Mr. Speaker, it is a pleasure for me to take part in the debate this morning dealing with Bill C-3. As the Minister of Labour has explained, Bill C-3 will promote efficient and stable labour relations at Canada's nuclear power stations.
Contrary to comments, consultations did take place with all parties. Furthermore we are not attempting to take away anyone's collective bargaining rights. I would not want to be party to that and I know the minister would not either.
Nuclear power stations are in an unusual situation with respect to federal labour law. It has always been assumed that provincial labour laws apply to nuclear power stations, but as has been said here this morning many times, a 1993 ruling by the Supreme Court of Canada determined that nuclear generating stations at Ontario Hydro were subject to the Canada Labour Code. A split jurisdiction was created at Ontario Hydro whereby the nuclear power workers
are subject to federal labour law but the other power workers in conventional generating plants are subject to provincial labour law.
Passage of this legislation will address that ruling of the Supreme Court of 1993 by resolving the question of a split jurisdiction at Ontario Hydro. Ontario and other provinces with nuclear undertakings will then have a mechanism available permitting the application of provincial labour laws. This action is designed to foster efficient and stable labour relations at nuclear facilities.
With Bill C-3, the government proposes to revert to the situation as it stood before the ruling of the Supreme Court of Canada in 1993.
A corollary of this decision is in keeping with the federal government's commitment to flexible federalism. To that end the legislation before us is consistent with the clarification of roles and responsibilities between the provinces and the federal government.
Since the labour minister has dealt with health and security in his speech, I would like to speak about labour relations and employment standards.
The majority of workers in Canada's labour force, currently around 13 million, are subject to provincial statutes. These statutes govern such activities as local transportation, manufacturing, construction, the forest products industry and provincial and municipal employment. But in those activities which cross provincial or national borders, federal jurisdiction over labour laws prevail as mandated by the Constitution Act and interpreted by the courts.
Those areas of federal private sector jurisdiction include international and interprovincial transportation by land, sea or air, such as railways, airlines, shipping and specific trucking and busing operations. As well, federal jurisdiction applies to communications and broadcasting, including telecommunications, radio and television; also federally chartered banks, longshoring operations, federal crown corporations such as Canada Post and national museums; as well industries declared to be for the general advantage of Canada such as uranium mining and grain handling.
Part I of the Canada Labour Code, which covers employees engaged in these federal industries, also provides the legislative framework for conducting labour relations in the Yukon and the Northwest Territories. The exceptions are employees in territorial governments.
Hon. members will know that Parliament has adopted separate legislation, namely the Public Service Staff Relations Act, to provide for collective bargaining in the public service. In all, some 700,000 employees are subject to part I of the Canada Labour Code and approximately 250,000 federal government employees come under the Public Service Staff Relations Act.
The federal government and each province have collective bargaining legislation. Independent labour relations boards which administer labour laws exist at both the federal and provincial levels. It differs slightly in Quebec, which has a labour court and equivalent administrative mechanisms.
With certain exceptions, both levels of government recognize the right of employees to join trade unions and to bargain collectively. Unions and employers have a duty to bargain in good faith. Collective bargaining agreements generally take the form of legally binding contracts.
These contracts cover such things as hours of work, wages, working conditions and job security.
Normally, those contracts cover one to three years, during which strikes and lockouts are prohibited, in all jurisdictions.
Finally, Canadian labour laws generally outline a range of unfair practices and prohibitions relating to both employers and trade unions. Labour relations boards or the labour court in Quebec hear complaints of unfair labour practices and have broad corrective powers.
I trust that this outline of industrial relations in Canada has been helpful. I believe that some members may be concerned that there are discrepancies between the federal and provincial employment standards. That is not necessarily so. Although not identical, labour standards-