Madam Speaker, I rise today to speak about an important private member's bill that seeks to amend the Canada Labour Code concerning complaints by former employees. The bill, if enacted, would mark a significant step forward in protecting the rights and dignity of workers across our nation.

As the labour critic for the New Democratic Party, I have had the privilege of advocating for the rights and well-being of workers. It is with this responsibility in mind that I address the bill, which aims to extend the protection against harassment and violence in the workplace to former employees.

Let us begin by acknowledging the harsh reality many workers face today. Harassment and violence in the workplace are not merely issues of discomfort or inconvenience. They are violations of human dignity and safety that could have profound and lasting impacts on individuals. The scars left by such experiences do not simply vanish once an employee leaves their job. The trauma can linger, affecting their mental health, their confidence and their overall well-being.

The bill would address these realities by amending the Canada Labour Code to extend the time frame in which former employees can file complaints about workplace harassment and violence. Specifically, it would allow former employees to bring forward complaints for up to two years after their employment has ended. This is a crucial change, and I want to emphasize why it is so important.

First, the amendment would recognize that the decision to report harassment or violence can be a difficult and complex one. Often, employees may feel trapped in their situation, fearing retaliation or further harm if they come forward. By extending the time frame to two years postemployment, we are giving individuals the space and the safety to report incidents when they are ready, without the immediate threat of losing their livelihood.

Second, the bill would hold employers accountable for their actions and for the environment they cultivate, even after the employee has left. It is not enough for an employer to simply let time pass and hope that issues will be forgotten. By maintaining their obligations towards former employees, employers are encouraged to address problems promptly and thoroughly, fostering a safer and more respectful workplace for everyone.

Further, the bill is a testament to basic justice and fairness. It sends a clear message that no worker should be left without recourse simply because they have moved on to another job. It affirms that their rights and dignity are worth protecting, regardless of their employment status. This aligns with the core values of the New Democratic Party, in which the fight for workers' rights is a foundation of our values. The provision, which would allow former employees to make complaints as if they were still employed, is particularly significant, because it would ensure that the full weight of the Canada Labour Code applies to these cases, providing a framework for addressing their concerns.

This is not just about extending a deadline, as we have heard from the Liberal side. It is about ensuring that the mechanisms for justice are accessible and effective for all workers. However, while the bill is a positive step, there are gaps and potential areas for improvement that we must consider, hopefully at the committee stage, to make the legislation stronger and, indeed, to strengthen it for workers.

One significant gap is the lack of specified support mechanisms for former employees who have come forward with complaints. The bill should outline access to counselling, legal advice or other support services to assist former employees through the complaint process. Enforcement and compliance are also critical areas that need strengthening. The bill must ensure real enforcement mechanisms to hold employers accountable. Clear penalties for non-compliance and measures to ensure that complaints are thoroughly investigated and resolved are essential to the bill's success.

Protection from retaliation is another vital aspect. While the bill would extend the lifetime for complaints, it should also include specific protections against retaliation for former employees who come forward. This could include protections for their professional reputation and future employment prospects. Public awareness and education are crucial for the effectiveness of the legislation. The bill should include a comprehensive plan for publicizing these extended rights and educating both current and former employees about the changes. Perhaps including the Canada Labour Congress, federations of labour and district labour councils across the country would help in this regard.

The scope of coverage is another area that I feel needs to be broadened. Hopefully that will be explored at the appropriate time. The bill focuses on harassment and violence, but it does not address other potential grievances that former employees might have, such as racial discrimination, wage theft and unfair dismissal. Expanding the scope to include a broader range of employment issues could provide more comprehensive protection.

Timeliness and efficiency in resolving complaints are also essential. The bill should ensure that the processes for handling complaints are timely and efficient. Delays in resolving complaints can prolong the distress for former employees and may discourage others from coming forward.

The responsibilities of employers need to be clearly defined. While the bill would hold employers accountable for addressing complaints, it should also specify what proactive measures employers must take to prevent harassment and violence in the first place. This could include mandatory training programs, regular reviews of workplace policies and creating a culture of respect and safety. Data collection and reporting provisions would also be valuable additions to this bill. Collecting and reporting data on complaints made by former employees can help identify trends, assess the effectiveness of the legislation and make future improvements.

As I have mentioned before, coordination with stakeholders is important, but so is coordination with provincial bodies. Coordination with provincial laws is an important consideration that I do not believe has been adequately covered in this bill. Since labour laws can vary significantly between provinces, we should look at ways to help coordinate with provincial labour laws to ensure consistent protection for all workers across Canada.

Finally, including a mechanism for regular review and feedback on the implementation of the bill could help identify any issues and make the necessary adjustments. This could involve input from workers, employers, labour organizations and other stakeholders. In my role as labour critic, I have heard from countless individuals who have experienced workplace harassment and violence. Their stories are heartbreaking and infuriating, but they are also calls to action. We must do more to protect workers and ensure that their voices are heard. This bill is a step in the right direction.

We must also recognize the broader context in which this bill would operate. I spoke it about it briefly previously, but I will say it explicitly, particularly in light of the ongoing federal Black class action lawsuit, which is a landmark legal action addressing systemic discrimination and harassment faced by Black employees within the federal public service. For decades, these workers have reported experiencing pervasive racism, barriers to advancement and a hostile work environment that undermined their dignity and professional growth.

Black employees had to create a class action lawsuit to seek the kind of justice and comprehensive redress I have been speaking about in my remarks today as a New Democrat. I think this further highlights the urgent need for legal protections and accountability measures. By extending the time frame to file complaints and holding employers accountable, I believe this bill would provide an indirect support to those aims of the class action lawsuit, which would ensure that those who have suffered long-standing discrimination would have the opportunity to seek redress and contribute to the creation of a fair and more inclusive workplace for all.

In summary, this amendment to the Canada Labour Code is a necessary and overdue measure to protect workers from the lasting impacts of harassment and violence. These are measures that New Democrats, the only labour party in the country, have been fighting for for decades. It would hold employers accountable, empower former employees and align with the NDP's fundamental principles of justice and fairness.

I am proud to support this bill going to committee, and I urge my colleagues to do the same. I urge colleagues in this chamber to consider the human impact of this legislation and think about the workers who have had to suffer in silence, and who have felt powerless and abandoned. I urge members to think about the message we send them when we say that their experiences matter, that their safety and dignity are paramount. This is not a partisan issue. It is a matter of basic human rights.

Matthew Green

$538,049.00