Another thing I believe you mentioned in your comments is that there's a lot of focus on the Public Sector Equitable Compensation Act, and I know many of the unions here have taken very strong positions on that, but there's also the other relevant legislation that affects your members, and that's the Public Service Labour Relations Act. This has been raised a few times and I think in your comments at one point.
If a member finds an issue of pay equity at the workplace, you say that their rights are being diminished because we cannot assist them. To me it makes sense that, if a member were to say to you, “Here's my perspective on this. I'd like you to take this on and see if there's any validity to it and see if this is something you can run up the flagpole for resolution”.... Because I think to a large extent, if it doesn't relate directly to them, then it would relate more to the workplace and how it functions.
There's nothing stopping a union from saying, “Yes, this is a legitimate pay equity concern. We will take this and address this through the various processes.” For example, if PSECA were in place, there would be an assessment of the workplace. It would then go to a process of engagement with the employer.
Do you understand where I'm coming from?