Wartime Labour Relations Regulations

The Wartime Labour Relations Regulations, adopted by Order in Council P.C. 1003 on 17 February 1944, was a wartime measure introduced during World War II in Canada by the Liberal government of Prime Minister William Lyon Mackenzie King. It was the first federal legislation or regulation in Canada to legally protect the formation of unions and to force employers to negotiate with organized workers. It was drafted loosely on the American Wagner Act and is a foundational framework for later development of legislation of union rights in Canada. It was adopted under the War Measures Act. The order continued to be in effect until 1947. The provisions of the order were replicated by adoption by Acts of all the provincial legislatures.

History

Context

Labour unrest during the later years of the Second World War. The Canadian Congress of Labour was less politically active than an American counterpart, the American Federation of Labor.[1] The American Wagner Act passed in 1935, bringing in state protections for labour bargaining and forcing employer negotiations with certified labour unions. However, similar protections did not exist in Canada, and labour relations were governed through the Industrial Disputes Investigation Act, which had limited protections for striking, only applied in certain workplaces, and did not cover labour disputes related to union formation.[2]

At the onset of the war, the Canadian government adopted a legislative change to Canada's Criminal Code, adding Section 502-A that made it a criminal offense for an employer to fire a lawful member of a trade union. However, without a good legislative definition of what a lawful union was, the offense was of limited effect. The onset of the war also saw an extension of the Industrial Disputes Investigation Act through regulation, extending it to apply to from 15% of Canada's industry to approximately 85%.[2]

Humphrey Mitchell, trade unionist Liberal-Labour, and Minister of Labour during the creation of the order.

In 1940, labour leaders had begun to approach labour minister Norman McLarty. Organized labour's approach to wartime labour was one of conciliatory approaches to labour disputes in order to support the war effort, and the minister signaled that he did not wish to see this goodwill lead to exploitation of labour.[2] As a result, 1940 saw the government make a declaration in P.C. 2685 stating that employees should be free to join unions, which was welcomed by organized labour leaders, but some shortcomings in behaviour by the Canada Board of Munitions and Supply led to the Canadian Congress of Labour to call for a Wagner-style law to be passed. The government responded by strengthening regulations, but did not adopt legislation. [2]

In 1941, the Board of Conciliation, a body struck to manage disputes under the Industrial Disputes Investigation Act, found that National Steel Car refused to allow unionization votes, identifying the lack of punitive measures in current regulations.[2] In 1941, a change in cabinet moved McLarty to Secretary of State and Registrar General, and bringing in Humphrey Mitchell as a new cabinet minister for labour.

The province of Ontario created a collective bargaining act in 1943, that won acclaim from both labour and employers with regards to its ability to prevent work stoppages.[2]

In February 1943, an investigation by a newly formed National War Labour Board sought to inquire broadly into pay and labour issues. The Board ultimately endorsed the adoption of a national labour relations board, analogous to the American equivalent, with the power to sanction infractions of wartime labour violations. The report further called for the suspension of the Industrial Disputes Investigation Act for the duration of the war, and instead ban strikes and lockouts.

Development and Adoption

The report of the National War Labour Board was tabled in the House of Commons in January 1944. The Prime Minister affirmed the right of the federal government to govern industrial relations during wartime and stated that "the Code of labour Relations will be enacted in the near future."[2][3]

Order-in-Council 1003 was adopted in early February 1944 as an emergency wartime measure.[4][5] The order itself contained extensive whereas clauses highlighting the interest of the country's defense in mutual negotiations between labour and business.[5]

When the war ended in 1945, the industries managed under the War Measures Act should no longer have been bound by Order 1003, but a transitional piece of legislation, the National Emergency Transitional Powers Act meant that the Order 1003 was extended until March 31st, 1947.

Obsolescence

Organized labour attempted to parlay the order into permanent legislation.[4]

With the reversion of industrial relations to provincial jurisdiction, multiple academics characterise Order 1003 as the basis for ensuing provincial legislation.[6]

Contents
The first page of the Wartime Labour Relations Regulations P.C. 1003

The contents of the order included some issues not covered by the Wagner Act, such as assigning government responsibility to aid negotiations. The order did not cover the issues of specific standards for the substance of labour agreements, instead focusing on the process by which bargaining is protected and agreements are ratified and enforced.[2] The order did not cover foremen or "professional" employees.

The order required "good faith" bargaining, but did not enable compulsory arbitration.[2]

The regulations posed both positive and negative consequences for workers and unions.[7] A core mechanism of the order was to give an absolute right to all non-managerial workers in most sectors to be part of a trade union, protected workers from anti-union intimidation, protected the selection of union bargaining representatives, and establish a right to a bargaining process. The sectors covered by the order were attached as an appendix, and predominantly included primary industry and manufacturing. Bargaining was encouraged to be divided into multiple unions within a company, though it also permitted company-wide unions. The policy also functionally banned open company unionism.[5] The policy did not institute mandatory dues, which was later added in a 1946 amendment to the new Canada Labour Code.[8]

The policy introduced minimum 1-year length of collective agreements, with a required 10 day notice before any lockout or strike. There were further limitations against striking without first undergoing a bargaining process, which restricted the rights of labour, while also protecting them from sudden lockouts without bargaining. The order similarly banned deliberate work slowdowns.[5]

The order also established a government agency, the Wartime Labour Relations Board (not to be confused with the National War Labour Board of 1943). The Board was tasked with overseeing Boards of Conciliation struck by the minister between employers and labour unions, and was to oversee disputes, including giving the board the right of first instance/original jurisdiction, meaning disputes had to be seen before the board prior to litigation in the court. The order provided defined $500/day penalties for employers, $200/day for unions and $20/day penalties for employees who caused unauthorized strikes or lockouts.

Legacy

The order is widely characterised as being the fundamental template for the Canadian labour legislative ecosystem.[9][4] Union density increased dramatically following the end of World War II.[7]

The order has been characterised as being insufficiently focused on uplifting labour rights of women and that the approach of the order focusing on individual workplaces eventually leading to the tendency of Canadian governments to be able to roll back public-sector labour protections. [9][10] Further criticism has been levied on the understanding that with this heavily legally protected position, unions became extremely bureaucratic and less radical.[11] This was reinforced by the fact that the order laid the groundwork for replication of the provisions that banned Wildcat and sympathy strikes, meaning unionized workers had to follow an orderly fashion to engage in striking with no striking during periods of collective bargaining.

References
Wikisource has original text related to this article:
  1. "Organized labour - Establishment of industrial unionism | Britannica". www.britannica.com. Archived from the original on 2023-02-17. Retrieved 2023-02-17.
  2. Fergusson, Neil Layton. "Collective bargaining and order in council P. C. 1003". escholarship.mcgill.ca. F. (Supervisor) Scott. Archived from the original on 2023-02-18. Retrieved 2023-02-17.
  3. The Labour Gazette, Dec. 1943, P.16
  4. "Civilization.ca - Canadian labour history, 1850-1999 - Emergency measures P.C. 1003". www.historymuseum.ca. Archived from the original on 2022-09-12. Retrieved 2023-02-17.
  5. Canada War Measures and Regulations PC 1003. https://guides.library.utoronto.ca/ld.php?content_id=34417172 Archived 2023-02-18 at the Wayback Machine
  6. Tucker, Eric; Fudge, Judy (2010). The Freedom to Strike in Canada: A Brief Legal History. Archived from the original on 2023-02-18. Retrieved 2023-02-17.
  7. Black, E; Silver, J (2008). Building a Better World: An Introduction to Trade Unionism in Canada (2nd ed.) Fernwood Publishing, Halifax and Winnipeg
  8. "Union Dues and the Rand Formula". PSAC NCR. 2013-01-10. Archived from the original on 2022-10-19. Retrieved 2023-02-17.
  9. Fudge, Judy; Glasbeek, Harry (1995). "The Legacy of PC 1003". Canadian Labour and Employment Law Journal. 3: 357–400.
  10. Forrest, Anne (February 1995). "Labour legacy in question (Retelling the story of Order-in-Council PC 1003, 1944)". Canadian Dimension. Winnipeg. 29 (1): 29–32. ProQuest 204189590.
  11. Panitch, L; Swartz, D. The Assault on Trade Union Freedoms: From Consent to Coercion (3rd ed.) Toronto: Garamond Press, 2003.
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