Virtual Townhall Meeting Rescheduled
Good evening,
Happy Anniversary!
January 30 was the seven year anniversary of the Supreme Court of Canada’s decision to deem the Essential Services Law unconstitutional. This was a victory for organized labour and workers across Saskatchewan.
Background
It was a long battle that started in 2007 when the newly formed Sask Party government under Brad Wall created bill 5, the Public Service Essential Services Act (PSESA) that said that the employer could determine who and what was essential and who was allowed to strike. This allowed employers to eliminate labour’s ability to meaningful job action.
At the time, the Government backed up their decision, saying other provinces were doing it.
Saskatchewan Federation of Labour (SFL) launched a constitutional challenge where the trial judge found that the right to strike was protected by the Canadian Charter of Rights and Freedoms (which allows for the freedom of association) and interference with that was unconstitutional. The Saskatchewan court struck down PSESA in 2012.
The Labour movement won…temporarily.
The Government of Saskatchewan appealed the decision at the Saskatchewan Court of Appeal where it was determined that the PSESA did not violate freedom of association.
The SFL, affiliates and interveners like SEIU-West, appealed the decision at the Supreme Court of Canada. The Court observed that no other essential services legislation in Canada was without independent oversight of employer designations, or any effective dispute resolution processes. Our government was told it had a year to amend the legislation. After stalling, their new legislation was assented in November 2015. You can read that act here.
The Supreme Court of Canada’s decision stated: “It should come as no surprise that the suppression of legal strike action will be seen as substantially interfering with meaningful collective bargaining. That is because it has long been recognized that the ability to collectively withdraw services for the purpose of negotiating the terms and conditions of employment — in other words, to strike — is an essential component of the process through which workers pursue collective workplace goals (para 46).”
Current
We won the constitutional right to strike. So that’s good news, right?
Well…sort of.
That didn’t mean that we could continue the way we always had prior to the legislation. And new legislation for essential services was quickly introduced.
The Supreme Court of Canada dictated that there needs to be a third party mechanism for both parties to determine what tasks are essential if Employer and Union cannot agree. Previously, the employer had the absolute right to name individuals that they thought were essential – not necessarily what jobs or duties were essential.
As of yet, this new legislation has not been tested, so to speak, because the process to engage in any sort of job action while deemed ‘essential’ is incredibly difficult.
These are the steps we now need to take before we can perform job action:
We did a three part series of what the steps would be to get to the point where we would “qualify” to legally strike.
The amended essential services law laid out that if members go on strike illegally or if anyone attempts to stop essential employees by having them go on strike, there are consequences. What consequences? Unions or representatives of unions would be fined up to $100,000 for initial offence and $10,000 for each day or part of a day that the offence continues. Any essential services worker that goes on strike can be fined up to $1000 for an offence and $400 for each additional day or part of a day.
Fourteen years after the introduction of Essential Services legislation and seven years after the amendment of the Essential Services legislation, both workers and unions are left frustrated with the process and workers across Saskatchewan have collectively seen the results with stagnant wages and understaffing. Our government has done all it can to make it difficult to bargain effectively.
So, we won the constitutional right to strike, but we need to continue to push to make improvements in wages & working conditions and building on our rights in the workplace.
Good evening,
For Immediate Release
April 22, 2024