Intent

The West Egg Group Corp. is committed to pay transparency and complies with the Pay Transparency Act (PTA) and its regulations. This policy sets out standards to ensure compliance with the PTA and help address systemic pay discrimination in the workplace.

Guidelines

The West Egg Group Corp. complies with pay transparency requirements throughout the recruitment and selection process. All publicly advertised job opportunities posted on behalf of the company must specify the expected salary, wage, or wage range for the job. These amounts are determined by our Senior Leadership team in consultation with the Human Resources Manager.

The company cannot seek information about a job candidate’s pay history by any means, including asking the candidate directly or soliciting the information from a third party or the candidate’s previous employer. This does not apply if their pay history is publicly available.

Protection from Reprisal

Employees cannot be subject to reprisals, including dismissal, suspension, demotion, harassment, discipline, or any other disadvantage for engaging in certain behaviours related to pay transparency. This includes:

• 
  Making inquiries to the company about their pay;
• Sharing information about their pay with a job candidate who has applied to the company;
• Inquiring about the company’s pay transparency report or information contained therein;
• Asking the company to comply with its obligations under the PTA; or
• Making a report to the director regarding the company’s compliance with the PTA.

Pay Transparency Report

The West Egg Group Corp. prepares a pay transparency report on or before November 1 of each year, which includes all information prescribed in the Pay Transparency Regulations. The pay transparency report covers the previous calendar year.

The company makes reasonable efforts to collect the gender category of each employee in accordance with the PTA. The gender categories are:

• 
  Man;
• Woman;
• Non-binary; and
• Unknown.

Unknown refers to an employee who does not identify as being in another gender category or does not want to specify their gender category. Unknown is also used when the company does not have information about an employee’s gender category. 

The disclosure of this information is entirely voluntary, and employees may refuse to provide it. This information is stored securely in accordance with the Privacy Policy and may only be used for the purpose it was collected. The company gives employees the opportunity to provide their gender category, update their gender category, or provide additional information at least once each calendar year.

The completed pay transparency report is published on the Gatsby Valet intranet (Policies | Employee Policies | Gatsby Valet) as soon as reasonably practicable following its completion. In the event that it is not posted, it is currently in development and being updated. 

The report remains posted until a new report is made and posted the following year.

Policy Prepared on: February 13, 2025

Policy Modified on: April 1, 2026