NOTE: These FAQs will be updated as necessary. Click here for a PDF of this information.
The Union and University’s respective ratings revealed different rating determinations across most of the jobs. The ultimate remedy to settle disagreements in arbitration would be costly and time-consuming for both parties and we have not been able to agree on a process to effectively reconcile the significant rating disparities.
The union met with the employer in early 2020, and in subsequent meetings, to address significant concerns with the viability of the project to either achieve Pay Equity or to develop a single wage-line that would adequately and fairly evaluate and compensate L2424 jobs.
In an Internal Equity exercise, all jobs are evaluated to establish a new overall hierarchy. Usually, an internal equity exercise results in some job rates going up, some staying the same, and some jobs may go down. Internal equity must be negotiated between the parties then ratified by members before it can be implemented. This is a collective bargaining matter.
The ongoing pandemic has disrupted the process to an extent and discussions between the University and Union have been limited over the last year, but the parties have scheduled upcoming meetings to continue discussions.
The Union and University continue to work toward a process to address Pay Equity and compensation for L2424 that is valid, reliable, transparent, and understood by members. We are committed to finding a resolution to this longstanding issue.
Updated: May 5 2021