I'm not the adjudicator of whether it constitutes anything against labour law.
The committee can pretty much ask anything if it deems it appropriate and deems it its will. It would be up to the employer at that point to determine whether in fact it constitutes a breach of labour law, and they can simply redact information. The committee at that point can determine which direction it wants to go.
That's my initial assessment on where things are, but the committee is the master of its own domain. It can ask anything it wants of anyone, any corporation or any business. If they choose to provide that information, that's up to them. If they don't, that's up to them as well.