If the increase is within a formal compensation grid (with the data entered in the Job Data section), this will have no impact on the Pay Equity analysis for the year.
If your organization does not have a formal wage grid, please see below or contact an HCI consultant or legal representation.
Generally the highest obtained wage rate an employee obtained during the year is used. If an employee had a wage increase during the year that did not coincide with a standard reporting period company wide compensation adjustment you may need to review the wage information after completing the your Pay Equity Plan to ensure that your organization was within Pay Equity compliance during the whole calendar year. If the employee was in a Male Job Class and was a Female Job Class comparator, it should be determined what impact, if any, the wage change had on the Job Rate for the Job Class. If the employee was in a Female Job Class, the male comparator rate should be manually compared to the any lower Job Rates throughout the year to determine if any adjustments may be owing for previous rates. If an adjustment is owing on the higher obtained wage rate, then the adjustment for the wage rate at the lower rate is going to be larger.