As many of you will be well aware, McGill has begun the process of depositing pay equity payments to employees whose positions were deemed by the 2001 and 2005 pay equity maintenance audits to be historically female-dominated. MUNACA, AMURE, and SEU have already had their retroactive compensations made, despite their still remaining some concerns as to how positions were evaluated by McGill. AMUSE has recently met with the University’s Director of Total Compensation Alice Kieran and Director of Employee Relations Robert Comeau in order to inquire what effects the implementation of the Pay Equity Plan will have for the members of our union.
Those of you replacing MUNACA members will have your salaries adjusted to reflect the new minimum (or 80% of the new minimum if you have just begun a first contract of less than 6 months) salary floor for your position as it will be adjusted in MUNACA’s Collective Agreement. The University has told AMUSE that your salaries should be adjusted to the new MUNACA minimum rate by the last pay of March 2014. Unfortunately the funds have yet to be accrued by the University to cover the costs of the new adjustments and so departments themselves will be responsible for this. Should your forthcoming salary adjustment in any way modify your working conditions or employment status, get in touch with email@example.com as soon as possible. If you do not receive a salary adjustment by April, please do also get in touch so that we can be aware of it.
Retroactive payments will also be in order, but the University will only now begin evaluating who from AMUSE will be entitled to getting retro payments and the individual amounts of those payments. This is said to happen “in a few months.” Those payments that are made will span to the date of the signing of our Collective Agreement (April 20, 2012) and will have all hours worked in a position deemed female-dominated by the pay equity plan retroactively compensated at the newly adjusted rate for that position. This will be the case for all members of AMUSE, present and past, who qualify as having worked in a female-dominated position.
You can read up about Pay Equity at McGill and which positions were assessed as female-dominated here: http://www.mcgill.ca/hr/workingmcgill/pay-equity
It is also your right to file a complaint to the Pay Equity Commission as to the non-implementation of the pay equity plan to your position. Doing this will likely result in the University’s taking faster action on the implementation of Pay Equity for AMUSE members, and so it is highly recommended you do so.
The complaint form can be found here: http://www.ces.gouv.qc.ca/english.asp The text of the complaint can be as basic as “McGill University has not implemented the Pay Equity Plan on my position and on other positions covered by the bargaining unit AMUSE-PSAC 17600.” Including this text will allow all complaints filed by AMUSE members to the commission to be considered under one dossier and is also highly recommended.
This is all of the information AMUSE has at the moment. As soon as we become aware of the new minimum floors for MUNACA positions, these will be posted on our website. If you have any further questions about Pay Equity and your membership in AMUSE, please feel free to get in touch with firstname.lastname@example.org or email@example.com.
Reminder: Group 1 & 2 ‘Casual Meet & Greet’
FULL-TIME AMUSE MEMBERS: Are you feeling disposable? Under-appreciated? You’re not alone.
Approximately 100 AMUSE members work full-time in MUNACA replacement positions.
If you are one of them, you know well that the precarious employment conditions associated with your status as a ‘casual’ are unsustainable and this status often allows the employer to treat you with a level of dignity and respect inferior to that given to your ‘permanent’ counterparts. In times of financial insecurity, full-time AMUSE members often take the hardest hits, and, get this: job losses for full-time AMUSE members are not even factored in to the calculations of ‘job loss’ that were advertised through McGill’s MROs in the context of budget cuts. Insulting, isn’t it?
AMUSE is currently trying to mobilize the base of our full-time members, and the first thing we’d like to do is organize a casual (ha!) meet and greet so that full-time AMUSE members have the opportunity to share their experiences and talk about issues, successes, and frustrations to one another and to the AMUSE exec. We cannot let the current treatment of full-time ‘casuals’ persist. Let’s talk. So far only few full-time members have responded to our invite! If you are interested in participating in a meet&greet for full-time casuals, we sincerely hope you fill out the following form, so that AMUSE’s Outreach Coordinators can get a better idea of full-time members’ availabilities and organize a discussion session accessible to you.
You can also e-mail AMUSE’s Outreach Coordinators (firstname.lastname@example.org) if you would like them to drop by your workplace or answer any questions about your employment.
Rate of Pay
Confusion surrounding the issue of rate of pay has become apparent in the case of full-time AMUSE members replacing MUNACA positions. This is in no way the fault of individual members, but is an issue of a disagreement over the interpretation of the AMUSE Collective Agreement between AMUSE and McGill. As it stands, our Collective Agreement (22.01) says that “At the hiring date,” full-time AMUSE members with contracts of at least six months will make 100% of the minimum rate of pay for their position as defined in the MUNACA Collective Agreement. Then, in June, when that MUNACA minimum rate goes up, AMUSE members’ pay rate currently doesn’t consistently go up to the new minimum rate, but is adjusted only by the 1% guaranteed by the last sentence of article 22.01. AMUSE is of the position that this application of our Collective Agreement constitutes an illegal disparity of treatment. The University is treating MUNACA’s Collective Agreement as something that gets frozen in time on the date you were hired! Imagine, you, who have been working since September 2013, get a raise of only 1% on June 1st 2014, while someone who is newly hired into a position analogous to yours on June 2nd 2014 makes 1.5% higher than your original rate! Disparity of treatment based solely on the hiring date is illegal (article 87.1, Normes du Travail) and AMUSE will be going to arbitration with the University on this issue. Arbitration is set to happen October 31st, 2014.
All this to say, if you are currently confused as to why your rate of pay is not the new 100% of the minimum MUNACA rate of your position, this explains it. The University refuses to treat casuals with the same level of dignity and appreciation it shows to permanent staff and will jump through hoops in order to save a penny. Essentially, AMUSE and the University are going to arbitration in order to grant AMUSE members their basic Canadian right to equal pay for equal work.
If you have any questions about this issue, please get in touch with email@example.com.
It would be great to know that we have some member support on this issue, an issue that appears at times to be so unbelievably simple to resolve and so obviously unjust.