Core Public Administration
The pay equity committee was required to publish its plan by September 3, 2024. However, over the summer, the employer requested a three-year extension, citing an inability to meet the deadlines outlined in the Pay Equity Act. The employee representatives opposed this extension, arguing that it has been the employer's responsibility to comply with the Act since its implementation in 2021. Despite this, the Office of the Pay Equity Commissioner approved the employer’s request, and the committee is now scheduled to publish the pay equity plan by August 2027.
In the meantime, the committee is finalizing the determination of gender predominance within the core public administration and preparing for the next phase: evaluating the value of work. After a rigorous process involving bargaining agents, Ernst & Young has been appointed to support the committee in the job evaluation process as part of the development of the pay equity plan.
RCMP
The pay equity committee ) was initially required to publish its plan by September 3, 2024. However, over the summer, the employer submitted a request for an 18-month extension, citing an inability to meet the deadlines outlined in the Pay Equity Act. While the employee representatives did not object to the request, they stressed the importance of maintaining steady progress throughout the extended timeline, despite potential challenges such as upcoming elections.
As a result, the new deadline for posting the RCMP pay equity plan is now February 28, 2026.
Regarding the committee’s work, it continued to meet for three days each month, even during the summer, to discuss global compensation, focusing on defining which elements of compensation should be included or excluded from the pay equity exercise. The committee expects to finalize this stage by the end of the year.
Meanwhile, Ernst & Young, the consulting firm tasked with assisting the committee in the job evaluation process, held an initial meeting with the committee to introduce their team. The committee is expected to prepare for the value of work analysis by the end of this year.
Library of Parliament
In June 2024, the employee representatives submitted a notice of dispute to the Office of the Pay Equity Commissioner following disagreements with the employer over the job evaluation process, specifically concerning the job evaluation tool and the level of employee representative participation. Both parties have agreed to enter mediation, which is scheduled for November 4, 2024.
As a result, any requests made by the employer, including the request to continue the pay equity exercise without the committee and the request for an extension, are on hold until a consensus is reached during mediation, or the Commissioner makes a decision on the dispute.
