To the Editor:
Over the past few months, we've all heard a lot from organized labour who have tried to characterize Bill 85 - The Saskatchewan Employment Act as an attack on workers' rights and taking Saskatchewan back 100 years. Some union leaders have even gone as far as suggesting Bill 85 will eliminate overtime, lunch breaks and other employment standards. Others have said Saskatchewan small business owners are opposing improvements for workers in the province. This is completely false.
With all of their over-heated rhetoric, it's surprising Spring didn't arrive weeks ago. What we need are the facts. Saskatchewan is suffering one of the most severe labour shortages in the province's history. Talk to any small business owner across this province and finding qualified employees is their number-one issue. A recent study by the Canadian Federation of Independent Business (CFIB) found the shortage of qualified labour is a having a major impact on the ability of Saskatchewan entrepreneurs to run their business. To cope, 69 per cent of Saskatchewan small business owners have hired under-qualified workers, 66 per cent have increased salaries and benefits and 48 per cent have ignored new business opportunities because they don't have enough staff to take advantage of growth opportunities. It's disappointing that some folks believe the only labour shortage small business is experiencing is one of cheap labour. These folks haven't been following the news as Saskatchewan has among the fastest wage growths in Canada and businesses still can't find workers.
I think most people would agree that the world of work has changed dramatically over the past 25 years, yet the approach to regulating the workplace has not. Today's workers expect flexible work arrangements and have access to technologies that didn't exist in 1985. Bill 85 is an opportunity for the provincial government to update labour laws, making it easier to provide the work environment employees want.
Take, for example the perspective from a small business owner who favors mutually agreed upon flexible work arrangements. He said: "Flexible work arrangements, that benefit both the employee and employer, should be allowed to be negotiated without the intervention of a government signing a piece of paper, similar to BC, Alberta and Manitoba."
Another current practice in all of these provinces is the ability for an employee to ask to create Time Banks. The same business owner said: "This would allow a worker the ability to put in a few extra hours and give them the freedom to take time with pay at a future date. My employees like this kind of flexibility to take overtime pay or bank the time. It seems pretty common sense to me."
We hope the provincial government will consider some 'common-sense' amendments that will further strengthen Bill 85. Why not require employees to give notice to the employer before quitting a job, just as employers are required to give employees?
CFIB has always advocated for more practical and effective ways to help low-income earners. We want low-income workers to keep all of their earnings - you'd think organized labour would agree with us on that. However, in order to mitigate the impact of annually indexing minimum wage, we've recommended the provincial government introduce a training wage, similar to Nova Scotia or a gratuity wage for workers who earn tips, similar to Ontario, Alberta and B.C. Contrary to the false advertising, none of the ideas in Bill 85 are radical as many of them are currently legislated in other provinces.
Now is not the time to delay the passing of Bill 85. It is time to move beyond the tired old rhetoric and focus on some 'common-sense' changes needed to modernize labour legislation and keep Saskatchewan moving forward.
Marilyn Braun-Pollon, Canadian Federation of Independent Business (CFIB).
