September 18, 2024 at 11:42 AM
What is Pay Equity?
Pay equity ensures equal pay for work of equal value. If two jobs contribute equal value to the employer's operations, but one is commonly held by women and the other by men, both should receive the same pay.
The concept of "equal pay for work of equal value" can be likened to comparing apples and oranges—they may be different, but both are equally nutritious. For instance, the value of a truck mechanic's work (typically a male-dominated role) might be compared to that of an account technician (commonly held by women). Despite their differences, both jobs provide equal value and should be compensated equally.
The Pay Equity Act
The Pay Equity Act aims to address systemic gender-based pay discrimination, ensuring that employees in predominantly female roles receive compensation equal to the value of their work, just like those in male-dominated jobs.
Key Requirements of the Pay Equity Plan
Under the Act, employers must establish and regularly update a Pay Equity Plan. To do this, they must:
- Identify the different job classes within their workplace.
- Determine whether each job class is predominantly male, predominantly female, or gender-neutral.
- Assess the value of work for each male or female-dominated job class.
- Calculate the compensation for each class.
- Compare compensation between male and female-dominated jobs that provide equal or comparable value.
Employer’s Extension – Pay Equity
Federally regulated employers were required to post their final pay equity plans and notices of pay increases by September 3, 2024. An employer may file a request for authorization to extend this posting deadline, and guidance documents related to this authorization process are available through the Office of the Pay Equity Commissioner’s
Pay Equity Portal (Portal).
An employer who makes an authorization request is required to complete the relevant form in the Portal and provide information about:
- the efforts the employer has undertaken to post the pay equity plan (Plan) by the legislated deadline
- why the employer is unable to meet the deadline
- the proposed extended deadline for posting the Plan
- information about each workplace party that may be affected by the authorization request
- how the employer will complete any remaining work so as to get the Plan posted by the extended deadline
- why an extension is appropriate in the circumstances and the potential impact if the extension is not granted
An employer submitting an authorization request must also notify employees through a “Memo to all Employees” document found in the Portal. As part of its request application, an employer must provide evidence that it has complied with this requirement.
Employers must establish their Pay Equity Plan within three years of becoming subject to the Act. For more detailed information, including access to the full Pay Equity Act, visit the Federal Government website using the link below: click below for the links.
In Solidarity,
Your GTAA Bargaining Committee
Rick Pucilowski, District Chairperson
Mario Di Nardo, Bargaining Representative - Airside
Antonios Kourteridis, Bargaining Representative – Facilities
Pauline Leloudas, Bargaining Representative - Professional and Support
Adriana Ragoonath, Bargaining Representative - Operations
Rob Santo, Bargaining Representative - Skilled Trades
Theresa Amicarelli - Assistant to the Unifor Local 2002 President
Frances Galambosy -Unifor National Representative