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PSAC has provided the federal Pay Equity Commissioner with key reasons to deny Treasury Board’s proposal to have three separate pay equity plans in the core public service instead of one plan covering all employees. The Commissioner will consider our submission, as well as submissions from other federal public service unions also challenging the government’s proposal.
Pay equity
Thirty years ago the federal government passed a law making it illegal to discriminate against women in the workplace. But studies show that the wage gap is actually increasing. Women are still not receiving equal pay for work of equal value. PSAC continues to fight for our members’ right to pay equity – in workplaces ranging from the federal government, to Canada Post to a variety of private employers.
July 19, 2022
Treasury Board has asked the federal Pay Equity Commissioner to approve its request for three separate pay equity plans for the core federal public service. One of these plans would apply to PSAC members.
PSAC is strongly contesting the employer’s request. Dividing the core public service into three separate plans limits how jobs can be compared to determine if there are salary differences based on gender and to make pay adjustments to eliminate those differences.
October 29, 2021
PSAC won a landmark pay equity victory for federal public service workers in 1999 that paved the way for more than 230,000 workers – mainly in women-dominated positions – to receive retroactive salary adjustments totaling over $3.6 billion. Members also secured ongoing pay adjustments to provide equal pay for work of equal value.
Despite this historic victory, women today still do not receive equal pay for work of equal value. The new federal Pay Equity Act is meant to address this ongoing inequity, and union members play a vital role in this process.
October 14, 2021
Pay equity is a fundamental human right. Pay equity is essential because it addresses the undervaluation of women’s work, which contributes to Canada’s significant gender wage gap. Canada’s Pay Equity Act came into effect on August 31, 2021. We compiled this Glossary of Terms as a reference to help members of joint pay equity committees during their mandate.
Pay equity process: a process whereby male dominated and female dominated jobs are compared to identify differences in pay which disadvantage female jobs.
October 13, 2021
Reference to help members of joint pay equity committees during their mandate.
September 2, 2021
It’s so important for PSAC members and Canadians to support parties that will continue to build and fund a universal, accessible and affordable child care system that reduces fees, creates more child care spots, helps women return to work and provide fair wages to chronically underpaid early childhood educators.
August 31, 2021
We invite all PSAC members to complete this brief online survey. Information provided will be used for PSAC analysis and for our submission to the Employment Equity Act taskforce.
February 11, 2021
After a thorough investigation, the CNESST (commission on workplace standards, fairness, health and safety) has found that Université Laval’s postdoctoral fellows are employees as defined in the Pay Equity Act and are thus entitled to a pay equity program and all related benefits, on the following grounds:
December 18, 2020
PSAC-UCTE and NAV CANADA have reached a pay equity settlement involving current and former members at the agency. The Canadian Human Rights Commission-approved settlement is applicable to employees who occupied a position in the CR2, CR3, CR4, CR5 and CR6, as well as ST-OCE-3, ST-SCY-1, ST-SCY-2, and ST-SCY-3 classifications at any time between November 1, 1996 and Jun 30, 2011.
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