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Ihrm Report
Ihrm Report
employees in one or more jobs. Compensation data, collected from several employers, is
analyzed to develop an understanding of the amount of compensation paid.
Salary Survey
A salary or wage survey is a collection of hourly wage figures and annual salary numbers for a
given industry. A business compiles this data to establish an industry prevailing wage for various
job titles common in that industry. This helps the business determine competitive wages and
appropriate pay increases for newly hired workers and existing employees. A wage or salary
survey is time-sensitive and falls out of relevance very quickly. A survey of this type must
always have the year or the particular financial quarter the data came from clearly stated on the
document.
Collecting Salary Data
A business looking to compile wage data for a salary survey can enlist the assistance of an
employer association, including the Society for Human Resource Management. This type of
organization can obtain wage and salary data as a neutral third party for a given industry, a
geographic area or target marketplace. Using an employer association is beneficial because
businesses may otherwise be hesitant to give financial data to the competition for fear of losing
quality employees to better benefits packages.
Wage and Hour Division (WHD)/Government Contracts
Wage Surveys
Frequently Asked Questions: Conformances
Frequently Asked Questions: Davis-Bacon and Related Acts
Staff Contacts
DBRA Regions
When initiating a wage survey, WHD sends out survey forms to interested parties and any
contractors identified as working on projects in the survey area during the designated time frame.
Data may also be submitted by any other contractors and interested parties. The Form WD-10 is
used to submit data for DBRA wage surveys. All submitted survey data is analyzed, clarified,
and reviewed by staff in the five regional offices of WHD. In order to ensure the accuracy and
completeness of the data submitted, a two step verification process is used.
Upon completion of the verification process, and after any necessary changes are made,
prevailing wage rates are calculated. WHD calculates the basic hourly rate first and then
calculates any prevailing fringe benefits.
The regulations define the prevailing wage rate as the rate paid to the majority of workers in a
classification. If the same rate is not paid to a majority of workers, then a weighted average is
calculated. In determining fringe benefits, WHD determines in the classification if there is a
prevailing practice of paying a fringe benefit. If a majority of the workers in the classification are
not paid a fringe benefit, no fringe benefit will be calculated. If a majority of workers are paid
fringe benefits, then the fringe benefit will be calculated in a manner similar to the basic rate
calculation. If a majority of the reported workers receive the same fringe benefit, then that fringe
benefit will prevail. If the same fringe benefit is not paid to a majority of the reported workers, a
weighted average is calculated.
Wage rates often are calculated and issued on a county basis. If there is insufficient data to issue
a rate on a county basis, then the geographic area used to determine prevailing wage rates may be
expanded. 29 CFR Part 1.7
There are minimum sufficiency requirements that must be met to publish a classification and rate
on a WD. If a classification or particular rate does not appear on a WD, it is because insufficient
information was received for that classification or rate during the survey process. After
completion, survey results are tabulated on WD-22 (Wage Compilation) and on WD-22a (Project
Compilation) by Wage and Hour Staff. After tabulation, survey results are then submitted for
publication. The web site www.wdol.gov (Wage Determinations On-Line) contains copies of all
published wage determinations.
A listing of surveys planned, ongoing, completed, and published by state is available on the
survey status map. If you wish to participate in one of the ongoing surveys, please contact the
regional contact person listed for that surve
A salary survey is a tool specifically for remuneration specialists and managers to define a fair
and competitive salary for the employees of a company. The survey output is data on the average
or median salary for a specific position, taking into consideration the region, industry, company
size, etc. Input data is aggregated directly from an employer or employee.[1]y.
It is also important to define the meaning of salary in a salary survey. Are gross or net salaries
involved? Does salary include bonuses, variable salary components and other bonuses, or does it
only concern the base salary? Remuneration includes providing non-financial benefits. A
company applying such a remuneration policy should review salary surveys that analyse non-
financial benefits.
Trustworthy surveys openly discuss the size of samples from which outputs are calculated.
The author of the survey - it is important that the survey is conducted by a trustworthy company.
Investigate the survey operator's background online to determine its comprehension of
remuneration-related matters and the labour market overall.
Survey scope - every company is unique with its own needs. The selected survey should take into
consideration the positions covered in the survey, the types of companies providing data, and
various aspects: company size, industry, regional representation, company ownership, etc.
Survey method - the survey method must be examined along with the obtained data, its
processing, the manner in which deviations are removed from the data, etc. The method should
meet the standards for conducting surveys.
Number of respondents - it is clear that an increase in survey respondents correlates to more
relevant results. It is essential to ensure that the number of survey respondents is published, with
the results enhanced when combined with their structure using some basic characteristics
(region, size, etc.)
Companies represented in the survey - companies use salary surveys to compare their
remuneration to the competition. Knowing the companies included in the survey is important.
Reputable salary surveys publish a list of companies that provided their salaries for comparison.
Size of the sample for the displayed results - publishing the total number of salary survey
respondents is one thing, but publishing the number of respondents for every sample result is
another. The composition of the reference sample must be considered. The greater the criteria
match a company requires, the more likely it is that the sample will be smaller. If a company
wants results for a given position, region, industry, previous experience, education and, for
instance, age, the number of respondents may not be more than 10, even if the survey sample is
robust. Some positions are simply scarce on the labour market for objective reasons.
Relevance of job descriptions when comparing positions - every company has its own
nomenclature for work positions, often based on the company's history or inherited from a parent
company. This makes it important to determine if the salary survey displays individual job
descriptions. It is impossible to expect that such job descriptions will provide a 100% match in
every company. Small and medium enterprises often combine different responsibilities into a
single position, which means these descriptions must be examined closely.
Data validity - the labour market is lively and constantly evolving. Salaries for individual
positions may rise or fall, even when the average salary in a country does not change. As a result,
current data is critical when defining salaries and planning budgets. Reputable salary surveys
publish the age of the data used to calculate salaries.
Complaints, Investigations, Enforcement, and Fines
Information on employment standards complaints including how to file a complaint, employers
responsibilities, and summaries of all employment standard enforcement outcomes from the
current year and archives of previous years.
Employment Agencies
The Saskatchewan Employment Act outlines that job seekers are not to pay fees to find or get
employment.
Employment Standards in Professions and Industries
Information on employment standards that is industry specific. Information for agricultural
employees, independent contractors, care providers, sitters, retail industry, restaurant industry
and more.
Employment Standards Training
Learn about the online Employment Standards webinars available to employers and employees.
Find the full list of topics and registration information.
Layoffs and Termination
Information about layoffs and termination including required notice, pay instead of notice and
group termination.
Vacations, Holidays, Leaves, and Absences
Information on Saskatchewans Public Holidays, annual vacations, and the different family,
medical and service leaves available in Saskatchewan.
Wages and Pay
Information on wages and pay in the workplace including information on overtime, minimum
wage, minimum call-out pay and payroll keeping requirements.
Work Schedules, Permits, and Modified Work Arrangements
Information on work schedules including hours of work and information on breaks. Learn about
modified work arrangements and permits that employers can apply for to vary certain
employment standards.
National Occupational Classification
Occupational Classification, or NOC, is a systematic taxonomy in English of all occupations in
the Canadian labour market. As a Canadian government publication it is concurrently published
in French as Classification nationale des professions. Organized into two volumes, it describes
923 distinct occupations in terms of aptitudes, interests, education, physical activities, and other
qualifiers. A separate index further classifies over 25,000 job titles from the listed occupations.[1]
The NOC is used by program planners, labour economists, rehabilitation professionals, and
others in the health and social services fields in Canada, as well as by insurance companies and
litigators. It is published by Human Resources and Skills Development Canada (HRSDC), which
is the Department of the Government of Canada which supports public policies for labour
market, social development, early childhood and post secondary education. The first Edition of
the NOC was published in 1992, and a Second Revised Edition was offered in 2001. A minor
revision was made in 2006. It is available in printed form, on CD-ROM, and on-line. A 2011
version is in development and is expected to be published in 2016.[2][1]
The NOC supersedes the Canadian Classification Dictionary of Occupations (CCDO), which
was published by HRSDC in 1981. .
A variation of the NOC, known as NOC-S or National Occupational Classification for Statistics,
is maintained by Statistics Canada. According to the NOC-S website, "The two classifications
[NOC & NOC-S] differ only in the aggregation structure of the classification." The first use of
the NOC-S 2001 was in the 2001 Census of Population.
The NOC is one of the main data sources that supports the Working in Canada Tool which is part
of the Government of Canada's Going to Canada - Immigration Portal.
TABLE OF PROVISIONS
Long Title
PART 1 - PRELIMINARY
1. Name of Act
2. Commencement
2A. Relationship to Workplace Injury Management and Workers Compensation Act 1998
3. Definitions
4. Definition of injury
4A. Directors of uninsured employer not entitled to compensation
5. (Repealed)
6. Act binds Crown
7. Certain Acts not affected
7A. Application of Act in respect of coal industry
8. (Repealed)
PART 2 - COMPENSATION-LIABILITY
PART 3 - COMPENSATION-BENEFITS
Subdivision 1 - Interpretation
32A. Definitions
44BA. Definitions
44BB. Review of work capacity decisions
44BC. Stay of work capacity decisions
44BD. Effect of review decision on notice period
44BE. Effect of affirmation or withdrawal on notice period
Subdivision 4 - Interpretation
79. Definitions
80. Adjustment of amounts of benefits according to award rate of pay index
81. Rounding off
82. Publication of adjusted amounts
82E. Definition
82F. Indexation-compensation for permanent impairment
82G. Indexation-no reduction
82H. Indexation-rounding
87D. Definition
87E. Compensation that may be commuted
87EA. Preconditions to commutation
87F. Commutation by agreement
87G. Commutation when worker legally incapacitated
87H. Registration of commutation agreements
87I. Payment
87J. Other commutation agreements invalid
87K. Commutation payment taken to be payment of compensation