Volume 9, Number 3, June 1954

FR:

Les rapports sociaux sont en constante évolution. L'autorité publique ne peut ni ne doit essayer de les normaliser tous par le droit: elle risquerait de provoquer des ruptures. Il faut distinguer entre une structure de conflit et un conflit particulier. Alors qu'une structure de conflit est extrêmement dangereuse, mais peut être évitée, le conflit particulier est naturel et a une tendance à se résoudre dans une structure de collaboration. L'auteur de cet article qui a étudié soigneusement les problèmes de relations du travail de la province de Québec, nous livre ici des réflexions profondes qui permettent de comprendre le drame qui s'y joue actuellement.

FR:

L'entraînement du nouveau personnel de gérance qui entre au service d'une corporation moderne constitue une part importante pour assurer la stabilité et la vitalité à toute entreprise. Le programme d'entraînement ou de perfectionnement a pour but de développer et d'approfondir son sens administratif, à cause de l'aspect technique et administratif que comporte son travail. Ce dernier aspect du travail suscite des problèmes concernant les facteurs humains et sociaux et nécessite beaucoup de compréhension. L'Aluminum Company of Canada ayant compris cette exigence a établi un système d'entraînement en deux phases: l'une dite d'extérieur et l'autre d'école. C'est ce programme que l'auteur présente dans cet article en expliquant son fonctionnement et les résultats apportés.

EN:

Post employment training of newly-engaged management personnel is a vital responsibility in mordern industry. The new employee enters an organization that is technically, socially and financially complex. In order to prepare young men for their careers in the organization, the Aluminum Company of Canada, Limited conducts a training program of several months' duration. This program consists of two parts, a field phase and a classroom phase.

Summary

The field phase consists of short visits to the various plants and installations in Quebec and Ontario and of temporary job assignments usually three months in length. The purpose is to give the trainees a general understanding of the organization and operation of the Company and its various units.

The classroom phase usually lasts three or four weeks. It includes sessions in conversational French and lectures and discussions on French Canada to help non-French-speaking trainees gain greater understanding of, and ability to communicate with their French Canadian compatriots. In addition, the classroom phase includes a certain number of seminars on Company organization and activities.

However, some 65 percent of the total time is allotted to the areas of administration and human relations and of personnel administration and labour relations. This emphasis on the human aspect of management is due to the Company's belief that the manager's competence in this complex area of endeavour is of fundamental importance. The training objective in administration and human relations is to help the managerial trainee develop useful ways of thinking about administration, to increase his awareness of his responsibilities to and for others in the work life situation, and cultivate skills of effective leadership and cooperation. The training in personnel administration and labour relations possesses some of the same objectives as the training in administration and human relations, but in addition, aims at promoting increased familiarity with some of the special practices, tools, and techniques of personnel administration in a unionized situation.

Because the training objectives concern the development of practical understanding and skills, use is made of the case-study and the role-playing methods. In these methods the students themselves are given a good part of the responsibility for learning and they deal with subject material which consists of concrete and actual cases taken from industrial situations.

EN:

Employers and unions in Canada are more and more being brought under a common code of behaviour with regard to disputes occurring after a contract is signed. Law makers have determined the shape or form and established the jurisdiction of the arbitration itself. After having given reference to the appropriate Canadian legislation for the settlement of disputes, the author turns to the United States and describes the composition and functioning of the American Arbitration Association. The last section of the article is devoted to the possible application in Canada of the principles and procedures of the American system concerning the settlement of justiciable disputes and account is taken of certain law and tradition differences existing in this country.

FR:

De plus en plus le législateur, partout au Canada, a tendance à rendre plus uniforme la loi régissant les conflits qui suivent la signature d’une convention collective. Il tolère moins, il impose davantage. Il décide non seulement quand il y aura arbitrage, mais aussi la forme qu'il prendra et sa juridiction.

Nous pouvons rehausser la valeur de notre structure d'arbitrage en analysant les qualités de la législation américaine en ce domaine. Notons ici qu'au Canada, le recours à la force économique est largement disparu comme moyen de régie: les conflits pendant la durée du contrat. L'arbitrage obligatoire est en voie de devenir la règle en ces cas.

Dans le domaine de l'arbitrage, il y a lieu de distinguer entre conflits de droit et conflits d'intérêt. Cette distinction est apparue avec la croissance des syndicats, l'évolution de la convention collective et l'adoption générale de la convention écrite énumérant les droits de chacun.

Au CANADA

Le Canada a copié beaucoup de ses lois ouvrières sur celles des États-Unis, v.g. la certification des agents négociateurs. Cependant nous avons expérimenté avant les Américains dans le domaine de l'arbitrage comme solution des différends, v.g. conciliation obligatoire des conflits d'intérêt et arbitrage obligatoire des conflits de droit. Aux États-Unis, on se repose davantage sur le moyen de la grève ou de la contre-grève pour faire respecter les droits réciproques.

Aux ETATS-UNIS

Aux États-Unis cependant, contrairement à la tendance générale canadienne, on essaie de maintenir l'harmonie en recourant à des organismes privés, tel que l'Association Américaine d'Arbitrage. Leur but est d'encourager les parties à s'entendre, en introduisant dans les contrats une interdiction de la grève et de la contre-grève et l'obligation de recourir à l'arbitrage obligatoire. Au Canada, ces deux questions ont été réglées par le législateur. Aux États-Unis, l'obligation légale d'aller à l'arbitrage n'existe pas; c'est pourquoi l'Association d'Arbitrage (organisme privé) a assumé le rôle que le gouvernement joue au Canada en ce domaine, v.g. en fournissant des clauses modèles d'arbitrage, des règles de procédure, les officiers, les arbitres, etc. Remarquer que l'Association Américaine d'Arbitrage s'occupe des cas d'arbitrage en tant que distincts des cas de médiation ou de conciliation. Elle se limite à deux types de cas: 1) l'arbitrage obligatoire pendant la durée de la convention lorsqu'il est prévu par une clause de la convention; 2) convention d'arbitrage par les parties, même si le contrat ne comporte pas de clause à cet effet.

1. Association Américaine d'Arbitrage

L'Association Américaine d'Arbitrage a un bureau national, 16 bureaux régionaux, une liste de plus de 2,000 personnes pouvant agir comme arbitres. L'Association ne fait pas elle-même d'arbitrage. Elle fournit les services requis et aide les parties à s'entendre sur un arbitre. Les tribunaux américains reconnaissent la validité de leurs sentences. Cette procédure mérite d'être étudiée en regard de la situation canadienne.

1. Au Canada depuis 1907 une période d'attente obligatoire jointe à une enquête publique a été introduite et depuis la deuxième guerre, l'arbitrage obligatoire a été institué alors qu'aux États-Unis, on ne trouve généralement que la période d'attente obligatoire sans l'arbitrage obligatoire.

2. L'Association Américaine d'Arbitrage refuse de publier les sentences, alors qu'au Canada et séances et sentences sont rendues publiques.

3. Dans les organismes canadiens, la distinction entre conflits de droit et conflits d'intérêt n'est pas nettement établie, alors qu'aux États-Unis, elle l'est.

4. Au Canada, on recourt à trois arbitres et aux États-Unis rarement à plus d'un seul arbitre.

5. Dans certaines provinces canadiennes, le gouvernement peut assumer les frais d'arbitrage; aux États-Unis, les parties elles-mêmes défrayent le coût.

6. Au Canada, un plan d'envergure nationale, tel que celui de l'Association Américaine est difficile à cause d'une centralisation provinciale de la législation.

2. Avantages du système américain

Le système américain est difficile, mais comporte des avantages positifs:

1. L'arbitrage pratiqué dans le cadre de l'Association Américaine est compatible avec le régime de la convention collective qui constitue également une législature privée. Nos propres mécanismes d'arbitrage laissent aux parties le choix de l'arbitre.

2. . La conciliation et l'arbitrage étant obligatoires au Canada, les arbitres disponibles sont accaparés et on confie au gouvernement la tâche de nommer des présidents dont la majorité sont membres de la magistrature.

3. Le système favorise le développement d'arbitres honnêtes et compétents dans les questions ouvrières.

4. Les vérifications faites à New-York évitent de nombreuses erreurs et améliorent le travail des arbitres.

5. Un nombre plus grand d'arbitres diminue le recours à une autorité extérieure et augmente le respect envers la procédure et les résultats.

APPLICATION AU CANADA

Il n'y a pas grande chance que soit organisée une succursale canadienne de l'Association Américaine d'Arbitrage. Cependant on pourrait former au Canada une association indépendante qui fonctionnerait de la façon suivante:

1. Sa responsabilité principale serait de rendre disponibles des présidents compétents et de choisir des arbitres de la même façon que l'Association Américaine le fait.

2. Le caractère de cette association bi-partisane ferait grandir la confiance envers les arbitres et diminuer la méfiance entre les parties.

3. Aucun changement n'est requis en ce qui concerne la loi. Le ministre pourrait procéder à la nomination officielle.

4. Si les parties n'arrivent pas à s'entendre sur le choix du président, avec leur assentiment, l'association pourrait assumer ce rôle.

5. Pour que le système de vérification fonctionne avec satisfaction, il faudra attendre l'établissement d'une association nationale.

6. Comme aux États-Unis, les comités consultatifs pourraient être institués au Canada et au profit de tous.

7. Une telle association pourrait stimuler des recherches, encourager l'amélioration des conventions collectives et aider et à « éduquer » les arbitres. Des instituts universitaires comme celui-ci à Laval et le centre de relations industrielles à McGill pourraient y apporter leur concours.

8. Aux États-Unis, les règles de procédure sont fixées par l'Association mais formulées privément par les parties. Au Canada, le cadre général a été fixé par nos lois à l'intérieur d'un système obligatoire, mais toutefois, patrons et ouvriers conservent une grande latitude pour élaborer privément des directives supplémentaires.

FR:

Continuant son étude sur le syndicalisme commencée dans le dernier numéro, notre distingué collaborateur romain envisage ici tant du côté des principes que du côté des contingences historiques le problème que soulèvent les rapports entre le syndicat et la religion. Il définit ce que l'on entend par syndicat confessionnel et syndicat neutre et montre la différence qui existe entre les syndicats européens et les syndicats anglo-saxons. Enfin il analyse l'évolution qui est en train de s'accomplir chez les syndicats chrétiens d'Europe et y découvre une tendance vers la multiplicité dans l'organisation et l'unité dans l'action.

EN:

CATHOLIC TRADE UNIONS

Trade unionism reflects necessarily the thinking on social questions of those who were responsible for it. One must conclude that Catholics, in the light of logic, should establish Catholic unions. Moreover, such action corresponds to the frequently repeated teaching of the Church.

NON-SECTARIAN TRADE UNIONS

Nevertheless, there may be historical conditions in which the establishment of specifically Catholic trade unions is impossible and unwise. In this case, Catholics should affiliate with trade union organizations that, as such, do not profess any religious conviction; in other words, non-sectarian unions. This policy is to be found in the teachings of Pius XI and Pius XII. Such a general union should limit its activities strictly to the economic and professionnal, and in the event that it broadened its action beyond this, it would be endangering its own existence. In fact, the union would be split because today the workers do not profess the same religion nor the same political opinion.

NEUTRAL AND VERTICAL UNIONS

It is possible that a single union be established for each professional group. If the workers themselves dedice in favour of this policy (Great Britain and the United States) they are called general unions. If the State recognizes only one union, that is called a vertical union. Vertical unions, in spite of their drawbacks, should not be condemned everywhere and in all circumstances because it is possible that certain conditions may prevail which justify them. Catholics not only are permitted to belong but are urged to join them in order to vitalize them with their truth and sense of fraternity.

NEUTRAL ORGANIZATIONS AND ACTION

A trade union organization is neutral when it is not inspired by an existing religious sentiment. Neutrality in the organization does not imply religious or moral neutrality in trade union action. Modern parliaments under the democratic dispensation, are neutral, but it does not follow that the member of the parliament must act politically as though morality and religion did not exist. There are two reasons for this: the first factual. It is psychologically impossible for a man to perform any action, no matter how technical, without introducing into it his religious, moral and social sentiments. The second is based on principle: man, whatever may be the field of his action, is bound to seek inspiration in the moral principles that constitute his ideal. In practice there is no such thing as a morally indifferent action.

The moral and religious neutrality in the trade union organization demands a far greater moral and religious devotion in the action of its members.

THE PROBLEM IN ITS HISTORICAL EVOLUTION

Since the historical circumstances that have determined the development of trade unions are different, the interest of the workers has "Of been envisaged in the same way and different methods have been used to fulfill them.

Thus, in the Anglo-American world, the unions are devoted primarily to the achievement of immediate ends and are limited to strictly trade union purposes. On the continent of Europe, the unions have sought two ends at the same time: one immediate, that is to say, the specifically trade union objectives; the other more remote, that is, the establishment of a new economic and social order. In order to avoid a situation of inferiority with reference to the Marxists, Christian workers have founded trade unions whose programme is based on Christian social doctrine.

COMMON CHARACTERISTICS OF THE CHRISTIAN TRADE UNIONS

The unions organized by Christians display almost everywhere certain common features: democratic structure, slow evolution in method, independence of the political parties and autonomy with regard to the State. In this they are quite distinct from the communist unions which practice revolutionary methods, seek long range objectives and depend entirely on the Party.

DIFFERENT RELIGIOUS EMPHASES

The Christian trade unions, in addition to their economic and social objectives, also include certain moral and religious aims. Nevertheless, it would be inexact to assert that these objectives are similar in importance or assume the same form everywhere. Everything depends on the circumstances and environment of each country.

RELIGIOUS NEUTRALITY AND BELIEF

In religion the general trade unions are necessarily neutral. If religion were to be the basis of organization, in view of the diversity of religious belief among workers, the result would inevitably be a multiplicity of unions. This does not mean that a neutral trade union ought, by definition, to be irreligious or unreligious. A trade union is neutral from the religious point of view, if, as such, it professes no religious belief and adheres to no single religious group in preference to all others. When it is non-sectarian, this does not mean that it cannot assume a positive attitude regarding religious values. Historically speaking, the most active neutral trade unions have been and are moved by a profond and often effective religious spirit.

MULTIPLICITY OF ORGANIZATION AND UNITY OF ACTION

During the past few decades, as a result of social turmoil, European Catholics have given considerable thought to the problem of whether it is wiser to establish sectarian or neutral trade unions. Historically the practical solutions have been different. The difficulty of finding a single formula or solution is rooted in two undeniable facts: First, the conflict of social ideas among the workers and secondly the character of their specific interests as a group in opposition to the employers and the political community.

If the emphasis is to be placed on the first, the inclination is to establish as many trade unions as there are essentially different social points of view. If the second point is emphasized, the existence of neutral trade unions would seem desirable, with specifically religious and moral organizations side by side.

Historically both solutions have been carried out but even yet it is impossible to reach definitive conclusions. There is a certain tendency to think that the natural evolution of the situation will lead the European countries to the following arrangement which would appear the most logical. Basically, a large number of trade union organizations corresponding to the fundamental ideas of the workers; at the top, unity of action in the pursuit of common interests, such unity being made possible by successive agreements between trade unions or by some institutional arrangement as in the Netherlands. The trade union movements, becoming more and more independent of political parties and concentrating their attention on the pursuit of economic and professional goals, would move, on the continent of Europe, toward the system of a united trade unionism of the Anglo-American type.

EN:

Since the end of the Eighteenth Century, some economists and economic historians have given a particular attention to the functions of the entrepreneur. But actually who is the entrepreneur in Canada? Has the entrepreneurial function changed with the evolution of the economy ? Having examined those various opinions, the author gives his own notion of the "entrepreneur" and leaves to the reader a few unanswered questions important for developed or underdeveloped countries seeking to maintain or promote their wellbeing.

FR:

Depuis la fin du dix-huitième siècle divers économistes et historiens économistes ont porté une attention particulière aux fonctions de l'entrepreneur. Mais qui au juste est l'entrepreneur au Canada? La fonction d'entrepreneur a-t-elle changé avec l'évolution de l'économie? Après avoir examiné ces opinions variées, l'auteur donne sa propre conception de « l'entrepreneur » et termine son article par quelques questions dont les réponses ont une grande importance aussi bien pour les pays sous-développés que pour les pays évolués.

FR:

A la suite de la deuxième Grande Guerre, et de la déclaration des hostilités en Corée, de nombreux changements, tels que augmentation de la production, création de nouvelles industries, développement de l'effectif ouvrier, se sont produits au Canada et ont eu de nombreuses répercussions sur l'ensemble de l'économie canadienne et de la province de Québec en particulier. Cet aspect du développement industriel et de l'emploi est traité dans cet article. L'auteur aborde ces questions en relevant l'histoire de l'expansion des industries dans le Québec et ses conséquences sur la main-d'oeuvre et rapporte les efforts faits pour remédier aux problèmes. Il souligne tout spécialement la gravité du chômage saisonnier qui affecte sérieusement nos régions et fait part des efforts accomplis par le Ministère fédéral du Travail et ses divers comités pour diminuer ce mal et l'enrayer; il compte sur les employeurs de la Province à qui incombe cette responsabilité, pour offrir un effort concerté en vue de supprimer cet obstacle.

EN:

This article deals with some of the effects on Quebec's labour force of the dramatic changes that have been taking place in the rapidly growing economy of the Province of Quebec. World War II called forth a tremendous production effort on the part of Canada which led to the creation of new industries and in turn to the development of new skills in our labour force. Technology was developing and led to new industries and the need for adjustments in older ones resulting from the competition of new materials and processes. About the time that we were getting back onto an even keel following the effects of the war, the outbreak of hostilities in Korea generated new pressures for stepped-up production on the part of our industries and their labour forces. In general, the Canadian economy met this new challenge without too much clashing of gears. While prices went up, they did not reach dangerous heights to some extent. Our labour force in total was adequate to meet our production requirements.

CHANGES IN CANADIAN ECONOMY

Let us look at the impact of these changes on the Canadian economy as a whole and on the Province of Quebec in particular. Between 1939 and 1953, in Quebec, the production of manufactured goods has more than doubled and in the process more than 2Y2 times as much hydro-electric power has been consumed. Employment in manufacturing industries increased from approximately 200,000 to

DÉVELOPPEMENT INDUSTRIEL ET EMPLOI DANS LE QUÉBEC 269

375,000. These changes have not only increased the importance of Quebec's tradition industries but have also widened its industrial base by bringing many new industries into the Province. The story of the development of new industries in the Province of Quebec seems to have no end. New developments in manufacturing have been almost matched by the strides made in the exploration and development of Quebec's natural resources. A partial list of recent projects is an impressive one: Chibougamau copper, Gaspe copper, Barraute zinc, ilmenite from Lake Allard; new asbestos properties at Thetford Mines and the dramatic development of iron ore in the north.

EFFECTS ON LABOUR FORCE

Economic progress with its changing industrial pattern means not only new kinds of jobs but the decline of old jobs and the movement of workers to new areas. The growth of industrialization has meant the movement of people from the farms into the cities and towns. In the decade 1941 to 1951, 24 out of every 100 agricultural workers in Quebec moved to the factories of the cities.

NEW PROBLEMS

We are making progress in understanding and solving some of those problems which peculiarly affect workers in our society by the means of security measures such as unemployment insurance, family allowances and old age pensions. My department has sought to promote a cooperative relationship between management and labour, not only through conciliation work when disputes threaten, but also through encouraging the establishment of labour-management production committees. The rehabilitation of the disabled is one problem to which we are now devoting and increasing amount of effort. Another interesting factor is that of providing for the changing skills required by our labour force through apprenticeship and vocational training.

SEASONAL UNEMPLOYMENT

One major problem which has always faced Canada and which is now hitting harder than ever is that of seasonal unemployment. It represents a terrific loss to Canada both in productive and human terms. Some business are affected primarily by climate. The second kind of seasonal unemployment is largely due to habit or custom and is therefore perhaps more subject to human control that the first. At the peak of winter unemployment, it has been estimated that over 100,000 of Quebec's workers were unemployed this last winter for seasonal reasons. Your seasonal industries have also been growing in importance with the possible exception of water transportation.

How can we deal with this? It is a question largely of finding ways and means of providing greater stability of employment in our seasonal industries. This will require the co-operation of employers, unions, consumers and governments. No single agency can master the difficulties alone. In the past several years we have given a good deal of study to this question in Ottawa. It has been discussed by the National Advisory Council on Manpower, and in the winter of 1952, the Council asked the National Employment Committee to devote its attention to it, with the help of my Department's Research Branch. For any who are interested I would commend a detailed report called "Seasonal Unemployment in Canada", published by my Department and reprinted in full in the April issue of the Labour Gazette. The Committee has recommended that Governments at all levels study the timing of their construction work with a view to mitigating the seasonal employ-men effects of it. I don't believe that we should accept the limitations of which weather and custom have imposed on us in creating seasonal unemployment. All who have shared the rewards of Canada's boundless advantages have a special responsibility in working together towards lessening this production handicap.

EN:

Technology has brought man's domination of the material world to a pitch of perfection never known before. Nevertheless ,it can hardly be denied that it is, through certain circumstances, changed into a grave spiritual danger. The "Technological spirit" is a threat not only to the true concept of relations between man and God, but also to the relations among men. Wherever technology reigns supreme, there human society will be transformed into a colorless mass, into something impersonal and without substance, and this contrary to clear designs of nature and of the Creator.

This so important subject has been exposed by His Holiness Pope Pius XII in his Christmas broadcast to the whole world. Here is the official translation of the major partof this speech.

FR:

Dans le but de maintenir le standard de vie des ouvriers à son niveau de 1953, les grands syndicats ont songé à différentes mesures à prendre. La plus efficace paraît être la garantie de salaire fixé par contrat durant un minimum de cinquante-deux semaines. L'auteur expose de façon très succinte, le fonctionnement de ce système dans quelques milieux où il a été appliqué et apprécié.

EN:

The present economic slow-down and the limited unemployment that has followed it, are directing union demands towards long-term security during the year 1954. The unions have looked at various measures of which the most striking and at the same time, the most efficient, would appear to be the guaranteed annual wage, which, already ranks first on draft agreement of the automobile union.

The guaranteed annual wage, though, is not an absolutely new idea. A dozen large American companies have in force since several years, programmes by which they guarantee their employees a weekly wage, fixed by contract, during a minimum of 52 weeks. In all these cases, there has been nothing but compliments and satisfaction expressed by employers and employees.

It is to be noted, first of all, that the employers who have agreed to this are manufacturers of soap, shoes or consumer products of vital necessity of which even a serious economic depression would not decrease production to a radical degree. This is not the case, for example, of the automobile industry of which the prosperity is tied to some extent to the possibility for the majority of the workers to enjoy luxuries.

The newspapers who represent the viewpoints of the large-scale enterprises feel that, under the pretext of union cooperation, private industries will be called upon, in practice, to replace the government in the case of a depression. Is not the guaranteed annual wage a denial of the well-known law of supply and demand on which all the North American economy is based?

Along with these criticisms, may be registered those of certain observers and advanced unionists who, taking up the theories of revolutionary European unionism, refuse by principle, to cooperate with employers. In Canada, however, the evolution has been in such a way that the cooperation of the union and the enterprise towards the maintenance of economic stability does not appear to be an impossibility. On the contrary, it would seem that the tendency or at least the spirit which prevails at present among the union groups, will cause a general demand for a clause of guaranteed annual wages from which point it would not be impossible to favour a structural change.