Pay Transparency
The Corporation of the City of Fernie - Pay Transparency
The City of Fernie is a local government and designated Resort Municipality located in the Elk Valley in southeastern British Columbia. The City provides a diverse range of municipal services that support residents, businesses and visitors, including protective services, infrastructure and public works, planning and development, parks and recreation, financial and corporate services.
Our employees are at the heart of delivering these services. The City’s workforce includes regular, temporary, casual, seasonal and auxiliary employees working across a broad range of professional, administrative, technical, operational and emergency-service occupations.
Guided by Council’s vision of a respectful, responsible and resilient community, the City is committed to organizational excellence and to continuously strengthening our workplace culture. Our strategic priorities include fostering a culture focused on health, safety and organizational excellence, with an emphasis on employee satisfaction, development, recruitment and retention.
The City of Fernie recognizes pay transparency as an important component of openness, accountability and equitable employment practices. This report provides information about gender representation and compensation within our workforce in accordance with British Columbia’s Pay Transparency Act and supports our ongoing efforts to understand our workforce, identify opportunities for improvement, and foster an inclusive workplace.
Pay Transparency Act
The Pay Transparency Act became law on May 11, 2023, and B.C. employers must meet the following requirements to help address the gender pay gap:
- Job postings: Employers must include the expected pay or pay range in all public job postings. This promotes transparency and fairness in the job market. Learn more about this requirement.
- Pay history: Employers cannot ask job applicants about what they have been paid by other employers. This helps break the cycle of discrimination against women and gender-diverse people. Employers may still use pay history information they already have about an employee to determine pay for a new position.
- Employer reprisal: To foster open discussions about compensation, employers cannot dismiss, suspend, demote, discipline or harass an employee who:
- Asks about their pay
- Reveals their pay to another employee or job applicant
- Asks about their employer’s pay transparency report
- Pay transparency reports: Employers above a certain size must post annual pay transparency reports by November 1 each year. This phased requirement promotes employer accountability by publicly showing the status of gender pay gaps within organizations. Learn how to prepare a pay transparency report.
.png)
