Pay equity demands equal pay for work of equal value and is internationally recognized as a fundamental human right. Jobs commonly held by women are too often undervalued and underpaid, which contributes to the gender wage gap. Jobs falling into this category include those held by members of the Canadian Association of Professional Employees (CAPE) working in lower classification positions.
The Pay Equity Act, which came into force in August 2021, is intended to tackle this issue in federally regulated organizations and businesses. Work is now underway to meet its requirements.
CAPE representatives will serve on each group’s Pay Equity Committee (PEC) to represent the interests of its membership.
The Pay Equity Act – a recent fix
The purpose of the Act is “to achieve pay equity through proactive means by redressing the systemic gender-based discrimination in the compensation practices and systems of employers that is experienced by employees who occupy positions in predominantly female job classes so that they receive equal compensation for work of equal value, while taking into account the diverse needs of employers, and then to maintain pay equity through proactive means.”
The Act requires employers to proactively establish a pay equity plan and to adjust salaries as required. Employers, defined as any organization or business that is regulated by the federal government, are required to publish their pay equity plan and the notice of pay increases by September 2024. The Library of Parliament (LoP), the Office of the Parliamentary Budget Officer (OPBO), RCMP, and the core public administration under the Treasury Board Secretariat (TBS) will each have its own pay equity plan.
One of the first steps in developing a plan is to determine if a job class is “predominantly female”, “predominantly male” or neutral, with 60% being the threshold to be considered predominant. Most lower classifications for CAPE members are predominantly female, meaning that female employees comprise 60% or more of the employees at those levels.
According to the Act, a single pay equity plan is the norm. However, pursuant to section 30 (1) of the Act, multiple pay equity plans under a single employer can be authorized as long as the Pay Equity Commissioner finds it appropriate under the circumstances and consistent with the purpose of the Act: redressing gender-based discrimination in employers’ pay practices and classification systems.
CAPE, PIPSC and PSAC oppose TBS proposal for three separate plans
TBS formally sent a request to the Pay Equity Commissioner for three distinct pay equity plans for the core public administration on June 24, 2022. The TBS application proposes one plan for PSAC bargaining units, one for PIPSC bargaining units, and one for all other bargaining units, including CAPE. CAPE and other bargaining agents have challenged the TBS proposal, as it would undermine the aim of the Act, which is to ensure that federal employers provide equal pay for work of equal value.
In February 2023, CAPE, in collaboration with the PIPSC, submitted a response to the Pay Equity Commissioner to advocate for a single pay equity plan. The Commissioner will render a ruling on whether to deny or authorize the Treasury Board’s proposal for multiple pay equity plans in June 2023.
Library of Parliament and Office of the Parliamentary Budget Officer
In June 2023, CAPE began participating in the PEC of the OPBO. The Association is represented by two CAPE members and a staff member.
CAPE has had preliminary discussions with the LoP. These focused on the creation of the PEC, training, and organizing a meeting with CAPE members to select pay equity representatives.
RCMP
Pay equity meetings with the RCMP have been ongoing for months, despite CAPE’s objection to the inclusion of civilian members in the RCMP equity plan instead of the public service plan. CAPE is currently represented on the RCMP PEC by a staff member, and National Executive Committee (NEC) member.
CAPE to recruit members for PEC
While the PECs for the core public administration are still pending the decision by the Pay Equity Commissioner, NEC members have been selected as pay equity representatives for when they are needed.
In the coming weeks, CAPE will also be recruiting additional members to serve as pay equity representatives. Selected members will provide feedback during the process, such as for job descriptions. To ensure the best representation, CAPE is selecting candidates based on criteria such as sex – by law, 50 percent of PEC members must be women ─ classification, department, classification level, language, regional representation, demonstrated ability to work as a team member, and knowledge of different job descriptions.
CAPE will continue to fight the gender wage gap and contribute to building sustainable and equitable pay practices and systems.
Visit our website to learn more about our work around pay equity and access other resources.
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