Mr. Speaker, I am pleased to rise before the House today to address Bill C-66 which will amend part I of the Canada Labour Code, the Corporations and Labour Unions Returns Act. I am pleased because this piece of legislation is a symbol of the possibilities which exist when government, labour and business work together in an atmosphere of trust and co-operation.
The bill will modernize the industrial relations component of the Canada Labour Code, thereby improving the ability of labour and management to adjust and thrive in an increasingly global economy.
This is especially true when we consider the fact that the proposed amendments will affect about 700,000 Canadians in very important pivotal industries, such as banking, telecommunications, broadcasting, rail and road transportation, airports and airlines, and others. These industries are part of the backbone of our national economy. In many cases they are also where we will find jobs for the future.
It is so rare to see management and unions sharing the same opinion that I thought it important to mention the fact here.
It is true that a tremendous amount of work has been invested in producing this piece of legislation. Bill C-66 is the product of an extensive consultation process. These consultations included a task force of labour relations experts, a working group of management and labour organizations, and a series of meetings held by the Minister of Labour with representatives of labour, management and other interested parties.
The task force was chaired by Andrew Sims, an Edmonton labour lawyer specializing in arbitration and dispute resolution. He was admirably supported by two experienced colleagues, Toronto based labour arbitrator, mediator and fact finder Paula Knopf, and Quebec labour arbitrator and professor at Laval University, Rodrigue Blouin.
The task force received numerous written submissions and met with labour and management delegations and with members of the academic and legal communities at various locations across the country. It also invited labour and management organizations whose members are subject to the Canada Labour Code to set up a working group to discuss and endeavour to reach a consensus on issues.
When the task force submitted its report entitled: "Seeking a Balance", it reflected the consensus reached by the labour-management working group in a number of important areas. In addition to its own findings and those of the working group, the Sims task force also took into account the recommendations made by the West Coast Ports Industrial Inquiry Commission which had issued its report in December 1995.
It is quite an accomplishment that both labour and management have expressed support for the overall balance of the recommendations of the task force. The consensus reached is an illustration of what can be accomplished when we work together in a spirit of good faith and mutual respect.
On several key issues Bill C-66 reflects the consensus reached by labour and management. With these amendments the government is acting as a proactive catalyst for change. It is proposing strategies which will modernize the code, encouraging parties to settle their differences in a less adversarial fashion.
The amendments include the establishment of a new representational Canada industrial relations board composed of a neutral chairperson and vice-chairpersons, and equal numbers of members representing employers and employees. This board will replace the current non-representational Canada Labour Relations Board.
The new board will be given greater flexibility to deal quickly with routine or urgent matters. The board's powers will be clarified or extended to ensure that complex industrial relations issues, such as those arising from the review of bargaining units or sales of businesses, can be fully addressed, and to provide appropriate remedies in the case of unfair labour practices, such as failure to bargain in good faith.
There is the replacement of the current two-stage conciliation process by a single stage with a choice of procedures, to take no more than 60 days.
The right to strike or lockout will be subject to the holding of a secret ballot vote within the previous 60 days and the giving of a 72-hour advance notice.
Parties involved in a work stoppage will be required to maintain services necessary to protect public health and safety. Services affecting grain shipments will be continued in the event of legal work stoppages by any third parties in the ports.
There will be no general prohibition on the use of replacement workers. However if they are used for the purposes of undermining a union's representative capacity, the board may declare their use as an unfair labour practice and order the employer to stop using them for the duration of the dispute.
Employees will be entitled to maintain insurance and benefits programs during work stoppages.
The amendments will also confirm the rights of employees in the bargaining unit who were on strike or locked out to resume employment following the end of a work stoppage in preference to any persons hired to replace them.
As chair of the parliamentary Standing Committee on Human Resources Development, I look forward to a very interesting debate and hearing further opinions from all sides of the House. We will find ways to perhaps improve this piece of legislation.