Off-Key? The Boston Symphony and Gender-Based Equality in Pay | Vey Willetts LLP

1. Call Us at (613) 317-4614 Off-Key? The Boston Symphony and Gender-Based Equality in Pay https://www.vwlawyers.ca/

2. Call Us at (613) 317-4614 The size of an employee’s salary is often seen as an indicator of importance within an organization. Thus, when women are paid less than their male counterparts for performing similar work, it suggests that their efforts are somehow of lesser value. In Ontario, we have a number of legal mechanisms that are designed to reduce gender-based wage disparity, however, it remains a reality in far too many workplaces. https://www.vwlawyers.ca/

3. Call Us at (613) 317-4614 In early 2018, Maclean’s published an article stating that in Canada: - Working women earn 31%less than working men;- When adjusted for working the same number of hours, women earn 13% less then their male counterparts; and- When controlling for gender differences across industries, occupation, education, age, job tenure, province of residence, marital status and union status, working women earn 8% less than men. https://www.vwlawyers.ca/

4. Call Us at (613) 317-4614 The Boston Symphony CaseA recent lawsuit in the US has recently highlighted the issue of equal pay for equal work. In July 2018, Elizabeth Rowe, principal flautist for the Boston Symphony Orchestra (“BSO”), filed a gender discrimination lawsuit against her employer claiming $200,000 in back wages as she is paid approximately $70,000 per year less than the BSO’s principal oboist. Essentially, Rowe claims that she should receive an equal salary to the principal oboist, and the sole reason for the discrepancy in pay is her gender. https://www.vwlawyers.ca/

5. Call Us at (613) 317-4614 Gender Pay Equality in OntarioIn Ontario, there are a number of legislative protections that seek to limit and prevent pay disparity between men and women:- the Employment Standards Act, 2000 prohibits employers from paying an employee at a lesser rate on the basis of sex, when the individual performs substantially the same kind of work in the same establishment;- the Human Rights Code further prohibits employers from paying an employee at a lower rate of pay as a result of their sex; and https://www.vwlawyers.ca/

6. Call Us at (613) 317-4614 The previous provincial government also put forward pay transparency legislation, designed to further address the wage gap between men and women in Ontario. This Act was set to come into force as of January 1, 2019. However, as of late 2018 the Ford government indefinitely delayed the date on which it will become law. If it should come into force, however, the Act will require, in part, that all publicly-advertised job postings include a salary rate or range; bar employers from asking questions about past compensation; and prohibit reprisal against employees who discuss or disclose their compensation. https://www.vwlawyers.ca/

7. Call Us at (613) 317-4614 Thank You https://www.vwlawyers.ca/