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• <br /> MAYOR AND CITY COUNCIL <br /> PAGE THREE <br /> JUNE 12, 1990 <br /> At a recent MAMA Workshop on the pay equity law, <br /> representatives of the Department of Employee Relations were <br /> present and provided us with the philosophy they will be using <br /> when evaluating pay equity plans and examples of plans that <br /> they felt were both in compliance and out of compliance with <br /> the Law as they interpret it. The representatives of the <br /> Department indicated that it is not the intention of the <br /> Department to adopt any rules that can be used as guidelines <br /> by cities in developing their pay equity plans. Instead, the <br /> Department will look at each city on an individual basis <br /> taking into consideration extenuating circumstances that are <br /> pointed out by the City such as new employees who have not <br /> reached full wage due to probationary periods, arbitration <br /> awards, or retention and recruitment difficulties justifying a <br /> higher wage for a specific position. They further stated that <br /> they will want to see that sex based wage descrimination has <br /> been eliminated in all jurisdictions coming under the <br /> authority of the pay equity law. The representatives also <br /> indicated that they will pay particular attention to any <br /> jurisdiction where complaints have been filed by an employee <br /> and that they will take those complaints at face value when <br /> • reviewing the pay equity program. Attached to this memorandum <br /> please find Exhibits 1 and 2 provided by the Department of <br /> Employee Relations. Exhibit 1 comprising two pages depicts <br /> pay equity programs where the jurisdictions are out of <br /> compliance or in compliance with the law as interpreted by the <br /> Department of Employee Relations. The graphs show the <br /> relationship between points assigned the position under the <br /> pay equity program and wages paid for that position and <br /> indicates whether the position is a male, female, or balanced <br /> class. Although the Department has stated that they do not <br /> wish to dictate that cities pay wages on a dollar per points <br /> value system, it is clear from looking at these graphs that <br /> those jurisdictions having a nearly straight-line pay <br /> structure between the lowest and highest valued positions with <br /> a clear relationship between points and pay are acceptable to <br /> the Department. <br /> Exhibit 2 is another two-page example provided by <br /> representatives of the Department showing some specific cases <br /> and how they would make their interpretation with respect to <br /> those cases. You will note that in two cases identified as no <br /> male comparators and "sore thumb" the Department has made <br /> specific recommendation as to the general area to which the <br /> wages for the female class should be moved. Essentially, this <br /> puts the Department of Employee Relations in the position of <br /> • dictating to cities the wages to be paid for a specific <br /> employee or group of female employees when they feel that the <br />