Common use of PAY EQUITY MAINTENANCE Clause in Contracts

PAY EQUITY MAINTENANCE. 26.01 Pay Equity Maintenance Process The parties acknowledge the need to address the issues relating to pay equity maintenance, specifically the parties agree as follows: 1. That the Ontario Nurses’ Association (‘ONA’) and the Employer shall meet outside of collective bargaining and agree to establish a joint committee consisting of three (3) members of the negotiating committee and three (3) members of the Employer. The intent of said committee will be the establishment of a revised Pay Equity Maintenance Plan. Either party may engage an advisor(s) to assist its representatives of the Committee; 2. The parties shall meet initially no later than six (6) months after the ratification of the collective agreement to commence establishing a new Pay Equity Maintenance Plan; 3. The parties agree that they shall make every reasonable effort to complete the establishment of a new Pay Equity Maintenance Plan, within twelve (12) months of the initial meeting between the parties; 4. The parties agree that the following agreed upon principles will form the basis for ongoing discussions as outlined in #1, #2 and #3: • The parties acknowledge that since 1994, amendments to the original 1994 Pay Equity Plan occurred which both parties agreed to. The parties also agree that there has been pay equity compliance up to March 31, 2011; • The parties relied on the Employer’s ▇▇▇▇▇▇ Gender Neutral Comparison System (GNCS) to measure the value of the Public Health Nurse job class. Moving forward, ▇▇▇ agrees to use the existing GNCS of the Employer for the purposes of measuring the value of all job classes in ONA; • Male comparators, as defined by the Pay Equity Act, will be negotiated and agreed upon by both parties; • The parties agree to use proportional value method of comparison using a representative group of male job classes. 5. The parties agree that the sequence of pay adjustments is as follows: economic adjustment (either negotiated or awarded) is applied first, followed by a pay equity analysis on the post-economic adjusted hourly wage rate. Pay equity adjustments, if required, would be effective immediately following the economic adjustment. 6. Upon request, the Employer shall disclose to the Union relevant information that is necessary for the Union to make informed and complete decisions on pay equity maintenance.

PAY EQUITY MAINTENANCE. 26.01 Pay Equity Maintenance Process The parties acknowledge the need to address the issues relating to pay equity maintenance, specifically the parties agree as follows: 1. That the Ontario Nurses’ Association (‘ONA’) and the Employer shall meet outside of collective bargaining and agree to establish a joint committee consisting of three (3) members of the negotiating committee and three (3) members of the Employer. The intent of said committee will be the establishment of a revised Pay Equity Maintenance Plan. Either party may engage an advisor(s) to assist its representatives of the Committee; 2. The parties shall meet initially no later than six (6) months after the ratification of the collective agreement to commence establishing a new Pay Equity Maintenance Plan; 3. The parties agree that they shall make every reasonable effort to complete the establishment of a new Pay Equity Maintenance Plan, within twelve (12) months of the initial meeting between the parties; 4. The parties agree that the following agreed upon principles will form the basis for ongoing discussions as outlined in #1, #2 and #3: •  The parties acknowledge that since 1994, amendments to the original 1994 Pay Equity Plan occurred which both parties agreed to. The parties also agree that there has been pay equity compliance up to March 31, 2011; •  The parties relied on the Employer’s ▇▇▇▇▇▇ Gender Neutral Comparison System (GNCS) to measure the value of the Public Health Nurse job class. Moving forward, ▇▇▇ ONA agrees to use the existing GNCS of the Employer for the purposes of measuring the value of all job classes in ONA; •  Male comparators, as defined by the Pay Equity Act, will be negotiated and agreed upon by both parties; •  The parties agree to use proportional value method of comparison using a representative group of male job classes. 5. The parties agree that the sequence of pay adjustments is as follows: economic adjustment (either negotiated or awarded) is applied first, followed by a pay equity analysis on the post-economic adjusted hourly wage rate. Pay equity adjustments, if required, would be effective immediately following the economic adjustment. 6. Upon request, the Employer shall disclose to the Union relevant information that is necessary for the Union to make informed and complete decisions on pay equity maintenance.

PAY EQUITY MAINTENANCE. 26.01 Pay Equity Maintenance Process The parties acknowledge the need to address the issues relating to pay equity maintenance, specifically the parties agree as follows: 1. That the Ontario Nurses’ Association (‘ONA’) and the Employer shall meet outside of collective bargaining and agree to establish a joint committee consisting of three (3) members of the negotiating committee and three (3) members of the Employer. The intent of said committee will be the establishment of a revised Pay Equity Maintenance Plan. Either party may engage an advisor(s) to assist its representatives of the Committee; 2. The parties shall meet initially no later than six (6) months after the ratification of the collective agreement to commence establishing a new Pay Equity Maintenance Plan; 3. The parties agree that they shall make every reasonable effort to complete the establishment of a new Pay Equity Maintenance Plan, within twelve (12) months of the initial meeting between the parties; 4. The parties agree that the following agreed upon principles will form the basis for ongoing discussions as outlined in #1, #2 and #3: • The parties acknowledge that since 1994, amendments to the original 1994 Pay Equity Plan occurred which both parties agreed to. The parties also agree that there has been pay equity compliance up to March 31, 2011; • The parties relied on the Employer’s ▇▇▇▇▇▇ Gender Neutral Comparison System (GNCS) to measure the value of the Public Health Nurse job class. Moving forward, ▇▇▇ ONA agrees to use the existing GNCS of the Employer for the purposes of measuring the value of all job classes in ONA; • Male comparators, as defined by the Pay Equity Act, will be negotiated and agreed upon by both parties; • The parties agree to use proportional value method of comparison using a representative group of male job classes. 5. The parties agree that the sequence of pay adjustments is as follows: economic adjustment (either negotiated or awarded) is applied first, followed by a pay equity analysis on the post-economic adjusted hourly wage rate. Pay equity adjustments, if required, would be effective immediately following the economic adjustment. 6. Upon request, the Employer shall disclose to the Union relevant information that is necessary for the Union to make informed and complete decisions on pay equity maintenance.