Frequently asked questions
Answers to common questions about pay equity and the pay equity process at Concordia university.
Pay Equity Act, art. 1:
“The purpose of the Pay Equity Act is to redress differences in compensation due to the systemic gender discrimination suffered by persons who occupy positions in predominantly female job classes”
Employees who are represented by the employee groups included in this exercise and who occupy predominantly female job classes are the only employees subject to potential pay equity adjustments.
Pay equity can often be confused with other equity matters such as:
- Market equity: Aligning salaries to external market values
- Employment equity: Increasing employment opportunities for groups identified in the Act Respecting Equal Access to Employment: Women, visible minorities, aboriginals and disabled persons
- Internal equity: Adjusting salaries of jobs for internal relativity
Most importantly, Pay Equity is NOT about the person.
It is NOT about his or her education, experience, or personal performance.
It is NOT about the person, but rather about the job that person occupies.
As per the Pay Equity Act, the university analysed jobs on the February 1st of 2009. Positions hired as timesheets are seen to respond to "temporary" needs for organizations therefore these are not considered as job classes under the Pay Equity Act.
However, time spent by a temporary employee in a formal job class will be taken into consideration when and if that job class is eligible to an adjustment.
The current exercise covers the following groups: Support staff (CUSSU); Professional staff (CUPEU); Non-unionized employees (including ACUMAE); Teaching Assistants; Research Assistants; Contractual positions and Casual positions. If your position is funded by non-operating funds, this explains why the Online application for the First posting did not list your position as part of the current pay equity exercise.
Not necessarily. Periods of leave, re-evaluations, retirement dates, union dues and employee specific salary are all elements that must be taken into consideration in the calculations of the pay equity adjustment.
Several reasons may explain why you are not entitled to a pay equity adjustment. If your job category is not to be found among the adjusted categories, it means that no systemic discrimination applied to your situation hence your salary treatment was found adequate in accordance with the Pay Equity Act for the entire period covered for this exercise.
It could also be because your salary as of February 1st 2009 was found to be higher than the pay equity scale maximum identified for your job category. Therefore your salary is maintained and no salary adjustment is applicable.
Another possibility could be that you started working at Concordia after February 1st 2009. This would mean that you would not be covered under this exercise but will be in the maintenance pay equity in the future.
Pay equity adjustments are identified as earnings and as such, are subject to any applicable deductions under the provincial and federal income tax legislation. Some of those deductions are, union dues, Quebec pension, UI, etc. It is also important to note that pay equity adjustments are for the time an employee was active and working in the job category. This means that any unpaid leaves are not included.
Once the second posting and final posting are completed the calculation of the pay equity adjustment can begin. Therefore the calculation will begin around the month of May 2011. In the calculation, HR will be required to trace back each employee in every adjusted pay equity job category from February 1st2009 back to November 21st 2001. It is anticipated that this part of the project is expected to be completed towards the end of 2011.
Retirees who held a position for which adjustments have been identified are covered by this exercise. Salary adjustment would be applicable for the time worked in the category between the period of November 21, 2001 to the time of retirement. This means that the pension would also be adjusted accordingly. Retired employees must submit a request in writing to the Pay Equity Committee in order to receive the adjustments.
As per the Pay Equity Act, Concordia is required to accomplish pay equity based on the positions existing on February 1st 2009. Job categories identified on that date are those to be covered under the Act.
The identification of the pay equity adjustment is the responsibility of the Pay Equity Committee. The calculation of the pay equity adjustments retroactive is the responsibility of the University since paid salaries by the employer must be adjusted. You will be advised of the adjustment amounts when this exercise is completed.
First you must verify if your position is part of a pay equity job category that was identified on the First Posting. If your position is listed then you must refer to the 'Second Posting' to know if any pay equity adjustment is applicable to the job category with which you have been associated. To consult the first Posting and the Second positing you can visit the pay equity website or the pay equity binder located at the front desk of HR, or at the security booth at the Loyola campus). If the job category in question is entitled to an adjustment, you must submit a request in writing to the Pay Equity Committee (firstname.lastname@example.org) with your most recent mailing address information. The University will take necessary steps to calculate your pay equity payout and expedite the amount to your home address.
The evaluation of the job categories and the validation of the results is a responsibility of the Pay equity Committee. As per the Pay equity Act it is mandatory to inform the employees about the pay equity adjustments. The detailed evaluation is confidential to the pay equity Committee.
If you were on maternity, paternity, or parental benefits leave during the period of these adjustments, you may be eligible to a benefit revision by the Régime québecois d'assurance parental (RQAP). If this is the case, the University will provide you with an amended ROE - Record of Employment. This also includes adjustments to the "Top Up".
Question or comments must be addressed in writing to the attention of Dimitra Kofitsa, compensation advisor, at the following address:
Address: Concordia University
c/o Pay Equity
1455 De Maisonneuve Blvd. West, FB 1130
Montreal, Quebec H3G 1M8
The Pay Equity Act requires the analysis of job classes on February 1, 2009. If adjustments are required for a specific job class, these adjustments will be paid whether or not you held that position on a permanent or temporary basis. However you will only be able to see the position you held on February 1, 2009.
Once this exercise is completed then we will be able to determine whether or not an adjustment is required. However there is a possibility that not all female predominant classes receive an adjustment.
This may be because the position you currently occupy is not the position you occupied on February 1, 2009 hence not captured for the purpose of this exercise.
Pay equity is, in essence, equal pay for work of comparable value. The Pay Equity 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.
Internal equity is, in essence, equal pay within the organization for individuals doing the same job, with the same qualifications, education or other job-related criteria.
An internal equity adjustment may be appropriate when salary inconsistencies are found due to differences in the compensation paid to staff members in the same classification with equal years of service within the classification which cannot be explained by differences in education, training, and/or job performance.
External equity is, in essence, organization’s pay rates based on the market rates.
An external or market equity adjustment may be appropriate when salary inconsistencies are found because salary survey data indicates that the mean or median salary for a like position in the outside market is considerably higher than the compensation paid to a staff member within the organization.
No, it is not the same. Equal pay for equal work addresses situations in which men and women do the same work. If a man and woman are doing the same work, such as two cooks or two machine operators on the same line, they must be paid the same, as this is described as equal pay for equal work.
Gender predominance is determined when a job category contains 60% or more incumbents of the same sex. For example, a secretary job category could have 50 incumbents: 65% of which are female. The category would therefore be determined to be female dominant.
Ultimately, Concordia as the employer is responsible for implementing pay equity. The Pay Equity Act requires that a Joint Pay Equity Committee be implemented. A Pay Equity Committee, whose members have been duly trained, must complete steps 1, 2 and 3 of the program. The last part is decided solely by the Employer, after consulting the Committee or the Commission.
This is not what pay equity is about. The process aims solely at comparing compensation between predominantly female job classes and predominantly male job classes within the organization.
After the first posting, all employees represented by the Pay Equity Committee work group have 60 days to write a request for additional information or questions to the Pay Equity Committee. Please complete the pay equity request form available in the first posting documents and return in to the following email address: email@example.com.
The Pay Equity Committee will answer your query within 30 days.
The personal information of an employee such as the salary, address, marital status, etc. is private and confidential. Consequently, it is impossible to divulge this information to someone other than the employee himself.
Members of the Committee do not have to be working in the organization. However, half of the members of the Committee have to be women and the members on the Committee have to represent the principal job categories of the organization.