The B.C. Federation of Labour has sub- mitted a lengthy brief to Labour Minister King and his three advisors, proposing a thorough revision of labour legislation in the Province. The brief, as part of a continuing dialogue between the labour movement and the Minister, has not been issued publicly. The following summary outlines the major Points dealt with. Other proposals will be put forward in future discussions. PROPOSED CONSOLIDATION OF LEGISLATION The Federation has proposed that a new act be drafted to replace three major pieces of existing legislation: The Labour Relations Act, Mediation Services Act and the Trade- union Act. Emphasis in the new legislation should be given to detailing the rights of employees in the province to have trade union representation and to bargain collectively. OBTAINING TRADE UNION REPRESEN- TATION Great stress is laid on the importance of eliminating the present exclusions which deny thousands of British Columbians the right to trade union representation. At present most. professional people, agricultural workers, fishermen, owner- operators, men and women employed in one- person operations and others are excluded. Under the Federation’s proposals such people would have the right to union representation. Stronger guarantees to protect employees rights are proposed, along with streamlined procedures for groups seeking union representation and more effective barriers against the formation of company unions. UNFAIR LABOUR PRACTICES There are serious inadequacies in present provisions which are supposed to prevent employers from intimidating employees who are involved in trade union organizational activities. One of the key. proposals would adopt the practice followed in some other provinces and other countries of providing that an employer .must justify any employee discharges while union organizational ac- tivity is taking place, to establish that such discharges are not in violation of the legislation. Because some employers have shown that the existing penalties for unfair labour practices are no. deterrent, the Federation has proposed that union cer- tification be granted automatically whenever the employer is shown to have acted illegally in interfering with the employees rights. — sss UNION SECURITY rae re The Federation has outlined provisions which would clarify and strengthen the union security sections of the present legislation. In addition, with respect to union dues, the Federation has reiterated its condemnation of the legislative discrimination which prevents employees from making political THE WESTERN CANADIAN LUMBER WORKER donations through their union, while per- mitting companies to make such donations. Repeal of this section (commonly identified as Bill 42) is urged. COLLECTIVE BARGAINING % A number of proposals are included which would streamline the collective bargaining process, insure that the parties would be required to bargain in good faith and in- crease the effectiveness of Mediation Of- ficers. - STRIKES AND LOCKOUTS In attacking B.C.’s restrictions on the right of peaceful picketing, the Federation has called for extensive revisions to insure that employees on a legal strike are guaranteed the right to picket wherever the employer is doing business. In addition, the Federation proposals would protect the right to refuse to cross legal picket lines and the right to support boycotts of “hot’’ products. The hiring of strikebreakers during a legal strike should also be outlawed. GRIEVANCE AND ARBITRATION Pointing out that in most western countries, including the United States and Britain, employees are free to strike over grievances at any time, the Federation has proposed that if working people in British Columbia are to continue. to accept ar- bitration of grievances during the life of a collective agreement, it is essential that procedures be streamlined to eliminate the long delays which are common at present. While some specific proposals are included in the brief, the Federation acknowledges that further study of this problem is necessary to reach a Satisfactory solution of the problem. TECHNOLOGICAL CHANGE Labour contends that technological change alters the basic conditions under which an agreement has been negotiated. Accordingly, the Federation advocates in- clusion of a section which provides for negotiation of new terms in the event of technological change during the life of the collective agreement. Failure to reach agreement following a negotiation procedure could lead to an application by the union to the Labour Relations Board to declare the agreement terminated. : RESIDUAL RIGHTS eS Similar to the philosophy underlying the Federation's technological change proposal is the contention that matters not covered by the collective agreement should be subject to negotiation if they arise during the life of the agreement. > TRANSFER AND CONTINUATION OF OBLIGATIONS —— Frequently companies sell part of their business or establish separate companies to avoid union certifications or collective agreement or other obligations under the labour legislation. At present the provisions in the legislation are inadequate to deal with such manoeuvres and the Federation has put forward suggestions for strengthening the — protection against such activities. ACCREDITATION Accreditation of employers groups, in the, view of the Federation, has no place in* legislation which is supposed to deal with the | rights of employees. For this reason, and . because of the discriminatory nature of the | accreditation provisions the Federation has” called for the repeal of the accreditation | sections of the legislation. LABOUR RELATIONS BOARD Calling for an overhaul of the Board, the Federation has proposed a full-time Board with management and labour members who are truly representative of their groups. In addition, the brief points out that it is con- trary to recognized principles of justice to have Department of Labour officials, responsible for administering legislation, sitting as members of the Board adjudicating | under the provisions of that legislation. MISCELLANEOUS Other subjects dealt with the nature of offences and penalties under the Act, procedures for changing or cancelling cer- tifications, details of the manner in which the business of the Department is conducted, powers of the Minister and questions related to the internal affairs of unions. You‘ve been workin’ on th’ riggin’ fer twenty years - : still have to rig me own clothes line! - al