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.
Employees hired as timesheets are seen to respond to "temporary" needs and are usually not assigned to a formal position. Therefore they are excluded from the Pay Equity Maintenance exercise.
However, time spent by a temporary employee occupying an existing predominantly female job class will be taken into consideration when and if that job class is eligible to an adjustment.
The employees who occupy the predominantly female job class affected by an adjustment will all receive the same percentage of 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 March 31, 2016 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 March 31, 2016. This would mean that you would not be covered under this maintenance exercise but will be in the next maintenance exercise in 2021.
Pay equity salary scales are applied to predominantly female job classes to ensure that there is no difference in salary for equivalent work in predominantly male job classes. Pay equity salary scales are reviewed every five years by Concordia University as per the Pay Equity Act.
Regular salary scales are those that appear in your collective or other agreements.
There are four possible outcomes:
1. Your position is part of one of the predominantly female job classes deemed eligible for an adjustment. This means that your salary will be adjusted as per the pay equity maintenance results posting on March 24, 2016.
2. The Pay Equity salary scale maximum that applies to your job class is now lower than the previous maximum. If your base salary is below the new Pay Equity scale maximum, there will be no effect on you. If your base salary is higher than the new Pay Equity scale maximum, future regular salary scale increases will be paid to you as per the provisions of your collective
agreement. In most cases, that means that until the salary and the pay equity scales reach the same level, salary increases will be paid as lump sum instead of included in your base salary.
3. The pay equity salary scale that previously applied to you is being eliminated because it is no longer needed. The regular salary scale associated with your position applies. If your base salary is below the new regular scale maximum, there will be no effect on you. If your base salary is higher than the regular scale maximum, salary increases will be paid to you as per the
provisions of your collective agreement. In most cases, that means that until the salary and the pay equity scales reach the same level, salary increases will be paid as lump sum instead of included in your base salary.
4. The pay equity maintenance exercise result did not affect your position or your salary.
Pay equity maintenance 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.
We are planning to pay the adjustments on the pay of April 29, 2016. If modifications are done after the payment following the two postings as required by the Pay Equity Act, we will amend the payments for concerned employees.
If you retired prior to March 31, 2016, you have no entitlement to the Pay Equity Maintenance adjustments as there is no retroactive payment involved in maintenance.
The pay equity maintenance adjustment is calculated on your annual base salary as of March 31, 2016 which is the reference date used by the University when we started the maintenance exercise. The employees occupying a predominantly female job class requiring an adjustment will be advised of the adjustment amounts before end of April 2016.
The evaluation of the job categories and the validation of the results is a responsibility of the University. 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 University.
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 Paul Martineau, Manager, Compensation, at the following address:
Address: Concordia University
c/o Pay Equity
1455 De Maisonneuve Blvd. West, FB 1130
Montreal, QC H3G 1M8
No, not all female predominant classes are expected to receive an adjustment.
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.
Concordia University as the employer is responsible for the pay equity maintenance.
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.
The details of the timelines are included in each posting as well as the contact info for all parties involved.
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 to the employee himself.
The next pay equity maintenance exercise will take place in five years from this exercise, namely March 2021.
Pay Equity Job Classes
The codes used to identify pay equity adjusted job classes are changing. The regular job grades such as GR01, GR14, Lev7 have not changed. The codes for job classes for pay equity will now be identified as follows:
- PE stands for Pay Equity;
- XXXX is the sequential number of the job class
- YY is the Union/Association group code;
- A is indicating that this PE job class is pay equity adjusted – if no A this means it is not pay equity adjusted
- For example: PE192-14A is a pay equity adjusted job class in CUSSU
We are changing the job codes so that it is clear which job classes have been adjusted for pay equity.
There are different codes because there are two different processes used to determine the monetary compensation assigned to a job:
- The first process is governed under the University regular job evaluation plan (i.e. JEP); The job grade is determined by conducting a thorough review of the position. The position is graded against a job evaluation plan with value-weighted factors and sub-factors. The final job grade is based on the total value of all factors combined.
- The second process is governed under the Pay Equity Act. The pay equity process aims solely at comparing compensation between predominantly female job classes and predominantly male job classes within the organization.