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4. A fe�nale class{es} rated lower �han all zx�aIa classes is not compensated as reasonably proportionate to <br />points as other classes. <br />Example: In this case, the reiaiI clerk has a salary of $700 per month below the custodian but only <br />six fewer points. For all other jab classes where there is a salary difference, there is a larger <br />difference in points. Far exatnple, the rnaintenance supervisor's salary is $300/month less than the <br />palice afficer and there is a difference af 23 points. <br />Job Titie <br />City Clerk/Admin <br />Police Of�cer <br />Maintenance Sup <br />Adz�riin. Sec. <br />Custodian <br />Retail Clerk <br />While some difference in salary is acceptable due to the point difference, the saIary for the retail clerk <br />with 105 points must be rr�uch closer to the saiary for the custodian with 111 points. When there is a <br />question regarding the salary for f��naIe class or classes rated lower thar► all �nale ciasses, #he <br />judgm�nt is mada an a case-by-case basis, and the main consideratians are tne reiationship of points <br />and pay between other classes in the jurisdiction and past history of pay relationships that were <br />prevaously in comgliance. In this case, tha zxAinimum requirement to correct this inequity would be <br />that the salary for the retaiI clerk would be approximately $1,650/mon#h. <br />Graph illustrating inequity for female class. <br />���� �� <br />350D <br />�{���� <br />� <br />C�t3 <br />� 25�0 <br />2�0�0- <br />� <br />'i 5ti� � <br />� <br />���� � � <br />��� <br />�. <br />� <br />0 <br />Max. <br />Class Monthly <br />Tvne Points Salary <br />F 275 $3500 <br />M 236 $3200 <br />M 213 $2900 <br />F 173 $2400 <br />M ll 1 $ i 800 <br />F 105 $1100 <br />�� <br />��n�fe G�a� r�C�d lo�2r <br />than a�1 mate clas5�s <br />'� �� � �� � �� �I $Q �i�� ��� ��� ���} ���} <br />��m�l�� <br />PointS �� ������. <br />Guide to Understanding �ay Equity Compliance and Computet Reports —11/I0 Page 11 <br />