Photo: Justin Tang The Canadian Press The federal Treasury Board assures that this is not a strategy to buy time or save on potential amounts to be paid.
Lia Lévesque – The Canadian Press
Posted at 4:03 p.m.
- Canada
The federal Treasury Board will have three more years to develop a pay equity plan for central government employees.
The Pay Equity Commissioner has granted it this extension, at its request. It will therefore have until August 31, 2027 to do so.
In a statement released Tuesday, the Treasury Board said developing pay equity plans is “a complex undertaking” that requires reaching consensus at every step of the process with representatives of affected workers.
“For the country’s largest employer and service provider, implementing pay equity for more than 270,000 CPA [core public administration] employees, including 21,000 RCMP [Royal Canadian Mounted Police] members, represents an unprecedented and exceptional effort to address the wage gap,” the Treasury Board Secretariat said.
200% Deposit Bonus up to €3,000 180% First Deposit Bonus up to $20,000In early July, the Pay Equity Commissioner also granted the Treasury Board an 18-month extension to develop its pay equity plan for regular and civilian members of the RCMP. He will therefore have until February 28, 2026 to do so.
The Treasury Board assures that this is not a strategy to buy time, save on potential amounts to be paid or evade its responsibilities.
“The government is determined to support the Pay Equity Act and the Pay Equity Regulations which came into force in 2021. Consequently, public servants who could be entitled to an increase in their compensation under the latest pay equity plans will receive this increase, as well as interest on this amount, retroactive to the initial deadline of September 4, 2024,” it is careful to point out.
At the federal level, the Pay Equity Act provides that equity plans must be developed within three years of the law coming into force, i.e. August 31, 2021. However, employers can request an extension if they feel they need more time to complete everything.
The process underlying pay equity involves comparing the compensation of each predominantly female job class to the compensation of predominantly male job classes. The goal is to ensure that predominantly female job classes receive equal pay for work of equal or comparable value.