Second pay equity posting identifies eligibility

“The second pay equity posting is an important step in finalizing the process at Concordia and establishing pay equity at the university,” says Human Resources Associate Vice-President, Carolina Willsher. “It will allow us to begin calculating the final pay equity adjustments in accordance with the Pay Equity Act. The adjustments to the salaries affected will be made retroactively to November 21, 2001, and we hope to complete the process by the end of 2011.”

In 1996, the Quebec government passed the Pay Equity Act. Its main objective is to address systemic discriminatory treatment in the compensation of female-dominated job classes (jobs with similar responsibilities, qualifications and maximum attainable compensation) when compared to male-dominated job classes. If this is the case, employees in female-dominated job classes may be eligible for a salary adjustment. The salaries of those in male-dominated job classes would remain unchanged since the Pay Equity Act only addresses female-dominated job classes.

The first part of Concordia’s pay equity project resulted in a job class listing that was later amended by the Pay Equity Committee based on feedback received from employees. The second part of the pay equity project has identified which job classes are eligible to receive a pay equity adjustment.

The following employee groups have already completed their pay equity plan:

1999

• Concordia University Part-Time Faculty Association (CUPFA)

2003

• Concordia University Library Employees Union (CULEU)
• Syndicat canadien des officiers de la marine marchande (SCOMM)
• Concordia University Union of Support Staff - Technical Sector (CUUSS-TS)

2005

• Concordia University Faculty Association (CUFA)

Results of the second pay equity posting:
The results of the second pay equity posting concern only positions in the following employee groups as of February 1, 2009:

• support staff (CUSSU)
• professional staff (CUPEU)
• non-unionized employees including ACUMAE (management and administrative staff) teaching assistants, research assistants, casual (time sheet) and contractual employees

To find out whether you are entitled to a pay equity adjustment, please consult an easy two-step process on the pay equity website.

If the pay equity code and the pay equity job class related to your position appear in the second posting results, you may be entitled to an adjustment as specified in the listing. As an employee, no action is required; Human Resources will follow up.

If your pay equity code does not appear, it means that government guidelines, as applied by the Pay Equity Committee, have concluded that no systemic discrimination was identified and therefore no pay equity adjustments are applicable.

If you have any questions or observations to submit regarding the pay equity adjustments about the pay equity project in general, please email Dimitra Kofitsa, Compensation Advisor at pequity@alcor.concordia.ca by May 21, 2011.

Related link:
•  Concordia Pay Equity