Mr. Speaker, I am pleased to have this opportunity to participate in the debate on second reading of the bill proposed by the hon. member for Lethbridge.
The proposed legislation, Bill C-262, would seek to ban work stoppages involving the movement of grain from producer to export and to provide for arbitrated settlement in those cases where parties involved in the grain handling and transportation industry were unable to resolve contract differences.
On the surface one cannot argue against the general object of the bill, that is, to keep Canadian export grain flowing smoothly to overseas markets and not to be stalled or halted by labour dispute. Unfortunately, while my honourable colleague and I share a particular desire to see Canada's reputation as a reliable exporter of grain maintained, we are obviously in disagreement as to how that end is achieved.
The banning of legal strikes and/or lockouts and the imposition of arbitrated settlements are measures which only serve to exasperate labour management relations. It will do little to bring long term solutions to problems which we are attempting to address.
I would like to share with hon. members a unique initiative currently under way in the western grain storage and handling industry, one which exemplifies the type of positive and forward thinking which labour and management are capable of applying to human resource issues in the industry.
Following three significant work stoppages in the grain handling and transportation sector, in the fall of 1991 a dialogue was initiated with industry representatives to review the need for improvement in labour-management relations and to consider ways of minimizing disruptions to the movement of grain to export markets. Discussions with the parties led to the conclusion that there was little in the way of support for essential service legislation governing dispute resolution in the grain handling industry. Any system of partial designation would be cumbersome to administer and likely to lead to interminable disputes. A complete prohibition on work stoppages would involve third party determination of contract impasses and effectively remove control of the process from both sides of the industry.
There were two key problems which were identified during discussions with the parties involved in the grain handling industry. First, there was the expectation that government would intervene rapidly to terminate any work stoppages, thus enabling one or both parties to avoid its responsibilities for settlement. Second, there existed a problem of inadequate communications between the parties at appropriate times and levels during the period between bargaining rounds on the longer term issues which, if left unaddressed, might rebound negatively at the bargaining table.
Hon. members will be encouraged to hear that both labour and management expressed agreement on the utility of exploring ways to improve their dialogue and to ensure the future competitiveness of the industry in their own mutual interest, as well as in the interest of the Canadian farmers and the Canadian economy.
At a subsequent labour-management conference for officials of the western grain elevator industry agreement was reached on pursuing the possible establishment of a sectoral council on the industry. A working group with equal representation from labour and management chaired by a neutral government official was established to discuss the possible format in terms of reference for a human resources study which could eventually lead to the establishment of such a sectoral body.
The working group held a series of meetings over the course of the next year which culminated in the submission of an application to the sector studies directorate of the former Employment and Immigration Canada for assistance in carrying out a human resource issue study of the industry. Approval for the study was received and the firm of Deloitte & Touche was chosen by the working group to carry out the industry study.
Following an initial meeting between the consulting firm and a larger steering committee, representing not only management and labour interests but various agencies concerned with grain handling and transportation, the study was initiated. The process consisted of several phases ranging from employee questionnaires and focus groups through to the establishment of surveys and interviews with senior human resource personnel. The study focused on the educational and skill requirements of the industry and the training and reskilling available to meet such needs. It also looked at various methods of dealing with workforce adjustment within the industry and drew on the industry knowledge of the respondents to assist in predicting industry trends of the future.
During the course of the consultants' work there were regular meetings with the steering committee to ensure that the study was following the direction intended and that the methodology agreed to was being followed. The study has been finalized and will now be turned over to the original working group for consideration and action, including the possible establishment of a sectoral council for the grain storage and handling industry.
This initiative, involving both labour and management in the grain handling industry, is but one example of the co-operative approach which is being pursued by industry participants to meet the challenges they are facing. The fact that the two sides have met and constructively reviewed major human resource issues speaks volumes. Hon. members on both sides of the House should welcome this display of co-operation which we naturally hope will translate into improved labour relations within the industry.
Both the Ministers of Human Resources Development and Agriculture and Agri-Food should be commended for ensuring that labour has had an opportunity to play a significant role in respect of department initiatives. The Minister of Agriculture and Agri-Food has ensured that the representatives of unions involved in the grain handling and transportation system are active participants in this May 16 group which meets regularly to ensure that Canada's export grain commitments are being met and that the system is functioning well.
The Minister of Human Resources Development, in addition to the support shown for the possibility of a sectoral initiative in the western grain elevator industry, has encouraged ongoing consultation with labour unions and employers in the federal jurisdiction concerning possible amendments to the Canada Labour Code.
Earlier this year when a work stoppage involving longshoremen at the west coast ports threatened this country's reputation as a reliable exporter of grain and other commodities, the Minister of Human Resources Development introduced legislation to bring about an end to the disruption and provide for a final settlement of issues separating the two sides. While not a popular measure, the bill introduced by the minister demonstrated the government's commitment to ensuring the well-being of western Canada's agricultural economy.
In conclusion, I would simply suggest that the measures contained in the bill before us are inappropriate and do not reflect current reality in the grain handling industry. Removing the collective bargaining rights of workers and replacing them with imposed arbitration will do nothing to further the positive thrust of the initiatives mentioned earlier.
This government is a strong supporter of free collective bargaining but recognizes that there are occasions when lengthy work stoppage in the grain handling industry could pose significant economic losses for the agricultural economy, as was the case in the recent longshoring dispute. In such cases the government is prepared to intervene in disputes and ensure the resumption of operations and the settlement of the dispute. This type of commitment should preclude the need for the measures proposed in Bill C-262.
I would therefore urge all hon. members not to support the proposed legislation.