Pay Equity Maintenance

In accordance with the Pay Equity Act, on May 25th 2012, the Pay Equity Task Force posted the results of the pay equity maintenance exercise. Employees involved in the program had sixty (60) days from the date of posting to submit comments or make a request for additional information to the Pay Equity Task Force.

All applications received were processed and a written response was sent to the concerned person.

Following these requests, no changes were made to the outcomes of the Pay Equity results. Consequently, the results posted on May 25th 2012 remain unchanged.

Please note that the wage adjustments resulting from this study will be paid out in September 2012.

Pay Equity Task Force

Conformément à la Loi sur l’équité salariale, le comité de maintien de l’équité salariale a procédé, le 25 mai 2012, à l’affichage des résultats du maintien de l’équité salariale. Les personnes concernées par ce programme avaient 60 jours, à compter de la date de l’affichage, pour soumettre leurs observations ou formuler une demande de renseignements additionnels au comité de maintien de l’équité salariale.

Les demandes reçues ont été traitées et une réponse a été transmise par écrit aux personnes concernées.

Suite à ces demandes, aucune modification n’a été apportée aux résultats de l’exercice de maintien de l’équité salariale. En conséquence, les résultats affichés le 25 mai 2012 demeurent inchangés.

Veuillez prendre note que l’ajustement salariale résultant de cette démarche sera effectuée au mois de septembre 2012.

Comité de maintien de l’équité salariale

^{In this document, the male gender is used to represent both sexes, without discrimination towards women or men for the purpose of the evaluation of Pay Equity Maintenance.}

Bishop's University has completed the evaluation of pay equity maintenance for the staff employees and managers.  The Quebec government requires that an evaluation be carried out every five years to ensure that predominantly female job classes continue to have access to the same level of maximum compensation as predominantly male job classes of equal value.  Bishop's University had until December 31, 2010 to post the results of this evaluation  Considering the delay, interest will be added to the wage adjustments ensuing from the exercise.

• Bishop's University is committed to maintaining pay equity as established by the adoption of its Pay Equity Plan.
• Since the implementation of the Bishop's Pay Equity Plan, the University has ensured that salary policies have been applied equitably across all employee groups.
• Rigorous management of a fair compensation structure for all employees and consideration of internal equity have ensured that Bishop's University continues to respect its Pay Equity Program commitments.

APPROACH USED

The evaluation of the pay equity was done by a committee, according to provisions of Artcile 76.2 of the Pay Equity Act.  The committee was composed of four staff representatives, two manager representatives and two other representatives from the University.

The work that was done consisted of:

• Evaluating all changes that occurred since the beginning of the original Pay Equity Program;
• Evaluating all job categories where changes have occurred (new positions, abolished positions, modified working conditions, etc.) which may have generated wage adjustments in predominantly female positions;
• Determining the gender predominance for each job category was verified according to criteria of the Pay Equity Law;
• The value of each position was determined by using the questionnaire that was filled out by each employee and their manager.  With the evaluation tool, the committee revised each position during the evaluation of pay equity maintenance;
• Wage differences between predominantly female positions and those with a male predominance were estimated with a global method (curve) considering the total points of each of the positions (according to 2010 rates);
• The wage adjustments from this exercise are retroactive to December 31, 2010.

WAGE ADJUSTMENT

In accordance with the law, ONLY PREDOMINANTLY FEMALE JOB CATEGORIES ARE ENTITLED TO A WAGE ADJUSTMENT if it is established that the value of the position justifies one.

You will find in the following Appendix B, the list of the positions which will receive a salary adjustment as of December 31, 2010.  

RIGHTS & DEALINE

• Employees have sixty (60) days from the date of the posting to submit comments to the committee or to request additional information.  You will find in Appendix C the form Request for additional information and comments which can be used if needed.  This form must be sent to the Human Resources Office c/o Pay Equity Maintenance Committee before  JULY 23, 2012 to be valid.
  
  
• Within thirty (30) days following the sixty day posting, the University will re-post for 60 days indicating any changes or modifications or that no modifications were necessary.

• Pay adjustments will be paid when results are confirmed and re-posted.

GENDER PREDOMINANCE

According to the Pay Equity Act (Section 55):

A job class may be considered predominantly female or male if:

1. it is commonly associated with women or men owing to gender-based occupational stereotyping:
2. 60% or more of the positions in that class are held by employees of the same sex;
3. the difference between the rate of representation of women or men in the job class and their rate of representation in the total workforce of the employer is considered significant; or
4. the historical incumbency of the job class in the enterprise shows that it is a predominantly female or predominantly male job class.

Using this criteria, the committee has determined the sexual predominance of each job category.  Out of 119 job categories, 71 are predominantly female categories, 46 are predominantly male and 2 are neutral (no predominance).  A list of all job categories and their predominance is shown below in Appendix A.

APPENDIX A  -  Gender Predominance

APPENDIX B  -  Salary Adjustments

APPENDIX C  - Request for additional information and comments

If you have any questions, please contact the Job Classification and Pay Equity Task force at :     bujobclassification@lists.ubishops.ca