Thank you, Mr. Chair.
Good morning, and thank you for the opportunity to address the committee.
The Public Service Alliance of Canada is one of the largest unions in the country, representing over 260,000 workers. Of these members, several thousand work in the federally regulated private sector and will be directly impacted by BillC-58. These members work at airports, military bases, for courier companies, at ports, harbours, for indigenous governance organizations, and in the three territories.
For example, I've just returned from British Columbia, where our members, who work for IMP Aerospace repairing search and rescue helicopters, and who are governed under the Canada Labour Code, are currently at the bargaining table.
Progressive and effective legislation to ban replacement workers has been a long-standing demand of trade unions across the country. PSAC was pleased to see the introduction of BillC-58. It's almost there.
We are proposing four simple changes that will make this legislation truly effective in levelling the playing field and ensuring free and collective bargaining for all workers governed in the sector.
First, the use of replacement workers drags out labour disputes and divides communities, pitting workers against each other. PSAC members experienced this recently during the Iqaluit Housing Authority strike. Workers were on the picket line for over four months, while their employer brought in replacement workers to do their jobs, instead of sitting down and negotiating with them at the bargaining table.
This playing field is only levelled if the prohibition on the use of scab labour is complete. Bill C-58, as currently written, leaves many avenues open for employers to bring in others to do the work of striking employees, which is not in keeping with the goals of the legislation. We recommend that the bill be amended to increase the scope of prohibitions on performing struck work.
Second, as written, the legislative changes don't come into effect until well past the next election. This is unacceptable, and it should be possible to bring the maintenance of activities proposals into effect within 90 days of royal assent, and no longer than nine months for the anti-scab provisions.
Third, the language in the bill around the use of dependent contractors is confusing. The legislation must explicitly specify that dependent contractors, who are employees of the bargaining unit, cannot perform struck work.
Finally, the time frame for decision-making regarding essential services is too long. The Supreme Court has clarified that essential services should not hinder or delay a worker's right to strike. The proposed 90-day time limit for the Canada Industrial Relations Board to conduct hearings and render decisions in the event of a dispute between unions and employers over essential services is simply too long.
These are our four proposed changes. Remove the exemptions on who can perform struck work. Shorten the time frame until the act comes into force. Specify that dependent contractors cannot perform struck work. Reduce the time for decision-making by the Canada Industrial Relations Board for essential services agreements.
This will make the Canada Labour Code a robust, fair and future-proof piece of legislation that will bring balance to the workplace.
I would be remiss, however, if I didn't comment that the Canada Labour Code only regulates the working conditions of about a million workers in this country. It is imperative that anti-scab laws be implemented across the entire country. While this body doesn't have the power to make such rules for the provinces, you do have the power—and I do ask you to use it—to amend the Federal Public Service Labour Relations Act, and to ensure that scab labour is not used to subvert bargaining for the 400,000-plus workers employed by the government and its Crown corporations and agencies.
In fact, when I leave this room, I'll be heading directly to a picket line for the staff of our non-public funds. These workers provide critical supports to Canada's armed forces. They've been on strike for more than two months, because their employer—an agency of the federal government—has refused to return to the bargaining table with a wage offer that shows these workers respect and, instead, is spending funds hiring replacement workers to do their jobs. It is a glaring example of why this legislation is needed, and why it needs to be expanded.
Thank you for your time. I'll look forward to your questions.