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4. A female class(es) rated lower than all male classes is not compensated as reasonably proportionate <br />to points as other classes. <br />Example: In this case, the retail clerk has a salary of $700 per month below the custodian but only <br />six fewer points. For all other job classes where there is a salary difference, there is a larger differ- <br />ence in points. For example, the maintenance supervisor's salary is $300/month less than the police <br />officer and there is a difference of 23 points. <br />Max. <br />Class Monthly <br />Job Title Tvoe Points Salary <br />City Clerk/Admin F 275 $3800 <br />Police Officer M 236 $3200 <br />Maintenance Sup M 213 $2900 <br />Admin. Sec. F 173 $2400 <br />Custodian M 111 $1800 <br />Retail Clerk F 105 $1100 <br />While some difference in salary is acceptable due to the point difference, the salary for the retail <br />clerk with 105 points must be much closer to the salary for the custodian with 11 l points. When <br />there is a question regarding the salary for female class or classes rated lower than all male classes, <br />the judgment is made on a case-by-case basis, and the main consideration is the relationship of points <br />and pay between other classes in the jurisdiction. In this case, the minimum requirement to correct <br />this inequity would be that the salary for the retail clerk would be approximately $1,650/month. <br />Graph illustrating inequity for female class. <br /> <br />3000 ..........__._ ............._._ ___...................................... <br />~ 2500 _ ............. .................. <br />0 <br />LIIIJV ......_ ............................... <br />t <br />1500 -...._....__ - .... <br />female class rated lower <br />than all male classes <br />1000 <br />100 120 140 160 180 200 220 240 260 280 <br />Points <br />+ Male Jobs ~ Fem Jobs <br />Page 11 Guide to Understanding Pay Equity Compliance and Computer Reports -10/01 <br />