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which in the Austin Utilities case is Hay Management Consultants, which assigns <br />evaluation points to each job. <br />The law requires local governments to identify classes for which a <br />compensation inequity exist between male dominated, female dominated, and <br />balanced classes of employees based on the comparable work value. Pay equity <br />refers only to relationships within a jurisdiction. In our case, the Austin Utilities is a <br />jurisdiction. If pay equities are identified, the law requires the employer to examine <br />the current pay system and correct any gender-based disparities in pay between <br />female job classes and male job classes. The law does not prescribe methods to be <br />used to achieve pay equity. The three options to achieve gender based equity are to <br />lower the salary of the male dominated job, raise the salary of the female dominated <br />job classes, or subcontract work to contractors to achieve compliance, for contracted <br />employees are not covered by pay equity. The Austin Utilities chose the second. <br />Once pay equity has been achieved, each local government must maintain its <br />job evaluation system in order to evaluate new job classes and address any changes <br />in existing classes. The purpose of maintaining the job evaluation system is to <br />maintain equitable compensation relationships. <br />In order for the Austin Utilities to stay in compliance with the intent of the <br />Comparable Worth legislation, attached is a proposed job evaluation policy. This <br />10 <br />