Guest
Blog: Full Freedom of Association Wins Canadian Charter Protection
Note: The blog
below is by my friend and colleague, Roy J. Adams, Sallows Human Rights Chair
Emeritus, University of Saskatchewan and Professor Emeritus, McMaster University . Roy
started working on human rights when he joined the now defunct Theme School
on Human Rights and International Justice (which I directed from 1993 to 1999)
at McMaster University to teach labour rights. Since
then he has become a noted international expert in the field and is the author
of the entry on Labor Rights in David P. Forsythe, ed. Encyclopedia of Human Rights (Oxford University Press, 2009), vol.
3, pp. 384-94. In its most recent decisions his work has been cited by the
Supreme Court of Canada more frequently than that of any other author.
On January 31, 2015, the Supreme Court of Canada (SCC)
“constitutionalized” the right to strike, providing protection under Canada ’s
1982 Charter of Rights and Freedoms to the last of the three key elements of
freedom of association at work.
Under international labour/human rights law, freedom of
association at work has three major components: the right of working people to
organize themselves into unions, the right of working people’s associations
freely to negotiate conditions of work with relevant employers, and the right
of employees to strike (without putting their jobs in jeopardy or otherwise
being ‘punished’) if those negotiations fail.
Those general principles have been elaborated over the past
century by the International Labour Organization (ILO), the UN agency primarily
responsible for global labour standards. The ILO, of which Canada is a member, has evolved a
rich jurisprudence regarding the three basic rights. Despite being bound by ILO
standards, with increasing frequency and heedlessness over the past seven
decades Canada
has offended them. Indeed the bulk of the ILO’s jurisprudence regarding the
strike rights of public sector workers has been developed in response to
complaints by Canadian public sector unions. Shamefully, that body of decisions
is known around the world as the Canadian Jurisprudence.
Acceding to the argument that effective labour relations
require expertise that it does not possess, the SCC decided in the 1980s that,
when it came to collective bargaining and striking, it would defer to
legislatures. Until early in the 21st century, Canadian courts
tolerated the growing delinquency of legislative branch of government.
But beginning with a case regarding farmworkers (Dunmore) –
to whom the government of the province of Ontario had refused to give any legal
protection to organize, bargain or strike – the SCC in 2001 began to change its
tune. It ordered Ontario
to effectively protect agricultural workers’ rights. In its 2007 Health Services
Decision regarding the bargaining rights of health care workers in British Columbia , Canada ’s highest court found
unconstitutional government interference with collective bargaining. It gave a
ringing endorsement to collective bargaining as a critical pillar of “human
dignity, equality, liberty, respect for the autonomy of the person and the
enhancement of democracy.” (see Health Services and Support-Facilities
Subsector Bargaining Assn. v. British Columbia, 2007 SCC 27, paragraph 81).
In both of those cases, the Supreme Court relied heavily on
international labour/human rights law. But that law was out of sync with
Canadian labour policy, and Canadian governments regarded those decisions as
aberrations. In response to the Dunmore decision, the Ontario government came
up with a clever scheme to deal with farmworkers that just barely conformed
with international standards but proved to be of little value to unions in the
agricultural industry that had grown used to bargaining in a familiar statutorily-imposed
format that provided for a legally protected right to strike should bargaining
reach impasse. The Ontario government’s response to Dunmore, known as the
Agricultural Employees Protection Act, provided for neither a right to strike
nor an effective alternative such as binding arbitration and so went unused.
Even though the SCC continued to rely on international law,
governments went on willfully offending that jurisprudence and in the process
pressured the court to abandon its new course and reinstate the status quo. In
two recent decisions, the court met that challenge.
Under international law all workers are supposed to be able
to associate to pursue their employment interests, but throughout the twentieth
and into the twenty-first century the federal government refused to allow the
Royal Canadian Mounted Police, Canada’s national police force, to do that. On
Jan 16, the SCC said that the government must end that ban (see commentary,
including mine, at lawofwork.ca ). International law permits governments to
make an exception with regard to police, but in Canada nearly all police forces
except for the Mounties are already organized, and the SCC found the Federal
Government’s arguments against an exception to be unconvincing.
On January 31, 2015, in a case concerning a Saskatchewan
statute that, contrary to international standards, forbade public sector
workers from striking under specified circumstances, the SCC declared that the
right to strike was protected under the Charter’s freedom of association clause
(for more commentary, including mine, see lawofwork.ca).
The question now is: how much difference will these court
decisions make? The SCC has strongly indicated that it will continue to rely on
international law. It said in Health Service and repeated in its SFL (right to
strike) decision: “the Charter should be presumed to provide at least as great
a level of protection as is found in the international human rights documents
that Canada has ratified” (Saskatchewan Federation of Labour v. Saskatchewan,
2015 SCC 4 at paragraph 64). With regard to freedom of association, the ILO
constitution is a human rights document and that organization’s jurisprudence
is the roadmap to effective protection and promotion of that right. So, the
germane and correct thing for Canadian governments to do is to begin the
process of bringing their statutes and policies in line with international law.
If they do that, the human rights of Canadian workers will be progressively and
rightfully protected. If they continue to struggle against that standard we
will likely have a series of constitutional crises and the neglect of workers’
rights will persist.
I have been promoting compliance with international freedom
of association standards in Canada
for more than two decades and have met with a generally lethargic response. The
unstated view seems to be that freedom of association is not really that
important because employment laws and policies insure that Canadians are well
enough paid and otherwise treated by their employers. The Satanic mines and
mills are gone; the less-well-off have a government and charitable safety net
to fall back on.
That view fails to take into consideration that
approximately 70% of Canadian working people have no union representation and are
being daily indoctrinated to tolerate and
adjust to non-democratic governance. And since there is no generally
available scheme for fairly settling individual disputes, workers have no
option other than to accept decisions of their superiors, even those that they
regard to be unfair and unjust. Their other option is to quit their job,
putting their economic wellbeing in jeopardy.
Under such conditions worker dignity and freedom and
autonomy are compromised. To survive, too many must kow-tow to the boss no
matter how arbitrary that person may be. Nor is such a system good for those in
charge who come to think that they have a right to command and that democratic
values are unimportant.
Too few seem to realize that freedom of association is a
fundamental building block on which rests our entire human rights
superstructure.
.