The Canadian labour movement was involved in the beginnings of Labour Day. While first celebrated in New York in 1882, there is evidence that “working men’s demonstrations” fueled by discontent and laws that made unions illegal in Canada was the catalyst that led to the observance of Labour Day in the U.S. and later in Canada (1894).

Today, Labour Day messages typically urge us to celebrate unionism and workers’ rights, and to be wary of corporate agendas, globalization and worker exploitation.

Should Christians join the chorus and demonstrations? Certainly there are wrongs that need to be righted. Don’t we who speak of justice, reconciliation, human dignity and stewardship have something to offer the often-acrimonious labour scene?

Workers who established the Christian Labour Association of Canada (CLAC) more than 50 years ago believe we do. The union is convinced that a Christian worldview and the application of Christian social principles can lead to a more wholesome work place. This is not a mere option, but an obligation—a biblical imperative. We have a responsibility to contribute to a healthier social fabric.

This is, of course, easier said than done. The challenge of embedding Christian social principles in the workplace—just pay, meaningful work, just relations, human responsibility and freedom of association, to name but a few—are formidable.

Human frailty, clashing ideas, lack of vision and hostility from the mainstream labour movement as well as management, are enough to dampen the enthusiasm of all but a daring few. Still, CLAC recently celebrated its 50th anniversary and now boasts a membership of more than 40,000. How is this small Christian labour union working to make a difference?

New model

CLAC has undoubtedly changed the model of representation in the construction industry. Rejecting the craft-by-craft organization of construction workers, it pioneered instead the all-employee industrial model whereby various tradesmen, working for the same employer, are all represented by the same union working under a single agreement with common wages and benefits.

CLAC believes that this approach strengthens the idea of work community, builds teamwork, promotes “multi-skilling” and enhances job security. In fact, other unions are now adopting this all-employee model in recognition of its success.

It was also one of the first unions in Canada to negotiate union-management committees in many of its collective agreements, which have now found their way into a number of provincial Labour Acts. Persuaded that the adversarial approach to labour-management relations created two warring sides and was wrong, the union viewed these committees as a way to build trust, promote open communication and provide a forum for holding each other accountable.

The notion of accountability looms large in CLAC thinking. The union has argued that the call to develop the Earth and its resources didn’t just come to management. Workers must be given room to exercise responsibility as well, and should as much as possible enjoy meaningful work that enables them to contribute and develop their gifts.

One way to improve employer-employee relations is to promote the idea of partnership. Recognizing that we are ultimately accountable to God should lead us to re-examine notions of absolute management authority, ownership and responsibility.

If owners and investors are entitled to an accounting of what’s being done with their money, then surely workers have no less a right to an accounting of what is done with their labour. Ownership of buildings and resources are one thing, but surely we have long rejected the idea of ownership of people—slavery.

Wages and benefits

Recognizing the legitimate place of workers leads to the inevitable discussion of wages, benefits and working conditions. Clearly our understanding of justice plays a major role in determining what is fair. The trick is to establish everyone’s just due.

In an ideal situation, everyone receives what they need to meet their financial obligations to family, church, society and state. Consideration should be given to prevailing rates, the employer’s ability to pay, job security, competition, level of responsibility and the long-term economic viability of the enterprise.

All of these things ought to be on the negotiating table. What should not be negotiable is the worker’s right to be at the table. Buyers and sellers negotiate price, delivery and quality. Shouldn’t workers also have a voice?

Crucial question

We have now arrived at a crucial question for many people. Critics are quick to highlight the negative influence of unions by pointing to strikes, compulsory unionism, labour monopoly and union fomented political protest.

With respect, unions aren’t the only human institution to reflect brokenness and selfinterest. You and I know of broken marriages, divided church communities, selfish employers and corrupt politicians. We aren’t, as a result, calling for their demise, as some would wish for the union movement.

It sometimes amazes me that people who recognize the value of organization when it comes to advancing the life of the Church, schools and charitable institutions somehow expect the person at work to go it alone.

If it’s all right for employers to engage the support of accountants, lawyers and tax experts in support of their business, why can’t workers enlist the support of a union to act on their behalf and obtain their help to negotiate fair wages, provide insurance and retirement plans and establish training services?

No one works alone

Since work is a social activity—no one works alone—workers have a responsibility to one another, to their employer and to the public they serve. This reality has union written all over it. The union workplace enjoys the benefits of a written agreement, which sets out the rights and responsibilities of all concerned. In the event of a dispute, the parties can appeal to a grievance process that offers the possibility of a fair hearing.

Beyond the workplace, unions also give workers the opportunity to influence labour legislation and standards, apprenticeship training, worker mobility and economic development.

The CLAC counts it a privilege to represent a growing membership and to do so while seeking to work out of a Christian perspective. In spite of human frailty, we have been permitted to make a difference in the lives of many Canadian workers.

We appeal to all who share our vision—both employers and employees—to help us make a difference. Happy Labour Day to all who work.

Neil Roos is executive director of the Christian Labour Association of Canada (nroos@clac.ca). For more information, see www.clac.ca or phone 1-800-268-5281.