Statement of Commitment

The West Egg Group Inc. is committed to achieving pay equity to ensure employees receive equal pay for work of equal value. This policy sets out the standards and procedures regarding pay equity in the workplace in accordance with the Pay Transparency Act and its associated regulations.

Definition

Pay equity: Equal pay for work of equal value.

Guidelines

The West Egg Group Inc. establishes and maintains a pay equity plan in accordance with the Pay Transparency Act. Each position is evaluated on a regular basis, when significant changes occur, as positions are introduced or eliminated, or whenever there is a change in compensation, job value, or duties and responsibilities of a role. Each job is evaluated using a gender-neutral factor comparison system using four factors: skills, effort, responsibility, and working conditions.

This process involves:

• Grouping positions into job classes;
• Identifying female, male, and neutral job classes;
• Assigning a value to each job class using the gender-neutral job evaluation system;
• Grouping job classes of similar point value into common bands;
• Comparing predominantly female job classes to predominantly male job classes in the same point band; and
• Using either the job-to-job comparison method or the proportional method to determine whether the female job class requires an adjustment to achieve pay equity.

Pay equity is achieved when every female job class at the company has been compared to another class or classes using an approved method, and adjustments have been made to ensure the job rates for female job classes are at least equal to the job classes they are being compared to, where the work performed by the two job classes is of equal or comparable value. All required steps and formulas outlined in the Pay Equity Act and its associated regulations are followed when developing the pay equity plan.

Where it is necessary to increase the rate of compensation for a job class to achieve pay equity, the company increases the compensation of all employees in the corresponding job class by the same amount. No employee’s compensation is reduced to achieve pay equity.

Differences in pay may exist due to seniority, merit, piecework, and other differences not due to gender as identified by the Pay Transparency Act. If the company determines that there is a difference in pay due to these accepted exceptions, then there will be no need for pay equity adjustments to be applied.

The company retains all records, reports, data, and other documentation related to the pay equity plan.

Policy Prepared on: January 24, 2025

Policy Modified on: January 24, 2025