Charles Dent

Thank you, Mr. Speaker. Mr. Speaker, we have implemented a number of the changes recommended in the Hackett report. The structural changes to the Department of Human Resources are in progress. They are substantially underway. I can't say they are 100 percent complete, because a lot of the changes required that we work to move people around as the work gets done. For instance, we have a significant backlog in pay and benefits that we have been trying to deal with. We need to keep people in that area until that backlog is dealt with, but we are moving towards the final transformation. I would...

Thank you, Mr. Speaker. There are a lot of things that may happen only once. For instance, gifts that people are given that are considered as income. The exclusions we offer now through the program are those that are provided for as compensation for some purpose like the wrongdoing that happened at residential schools. IBAs are not considered the same way. It’s a contractual arrangement. It’s not seen by our government as compensation. So on that difference of opinion, that’s where we stand between the Member and the government.

Thank you, Mr. Speaker, and good morning. Mr. Speaker, the government’s position is that IBA payments are not compensation; they are a contractual arrangement between a band and between a company; they are a private contract. So in this circumstance they aren’t treated the same way as a compensation payment. So the answer to the Member's question is no, that would not be the direction provided.

Thank you, Mr. Speaker. I can’t say whether they were consulted on this policy or not.

Thank you, Mr. Speaker. The medical prognosis isn’t required with all employees, but it can be requested of any employee. It’s something that each manager is left to determine whether or not it’s something they should ask an employee to provide. Thank you.

Thank you, Mr. Speaker. Of course we can consider work plans that are brought forward by people who are specialists in that area from the region. It’s important to remember, though, like the development of the Dene Kede which took many years to develop in each of the regions so that it actually works for all of the different cultures in the Northwest Territories, it’s going to take a number of years for us to develop all of the curricula for languages in the North. But we are committed to doing that work and working with people who are experts in that area. Thank you, Mr. Speaker.

Thank you, Mr. Speaker. In order to develop the curriculum for the different language groups we have in the Northwest Territories, it may take more in some areas; it may take less in others. We are prepared, over the next few years, to spend what it takes to develop appropriate curriculum in each region. We have to work within existing budgets, so it may take longer to do in some areas or it may take less time depending on how quickly the work can get done.

Thank you, Mr. Speaker. We’re joined in the gallery today by a number of people who are with the Status of Women Council of the Northwest Territories who were here at noon for the press conference announcing the northern women in mining, oil and gas project. Sharon Thomas is the executive director of the council; Theresa Handley is the office manager. On this side of the House she’s also known as the boss's wife.

---Laughter

We are also joined by Leila Besarra who is the community development worker; Lorraine Phaneuf who is programs and research manager; Renea Agrey who will be running the...

Thank you, Mr. Speaker. I give notice that on Monday, May 14, 2007, I will move that Bill 14, Employment Standards Act, be read for the first time. Thank you, Mr. Speaker.

Thank you, Mr. Speaker. I can’t speak as to why this item would have been included in the sick leave policy, but I would say that it’s certainly something that an employer would be interested in knowing whether or not there are terms or conditions, or there are certain conditions, that the employer should be aware of in making sure whether or not there’s an accommodation required for an employee, or how long an employee might be expected to be off work, and whether or not there should be a plan put in place to ensure that when they return to work they are able to continue.