Local Government Pay Equity
State law requires all public jurisdictions such as cities, counties, and school districts to eliminate any gender-based wage inequities in compensation and submit reports to MMB. For information about reporting, refer to links below.
MMB staff assists local government employers in implementing this law. In 1992, the division began analyzing reports from local governments to ensure that compliance is achieved and maintained.
What does pay equity mean?
Pay Equity is a method of eliminating discrimination against women who are paid less than men for jobs requiring comparable levels of expertise. This goes beyond the familiar idea of equal pay for equal work where men and women with the same jobs must be paid equally. A policy to establish pay equity usually means: 1) that all jobs will be evaluated and given points according to the level of knowledge and responsibility required to do the job; and 2) that salary adjustments will be made if it is discovered that women are consistently paid less then men for jobs with similar points. The following example shows a typical gender-based wage disparity.
|| Job Evaluation Rating
|Delivery Van Driver (mostly men)
|| 117 points
|| $3125 per month
|Office & Admin Specialist (mostly women)
|| 117 points
|| $2900 per month
It is important to remember that pay equity laws in Minnesota address only gender-based wage disparities and not all types of wage disparities. Pay equity does not replace collective bargaining and does not address all compensation issues.
Local Government Pay Equity Reporting Process
Step 1: Job Evaluation (word version)
Once established, job points generally do not change unless job content changes or new evaluation system is adopted
Step 2: Preparing to Report
Data and information required to compile a report
Step 3: Pay Equity Management System (word version)
Step-by-step instructions from generating a password to submitting a report
Step 4: Interpret Results (word version)
Information to determine if report is in compliance