Madam Speaker, I am pleased to have the opportunity to rise in the House to speak to Bill C-86, budget implementation act, 2018, no. 2, more specifically to modernizing federal labour standards as well as the wage earner protection program.
The Government of Canada has a mandate to modernize labour standards and adapt them to today's reality. Bill C-86 is the first step in making this modernization a reality.
I want to begin by providing a bit of context. Part III of the Canada Labour Code establishes basic working conditions in the federally-regulated private sector, such as working hours, minimum wage, statutory leave, annual leave, and various other types of leave.
They would also create a level playing field for employers by requiring all of them to meet these minimum entitlements. Many employers already go above and beyond what is in the code, but for some workers, these standards are the only protections they have.
Unfortunately, these things have remained largely unchanged since the 1960s when most Canadians had steady jobs with regular nine to five hours.
Today, many Canadians are struggling to support their families in part-time, temporary and low-wage jobs. They may work several jobs to make ends meet, face unpredictable hours and lack benefits and access to certain entitlements.
The government understands that the nature of work is changing. That is why we held extensive consultations that highlighted the need for updated federal labour standards. That is what we are doing with budget implementation act no. 2.
Our consultations made it clear that there were a number of complex issues related to federal labour standards and the changing nature of work that required more in-depth review and discussions. A modern set of federal labour standards would better protect our workers and help set the stage for good-quality jobs.
A group of experts, soon to be announced, will be looking at these issues.
Let us talk about some of the changes being introduced through Bill C-86:
Subdivision A of Division 15 of Part 4 amends the Canada Labour Code to, among other things,
(a) provide five days of paid leave for victims of family violence, a personal leave of five days with three paid days, an unpaid leave for court or jury duty and a fourth week of annual vacation with pay for employees who have completed at least 10 consecutive years of employment;
(b) eliminate minimum length of service requirements for leaves and general holiday pay and reduce the length of service requirement for three weeks of vacation with pay;
(c) prohibit differences in rate of wages based on the employment status of employees;
Many Canadians are victims of domestic violence. It takes so much courage and determination to make that decision to leave a violent situation. These individuals experience extreme stress and vulnerability. Sometimes, they just cannot go to work for a number of days, and the trouble is, they do not know what type of leave they can use to justify their absence.
This five-day period of leave will help more Canadians get out of violent situations without the risk of losing their job.
By introducing equal treatment protections, these amendments would also ensure that employees in precarious work are paid and treated fairly, and have access to the same entitlements as their full-time counterparts. As well, they would ensure that employees receive sufficient notice and compensation when their jobs are terminated, to help protect their financial security. However, change of this magnitude does not happen overnight.
That is why up to approximately $51 million over five years starting in 2019-20, and up to about $12 million ongoing will be allocated to support the implementation and enforcement of the labour standards amendments, including education and awareness, training and increased resources for proactive enforcement and timely resolution of complaints.
In addition to these changes to the code, we are also enhancing the wage earner protection program to provide more support for Canadians during difficult times when their employer is insolvent and they are owed wages. The wage earner protection program is a Government of Canada program that provides financial support for workers who are owed eligible wages when their employer files for bankruptcy or becomes subject to receivership. In short, the WEPP is there to help workers when they need it the most.
Budget 2018 announced that the government would propose legislative amendments to increase the maximum payments under the WEPP and make eligibility more equitable. As such, our government is proposing to increase the maximum payment under the WEPP from an amount equal to four weeks of maximum insurable employment insurance earnings to an amount equal to seven weeks. For 2018, this would amount to an increase of up to $3,000.
I think the members of the House would agree that this increased support is a welcome change for Canadian workers, and I am glad to say that the increase in the maximum payment would come into force on royal assent and would apply in respect of bankruptcies or receiverships that occurred on or after February 27, 2018.
Changes would also be made to program eligibility more equitable so that workers who are owed wages, vacation, severance, or termination pay when their employer files for bankruptcy or enters receivership are better supported during a difficult time.
The changes proposed today are part of our plan to modernize federal labour standards as part of Bill C-86. We are also introducing historic proactive pay equity legislation. This legislation would ensure that women and men in federally regulated industries receive equal pay for work of equal value.
We have already introduced in the Canada Labour Code the right to request flexible work arrangements, new leaves and new protections for unpaid interns. More recently, we passed Bill C-65, which addresses workplace harassment and violence. We are bringing in change that Canadians have been asking for.
We spent nearly a year consulting with Canadians, stakeholders and experts to get their perspectives on what a robust and modern set of federal leader standards should look now. Now we are taking action. We are ushering in modern and robust standards that will benefit both workers and employers.
With modern labour standards that support good-quality jobs, employees can thrive and achieve a better balance between the demands of their personal lives and the operational requirements of their jobs, which can lead to a greater sense of well-being. By the same token, they can help employers recruit and retain employees, which can lead to an increase in productivity. Employees who come to work feeling supported by their employers are able to do their best work and to innovate, which can create a better working environment and lead to long-term gains for employers.
It is a win-win for everyone.
I request the support of the House to get rid of these 1960s-era provisions that are well past their best before date. We must update our labour standards to reflect the equality and quality of Canadian jobs across the country.