SWEDISH FILM SOLVES RE-TRAINING PROBLEMS By GRANT MacNEIL “What is now done in Swe- den about the re-training of workers displaced by struc- tural or technological changes can be done in Canada.” This has been the conclu- sion of IWA members in dis- cussions on the Swedish film “Investment in Manpower” produced by the Swedish La- bour Market Board. Features of the Swedish system that command atten- tion are: -(1) Re-training facilities at over sixty centres across Swe- den provided displaced Swe- dish workers with a wide range of opportunities to ac- quire new skills for employ- ment in expanding industries., (2) Re-training is conduct- ed with definite job oppor- tunities in view that the new employer may continue on- the-job training. (3) Counselling with assist- ance in the examination of new job opportunities pro- vides. a prospective trainee with knowledge of new open- ings for which he has the ap- titude and general experience, eliminating as far as possible haphazard placement. (4) Re-training is supervis- ed by Sweden’s Labour Mar- ket Board, comprised of rep- resentatives from the unions, management and government. Admittedly, the Swedish plan cannot be transferred completely to Canada for the following reasons: (1) The development of secondary industry through- out all districts in Sweden is successfully promoted through tax incentives which offset the “boom or bust” business cycles. (2) _ Divided jurisdictions are not a problem in Sweden as in Canada where control of education is strictly a pro-. vincial responsibility. (3) Swedish labour and management are more highly organized than in Canada, en- abling national agreement on matters of mutual concern. Nevertheless, some basic principles incorporated in the Swedish plan can be adapted to Canadian conditions. The IWA should look beyond the THE WESTERN CANADIAN LUMBER WORKER “INVESTMENT IN MANPOWER” FILMED BY THE SWEDISH LABOUR MARKET BOARD PROVES DISPLACED WORKERS CAN BE RE-TRAINED limitations of the master con- tracts to promote joint labour- management - government ac- tion to make more satisfactory provision for woodworkers now being displaced by tech- nological and structural changes, in greater and great- er numbers. A number of unpleasant facts stare us in the face. (1) The levels of employ- ment in individual operations are declining. Everywhere fewer workers are producing more, although industry- wide expansion inflates the aggre- gate employment to conceal the scrapping of individual workers. When expansion is halted, as must inevitably hap- pen, the union will be work- ing harder and harder to ser- vice the needs of fewer and fewer workers. (2) Accelerating mechaniz- ation is reducing logging and sawmill crews right and left with increasing frequency. When the axe falls, inevit- ably an increasing percentage of the workers concerned are cast adrift, with only their severance pay and unemploy- ment insurance to cushion their plight. : (3) As a matter of job se- curity for those still retained in employment, the IWA can- not ignore the necessity of exerting pressure outside the contract to secure more ade- quate provision for the reab- sorption of men threatened with displacement by automa- tion in other branches of the industry or expanding indus- tries. (4) When the axe falls, se- niority provisions become less and less significant as the skills of senior workers are rendered obsolescent. Men with long term seniority are “axed” as readily as their juniors in seniority. (5) Only the acquisition of new skills will -remove the employment handicap experi- enced by the “over forty” workers still at their peak of productivity. The above facts make it im- perative that the union should direct public attention to the possibilities of the Federal Adult Occupational Training Act as administered by Can- ada Manpower officials. This act, which in 1967 replaced the Technical and Vocational Assistance Act, enables Can- ada Manpower officials to offer training to a worker displaced by production changes. This worker must (a) have been a member of the work force for three years “without sub- stantial interruption,” (b) be of an age one year above reg- ular school-leaving age in his province and (c) have depen- dents. It must be shown that re-training will increase his earning capacity as well as opportunities for re-employ- ment. The training facilities pro- vided by the province must first be considered. If no suit- able course is made available by the province, the Manpow- er officials have limited au- thority to enroll trainees in private institutions or through contractual arrangements with employers for on-the-job training. It is at once apparent that much depends on provincial government co-operation for the Manpower officials are not authorized to engage in con- struction of training institu- tions. When a worker qualifies for re-training the Federal Gov- ernment picks up the tab for the cost of re-training for a specified period, and the nec- essary allowances as required by the trainee’s circumstances. In addition provisions are made under the Manpower Mobility regulations for ex- penses incurred in any neces- sary move to another area to secure satisfactory employ- ment. In various ways the Federal Government is prepared to as- sist in the expansion of train- ing facilities mainly by way of loans for capital costs and the promotion of research into the province’s manpower needs. The Act also provides that upon the request of the pro- vince, a joint committee may be established to assess man- power needs in the province. If such a committee function- ed properly, safeguards could be provided to avoid situa- tions where retraining fails to increase genuine job oppor- tunities with prospects of job security. It should be noted that un- employment in B.C. is now increasing. Also, the number of Social Assistance reached the 88,000 mark in 1968. It is assumed in official cir- cles that a factor in this in- crease is technological dis- placement. : It is known that many workers are reluctant to ap- ply for retraining because of their lack of formal education or because many years have elapsed since leaving school. This can be met by pre-em- ployment crash courses to overcome any deficiency in academic qualifications if the prospective trainee is willing to make the effort. The Swedish plan re-trains workers up to the age of sixty. It is held that the ability to learn does not substantially deteriorate with age. There is usually the compensating fea- ture of greater interest than at an earlier age. The IWA, master contracts require six months’ notice of technological change likely to cause any displacement. At the point where it becomes evident that some workers will be displaced, as almost inevitably happens, it has been suggested that early no- tice should be given Man- BROADWAY PRINTERS LIMITED printers and lithographers Since 1911 11S EAST 8th AVENUE VANCOUVER 10, B.C. Telephone 876-2101 power officials that poten victims of redundancy given the fullest opportu to master new skills under most favorable conditions f continuing employment, expanding sections of the in. dustry. Failing this, re-train. : ing can lead to new opportuni. ties in the expanding service © industries. bs, When employment shifts to — other industries, the B.C. Fed- _ eration of Labour should set — up machinery to retrain indi- — viduals so affected within — trade union ranks and thus _ further the organization of — the unorganized and the main- tenance of standard wage rates and working conditions. More employers must be induced to enter into contrac- tual arrangements with Can- ada Manpower to provide on- the-job retraining. Their in- terests will be better served than the present reliance upon the importation of skilled la- bour from abroad. It is no longer sufficient for trade unions to confine their activites to negotiations for higher wages on jobs many of which will disappear, or griev- ances that cannot now be remedied under the contract, Our struggle for job secur- ity must now include more thorough consideration of the members likely to be declared as redundant in the wood- working industry. This chal- lenge calls for our most in- telligent and energetic efforts. 1-424 SEMINARS Local 1-424 IWA is holding a number of Job Steward Seminars in the Prince George area in the near fu- ture. The first two will be held in the City of Prince George on March 15-16 and March 29-30. GLOVE PROBLEMS? SOLVE THEM WITH THESE WATSON GLOVES § AND MITTS “MILL-RITE’ "GREEN CHAIN’