Irek Kusmierczyk

[Business of Supply, February 18th, 2020]

Madam Speaker, indeed, Canadians want an EI system that is responsive and flexible. They have been waiting 40 years for changes to the system. It has been 40 years since a government has introduced any serious modernization of the EI system.

This government is 100% committed to modernizing EI and sickness benefits. That means reducing the EI waiting period from two weeks to one week. That means extending parental benefits and parental leave for an additional five weeks. That means making working while on claim permanent, providing flexibility to Canadians who are looking to reintegrate into the workforce.

Now we are committed to extending EI sickness benefits from 15 weeks to a full 26 weeks. That is six months. This last change is absolutely critical. It represents the first significant modernization of the EI sickness benefits in 40 years. It is just the first step. We are committed to continued dialogue. We are committed to listening to Canadians on this very important issue.

[Business of Supply, February 18th, 2020]

Madam Speaker, this government has reduced the wait times from two weeks to one week. In terms of the wait period, I do not have that answer at this point in time, but I would be happy to find that information and meet with my colleague after this session to provide him with that critical information.

[Business of Supply, February 18th, 2020]

Madam Speaker, I very much appreciate my colleague's concern on this issue. Illness is disruptive and often devastating to families and Canadians. We know how much the EI sickness benefit means to Canadians. We know that over 400,000 Canadians utilize EI sickness benefits annually and we also know that about one-third of those Canadians max out their claim benefits.

We agree with the Canadian Cancer Society, which stated that 15 weeks is simply not enough. It does not provide the amount of time or the flexibility Canadians require, which is why this government is committed to extending the duration of EI sickness benefits from 15 weeks to 26 weeks, which is half a year, or six months. This is the first serious modernization in 40 years.

We understand that this is a first step. This is a critical and crucial first step. We know it is just the first step, and we are committed to continuing our dialogue with the members of this House and other stakeholders across Canada.

[Business of Supply, February 18th, 2020]

Madam Speaker, I am happy to rise in the House today to talk about how we have enhanced employment insurance.

The employment insurance program is one of the pillars of our social safety net. We are taking measures to ensure that it continues to serve workers and employers in a spirit of fairness and compassion.

Generally speaking, EI benefits are extremely effective. They fulfill the purpose for which they were created. They provide support for Canadians who are looking for a job, working to improve their skills, dealing with an illness or preparing to become a parent or caregiver. However, Canadian jobs and Canadian families are changing. This means that the program must change as well.

As a result, we are committed to improving the employment insurance program so that it continues to serve people. Part of our government's commitment to Canadian workers includes expanding the EI sickness benefit from 15 to 26 weeks. This commitment was welcomed by the Canadian Cancer Society which said:

The proposed extension would support Canadians who have been diagnosed with cancer and need to take time away from work to seek treatment.

In addition, our commitment to expand EI sickness benefits from 15 to 26 weeks matches the recommendations from the MS Society of Canada and the Community Unemployed Help Centre that were brought forward at the Standing Committee on Human Resources, Skills and Social Development and the Status of Persons with Disabilities.

We have already worked hard to make improvements to the program. Let me detail a few of these now.

In January 2017 we shortened the employment insurance waiting period from two weeks to one week. The goal of this change was to ease the financial strain on claimants, and I am proud to say that we reached that goal. By October 2019 about five million claimants had benefited from the reduced waiting period.

Another change we made is helping to make the El program more flexible. Eligible pregnant workers are now able to receive employment insurance maternity benefits earlier, up to 12 weeks before their due date. This gives women more leeway to consider their personal, health and workplace circumstances as they decide when to start their maternity leave. As of December 2018, about 8,000 workers had made use of this new flexibility.

We know how challenging it can be to raise a family. That is why we improved the employment insurance parental benefits. Since December 2017 parents have been able to choose a longer parental leave at a lower benefit rate. It turns out that a lot of parents are taking advantage of this option. As of December 2018 approximately 32,000 parents had chosen the extended parental benefit option.

To further demonstrate the government's commitment to parents, the employment insurance parental sharing benefit was launched in March 2019. Its main objective is to promote greater gender equality in the home and workplace by encouraging parents to share parental leave.

More precisely, it offers an additional five weeks of employment insurance standard parental benefits reserved for a second parent. This approach is designed to create an incentive for all parents to take some leave when welcoming a new child and to share equally in the responsibility of raising their children.

There is also the family caregiver benefit. Our government knows that many Canadians have to take time off from work to care for a loved one. We wanted to help them as well. That is why we made changes to make employment insurance benefits for caregivers more flexible, inclusive and easier to access. These changes came into effect in December 2017.

Caregivers can access up to 15 weeks of benefits to provide care to an adult family member with a critical illness or injury.

We have also enhanced the benefits available to parents when they provide care or support to a critically ill child by extending eligibility to include additional family members who may provide care to the child. Also, in order to improve access to EI caregiving benefits, both medical doctors and nurse practitioners are now able to sign medical certificates.

As I mentioned, the Government of Canada is looking for ways to improve the EI program so that it meets the needs of Canadian workers. That is why changes were made to improve the sickness benefit. As of August 2018, the EI working while on claim rules were extended to EI maternity and sickness benefits, including those for eligible self-employed persons. This measure provides Canadians who are dealing with an illness or injury with greater flexibility to manage their return to work and keep more of their EI benefits.

Also, EI claimants in receipt of parental benefits, compassionate care benefits or the EI family caregiver benefit can switch to the sickness benefit if they become ill or injured while on claim.

Finally, I want to mention one more change to the EI program. I am talking about our new EI skills boost measure, which was created to better support claimants who have lost their job after several years in the workplace. Through skills boost we are providing claimants with more opportunities to take full-time training while continuing to receive employment insurance benefits. The promotion and expansion of employment insurance flexibilities for training will encourage more claimants to upgrade their skills while receiving benefits.

I also want to mention some important changes the Government of Canada recently made to the Canada Labour Code. These changes provide better work-life balance and strengthen labour standards protections in federally regulated private sector workplaces. Changes include new leaves such as personal leave and leave for victims of family violence, improved access to existing leave and general holiday pay, improved annual vacation entitlements and leave for traditional indigenous practices. These changes came into force on September 1, 2019, and exemplify the flexibility and work-life balance we are trying to achieve for Canadian workers.

The reality is that families and workplaces are changing, so EI must also change.

Employment insurance needs to keep up with the modern realities of today's labour market. It needs to continue to serve workers, and it needs to work well for employers too.

It is all a question of balance.

Giving employees flexibility is good for our economy as all of Canada benefits.

[Canada-United States-Mexico Agreement Implementation Act, February 6th, 2020]

Madam Speaker, would the member not acknowledge that for workers, for the auto sector, this is a good deal? It would increase production and job security.

[Canada-United States-Mexico Agreement Implementation Act, February 6th, 2020]

Madam Speaker, I really do appreciate the comments from the hon. member for Selkirk—Interlake—Eastman. Coming from Windsor—Tecumseh, which is home to 40,000 manufacturing jobs, Fiat Chrysler Automobiles and a Ford engine plant, we appreciate the comments and concerns about the auto industry. However, the perspective from the workers and unions that I have spoken to is that this is a very good deal for the auto sector.

The fact is that under the new rules of origin, car makers would be required to source 75% of their auto content from North America, which is going to translate into more jobs and greater job security. As was mentioned in the House today, certainty is an important aspect, which is exactly what this agreement will provide.

I want to read a quote from the president of the association—

[Employment, January 31st, 2020]

Madam Speaker, Canada's prosperity depends on young Canadians getting the education and experience they will need to succeed in their careers, keeping our economy growing and our middle class thriving.

We are excited about rolling out 70,000 jobs for our youth. That is why the Canada summer jobs program is an important part of our government's youth employment strategy. We are providing young Canadians with paid summer jobs where they can gain valuable experience and earn money to help pay for school.

I am pleased to share with the House that the application period is now open. I encourage—

[Canada-United States-Mexico Agreement Implementation Act, January 30th, 2020]

Madam Speaker, it is my pleasure to rise in the House today for my first speech and to speak to the Canada-United States-Mexico agreement. Some people call it CUSMA. In my home riding of Windsor—Tecumseh, we simply call it the new NAFTA. Either way, this trade agreement spells certainty and job security for the 40,000 manufacturing workers and 8,000 agriculture workers in our region, whose companies rely on open and reliable access to the U.S. market.

Two billion dollars in trade crosses the U.S.-Canada border each day, and one-quarter of that trade crosses the Windsor-Detroit border. More than just market access, the new NAFTA means every car made in North America will have 25% more local content. That means more production, more jobs and greater prosperity for our region.

Members should not just take my word for it; the president of the Automotive Parts Manufacturers' Association said that the new NAFTA is “the single biggest boost to the fortunes of the Canadian auto supply sector in our history.” That is why I urge my colleagues in the House to move swiftly and resolutely on ratifying this important trade deal.

I also want to talk about another key aspect of the new NAFTA that would help tilt the playing field even further in favour of Canadian workers like those in Windsor—Tecumseh, and that is the new labour chapter.

Through the new labour chapter, the agreement seeks to improve working conditions and living standards across North America and to protect and enhance basic workers' rights. Trade and labour protections are mutually supportive, and Canada strives to demonstrate internationally that a competitive economy includes safe, healthy and co-operative workplaces. The labour chapter in this new agreement aims to raise and improve labour standards and working conditions in all three countries by building on international labour principles and rights.

The original NAFTA includes a side agreement on labour called the North American Agreement on Labour Cooperation. This new labour chapter is a significant improvement over the original side agreement and is fully incorporated into the new NAFTA. The new labour chapter includes commitments to protect and promote internationally recognized labour principles and rights, including the International Labour Organization's 1998 Declaration on Fundamental Principles and Rights at Work. Most importantly, these commitments are all subject to dispute settlement.

The chapter also includes commitments to ensure that national laws and policies provide protection of the fundamental principles and rights at work, including the right to freedom of association and to collective bargaining. The chapter also includes a non-derogation clause that prevents parties from deviating from their domestic labour laws in order to encourage trade or investment.

Importantly, the new labour chapter has a number of key provisions that support the advancement of fair and inclusive trade. For instance, it includes enforceable obligations to address issues related to migrant workers, forced or compulsory labour, and violence against union members. To address labour rights violations in Mexico, it also includes an annex with specific requirements on worker representation in collective bargaining.

I mentioned the issue of forced or compulsory labour, an odious practice that still exists in many countries. The Canada-United States-Mexico agreement is the very first agreement to include an obligation that would commit Canada as well as the United States and Mexico to prohibit the importation of goods produced by forced labour. This is a milestone provision that could have an important impact on workers around the globe.

Let me give some context.

The ILO estimates that in 2016, approximately 25 million people worldwide were subjected to forced labour, and a disproportionate number were women and young girls. For this reason, our government has committed to addressing forced labour within the labour chapter of the agreement.

While these inclusive trade provisions would largely help workers outside of Canada, the modernized agreement would also help workers here at home. “How, exactly?” one may ask. North American free trade has been an enormous benefit to Canadian businesses, workers and the overall economy. It means more good-quality jobs here at home and more affordable goods and services. The agreement would ensure that trade does not come at the expense of workers' labour rights.

Ultimately, trade is about people. It is about creating the best possible conditions for growth, for jobs and for the prosperity of individuals and working families in their communities.

Let me give an example of how the CUSMA would protect Canadian interests and help to curb the outflow of jobs.

The rules of origin chapter addresses automotive manufacturing wages in North America by including a labour value content requirement. Basically, this means that 40% of the value of a vehicle must be from a plant where the workers earn an average of $16 U.S. per hour or more in order for the vehicle to be considered as originating from a CUSMA country.

This provision, together with the labour chapter provisions on collective bargaining rights, may create upward pressures on wages in Mexico and help to level the playing field for Canadian workers and businesses.

It is important to note that the labour chapter is subject to the dispute settlement chapter in cases of non-compliance to ensure that all obligations are respected. The agreement provides an opportunity for governments to take the necessary actions and measures if prior attempts to resolve the matter through consultations prove ineffective.

The labour chapter allows for complaints from members of the public, including businesses and unions, in cases of non-compliance.

When Canada, the United States and Mexico agreed to further strengthen the labour chapter of the agreement on December 10, 2019, Canada established a new bilateral rapid response mechanism with Mexico that allows Canada to request an investigation into certain labour rights violations by an independent panel of labour experts. This mechanism will ultimately hold covered facilities accountable for the commitments on workers' rights.

The labour chapter is a significant improvement on the original NAFTA side agreement on labour. This robust and comprehensive chapter will bolster existing protections for workers. Workers at home and around the world will benefit from the Canada-United States-Mexico agreement and enjoy better labour standards for years to come.

Let us get this deal ratified.

[Questions on the Order Paper, January 27th, 2020]

Mr. Speaker, since the November 13, 2019 announcement, Service Canada has been working closely with the New Brunswick, NB, Department of Post-Secondary Education, Training and Labour, PETL, to coordinate efforts and provide support to the workers impacted by the closing of the Glencore smelter in Belledune. The area director for NB has contacted the MP’s office to inform them that Service Canada is supporting employees and that the employer can contact them if they have any questions.

Service Canada attended information fairs for unionized and non-unionized employees on December 2, 2019, in Belledune, New Brunswick, and December 3, 2019, in Beresford, New Brunswick. This event was a collaboration between the provincial department of PETL and the employer, Glencore. Employees in attendance had the opportunity to ask questions and Service Canada took note of them in order to better address their concerns about employment insurance, EI.

Service Canada and NB PETL held joint information sessions on December 11 and 12, 2019. Eight sessions were held for unionized employees and 82 people attended. The sessions provided general information on EI and other Government of Canada services and programs. A session for non-unionized employees was scheduled for December 13, 2019, but had to be cancelled because these employees are still working. It has been rescheduled to January 2020.

[Poland, December 13th, 2019]

Mr. Speaker, it is an honour to rise in the House of Commons for my first remarks, and I would like to thank the residents of Windsor—Tecumseh for putting their trust in me to be their voice in Ottawa.

Today marks the 38th anniversary of the declaration of martial law in Poland by the Communist dictatorship. Thousands of members of Solidarity, the first independent trade union in the Soviet bloc, were rounded up and imprisoned. In the middle of the night, the secret police came to our door and arrested my father.

After the crackdown, Canada opened its doors to over 6,000 Polish immigrants and political refugees like my family, who contributed their skills and energy to building communities across Canada while supporting the struggle for freedom in their homeland.

Today we honour the brave spirit of the workers and members of the Solidarity movement and recognize Canada's role in providing safe harbour to those who fled Communist persecution. We thank Canada. How can we ever thank Canada enough?