Bill 148 – Equal Pay for Equal Work


All Bill 148 – Equal Pay for Equal Work information is available below.


Posted: April 12, 2018
Category: Equal Pay for Equal Work

Equal Pay for Equal Work Q&A

What is equal work?

Equal pay for equal work applies when there is “equal work” meaning the employees perform substantially the same kind of work in the same establishment, the work requires substantially the same skill, effort and responsibility and is performed under similar working conditions.  All of these conditions must be met for equal pay for equal work to be required.

What does skill, effort, responsibility and working conditions refer to?
  • Skill means the amount of knowledge, physical skill or motor skills needed to perform a job. This includes:
    • Education, like post-secondary degrees and diplomas
    • Training, like apprenticeships
    • Experience, like the number of years required to master a skill or gain expertise
    • Manual dexterity, like hand-eye coordination
  • Effort is the physical or mental effort regularly needed to perform a job.
  • Responsibility includes the number and nature of an employee’s job responsibilities, and how much accountability and authority the employee has for those responsibilities.
  • Similar working conditions include:
    • The working environment, like an office or outdoors
    • Exposure to the weather, like rain or snowstorms
    • Health and safety hazards, like exposure to chemicals or heights
How is equal pay applied?

There are several factors to consider in making a determination on how to pay employees.  EPEW requires that we pay employees of different employment status equal pay for equal work.  We can however pay different rates of pay if the difference is due to a seniority system or a merit system.

We are reviewing the requirement and our obligations and will be providing additional information.

How will this be applied to part-time and sessional faculty?

A determination has been made to pay all part-time and sessional faculty teaching post secondary and non post secondary credit courses as per the partial load grid effective April 1st, 2018.  Academic Leaders were provided specific instructions on collecting the information to assist in the implementation.

How will this be applied to partial load faculty?

Partial load faculty are part of the Academic collective agreement.  Discussions relating to this employee group will be between OPSEU and the College Employer Council.

How will this be applied to part-time support staff?

We are in the process of reviewing the requirement and our obligations as well as all part-time Support Staff positions. We expect to complete our assessment by the end of May. If there is a determination that wage rate adjustments are warranted, we will be communicating directly with the respective employees and their supervisor. Pay rates will be adjusted retroactive to April 1st.

How will this be applied to part-time support staff?

We are in the process of reviewing the requirement and our obligations as well as all part-time Support Staff positions. We expect to complete our assessment by the end of May. If there is a determination that wage rate adjustments are warranted, we will be communicating directly with the respective employees and their supervisor. Pay rates will be adjusted retroactive to April 1st.

How will bargaining for part-time Support Staff impact the EPEW requirement?

We have an obligation to be compliant with the Employment Standards requirements including the EPEW provision. It’s also important to note that at this point there isn’t a collective agreement for this employee group and therefore no provisions to address pay.

Timelines for implementation
Employee groups Timelines for implementation Comments
Part-time/Sessional faculty – who have active assignments on April 1st, 2018 May 11, 2018 Retro active to April 1, 2018
Part-time/Sessional faculty – who will have assignments in the spring/summer term May 25, 2018 Retro active to start of the assignment
Part-time Support Staff May 25, 2018 Retro active to April 1, 2018
Part-time Counsellors May 11, 2018 Retro active to April 1, 2018
Can employees ask for their position to be reviewed from an EPEW perspective?

Yes, once we have completed our assessment, employees will be able to request an EPEW review.  The process will be posted on our website in the Bill 148 section once our assessment is complete.

What if an employee disagrees with our EPEW determination?

If an employee disagrees with our response, the employee may file a claim with the Ministry of Labour

Will there be any retro-activity?

If there is a determination to change the rate of pay due to EPEW assessment it will be retro-active to April 1, 2018.

What if the employee is no longer with the organization when the final determination is made?

We will be processing retro-active payments to April 1, 2018 regardless if the employee has an active contract with the college or not.

Posted: April 3, 2018
Category: Equal Pay for Equal Work

As part of Bill 148 there is a requirement relating to “Equal Pay for Equal Work” which applies when employees perform substantially the same kind of work in the same place of employment, and the work requires substantially the same skill, effort and responsibility, and is performed under similar working conditions.  All of these conditions must be met.

A difference in the rate of pay is permissible in certain circumstances specifically if it is based on any of the following criteria: a seniority system, a merit system, a system that measures earnings by quantity or quality of production; or any other factor other than gender or employment status.

We are reviewing the requirement and our obligations as well as all part-time Support Staff positions.  We expect to complete our assessment by the end of May and if there is a determination that wage rate adjustments are warranted we will be communicating directly with the part-time staff impacted with rate adjustments retro-active to April 1, 2018.

If you have any questions please don’t hesitate to reach out to any member of our HR team.