Classification Conversion Decision
New Salaries and Other Information
Following the arbitration decision, here is the key information that you’ll need to
understand what it means for you. We believe that this decision violates aspects of the
Canadian Human Rights Act and we will be looking at our options to determine how best
to challenge the decision. However, in the meantime, it will be implemented and this
document sets out some of what it will mean for you.
1.
The Classification Structure
The new system has 8 levels. All jobs in the bargaining
unit fall within one of these levels, based on the number
of points that your job was given. The table to the right
shows the points that determine each level.
2.
Implementation date
The new system will be implemented retroactively to
July 1, 2011. If your new rate is higher than your old
rate, you will likely be eligible for a retroactive increase.
3.
Level
1
2
3
4
5
6
7
8
Start
0
110
137
170
210
260
321
396
End
109
136
169
209
259
320
395
488
Salary Grid and How to Find your new Salary
Once you
Level
Step 1
determine your
1
$ 29,886
level, based on
2
$ 33,255
your job’s points, 3
$ 37,373
you can find your 4
$ 42,363
new salary by
5
$ 48,602
using your salary 6
$ 56,212
which was
7
$ 65,569
payable as of July 8
$ 77,172
1, 2011 and
going through the following steps.
$
$
$
$
$
$
$
$
Step 2
31,754
35,334
39,709
45,011
51,640
59,725
69,667
81,995
Step 3
$ 33,622
$ 37,412
$ 42,044
$ 47,659
$ 54,677
$ 63,239
$ 73,765
$ 86,819
Step 4
$ 35,490
$ 39,491
$ 44,380
$ 50,306
$ 57,714
$ 66,752
$ 77,863
$ 91,642
Step 5
$ 37,358
$ 41,569
$ 46,716
$ 52,954
$ 60,752
$ 70,265
$ 81,961
$ 96,465
1) Identify your level in the new pay grid (the horizontal row)
2) Find the step on the pay grid which is closest to but not less than your July 1, 2011
salary
For example, if you are an AS-01 your July 1, 2011 salary grid is below. In this example,
you are at the 3rd step on the grid and your current salary is $50,031 (in italics).
AS-01
46,360
48,192
50,031
51,854
53,683
55,295
In this example, let’s say that your job got a rating of 240 points. This means that you
are put into Level 5 in the new system. Under the conversion rules, you would be put
into the rate which is closest to but not less than your current salary. Looking at the
Level 5 grid below, that rate is $51,640.
Level 5
48,602
51,640
54,677
57,714
60,752
There is one important case which is an exception to the rules above: If your new level’s
maximum is lower than your old maximum, you will continue to be paid at your old
level. Please see section 5 on Salary Protection below if this applies to you.
4.
Moving up the grid
The above rules show how to find your place on the grid at the time of conversion,
which is July 1, 2011. What happens then?
For those who were already at their previous classification maximum for at least one
year before the conversion happened, you are immediately moved up one additional
step. Looking at the same example above, if this person had been at her maximum of
$55,295, under the “closest to but not less than” rule, she would be put at Step 4 $57,714. But if she had been at her maximum for at least a year, she would be placed
up one step and be at $60,752 on July 1, 2011.
Everyone, regardless of their position in their old grid, who is not at their maximum in
the new grid will move up a step on the anniversary date of when you started in your
previous classification. If your anniversary date was September 20, then on Sept. 20,
2011, you will move up one step, and so on for every year until you are at the maximum
of your new pay grid.
Again, this all happens retroactively from July 1, 2011 through to today. And it is
important to recognize that the grid on the previous page will increase by the economic
increases of 3% on March 1, 2012 and another 3% on January 1, 2013.
5.
Salary Protection
If your new level’s maximum is lower than your old maximum, you will continue to be
paid at your old level. You will receive all negotiated economic increases on top of your
salary. If you’re you’re not yet at the maximum of your old level salary scale, you will
continue to receive your yearly salary increments until you reach that maximum and all
negotiated economic increases. If you’re in this situation, you will not lose anything
through this process.
6.
Classification Challenge Process
The Union did not negotiate the points given to your job. The arbitration decision did
not determine that either. These points were assessed by a joint committee some time
ago. If you feel that you have been improperly assessed, you will have the opportunity
to file a challenge.
The points that your position received are based on the duties outlined in the job
questionnaire you completed in 2011. If you believe that your job duties have changes
or that significant duties were not included in the job questionnaire you may want to file
a classification challenge. If you think that the job questionnaire is accurate, but that the
classification standard was wrongly applied, you may also want to file a classification
appeal. This appeal will be heard by the Joint Classification Committee (JEC), and if you
are still dissatisfied with their ruling, the matter may be sent to third-party adjudication
(arbitration).
You should receive a notification of your points from the employer within the next week
or two. Once you have received this, you will have 45 days to submit a challenge. If you
decide to file a classification challenge, your union will provide any assistance you may
require. Your first point of contact should be your local president or a member of your
bargaining team.
7.
Final Issues
The supervisory differential will no longer be in the collective agreement. Anyone
receiving this benefit will have it rolled into salary before the conversion calculations
happen. In the event that you are salary protected, the supervisory differential will also
be a part of your salary protection.
In the decision, the arbitrator awarded a one-time $200,000 payment to the bargaining
unit. This money is in recognition of the gender-related pay gaps for some jobs. We are
unclear on what this will mean or how this will be distributed. For the time being, since
we are looking at challenging this decision for reasons related to pay equity, our position
is that this should be held aside until we have completed the next steps. If we are
successful in challenging the decision, the entire decision will be reviewed and we’ll
assess our options from there.