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| 02016nam 2200325zi 4500 |
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| 001 | 9.906118 |
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| 003 | CaOODSP |
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| 005 | 20220504150332 |
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| 006 | m o d f |
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| 007 | cr mn||||||||| |
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| 008 | 211217t20212021onc ob f000 0 eng d |
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| 020 | |a9780660413419 |
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| 040 | |aCaOODSP|beng|erda|cCaOODSP |
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| 043 | |an-cn--- |
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| 086 | 1 |aHR4-69/2021E-PDF |
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| 245 | 00|aEarly engagement options : |bpromising practices. |
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| 264 | 1|a[Ottawa] : |bCanadian Human Rights Commission = Commission canadienne des droits de la personne, |c[2021] |
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| 264 | 4|c©2021 |
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| 300 | |a1 online resource (9 pages) |
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| 336 | |atext|btxt|2rdacontent |
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| 337 | |acomputer|bc|2rdamedia |
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| 338 | |aonline resource|bcr|2rdacarrier |
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| 500 | |aIssued also in French under title: Options de mobilisation rapide : pratiques prometteuses. |
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| 500 | |aAt head of title: Pay equity. |
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| 504 | |aIncludes bibliographical references. |
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| 520 | |a"Addressing the undervaluation of women's work through pay equity is an important commitment. To achieve pay equity, a high degree of organization and cooperation is needed. Employers, bargaining agents and employees can develop an early workplace engagement structure to facilitate collaboration and dialogue and to plan for the establishment of a pay equity committee. Early engagement structures can take many different forms and can be tailored to suit the needs and characteristics of a particular workplace. Some options for the structure are: a steering committee, a joint committee, a joint task force and a multi-stakeholder discussion group. This document offers promising practices on how to create an early engagement structure and the benefits of doing so"--Introduction, page 2. |
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| 650 | 0|aPay equity|zCanada. |
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| 710 | 2 |aCanadian Human Rights Commission, |eissuing body. |
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| 775 | 08|tOptions de mobilisation rapide : |w(CaOODSP)9.906119 |
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| 856 | 40|qPDF|s310 KB|uhttps://publications.gc.ca/collections/collection_2022/ccdp-chrc/HR4-69-2021-eng.pdf |
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