More than a year ago in bargaining, our union fought for and won language to ensure that we have a voice in the way the pay equity law is applied at the state. Before we started negotiations, we heard from workers that the way the state was applying pay equity meant that people on lower pay scales were not getting as much credit for experience as people in higher-paid positions.

Our bargaining team brought these concerns to management and demanded that workers voices be included in the process as a new pay equity tool was being developed. Additionally, a recent Secretary of State review confirmed that what we were saying at the bargaining table was true: the pay equity tool the state was using meant women and people of color were less likely to have their experience recognized and reflected in their pay.

Because we fought for workers’ voices to be included in the development of the new tool, more than a third of state workers will see adjustments when the new tool goes into effect – far more workers than the previous methodology.  We also believe this new tool will better align the practice with the intent of the Pay Equity law.

The new pay equity system is being implemented June 1, 2024 for all existing and new employees. While this is a step forward, we will continue to watch trends in pay equity across state government to ensure it is being fairly – and appropriately – applied.