TIABC Voice of Tourism Newsletter – September 5, 2025

CEO Message

One of my closest friends belongs to a powerful national union and has twice walked the picket lines. Despite being on strike for several weeks during his career and nearly losing his house, he’s very much pro-organized labour and I respect his stance. Given my pal’s experience on the front lines, I also welcome his views on labour issues (such as binding arbitration) to educate me, especially when our perspectives differ and particularly now in view of escalating BCGEU job action and calls to scrap the Temporary Foreign Worker Program.

While we often agree to disagree on labour policy, we’re on the same page when it comes to employees entitled to fair compensation for services performed on behalf of an organization. And depending on the company, type of job, and whether it’s a full or part-time gig, we concur there should also be supplementary benefits provided that may include things like extended health, generous vacation and sick day allotments, year-end bonuses, corporate profit-sharing, matching RSP or pension contributions, education allowances, or other forms of support.

To be fair, few operators can or are obligated to provide every one of the aforementioned benefits to their employees, but at the same time all are bound by ubiquitous provincial regulations within the BC Labour Relations Code (LRC) that in many cases favour employees in unionized environments.

Last year, a government-appointed review panel undertook a consultation process to examine the LRC to ensure BC’s labour laws keep up with the needs of today’s workplaces and are consistent with the rights and protections enjoyed by other Canadians. The panel was tasked under section 3 with identifying what, if any, changes to the Code are necessary in the public interest and the need to encourage investment in a strong economy.

Following engagement with the public and business groups, the panel subsequently produced a report that has drawn the attention of employers given the significant implications for businesses should some of the recommendations contained therein be adopted. TIABC is offering its input on behalf of the tourism industry as part of a multi-sector business consortium response to the report under the leadership of the Business Council of British Columbia.

In its initial observations, the business community concurs with the panel that balance, stability, and predictability are essential principles for effective labour relations, and that policy-makers need to ensure labour laws are consistent with strong, sustainable economic performance in all sectors of the economy. At the same time, the business community is concerned with several proposed amendments that would tilt the balance towards organized labour.

It should be noted that other than a small percentage of unionized workplaces, most of the proposed changes don’t directly impact the tourism sector. However, one item in the report caught my attention given the work we’re doing with the Tourism AI Network.

In brief, unions raised general concerns regarding the introduction and use of artificial intelligence (AI), particularly generative AI, relating to job security, employee privacy, monitoring and evaluating performance, evaluating applications for hiring/advancement, automation, use of personal information or work product without credit or compensation, and the use of employee work and data to train AI models.

Fair points. Many workplaces are not yet familiar with the advantages and pitfalls of AI. The panel suggested that the introduction of AI will affect all areas of the economy, not just public services, and may have a profound impact on some workplaces. As such, it recommends that government conduct a broad and comprehensive process to include involvement of unions, employers and employees to determine, amongst other things, whether any changes to employment related legislation are required. The business community opposes this recommendation noting that it exceeds the mandate of the panel, which is to review the LRC, not broad matters of policy or legislative reform beyond that.

One of the panel members suggested imposing very significant notice and consultation obligations on employers in cases where companies intend and/or plan to introduce AI into the workplace. Again, it’s not a provision supported by the business community because it would essentially require employers to treat unions as co-managers vis-a-vis the introduction of AI in a unionized workplace, which will hinder investment in and exploration of AI in BC and would be unprecedented in Canada.

The recommendation also appears to assume that the presence or timing of AI introduction in a workplace is all within an employer’s control, which is not accurate. AI is and will continue to be embedded and advanced within the technology and equipment that employers access and use in many facets of their businesses every day. 

The coalition of business sectors is urging caution in imposing regulatory or procedural barriers on emerging technologies and industries before they have had a chance to develop and demonstrate their potential benefits. The more appropriate role for public policy at this stage is to enable innovation and not to constrain it through rigid compliance burdens or adversarial frameworks.

There are many more recommendations contained in the panel’s report that will be addressed within the coalition’s response, which is due later this month. TIABC will share a copy of the brief with members in early October.

After decades in the same job, my buddy is one of the most senior employees in his company and earns a high salary with incredible retirement benefits. When we get into these great policy debates from time-to-time, I have to remind myself why he argues so vociferously when it comes to labour issues. Thankfully we can agree to disagree and remain close friends.

Walt Judas

CEO, TIABC