{"id":28521,"date":"2017-04-12T13:02:19","date_gmt":"2017-04-12T17:02:19","guid":{"rendered":"http:\/\/www.cmg.ca\/fr\/?p=28521"},"modified":"2023-06-03T14:53:10","modified_gmt":"2023-06-03T18:53:10","slug":"salaire-egal-pour-un-travail-de-valeur-egale","status":"publish","type":"post","link":"https:\/\/cmg.ca\/fr\/nouvelles\/salaire-egal-pour-un-travail-de-valeur-egale\/","title":{"rendered":"Salaire \u00e9gal pour un travail de valeur \u00e9gale"},"content":{"rendered":"

 <\/strong>Le jeudi 30 mars, le Comit\u00e9 permanent sur l\u2019\u00e9quit\u00e9 salariale de la Guilde a rencontr\u00e9 la direction de Radio-Canada\/CBC afin de reconstituer ce comit\u00e9 pour le mandat 2017-2019. Le comit\u00e9 est form\u00e9 en vertu de  l\u2019Article 10 de la Convention collective :<\/p>\n

\u00ab Afin d\u2019assurer que toute question concernant l\u2019\u00e9quit\u00e9 salariale \u00e0 l\u2019\u00e9gard de tous types de r\u00e9mun\u00e9ration, notamment le salaire et la r\u00e9mun\u00e9ration suppl\u00e9mentaire vers\u00e9e aux employ\u00e9s faisant le m\u00eame travail ou un travail similaire est trait\u00e9e, les parties ont convenu de cr\u00e9er un comit\u00e9 mixte permanent sur l\u2019\u00e9quit\u00e9 salariale. \u00bb<\/em><\/p>\n

Comment fonctionne le Comit\u00e9 ?<\/strong>
\nIl est important de prendre note qu\u2019\u00e0 titre d\u2019employeur r\u00e9gi par les lois f\u00e9d\u00e9rales, Radio-Canada\/CBC est tenu de mettre en oeuvre et de maintenir l\u2019\u00e9quit\u00e9 salariale dans le cadre de son mandat. Par cons\u00e9quent, le travail du Comit\u00e9 consiste \u00e0 examiner tous les diff\u00e9rents emplois partout dans l\u2019entreprise et \u00e0 veiller \u00e0 ce que les plages salariales demeurent r\u00e9guli\u00e8res et que les femmes obtiennent un salaire \u00e9gal pour un travail de valeur \u00e9gale que celui de leurs coll\u00e8gues masculins.<\/p>\n

De temps \u00e0 autre, le comit\u00e9 doit examiner de pr\u00e8s la r\u00e9mun\u00e9ration  des membres pour s\u2019assurer qu\u2019il n`y a pas eu de \u00ab glissement \u00bb dans les diverses plages salariales, ce qui peut arriver parfois lorsque plus de femmes que d\u2019hommes sont embauch\u00e9es dans une cat\u00e9gorie donn\u00e9e, ou l\u2019inverse. Pour ce faire, la soci\u00e9t\u00e9 doit proc\u00e9der \u00e0 une analyse en profondeur  des donn\u00e9es statistiques et effectuer les comparaisons, en veillant \u00e0 \u00e9carter tous les facteurs qui pourraient fausser les salaires \u00e0 la hausse \u2013 l\u2019anciennet\u00e9 \u00e9tant un facteur important \u00e0 cet \u00e9gard, mais aussi le fait de passer d\u2019une classification \u00e0 l\u2019autre suite \u00e0 un r\u00e9am\u00e9nagement des effectifs ou aux r\u00e8glements de griefs.  <\/p>\n

Apr\u00e8s cette analyse approfondie, le Comit\u00e9 examine les donn\u00e9es pour savoir s\u2019il y a lieu de rajuster les salaires. Parfois, un rajustement s\u2019impose, d\u2019autres fois non. Ce qui est bien dans la Convention collective de Radio-Canada\/CBC, c\u2019est que l\u2019\u00e9quit\u00e9 salariale est en quelque sorte int\u00e9gr\u00e9e dans la mani\u00e8re dont les plages salariales sont \u00e9tablies, de sorte que les postes traditionnellement occup\u00e9s par les femmes ou par les hommes puissent \u00eatre examin\u00e9s l\u2019un apr\u00e8s l\u2019autre afin d\u2019assurer une continuit\u00e9 du processus.<\/p>\n

Pleins feux sur les r\u00e9alisateurs-coordonnateurs, premiers r\u00e9alisateurs, r\u00e9alisateurs vid\u00e9astes, vid\u00e9ojournalistes et op\u00e9rateurs vid\u00e9o
\n<\/strong>Dans le cadre du travail du Comit\u00e9 cette ann\u00e9e, nous avons mis en marche le processus suivant lequel la Soci\u00e9t\u00e9 examinera les postes suivants : r\u00e9alisateurs-coordonnateurs, premiers r\u00e9alisateurs, r\u00e9alisateurs vid\u00e9astes, vid\u00e9ojournalistes et op\u00e9rateurs vid\u00e9o. Il s\u2019agit de domaines o\u00f9 on retrouvait traditionnellement beaucoup d\u2019hommes, mais avec le temps plus de femmes ont occup\u00e9 ces postes. Les comit\u00e9 doit donc s\u2019assurer que les femmes obtiennent une r\u00e9mun\u00e9ration \u00e9gale \u00e0 celle de leurs coll\u00e8gues masculins.<\/p>\n

\u00c9tant donn\u00e9 que le  processus par lequel on obtient les renseignements n\u00e9cessaires peut prendre beaucoup de temps, nous ne nous attendons pas \u00e0 des r\u00e9sultats imm\u00e9diats. Nous communiquerons avec vous d\u00e8s nous aurons re\u00e7u les donn\u00e9es.<\/p>\n

S\u2019il y a lieu de rajuster les salaires et que vous \u00eates une femme qui ne gagne pas autant que ces coll\u00e8gues masculins, alors le salaire est rajust\u00e9.<\/p>\n

Par le pass\u00e9, lorsqu\u2019un changement s\u2019imposait, le Comit\u00e9 sur l\u2019\u00e9quit\u00e9 salariale de la Guilde a n\u00e9goci\u00e9 avec la Soci\u00e9t\u00e9 le montant que chaque personne recevrait et les membres ont re\u00e7u des augmentations salariales avec une petite allocation de r\u00e9mun\u00e9ration r\u00e9troactive. <\/p>\n

Si vous estimez que vous faites face un enjeu d\u2019\u00e9quit\u00e9 salariale, veuillez communiquer avec un-e repr\u00e9sentant-e de la Guilde \u00e0 votre lieu de travail.<\/p>\n

Le Comit\u00e9 a pour mandat de se pencher sur l\u2019\u00e9quit\u00e9 salariale de mani\u00e8re globale en passant en revue toutes les classifications d\u2019emplois, cependant il se peut que votre situation particuli\u00e8re exige une analyse plus pouss\u00e9e, et il existe d\u2019autres moyens de r\u00e9gler les in\u00e9galit\u00e9s. Toutefois, il est toujours important pour nous de rester au courant de cas particuliers, car ils pourraient signaler une tendance dans votre plage salariale.<\/p>\n

 <\/strong>Les nouveaux emplois num\u00e9riques seront scrut\u00e9s 
\n<\/strong>Nous avons indiqu\u00e9 \u00e0 la Soci\u00e9t\u00e9 que nous comptons par ailleurs examiner tous les nouveaux emplois num\u00e9riques qui se cr\u00e9ent actuellement.<\/p>\n

\u00c0 ce stade-ci, nous n\u2019avons pas encore soumis ces emplois au processus d\u2019\u00e9quit\u00e9 salariale puisque nous ne sommes pas s\u00fbrs dans quelles plages salariales ils ont \u00e9t\u00e9 inscrits, qui est embauch\u00e9 et si l\u2019on a tenu compte de l\u2019aspect \u00e9quit\u00e9 salariale quand il s\u2019agissait d\u2019analyser les \u00e9quivalences hommes-femmes. Ce travails recoupera le processus du Comit\u00e9 de l\u2019\u00e9valuation des emplois et prendra du temps, mais nous voulions que les membres sachent que nous suivons de pr\u00e8s ces enjeux et que nous nous attendons \u00e0 ce que la Soci\u00e9t\u00e9 nous pr\u00e9sente un rapport.<\/p>\n

<\/u>Le Comit\u00e9 sur l\u2019\u00c9quit\u00e9 salariale de la Guilde
\n<\/u>Wendy Martin, Radio-Canada\/CBC, Atlantique \u2013 Pr\u00e9sidente (wendy@cmg.ca<\/a>)
\nBelle Puri, Radio-Canada\/CBC Vancouver
\nKim Trynacity, Radio-Canada\/CBC Edmonton \u2013 Directrice, Prairies
\nTerri Monture, Conseill\u00e8re syndicale (terri@cmg.ca<\/a>)<\/p>\n

 <\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

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