CBJ JUNE 2026

25 CLAC JUNE 2026 « The Canadian Business Journal 24 zero-sum contest, the union emphasizes shared problem-solving between workers and employers. That approach, says CLAC leadership, is designed to produce more stable and positive workplaces, fewer work disruptions, and more consistent employment opportunities. “Our agreements still include strong protections around safety, workplace culture, competitive wages, and benefits. The difference is in how we get there.” —Nathan Mathews, Provincial Director (British Columbia), CLAC Nathan Mathews says that philosophy begins with listening. “We don’t force a one-size-fits-all model,” Mathews explains. “We engage directly with workers and ask: What works for you?” He says this flexibility allows agreements to reflect the realities of specific workplaces rather than imposing rigid frameworks that may not fit every industry or region. In practice, CLAC argues that this approach often reduces conflict escalation. Instead of defaulting to power-based posturing, prolonged disputes, and work stoppages, the focus is placed on resolving issues at the workplace level whenever possible. “Most problems can be solved on the ground when parties are willing to work collaboratively,” Mathews says. That does not mean compromising core protections. CLAC leaders stress that wages, safety standards, and benefits remain central to every agreement. “Collaboration doesn’t mean surrendering worker interests,” Mathews adds. “Our agreements still include strong protections around safety, workplace culture, competitive wages, and benefits. The difference is in how we get there.” For CLAC, success is ultimately measured in outcomes: steady employment, career advancement, and long-term stability and security for members. “There is no sense in being the highest paid unemployed worker,” Mathews says. “It’s far more beneficial to work together.” Addressing Canada’s Skilled Labour Challenge Few issues are more central to CLAC’s current strategy than Canada’s growing skilled labour shortage. Across construction and industrial sectors, employers and governments alike are warning that retirements, rising demand, and limited training capacity could create long term workforce gaps that slow major infrastructure development. But CLAC leadership believes the most pressing issue is not only recruitment; it is retention. “A lot of people enter the industry, but leave before completing apprenticeships,” says Prins. “Retention of workers in the skilled trades is a critical challenge to solve.” To address this, CLAC has expanded apprenticeship support systems that follow