On this website you will find information about Pay Equity at Concordia University. This project analyzes jobs as they existed on February 1, 2009 and only applies to the following groups:
Please note that as per the Pay Equity Act, employees working in jobs normally held by students working at the university in their field of study are excluded.
All Quebec organizations had to comply with the provisions of the Pay Equity Act by December 31st, 2010.
September 19, 2012
Affected groups are CULEU, CUUSS-TS, United Steel Workers (Local 9538) SGW and United Steel Workers (Local 9538) Loyola
Under the Pay Equity Act, an employer is required to periodically conduct pay equity maintenance in their organization to determine if differences in compensation were recreated between predominantly female job classes and predominantly male job classes. This evaluation must be conducted every five years.
The pay equity maintenance exercise has now been completed for CULEU (Concordia University Library Employees Union), CUUSS-TS (Concordia University Union of Support Staff - Technical Sector), United Steel Workers (local 9538) SGW and United Steel Workers (local 9538) Loyola. Salary gaps have been identified for female predominant library positions that fall within pay equity class four and five. The required posting may be found on the pay equity website at the following link: http://equity.concordia.ca/pay-equity-results/
The identified salary gaps, based on the December 31, 2010 information, are applicable on all hours worked for the female predominant job classes four and five.
An interest rate of 5% annually is applicable on the pay equity adjustments. The adjustments will be paid on October 5th, 2012. Affected employees will be receiving a letter before the end of September.
Any questions can be addressed to Dimitra Kofitsa, compensation advisor, at pequity@alcor.concordia.ca
July 16, 2012
Under the Pay Equity Act, an employer is required to periodically conduct a pay equity audit in their enterprise to determine if differences in compensation were recreated between predominantly female job classes and predominantly male job classes. This evaluation must be conducted every five years and normally this audit is performed by the employer alone rather than through use of a committee. For CUCEPTFU, CUPFA and CUFA the exercise is completed and the required postings may be found on the pay equity website at the following link: http://equity.concordia.ca/pay-equity-results/
The pay equity maintenance exercise for CULEU will be completed before year end.
In the case of the other groups, CUSSU, ACUMAE, CUPEU and NON-UNIONIZED, who just had their exercise completed in 2011, they will have the maintenance audit performed in 2016.
June 21, 2012
Under the Pay Equity Act, an employer is required to periodically conduct a pay equity audit in their enterprise to determine if differences in compensation were recreated between predominantly female job classes and predominantly male job classes. This evaluation must be conducted every five years and normally this audit is performed by the employer alone rather than through use of a committee. For CUCEPTFU and CUPFA the exercise is completed and the required postings may be found on the pay equity website at the following link: http://equity.concordia.ca/pay-equity-results/
The pay equity maintenance exercise for CUFA and CULEU will be completed before year end.
In the case of the other groups, CUSSU, ACUMAE, CUPEU and NON-UNIONIZED, who just had their exercise completed in 2011, they will have the maintenance audit performed in 2016.
An amended posting for pay equity has been published under the tab Pay Equity Results, Amended Posting. Please refer to the posting for details. Affected employees will be receiving a letter before the end of May.
Any questions can be addressed to Dimitra Kofitsa, compensation advisor, at pequity@alcor.concordia.ca
On March 20, 2012, employees who had received the first installment of the pay equity adjustment in December 2011 were mailed a letter explaining their individual pay equity details. The re-calculation affects the amount of the retroactive adjustment only, and only for the period of November 21, 2001 to November 20, 2005.
The adjustments will be included on the April 6, 2012 pay cheque.
In 2011, Concordia made a request to the Pay Equity Commission to calculate the pay equity retroactive payments in installments. While awaiting a decision from the commission, and to follow through on its commitment to make the payments in 2011, the university made the payments in December 2011. These payments were based on installments with the clear understanding that should the commission not agree with the university’s request, the necessary modifications would be made at a later date.
In a preliminary notice from the commission, the university has been advised that its request to calculate pay equity adjustments in installments is not likely to be successful. As a result, the university has decided to withdraw its request in order to avoid further delays in finalizing payments to employees.
Therefore, the university is re-calculating the pay equity adjustments without installments. This means affected and eligible employees will receive the difference between the amount they received in December 2011 and the new calculation. Additional payments are expected to be made in April 2012.
Affected employees will receive a letter in March explaining their individual pay equity details.
Related links:
Concordia University is committed to the principle of pay equity, and has been diligently working to meet its obligations under the Pay Equity Act. These efforts involved working with the Concordia Pay Equity Committee whose members included representatives from the university as well as from support staff (CUSSU), professional staff (CUPEU) and non-unionized staff, including ACUMAE.
Pay equity is, in essence, equal pay for work of comparable value. The act states that jobs must be evaluated and work mostly or traditionally done by women be compared to work mostly or traditionally done by men. If jobs are of comparable value, then female jobs must be paid the same as male jobs.
The committee's work resulted in a Pay Equity Program for the following employee groups:
Retroactive pay equity adjustments
Many employers in Quebec have benefited from the ability to calculate the pay equity adjustments in instalments. The Pay Equity Act automatically allows employers to calculate payments in this way when using data as at November 2001. A change in the legislation provided employers with the ability to use data as at February 1, 2009.
“As a consequence of Concordia deciding to use 2009 data, which are more reliable and accurate, we were not automatically accorded the benefit provided to other employers using the older 2001 data. In assessing how best to move forward in meeting our obligations to our employees, Concordia made a request to the Quebec Pay Equity Commission to calculate the pay equity payments in instalments,” explains Carolina Willsher, associate vice-president, Human Resources. “This decision was not taken lightly and took into consideration the impact of the total cost of the pay equity exercise on the university's current financial situation.”
The commission is still considering this request; however, Concordia does not wish to delay the payment of retroactive pay equity adjustments, reflecting its commitment to making these payments in 2011, says Willsher.
As a result, affected employees will be receiving a letter over the course of the next week explaining their individual pay equity adjustments. These adjustments will be paid on December 16. If the Pay Equity Commission does not grant the university's request, Concordia will make the necessary modifications to pay equity adjustments at a later date.
Related links:
According to the Pay Equity Act, every Canadian business with more than 10 employees must reach and sustain pay equity for all its employees.
In March of this year, Concordia's Pay Equity Committee published the results of the pay equity exercise in which eligibility of pay equity job classes were identified. Since then, the university has been working diligently calculating the pay equity adjustments for eligible employees back to November 21, 2001.
In order to mitigate the financial impact on the university, a request was made to the Pay Equity Commission to calculate the retroactive payments based on instalments. Affected employees have until Thursday, October 20 to make comments on the request.
For more information on the subject please see the Important notice from the Pay Equity Commission. (Version Française)
Page Title: Welcome - Concordia University - Montreal, Quebec, Canada
Page URL:http://equity.concordia.ca/index.php ...
Date Printed: Fri May 24, 2013
