Wednesday, March 20, 2024

Toward Justice

At every convention, delegates discuss and vote on a number of resolutions in the pursuit of justice in the workplace

THE CLAC NATIONAL CONVENTION HAS the ultimate responsibility for CLAC’s overall activity and for ensuring that CLAC’s conduct is in harmony with its constitution. Conventions are held every three years and are comprised of delegates from the union’s locals, National Board, and staff.

Along with electing members to the National Board and reviewing various proposals, reports from the locals, and financial statements, delegates to the convention also review resolutions submitted for discussion and adoption. Resolutions that are adopted by the convention represent CLAC’s formal expression of opinion or intention on an issue. They are often addressed to governments or to the union itself and usually urge a particular course of action for them to take toward achieving justice for members and all workers.

1. Concerning Minimum Wage in Alberta

CLAC represents thousands of members in Alberta employed as essential workers in the grocery retail and healthcare sectors across the province. We are committed to the principle of wage sustainability, and we recognize the importance of indexing the minimum wage to inflation to ensure low-wage workers are able to deal with real increased costs of living.

With the cost of living in Alberta continuing to rise, people working at minimum wage jobs face increased financial pressure. These are the province’s most vulnerable workers. They work diligently, often under challenging conditions. They deserve fair remuneration, ensuring they are not left behind.

Provincial governments in British Columbia and Ontario have recognized the financial pressure low-wage workers face due to inflation and have indexed their minimum wage increases to cost-of-living metrics. They have subsequently enacted progressive increases to the minimum wage, providing a more stable and predictable income for their low-wage workers.

Fostering a competitive economic environment is essential for Alberta’s prosperity. Competition is more balanced when all businesses are required to adhere to a reasonable standardized minimum wage, thereby creating a more equitable marketplace.

IT IS THE RESOLUTION OF THIS CONVENTION that CLAC petition the Alberta government to take immediate steps to review and implement an increase to the province’s minimum wage based on economic conditions and comparable provincial jurisdictions, and thereafter enact an annual increase indexed to inflation* every October 1 beginning in 2024. Further, we request that the government provide CLAC with a written response to this resolution.

*Alberta CPI 12-month trailing average

2. Concerning The Urgent Need to Address Insufficient Treatment Resources for Tradespeople Impacted by Addiction and Dependency

A BC Coroners Service report found that approximately 55 percent of workers who experienced an overdose between 2016 and 2017 were employed in the construction or transportation sectors. These numbers have only increased in recent years.

Despite being declared a public health emergency in BC in 2016, the crisis has only worsened, as the number of deaths in BC doubled in 2022 compared to 2016. According to research conducted by the federal government, male construction workers are disproportionately impacted by substance use disorders, having the highest percentage of individuals suffering from opioid addictions and overdoses across any industry.

The construction industry has several unique factors and challenges that contribute to the disproportionate impact on individuals. These challenges include but are not limited to

• physically demanding work;

• higher rate of on-the-job injuries than many other occupations;

• more frequent prescribing of opioid painkillers than other occupations;

• work site cultures that encourage a “work hard/play hard” mentality;

• camp work and working away from family for extended periods of time leading to feelings of isolation;

• long, rotating shift schedules;

• financial inconsistencies;

• lack of job security; and

• work site cultures that are less likely to address mental health or substance use issues.

Despite improved intentions, treatment resources have not met the increased demand, as wait times for inpatient government-funded beds frequently reach more than six months. While inpatient treatment, especially one dedicated to addressing the unique challenges of the construction industry, is one treatment option, there are a number of alternative, evidence-based approaches for helping to address the addiction and dependency issue within the industry. However, further research is needed to determine how CLAC can most effectively support this area.

IT IS THE RESOLUTION OF THIS CONVENTION that CLAC fully endorse and drive an initiative to determine tangible areas in which the union can further help address the addiction, dependency, and insufficient treatment resource issue impacting workers in the construction industry, including member supports, staff and member education, partnership opportunities, and funding streams to deliver meaningful, measurable change. CLAC will also petition the BC government to build additional treatment facilities to reduce wait times and provide critical recovery options and will invite other locals to petition their respective provincial authorities.

3. Concerning Settlement and Employment of Displaced Ukrainians

Since the commencement of hostilities in Ukraine in February 2022, more than one million Ukrainians have applied for Canada’s emergency travel permit. More than 800,000 temporary residence applications have been approved, and more than 200,000 Ukrainians have arrived in Canada.

CLAC strongly expresses its sincere support to and deep solidarity with our union colleagues in the All-Ukrainian Union of Workers Solidarity (VOLYA). We further express solidarity to all Ukrainian citizens affected by this terrible conflict, and we wish them strength and wisdom in these volatile times.

Under the Canada-Ukraine authorization for emergency travel (CUAET), Ukrainians are eligible to remain in Canada for up to three years. During that time, Ukrainians are able to work and study.

Working-age Ukrainians face challenges as they navigate life and work in Canada. While governments, agencies that support newcomer settlement services, employers, educational institutions, and other stakeholders are taking steps to address these challenges, more work remains.

IT IS THE RESOLUTION OF THIS CONVENTION that CLAC support the settlement and employment of displaced Ukrainians by adopting the following initiatives:

1. For the settlement of displaced Ukrainians, CLAC petitions the Canadian government to

a. enhance funding for provincial apprenticeship training;

b. add capacity to apprenticeship technical training;

c. incentivize employers to hire and retain apprentices with a particular focus on first- and second-year apprentices;

d. take actions that will reduce barriers to recognition of job-related qualifications;

e. expand Canada’s express entry system to provide an efficient pathway to permanent residency for displaced Ukrainians desiring as much, with expertise in the trades and professions.

2. In support of labour market integration of skilled and unskilled displaced Ukrainians, CLAC will make its best efforts to

a. deploy training-to-employment initiatives in partnership with CLAC-signatory employers focused on displaced Ukrainians;

b. make ESL classes available for Ukrainians needing to learn English quickly to secure work;

c. offer workshops so displaced Ukrainians can successfully navigate pathways to employment;

d. recruit displaced Ukrainians looking for work with CLAC-signatory employers;

e. partner with immigration agencies best positioned to welcome, onboard, and support displaced Ukrainians, including the CLAC Foundation as a potential funding partner providing financial assistance for work-readiness training initiatives.

4. Concerning Funding of School Divisions for Adequate Support Staff Wages

The high cost of living has become a serious issue for all Manitobans. The province’s public school teachers are undergoing provincial bargaining, which will result in equal wages for all teachers across Manitoba. Many school divisions outside of Winnipeg have decided to pay support staff several dollars per hour less than those working in Winnipeg.

Support staff—educational assistants in particular—are integral to the proper operation of schools and the delivery of education. High turnover and poor training affect the ability of the educational team to sufficiently meet the increasingly complex needs of today’s learning environment. Vulnerable students in particular are negatively impacted.

The previous provincial government restricted school divisions from increasing property taxes, in favour of equitable funding and equitable education. However, it did not provide a new, adequate funding model to replace funding otherwise available to school divisions through increased property taxes.

CLAC represents support staff working at Hanover School Division and Garden Valley School Division. We recently took over 300 educational assistants employed by Hanover School Division out on strike for three weeks due to low wages because the employer claimed serious funding challenges.

IT IS THE RESOLUTION OF THIS CONVENTION that CLAC petition the Manitoba government to give urgent attention to the inadequate funding of school divisions, particularly those outside of Winnipeg. This is for the express purpose of providing adequate pay for support staff across all school divisions. Further, we request that the Manitoba government provide CLAC with a written response to this resolution as well as an in-person meeting.

5. Concerning Violence in Retirement, Homecare, and Long Term Care

Workers in Ontario’s retirement, homecare, and long term care sectors are at high risk of experiencing violence at work. According to Ontario’s Workplace Safety and Insurance Board, workplace violence accounted for 13 percent of all lost-time injuries in the healthcare sector in 2018.

Over 76 percent of people enter long term care with mild to severe cognitive issues—an increase of more than 25 percent since 2011. Three of the top four conditions supported in long term care—dementia and Alzheimer’s (second), neurological conditions (third), and mood and psychiatric disorders (fourth)—are those that lead to an increased likelihood of violence.

As growing numbers of aging Ontarians require support either at home or in a seniors’ care facility, the prevalence and risk of violence in the healthcare workplace also increases. Efforts to document and counteract the increasing frequency of violence among healthcare workers and in healthcare workplaces are varied. But without a doubt, the experience, trauma, and fear that arises from the risk or experience of violence is palpable for the 9,000 CLAC members who work in Ontario’s healthcare sector.

IT IS THE RESOLUTION OF THIS CONVENTION that CLAC undertake the following seven initiatives:

Develop and negotiate collective bargaining proposals and/or labour-management support materials that will enhance employer accountability and support for the victims of workplace violence in healthcare settings, by, but not limited to, tracking incidents of violence and providing timely post-incident support through third-party counselling or any other suitable means.
Provide resources and training for joint health and safety committees (JHSCs) that will enhance the undertaking of their responsibility to assess the risk of violence.
Design control measures, as well as encourage JHSCs to take an active role in violence prevention, conducting post-incident assessments, and recommending interventions.
Develop a member awareness and CLAC staff education campaign that will improve understanding of workers’ legal obligations, rights, and protections in respect of violent behaviour in the workplace.
Develop a public policy position(s) that will inform CLAC’s regular submissions and lobbying of government to bring resources and/or legislative reform that will enhance worker protection.
Support this advocacy with a communications campaign to increase public awareness on this issue.
Establish and fund a three-year working group of no less than eight members that will steer the activities necessary to achieve the commitments of this resolution and other initiatives that may be undertaken by the union to counteract the risk of violence in healthcare workplaces.