Mr. Speaker, I rise on behalf of my constituents of Fleetwood—Port Kells and welcome the opportunity to join in today's debate on Bill C-278, which proposes to extend EI sickness benefits from 15 weeks to 50 weeks.
While it would be premature to give Bill C-278 a blanket endorsement at this time, I join with the hon. member for Sydney—Victoria in acknowledging the need to examine the adequacy of the current provisions surrounding EI sickness benefits.
However, before proceeding with an examination restricted solely to EI sickness benefits, I believe it is important to frame this discussion in the larger context of the overall EI program.
The EI program helps to strengthen Canada's economic performance and protects our social foundations. It is one of several tools used by the Government of Canada to support a productive, efficient and mobile labour force.
Each year, through EI, the Government of Canada provides temporary financial assistance to unemployed Canadians while they look for work or upgrade their skills. Under the program, Canadians may obtain help through employment assistance services and access to programs they need for skills training. In 2003-04 alone EI income support provided $13.2 billion in benefits and helped 1.97 million unemployed Canadians to regain employment.
Canadians also look to the EI program to provide support at times of major transition in their lives. EI helps Canadians to bridge the gap when they are moving from one job to another, or when they are making the transition from skills upgrading back to the working world.
The EI program also provides temporary financial assistance for Canadians who are pregnant or caring for a newborn or adopted child. It also assists those who need to care for a family member or loved one who is gravely ill and provides support for those who have their own short term illness that keeps them away from their job.
As for the performance of the EI program, the most recent employment insurance monitoring and assessment report shows that EI continues to serve Canadians in an effective manner. Evidence shows that access to the EI program has remained stable. Regular EI claims decreased by 6.7%, while regular benefits decreased by 6.3%. This was consistent with the economic growth experienced over the period. Also, the number of sickness benefits remained fairly stable at just over 294,000 new claims, an increase of only 0.1% over the previous year.
When we talk about sickness benefits, as mentioned earlier, the EI program currently provides for a 15 week sickness benefit. This is designed to provide temporary income replacement for individuals who are absent from their job due to short term illness, injury or quarantine. I add emphasis on the words “temporary” or “short term” in the preceding statement.
It is important to underline that the current 15 week duration of sickness benefits was determined following extensive research and analysis. Factors considered in setting the 15 week number included an examination of the availability of sickness benefits in Canada's private sector, comparisons to the time allotted in other countries and discussions with representatives of the medical profession.
Taking all of this into consideration, the design of Canada's EI sickness benefit, while not sufficient to cover every situation, does cover the majority.
An objective evaluation of the existing data would strongly support such an assertion. For instance, the previously referenced monitoring and assessment report noted that the average length of time for sickness benefits in 2004-05 remained stable at 9.5 weeks. Likewise, a recent Statistics Canada study reported that the average work absence owing to illness or disability remained constant at 10 weeks for the past 13 years.
When reviewed in this context, one would be hard pressed to objectively argue that the 15 week provision for EI sickness benefit is not meeting the program's objective for providing temporary income support to workers when they are ill. In addition, it is interesting to note that the party of the hon. member for Sydney—Victoria held a similar view in government not long ago.
The former Liberal government, responding to a report from a parliamentary committee in May 2005, declared that:
--for the majority of workers who turn to EI when they are unable to work due to illness or injury, 15 weeks is meeting the objective of providing temporary income support.
What is more, the former Liberal government's response also indicated:
In the event a worker's illness or injury extends beyond that period of time, long-term income protection may be available through the Canada Pension Plan (CPP) and other employment related benefits, if applicable.
Indeed, some situations may be covered by other programs or supports that are available. For example, CPP offers coverage for long term disability and many employers provide their employees with insurance coverage purchased from the private sector.
Though it is not chiselled in stone, nevertheless, EI is not a program impervious to change. It evolves in response to changes in our economy, labour markets and the needs of workers. In fact, recently a number of changes have been made to make the EI program more responsive.
For example, Canada's new government announced in June this year an extended EI benefit pilot project. It provides access to five additional weeks of benefit to EI claimants in high unemployment regions, up to a maximum of 45 weeks. In addition, we expanded the eligibility criteria for the compassionate care benefit so a broader range of EI eligible workers could claim the benefit while they cared for a family member or a loved one.
The performance of the EI program is carefully assessed on an ongoing basis with a view to determining if additional changes are warranted. I stress the words “carefully assessed”. As commendable as it would seem, a change to the EI program on the magnitude as proposed in Bill C-278 cannot be given a blanket endorsement without a clearly defined rationale and without further examination.
There are questions that remain unanswered. What, for example, would be the approximate cost or other impacts of such a change? What would be the advice of the medical profession? What is now the practice in Canada's private sector? What has been the experience in other countries that include sickness benefits in their employment insurance systems? All these considerations deserve a thorough examination prior to moving forward.
Plainly much more information is needed to understand the consequences and costs of increasing the duration of the EI sickness benefit.
While it can be acknowledged that the current 15 weeks provision may not be sufficient in selected cases, we must also recognize that blanket support for Bill C-278 at the present, without the required data to make an informed decision, would be premature. However, this does not preclude further examination on the implications of extending EI sickness benefits, ideally within and outside the confines of Bill C-278.