Work on a proactive pay equity plan at the National Film Board of Canada (NFB) has reached cruising speed. As required by the Act, this committee includes representatives of the employer, non-unionized employees and of each bargaining agent. The two PIPSC representatives are fortunate to have the active support of two members, including the group’s President. The committee benefits from their knowledge of the NFB at every meeting.
The committee agreed on-the-job evaluation tool. The atmosphere at the table is still good, and we should soon be starting to evaluate jobs using the new, modified standard. The work carried out in each of the equity committees should make the job analysis stage simpler than elsewhere.
Once this work has been completed, the committee will be tasked with comparing female-dominated and male-dominated jobs/job classes to determine whether pay equity gaps exist. A draft report will be published for comment by all NFB workers. Once this report has been finalized, salary adjustments will be made for all employees (regardless of gender) in female-dominated job categories with a pay equity gap.
The employer obtained a 12-month extension of the work. All lump sums and interest are retroactive to September 4, 2024. All amounts become payable in full on the day following the posting of the final pay equity plan at the new deadline. Members with questions or comments are invited to write to payequity@pipsc.ca.
In solidarity,