Mr. Speaker, it is my pleasure to rise in debate today on the fall economic fiscal update. My comments will be fairly narrowly focused. I think some of my other colleagues have addressed and will address the broader issue of the economic stimulus that our government has taken in the past year and also address red herrings that members of the opposition have raised in respect to the sale of assets.
The finance minister has been very clear that there will not be any fire sale of the assets belonging to the Canadian public. However, as we know, the opposition today is more concerned about protecting their own privileges in respect of their financing of political parties rather than engaging in any meaningful debate, so they are bringing up these various red herrings.
Millions of Canadians are aware that we are entering difficult times. There is a deep sense of concern across the country about the economy and as a result, Canadians are making hard decisions to ensure they are ready for the future.
Yesterday we heard the Minister of Finance tell Canadians that we would take concrete action to ensure responsible fiscal management and effective government. As part of our commitment to employees and to taxpayers, I look forward to legislation that will ensure equitable compensation in the public service. This will bring long overdue reform to our complaint-based pay equity regime, which has proven to be a lengthy, costly and adversarial process, a process that does not serve employees or the employer well.
We are fortunate in our country. We have one of the most dedicated and professional public services in the world. The federal public service is one of the best places to work for men and for women, with competitive salaries and a full range of family-friendly benefits. It is worth noting that in 1983 fewer than 5% of women were in senior management positions. Today women make up 41% of the senior and executive ranks of the federal public service.
Our government is proud to be leading the way when it comes to recruitment and compensation of employees. The time is right to put in place a more modern approach to ensuring fair wages for all employees.
We need to take action to put an end to the long and drawn out court cases of the past. Many Canadians would be surprised to know that the last court ruling on pay equity was in 1999, at a cost of $3.2 billion to taxpayers, a settlement that took a gruelling 15 years to achieve.
Before I continue any further, Mr. Speaker, I will be splitting my time with my colleague.
Public service employees deserve better. Taxpayers deserve better. Next week our government will put a better, more modern system into place to ensure equitable compensation.
First, our approach will be proactive. Employers will be required to proactively ensure wages are fair and equitable.
Second, it will be timely. Issues will be resolved as they arise within the collective bargaining process instead of through lengthy legal proceedings. I should point out that this is a natural extension of the employer's duty to bargain in good faith and the union's duty of fair representation to all of its members. It will be fair. All employees will have full recourse to address any complaints.
Last, it will be collaborative. Employers and bargaining agents will be jointly accountable for ensuring equitable compensation. This will now become an integral part of collective bargaining.
The Supreme Court of Canada recognized recently collective bargaining as a fundamental human right. The government remains committed to that right. Given this decision, the collective bargaining process is the right mechanism to protect another fundamental right, the right of equal pay for work of equal value.
Pay equity legislation has been continually evolving since the first proactive legislation was introduced by my home province of Manitoba. It was followed by Ontario and Quebec. For interest sake, I note that the Ontario legislation was introduced by a Liberal government.
Our new federal model would improve upon these existing models while incorporating provisions that have worked well in those statutes.
This legislation is important and I encourage every member of the House to support it.
As I said a few moments ago, we need to replace the existing complaint-based regime with a process that responds to the needs of both employees and employers and which takes into account the realities of the Canadian labour market.
In fact, in 2004 a Liberal appointed task force concluded that proactive legislation, such as we are bringing in, as opposed to the complaints-driven legislation is more effective than the current complaint-based model. The task force recommended that Parliament enact new stand-alone, proactive pay equity legislation. Let me quote from the report of the task force:
Proactive, comprehensive pay equity legislation will create a level playing field. The current legislation has resulted in protracted and costly litigation for employers who are subject to a complaint.
We should all be encouraged by developments in the past two weeks. The Public Service Alliance of Canada, the country's biggest federal public sector union, has resolved two pay equity complaints through a negotiated settlement with our government. This was an outstanding complaint that arose over the last number of years before our government came into office.
The fact that we were able to come up with a negotiated settlement is another strong sign that it makes real sense to move forward with a more modern approach to equitable compensation.
Moving to an approach that is based on collaboration with bargaining agents rather than the current adversarial process would ensure pay equity issues are addressed as they arise and that problems are resolved quickly. Pay equity concerns would no longer be placed on the back burner.
Through the collective bargaining process, employers and unions would both be responsible for ensuring that wages are fair and pay equity compliant.
The legislation this government will table would give us a more modern and collaborative approach. It would replace the current system which is archaic, onerous and unfair to employees with a system that is modern, fair and responsive.