York University All Union Pension Group
In March 2013, representatives from six of York University’s unions met to discuss university workers’ pensions. Mentioned at the meeting were the principles of the YUPG (York University All Union Pension Group), ensuring the pension plan’s affordability, providing demographic equity, spousal benefits, and retirement plans.
What you Need to Know about the Tax Credit for Public Transit
Find out more about the federal income tax credit for weekly or longer duration public transit passes and electronic payment cards, and how the Government of Canada is encouraging the use of public transit to reduce air pollution and greenhouse gas emissions.
On July 1, 2005, the Government of Canada launched its program to offer individual Canadians a non-refundable tax credit to help cover the cost of public transit.
In October 2011, YUSAPUY 1 members voted on a very important initiative regarding the new prescription drug card
WHAT IS HAPPENING ON THE PAY EQUITY FRONT?
Unit 2 members are demanding their rights under the Pay Equity Act. They are right to do so. This bulletin will update you on the status of this prolonged process.
Under the Pay Equity Act, employers like York are required to evaluate jobs on the basis of skill, effort, responsibility and working conditions and to ensure that female jobs (those that are predominantly occupied by women) are paid correctly in comparison with male jobs. In Unit 1 at York, this process was implemented many years ago and is being maintained under our collective agreement and our joint job evaluation committees. Employer records regarding rates of pay and job evaluations are easily accessible and formally organized and tracked.
Unit 2 is a different story. Unit 2 members have historically been hired directly through departments or through a central hiring agency. Unfortunately, the University’s record keeping process about rates of pay and job duties for Unit 2 members has been deeply flawed. YUSAPUY is determined to rectify this problem and has been engaged with the University in trying to negotiate a comprehensive analysis of the work of Unit 2 members and how they are hired and paid.
Many of you were asked to fill out questionnaires to determine your job duties. Then, these job duties were evaluated by a joint committee to serve as benchmarks for the evaluation of other, similar jobs in Unit 2. Regrettably, this process has taken a very long time. The major hurdle YUSAPUY faces is the lack of proper records for some jobs and the manner in which these jobs are filled.
YUSAPUY is seeking a comprehensive method of comparing jobs to achieve pay equity, and to resolve the collective agreement. YUSAPUY and the University have exchanged proposals in an attempt to get the job done. At this point, YUSAPUY awaits a response from York on its most recent proposal.
We hope to ensure that your wages reflect the value of your work. We also seek to fix the problems with how people are hired, and the record keeping required to keep track of assignments and rates of pay. If we cannot resolve this through a negotiated plan, the Pay Equity Commission will be contacted to assist in helping us achieve pay equity for Unit 2. Pay Equity rights are human rights.
If you have questions about your job, your rates of pay, and what pay equity means to you, please contact YUSAPUY. Further updates on this process will follow soon.
Joanie Cameron Pritchett
Past YUSA President