C. The compensation analysis shall consist of several <br /> factors,-including b_utnotJlnaited_to_the following: <br /> 1 . Specific analysis of female-dominated positions <br /> which appear to be paid consistently below <br /> male-dominated positions. <br /> 2. Adherence to the compliance tests as put forth <br /> in the Department of Employee Relations Pay- <br /> Equity Regulations. <br /> 8 <br />