Mr. Speaker, it is also with great pleasure that I support the motion to refer Bill C-66 to the Standing Committee on Human Resources Development.
This committee stage will be the last step in a long series of consultations that were held across Canada on this bill which updates the Canada Labour Code.
I believe the labour minister clearly demonstrated how seriously he took this reform. He also showed some remarkable qualities as a conciliator and a unifier. His objective was a balanced, fair and
equitable reform. He certainly reached this objective since all the parties involved largely approved the bill.
Of course, all the parties would have liked the minister to totally support their own position, and many will go before the committee to seek amendments in their favour. It is normal, predictable and quite in line with the political and parliamentary tradition of this country.
However, all those who participated in the numerous consultations on the reform said they were satisfied that the minister had respected the consensus reached by the parties. I am not surprised. I know the labour minister is a man of his word who says what he means and does what he says.
I am happy that others have now discovered his great qualities. Under the circumstances, it is rare for labour and management to agree on something, particularly on the qualities of a labour minister.
Naturally, the Bloc Quebecois members maintain that the minister did not go far enough, that he should have adopted the unions' position with his eyes closed. Once again, the Bloc Quebecois members are lapsing into excess and abuse. It is always all or nothing. They cannot find a middle ground or reach a consensus.
Let us take for example the clause of the bill dealing with replacement workers. The Bloc is saying: "We must do what is done in Quebec, ban them entirely". Indeed, in the 1970s, the Quebec government passed legislation banning replacement workers. The economic and social context in 1996, on the eve of the next millennium, is quite different from what it was 20 years ago, and businesses are restructuring. They must face competition not only from other Canadian businesses, but also from competitors all over the world. In many cases, unfortunately, this results in hundreds of lay-offs.
We are no longer in the era of all or nothing draconian solutions. The labour minister understood that well and wants to modernize the Labour Code to ensure that everyone has rights and that the parties seek to resolve their disputes before resorting to a strike or a lockout.
If Bloc members look closely at Bill C-66, they will see that everything has been provided to rationalize procedures and to allow the parties to talk to each other, to resolve disputes among themselves or to call upon the Canada Industrial Relations Board to assist them. It is in this perspective that the minister has provided that, under normal circumstances, employers will have the right to use replacement workers during a legal work stoppage.
However, the minister did not want to leave workers without any resources, which is why his formula is so brilliant in my opinion. Should an employer use replacement workers to undermine the union's capacity to ensure proper representation, this would be perceived as an unfair practice, thus warranting the referral of the matter to the board.
If, after reviewing the case, the board determines that the employer's action does constitute an unfair labour practice, the board will now have the power to ban the use of replacement workers for the duration of the dispute. That is what I call an articulate and modern position suited to the working world of the year 2000. Employers have rights, and so do the workers.
In addition, the minister proposed other amendments which complement this important measure and give it even more value. First, he restructured the board. In the future, the new Canada Industrial Relations Board will be composed of a chairperson and neutral vice-chairpersons appointed by the government. Each case heard by the new board will be presided over by one of its neutral vice-chairpersons.
Unlike its predecessor, this will be a representational board made up of an equal number of members representing employers and employees. This was not the case in the past. In the future, both employees and employers will have a say. They will be able to take an active part in the board's decision making process. For me this is a major step forward and the Bloc members should at least recognize it for what it is.
Also, Bill C-66 sets out a new procedure to be followed before a work stoppage. The notice to bargain may be served four months ahead instead of three months, to give the parties more time to discuss and reach an agreement. A secret vote on any planned work stoppage must be held within 60 days of a strike or lockout. Again, the government wants the parties to fully realize the importance of such action and not make any rash decisions.
Another major amendment proposes that workers who have been on strike or locked out will be first in line for their old jobs. It is important for employees to know that once a work stoppage has ended, no one else will be able to take their jobs. In a nutshell, I believe workers have made important gains with this reform, and they are well aware of this.
I find it unfortunate that Bloc members act as the unconditional mouthpieces of unions. As the fine representatives of all the people who elected them, including employers, I believe they should make allowances and not see everything in black and white. Above all, they should support the fair and balanced bill the Minister of Labour has put before us. I urge them to think about all this.
They could take advantage of the standing committee meetings to ask the minister any question they may have. I hope that, when
Bill C-66 comes back to us, they will agree to support this excellent reform of the Canada Labour Code.