Pay Equity provisions in Collective Agreement

Full text of the 1996-99 collective agreement

The following are provisions in the current collective agreement that relate to pay equity:

Article 25: COMPENSATION

For 1996-97

• ...
• $650,000 for faculty pay equity adjustments as per attachment 1 retroactive to July 1, 1995. If the parties are unable to agree on the distribution of these monies, the matter will be referred to Kevin Burkett as an arbitrator under the collective agreement for resolution.
• ...

For 1997-98

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• For women faculty who retired between January 1, 1990 to June 30, 1996, a lump sum one-time only amount of $2,700 per person will be credited to each person's generic research account effective July 1, 1997, unless they apply for payment in cash before June 30, 1997.
• ...

PAY EQUITY

A. Librarians

B. Faculty

1. Identify women eligible for compensation as those whose pay, on 1 July 1995 was:
   1. $2,500 or more below the male line, regressing pay only on years since first full-time teaching appointment and a variable to identify Alternate Stream faculty
      OR
      
   2. $2,500 or more below a male line, regressing pay only on age and a variable to identify Alternate Stream faculty,
      OR
   3. $2,500 below the male line in (i) above when relevant previous experience is credited (see attachment).
2. To identify women who might be eligible in (a)(iii) above, information on potentially relevant previous experience is to be obtained by means of telephone interviews conducted the contract by ISR, as included in the agreed-upon questionnaire, including:
   1. part-time or full-time teaching in educational institutions of various levels. Only for members of the Faculty of Education will elementary and high school teaching be considered relevant;
   2. research work;
   3. employment in business or profession;
   4. professional creative activity;
   5. other work experience relevant to the present academic position.
   Different information will be collected for: faculty with w graduate degree; faculty with an undergraduate but no graduate degree; and faculty without a university degree. The parties agree to implement YUFA proposal for crediting relevant experience (attached).
3. In allocating the total amount of compensation to individual women, we affirm the principle that the proportion of the anomaly to be compensated will increase for larger anomalies.
4. Measure to prevent recurrence of gender anomalies to be settled.

C: Pay Equity Plan