Coordinator and Front Line Manager Claim: Frequently asked questions
What is the Pay Equity claim?
The pay equity claim is a legal claim raised by the unions against employers for female dominated occupations whose pay has been undervalued based on their gender.
Why is the pay equity claim important?
Coordinators and front line managers play critical roles in supporting disabled individuals and their families. The pay equity claim is that these roles have been undervalued in comparison to male dominated roles that require similar skills, responsibility and effort.
What does the Pay Equity Claim aim to achieve?
The claim seeks to correct sex-based pay discrimination and ensure that coordinators and front line managers workers receive pay that reflects their skills, responsibilities, and the value of their work.
How is pay equity determined?
Pay equity is determined through a process involving interviews with workers, job profile assessments, and comparisons with male-dominated professions to identify undervaluation.
Which roles within CCS Disability Action are included in this claim?
The definition of work performed under this claim is broad, however we believe it will cover our coordinators, senior coordinators, early intervention specialists and service managers.
What steps are being taken to address the pay issue?
CCS Disability Action is engaging constructively with all parties in the process. We’re advocating for a fair and transparent pay structure that reflects the responsibilities and challenges faced by coordinators and front line managers.
Why can’t CCS Disability Action simply accept the claim?
The pay equity claims process involves several legally required steps. These are:
Raising a Claim:
A union typically raises a pay equity claim on behalf of its members.
The claim focuses on gender-based discrimination in pay.
Assessing the Claim:
The relevant parties (such as unions, employers, and government agencies) conduct a gender-neutral assessment.
This assessment evaluates whether there is a disparity in pay based on gender for specific roles or occupations.
Negotiating a Fair Pay Settlement:
If the assessment reveals gender-based discrimination, negotiations begin.
The proposed settlement is shared with all employees covered by the claim (unless they have opted out).
Employees then vote on whether to accept the settlement.
What support is available during this process?
Coordinators and front line managers can participate in union discussions, attend meetings, and stay informed about the progress of the fair pay claim.
CCS Disability Action will continue to provide updates and guidance to coordinators and front line managers. You can also out to your union representative or Kate.Single@ccsDisabilityAction.org.nz if you have questions or would like any support.