CUPE 4070

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Pay Equity

Chris Amaddeo

Dear Members, 

  We'd like to share some important information about the significance of the Pay Equity Act and the Committee tasked with overseeing its implementation in Canada. This information was intended for our General Membership meeting. As we were unable to present, we are sharing a detailed communication below with a Q and A. 

  Pay Equity, which upholds the principle of equal pay for work of equal value, goes beyond mere fairness; it represents a fundamental human rights issue and plays a pivotal role in fostering a more equitable society.  

  The Pay Equity Act in Canada serves as a critical tool in addressing systemic gender-based wage discrimination. By requiring employers to provide equal compensation for work of equal value, regardless of gender, the act helps to dismantle barriers that contribute to the persistent gender pay gap. It ensures that women, who have historically been undervalued and underpaid for their work, are fairly compensated for their contributions to the workforce. 

  The establishment of the Pay Equity Committee underscores the commitment of the Canadian Government to uphold the principles of fairness and equality in the workplace. The committee plays a vital role in overseeing the implementation of the act, ensuring compliance by employers, and addressing any issues or challenges that may arise. Its work is essential in promoting transparency, accountability, and progress towards achieving gender pay equity. 

  The Pay Equity Act and the Committee tasked with its implementation are instrumental in advancing gender equality and economic justice in Canada. Representing our Flight Attendants on the Pay Equity Committee are our President Alia Hussain (WS CCM), Meghan Gulliver (WS Based-Steward), and representing Encore is our Base VP Heather Crippen. 

  Their roles on the committee are pivotal, as they bring firsthand experience and insights into the unique challenges faced by flight attendants in achieving pay equity. The Cabin Crew representatives will work collaboratively to ensure that the voices of our flight attendants are heard.  

  By actively participating in the committee's deliberations and decision-making processes, they aim to drive meaningful change towards fair and equitable compensation practices within our organization.  
 

Frequently Asked Questions: Pay Equity Act in Canada 

1. What is the Pay Equity Act in Canada? 

  • The Pay Equity Act is a piece of legislation aimed at ensuring equal pay for work of equal value, irrespective of gender. It mandates that employers establish and maintain pay equity within their organizations to rectify gender-based wage. disparities. 

2. When was the Pay Equity Act introduced?  

  • The Pay Equity Act was introduced in Canada in 1987. However, its roots can be traced back to the activism of the 1960s and 1970s, when calls for equal pay gained momentum. 

3. What prompted the introduction of the Pay Equity Act? 

  • The Pay Equity Act was introduced in response to longstanding gender-based wage discrimination in the workforce. It was a culmination of efforts by activists, unions, and policymakers to address systemic inequalities and promote workplace fairness. A few notable historical moments are listed below:  

  • Canadian Bill of Rights (1960): While not directly related to pay equity, the Canadian Bill of Rights, introduced by Prime Minister John Diefenbaker in 1960, laid the groundwork for recognizing fundamental human rights, including the right to equal treatment and non-discrimination. 

  • "PSAC v. Canada" Supreme Court Decision (1986): This landmark case, where the Public Service Alliance of Canada challenged gender-based wage discrimination in the federal public service, led to a significant Supreme Court decision recognizing pay equity as a human right protected under the Canadian Charter of Rights and Freedoms. This decision highlighted the need for legislative action to address gender-based pay disparities 

  • Introduction of Pay Equity Legislation in Provinces (Late 1980s): Several provinces in Canada, including Ontario, Quebec, and British Columbia, introduced pay equity legislation in the late 1980s and early 1990s. These laws aimed to address gender-based wage discrimination in the public sector and set the stage for federal action. 

  • Pay Equity Task Force (1984-1986): The federal government established a Pay Equity Task Force in 1984 to examine the issue of pay equity in the federal public service. The task force's recommendations provided valuable insights into the systemic barriers faced by women in achieving equal pay for work of equal value. 

  • Introduction of the Pay Equity Act (1987): Building on the recommendations of the Pay Equity Task Force and inspired by provincial pay equity legislation, the Canadian government introduced the Pay Equity Act in 1987. This legislation aimed to ensure equal pay for work of equal value in the federal public service and federally regulated sectors, marking a significant step forward in the fight against gender-based wage discrimination. 

4. How does the Pay Equity Act work? 

  • The Pay Equity Act requires employers to evaluate and compare the value of different jobs within their organizations based on factors such as skill, effort, responsibility, and working conditions. Employers are then mandated to adjust wages to ensure equal pay for work of equal value, with a particular focus on eliminating gender-based pay disparities. 

5. What is the role of the Pay Equity Committee?  

  • The Pay Equity Committee plays a crucial role in overseeing the implementation of the Pay Equity Act. It is responsible for monitoring compliance by employers, providing guidance on pay equity matters, and addressing any challenges or disputes that may arise. The committee ensures transparency and accountability in the enforcement of pay equity principles. 

 6. How does the Pay Equity Committee operate?  

  • The Pay Equity Committee typically consists of representatives from various stakeholders, including government agencies, employers, unions, and advocacy groups. It meets regularly to review pay equity plans, address grievances, and provide recommendations for improving pay equity practices within organizations. 

7. Why is the Pay Equity Act important for workers and employers? 

  • The Pay Equity Act is essential for promoting fairness, equality, and inclusivity in the workplace. For workers, it ensures that they receive fair compensation for their contributions, regardless of gender. For employers, it fosters a more equitable and productive work environment while mitigating the risk of legal action due to pay discrimination. 

8. What are the consequences of non-compliance with the Pay Equity Act? 

  • Non-compliance with the Pay Equity Act can result in legal consequences, including fines, penalties, and legal action by employees or the Unions.  

9. How has the Pay Equity Act evolved over time? 

  • The Pay Equity Act has undergone amendments and updates over the years to strengthen its effectiveness and address emerging issues. Recent changes have expanded coverage to additional sectors and enhanced enforcement mechanisms to ensure greater compliance with pay equity principles. 

10. Where can I find more information about the Pay Equity Act and Committee? 

  • Additional information about the Pay Equity Act and Committee can be obtained from government websites, labor organizations, and legal resources specializing in employment law. Additionally, employers and unions may provide guidance and resources on pay equity compliance within their respective organizations. 


Your CUPE 4070 Executive Team
CUPE 4070 President, Alia Hussain
CUPE 4070 Vice-President, Tyson Conrod
CUPE 4070 Secretary-Treasurer, Alex Grigoriev
CUPE 4070 Recording Secretary, Calvin Gautschi
WestJet YEG/YVR Base VP, Chris Brewer
WestJet YYC Interim Base VP, Lisa Blayney
WestJet YYZ Base VP, Bryan Hansraj
WestJet Encore YYC Base VP, Heather Crippen
WestJet Encore YYZ Base VP, Marcus Johnston-McKinney