Proceedings of the « CRM archeology in Canada...Le p ésent appo t pemet de eueilli des pespetives su l’état de la patiue ahéologiue professionnelle dans différentes provinces

Compte-rendu de la table-ronde « CRM archeology in Canada » du colloque conjoint de l'ACA/AAQ1.

/ Proceedings of the « CRM archeology in Canada »

roundtable of the ACA/AAQ Joint Conference1

Document présenté par le Centre de normalisation du travail en archéologie québécoise (CNTAQ), Juillet 2019

1 CRM archaeology in Canada, its regulations and its effects on archaeologists and archaeology, 18 mai 2019, colloque annuel

conjoint de l'AAQ et de l'ACA, https://canadianarchaeology.com/caa/annual-meeting/sessions/crm-archaeology-canada-its-regulations-and-its-effects-archaeologists-and

https://canadianarchaeology.com/caa/annual-meeting/sessions/crm-archaeology-canada-its-regulations-and-its-effects-archaeologists-and

https://canadianarchaeology.com/caa/annual-meeting/sessions/crm-archaeology-canada-its-regulations-and-its-effects-archaeologists-and

CRM archaeology in Canada, ACA-AAQ 2019

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En date du 15 juillet 2019, le CNTAQ est constitué de (en ordre alphabétique):

Jennifer Gagné

Mélanie J. Gervais

Manek Kolhatkar

Antoine Loyer Rousselle

Luis Trudel-Lopez

Le CNTAQ travaille en collaboration avec:

Pierre Desrosiers, chercheur adjoint à l'Université Laval (CELAT)

Ian MacDonald, professeur adjoint à l'École de relations industrielles

Jonathan Michaud, étudiant au doctorat à l'École de relations industrielles

Le présent document a été préparé par (en ordre alphabétique):

Pierre Desrosiers

Manek Kolhatkar

Antoine Loyer Rousselle

Le CNTAQ tient à remercier chaleureusement tout⸱e⸱s les participant⸱e⸱s qui ont rendu possible cet atelier, ainsi que le public présent lors de la table-ronde.


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Table des matières Mise en contexte / Context ................................................................................................................................... 1

Questionnaire / Survey questionnaire ................................................................................................................... 5

Question 1.1 : Nombre d'archéologues / Number of archaeologists ....................................................... 5

Question 1.2 : Tarifs horaires / Hourly rates ............................................................................................. 6

Question 1.3 : Code d'éthique ou de déontologie / Code of ethics or deontology ................................... 7

Question 1.4 : Contrat-type / Basic agreement ........................................................................................ 8

Question 1.5 : Contrats ou ententes signées / Signed agreements or contracts ...................................... 9

Question 1. 6 : État de la situation dans la province / Situation in the province .................................... 10

Question 1.7 : Enjeux et défis / Issues and challenges ............................................................................ 11

Question 2 : Préoccupations / Concerns ................................................................................................. 12

Question 3 : Autres préoccupations / Other concerns ............................................................................ 15

Question 4 : Attentes face à la table-ronde / Expectations regarding the round table .......................... 16

Table-ronde (résumé) / Round-table (summary) ................................................................................................ 17

Question 1 : État de la situation / Current situation ............................................................................... 17

Question 2 : Analyse de la situation / Analysis ....................................................................................... 19

Question 3 : Pistes de solutions / Possible solutions .............................................................................. 21

Varia – période de questions et de commentaires ................................................................................. 23

Résumé de la table-ronde ................................................................................................................................... 27

Summary of the round-table ............................................................................................................................... 28


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Mise en contexte / Context

L’archéologie contractuelle est pratiquée actuellement dans un contexte peu régulé et très

ouvert, qui favorise la compétition pour l’obtention de contrats aux plus bas soumissionnaires. Cette

façon de faire se poursuit depuis maintenant plusieurs décennies et ses effets se font sentir par les

archéologues autant par la précarité de leurs conditions de travail que dans une pratique professionnelle

trop souvent soumise à des impératifs économiques. En réponse à cette situation, une démarche a été

entamée pour réguler la situation des archéologues au Québec et favoriser une meilleure pratique

professionnelle. Un nouvel organisme a donc été créé à cet effet : le Centre de normalisation du travail

en archéologie québécoise (CNTAQ).

Le principal objectif de cette table-ronde est d’obtenir une vision d’ensemble sur les conditions

de travail en archéologie contractuelle au Canada, en permettant aux organismes en archéologie des

provinces et territoires de présenter leurs réalités et les enjeux qui les entourent, de même que leurs

efforts pour faire face à de tels défis : Est-ce que les règlements protègent l’archéologie et les

archéologues professionnels ? Si c’est le cas, lesquels et seraient-ils applicables aux autres provinces et

territoires plus globalement ? Si ce n’est pas le cas, comment les archéologues sont-ils affectés par la

situation ? Comment l’archéologie en tant que pratique scientifique est-elle affectée ?

Le présent rapport permet de recueillir des perspectives sur l’état de la pratique archéologique

professionnelle dans différentes provinces canadienne. Il est organisé en quatre parties :

Premièrement, sont présentés les différents organismes contactés lors de l’organisation de la

table ronde;

Deuxièmement, sont présentées (en anglais seulement) les réponses à un premier questionnaire

envoyé aux organismes intéressés à participer à la table ronde. Constitué de 10 questions, ce

questionnaire a été envoyé aux participant⸱e⸱s au courant de l’hiver 2019 en préparation de la

table-ronde. Les réponses envoyées sont ici reproduites telles quelles, sans modification.

Troisièmement, est présenté (en français et en anglais) le compte-rendu de la table ronde qui

s’est tenue à Québec le samedi 18 mai 2019. Trois questions, suivies d’une plénière, ont permis

aux participant⸱e⸱s et au public de s’exprimer et d’échanger sur ces questions.

Quatrièmement, un bref résumé et une discussion générale sur la table-ronde clôt (en français et

en anglais) ce rapport.

Note : une première version du compte-rendu de la table ronde, ainsi que les réponses au premier

questionnaire, ont été envoyées aux participant⸱e⸱s afin qu’il⸱elle⸱s puissent apporter des corrections ou

ajouts au rapport préalablement à sa diffusion plus large. Il⸱elle⸱s disposaient de 10 jours pour envoyer

leurs commentaires, après quoi le texte envoyé était considéré comme accepté. Seule la LiUNA a

apporté des ajouts au texte, insérés tels quels dans le rapport.


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CRM archaeology in Quebec is practised in a poorly regulated environment that leaves it open to and

even encourages competition for contracts to the lowest bidders. This has been going on for decades

now, and its effects are felt by archaeologists whose working conditions are precarious, and whose say in

the very archaeology they practise too often comes second to economic imperatives. In response to this

situation, steps have been undertaken to write down regulations for Quebecois archaeologists and afford

for a better practice. A new organization has been created for this purpose, le Centre de normalisation du

travail en archéologie Québécoise (CNTAQ).

The main goal of this round-table is to gain a nationwide overview of CRM archaeology, by allowing

archaeological organizations from Canada's various provinces and territories to engage with some of the

following issues, and to share efforts that are made to cope with these issues: do regulations protect

archaeology and professional archaeologists? If they are, what are they, could they be extended to other

provinces and to Canada as a whole? If they are not, how are its practitioners affected? How is

archaeology as a scientific practice impacted?

This round-table workshop will allow participants to address these concerns and others.

Associations ou personnes contactées initialement / People or association contacted initially

• Sociétés d'archéologie :

– Canadian Archaeological Association (ACA) – Association canadienne d'archéologie (ACA)

– Ontario Archaeological Society (OAS)

– Manitoba Archaeological Society (MAS)

– Saskatchewan Archaeological Society (SAS)

– Archaeological Society of Alberta (ASA)

– Archaeology Society of British-Columbia (ASBC)

– New-Brunswick Archaeological Society (NBAS)

– Nova Scotia Archaeological Society (NSAS)

– Prince-Edward-Island Archaeological Society (PEIAS)

– Newfoundland and Labrador Archaeological Society (NLAS)

– (Nunavut & Yukon Govt)

• Associations professionnelles, syndicales et autres :

– Association of Professional Archaeologists of New Brunswick (APANB) – Association des

archéologues professionnels du Nouveau-Brunswick (AAPNB)

– Association of Professional Archaeologists (APA) of Ontario

– Saskatchewan Association of Professional Archaeologists (SAPA)

– British Columbia Association of Professional Archaeologists (BCAPA)

– Association of Consulting Archaeologists (ACA) of Alberta


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– Association of Manitoba Archaeologists (AMA)

– Association des archéologues du Québec (AAQ)

– Labourers' International Union of North America (LiUNA) – l'Union Internationale des

Journaliers d’Amérique du Nord (UIJAN)

– Centre de normalisation du travail en archéologie québécoise (CNTAQ)


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Organismes Réponse Q./S.2 T-R./RT.3

Sociétés d'archéologie

Canadian Archaeological Association (CAA) – Association canadienne d'archéologie (ACA) D. Norris Oui Oui

Ontario Archaeological Society (OAS) Transféré à LiUNA Non Non

Manitoba Archaeological Society (MAS) Réponse automatique Non Non

Saskatchewan Archaeological Society (SAS) Pas de Réponse Non Non

Archaeological Society of Alberta (ASA) N'assiste pas ACA/AAQ Non Non

Archaeology Society of British-Columbia (ASBC) Pas de réponse (facebook) Non Non

New-Brunswick Archaeological Society (NBAS) Pas de réponse Non Non

Nova Scotia Archaeological Society (NSAS) N'assiste pas ACA/AAQ Non Non

Prince-Edward-Island Archaeological Society (PEIAS) Pas de réponse (facebook) Non Non

Newfoundland and Labrador Archaeological Society (NLAS) Pas de réponse Non Non

(Nunavut & Yukon Govt) Pas de réponse Non Non

Associations professionnelles, syndicales et autres

Association of Professional Archaeologists of New Brunswick (APANB) – Association des archéologues professionnels du Nouveau-Brunswick (AAPNB) D. Dignam

Oui Oui

Association of Professional Archaeologists (APA) of Ontario D. Norris Oui Oui

Saskatchewan Association of Professional Archaeologists (SAPA) N'assiste pas ACA/AAQ Non Non

British Columbia Association of Professional Archaeologists (BCAPA) N'assiste pas ACA/AAQ Oui Non

Association of Consulting Archaeologists (ACA) of Alberta N'assiste pas ACA/AAQ Oui Non

Association of Manitoba Archaeologists (AMA) En contact Non Non

Association des archéologues du Québec (AAQ) J. Villeneuve et M. Perron Oui Oui

Labourers' International Union of North America (LiUNA) – l'Union Internationale des Journaliers d’Amérique du Nord (UIJAN) J. Cull et s. Easy

Oui Oui

Tableau 1 Organismes contactés les organisateurs de la session et les réponses

2 Réponses au questionnaire / Answers to the Survey questionnaire

3 Présence à la table ronde/ Presence at the Round-Table


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Questionnaire / Survey questionnaire

Réponses au questionnaire / Answers to the survey questionnaire

• Associations professionnelles, syndicales et autres :

– Erin Hannon, vice-president, British Columbia Association of Professional Archaeologists

(BCAPA)

– Margarita de Guzman, Association of Consulting Archaeologists (ACA) of Alberta

– Dave Norris, Association of Professional Archaeologists (APA) of Ontario

– Josée Villeneuve, présidente, Association des archéologues du Québec (AAQ)

– Darcy J. Dignam, president, Association of Professional Archaeologists of New Brunswick

(APANB) – Association des archéologues professionnels du Nouveau-Brunswick (AAPNB)

– Samantha Easy et Joseph Cull, Labourers' International Union of North America (LiUNA)

Les questions suivantes ont été posées aux personnes contactées. Les réponses sont laissées dans leur

version d'origine.

The following questions have been asked to the participant. The answers are left in the original version.

Question 1.1 : Nombre d'archéologues / Number of archaeologists

Combien avez-vous d’archéologues professionnels et de firmes d’archéologues dans votre province ou territoire ? (précisions, particularités ?) How many individual professional archaeologists and how many archaeological firms work in your province/territory?) (precisions, distinctions ?)

BCAPA : We do not have a comprehensive list for all archaeologists or archaeological firms working in our province, our membership includes approximately 230 individuals and 23 firms which are members although there are many individuals and firms which operate in the province who do not belong to or associate with the BCAPA.

ACA (Alberta) : There are probably about 150 professional archaeologists in Alberta working for 29 companies; about half that would be permit holders with Masters degrees.

APA (Ontario) : I would hazard a guess of maybe 200?

AAQ (Québec) : On parle d’autour de 250 professionnels, pour les entreprises il y a au moins 6 firmes, 2 coopératives, 2 organismes et des consultants

APANB : This information is not readily available. Only the NB provincial regulator (Archaeological Services Branch) would have accurate data on this. However, our Association has procured the provincial data pertaining to the archaeological permits granted by the province in past years. Based on the 2018 N.B. permit data: - There were nine Cultural Resource Management (CRM) firms that procured permits to conduct CRM work in the province in 2018. - However, the province (Archaeological Services Branch) held significantly more permits than any other single private CRM company. The Association cannot estimate the number of professional


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archaeologists working/employed in the province. However, as of March 2019, the APANB‐AAPNB membership was 29 individuals. With the shift in the NB whereby the provincial regulator conducts the majority of CRM work, the province now employs numerous term and seasonal archaeological workers. The information on these workers is not publicly available.

LiUNA : Ontario has one of the largest cultural heritage industries in the country. The Ontario heritage Act makes it illegal for anyone but a licensed archaeologist to knowingly disturb and archaeological site. In 2018, there were 461 licensed archaeologists registered with the Ministry of Tourism, Culture, and Sport (MTCS).

There are currently approximately forty companies who actively engage in archaeological fieldwork in Ontario. During the past year, the MTCS was notified of 2,531 archaeological projects being undertaken in 2018. Most of these projects were stage 1 and 2 archaeological assessments, however approximately 500 stage 3 and 4 projects were undertaken in 2018.

RÉSUMÉ : Des distinctions apparaissent nécessaires entre les archéologues membres d'une association provinciale et ceux n'en faisant pas partie. Toutes les réponses doivent être considérées comme approximatives. SUMMARY : Distinctions must be made between archaeologists members of a provincial association and those that are not. All the answers must be considered as approximative.

Question 1.2 : Tarifs horaires / Hourly rates

Est-ce qu’il existe des tarifs horaires dans votre province ou territoire pour différentes catégories d’emploi en archéologie (techs, assistants et chargés de projets) (si oui, pouvez-vous les partager avec nous ?) Do you have hourly rates in your province or territory for different categories of archaeologists (techs, assistants, field director, etc.) (if so, could you share this information with us?)

BCAPA : There are no fixed, hourly rates for different categories of archaeologists. The contract between employee and employer varies a lot depending on the employer as well as the experience and qualifications of the employee. It also depends if you are being hired as a full-time employee or as a sub-contractor.

ACA (Alberta) : In Alberta, there are typically four tiers, with wages variable dependent on experience and company: 1. Assistant: $16-25/hr 2. Supervisor: $22-28/hr 3. Permit Holder: $28-35/hr 4. Senior Manager: $35 and up

APA (Ontario) : The hourly rates are mainly dictated by individual firms, there is no set rate.

AAQ (Québec) : Pas de tarifs fixes, mais des statuts d’emploi qui catégorisent par le fait même un écart salarial entre les divers postes

APANB : No, there are no hourly rates for different “categories” of archaeologists working in CRM in NB. These rates are determined by the employer (CRM company, provincial government,


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or university).

LiUNA : Wages scales vary widely across the province and there is no consistency between companies. It is clear however, from speaking to archaeologists across the province, that wages have remained stagnant for nearly a decade. Even minor raises in hourly rates have historically been temporary and heavily dependent upon project availability and demand. When demand for archaeologists decreases so to do wages. Furthermore, job classifications and title descriptions vary widely across the industry. For example, employees who perform the same labor may variously be called a Field Technician, Archaeologist, Junior Archaeologist, Team Lead, Environmental Technician, Seasonal Labourer, and Archaeological Technician etc.

Experienced field technicians and directors can expect their wages to increase into the low to mid-twenties depending on qualifications or experience. However, some employers continue to pay minimum wage or less for qualified candidates. Although the clear majority of archaeologists work full time jobs as defined by the Employment Standards Act, almost no workers have access to health and benefits, sick days or vacation days. All employers are constrained from raising wages because of the competitive nature of the industry – a company paying a worker $25/hr does not easily compete against a company paying $14.

Through LiUNA, workers can expect to establish comprehensive standards in the industry by clarifying their job titles and descriptions within a Collective Agreement. Through Collective Bargaining workers can create transparent and fair wage scales based on their experience, education and qualifications. These terms are negotiated between the workers and employers, while being facilitated by LiUNA to ensure that the agreement is mutually beneficial to all parties. Collective bargaining enables archaeologists to address the deficiencies and irregularities currently prevalent in the industry. It is the only way to establish a standard that is legally enforceable across the industry.

RÉSUMÉ : Les salaires horaires varient en fonction du poste occupé. La situation s'applique à l'ensemble du Canada. SUMMARY : Wages vary according to position. The situation is the same across Canada.

Question 1.3 : Code d'éthique ou de déontologie / Code of ethics or deontology

1.3 Votre code d’éthique ou de déontologie ou les règles de votre organisme abordent-ils les conditions de travail de l’archéologue ? (si oui, les fournir dans votre envoi) Does your code of ethics or rules and regulations include working conditions for the archaeologist?) (if so, please send a copy)

BCAPA : No they do not.

ACA (Alberta) : The ACA does not currently have a code of ethics; there are Guidelines for Archaeological Permit Holders in Alberta and the Archaeological and Palaeontological Research Permit Regulation but they are very old (1989) and do not include anything about working conditions. The ACA has put it on their list of things to do.


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APA (Ontario) : I would have to ask – what do you mean by working conditions? Sections 3 and 4 of the APA code of ethics deal with aspects of working conditions with regards to the hiring of qualified personnel and to be aware of legal aspects and conflicts of interest. The CAA does not have any ethics involving working conditions given it is more of a researched based organization.

AAQ (Québec) : je ne dirais pas qu’il qualifie les conditions, son rôle est plus de qualifier les comportements face au travail, la pratique et les collègues (notre code est en révision)

APANB : The APANB‐AAPNB has a code of ethics which mirrors both the codes of ethics for the CAA and the RPA. Our Association also has a policy on “Harassment and Discrimination”. The Association does not prescribe specific working conditions for archaeologists. This is the responsibility of the employer and the Archaeologists themselves.

LiUNA : In order to hold a license from the MTCS an archaeologist in Ontario must ascribe to a code of ethics from an archaeological organization or society. In Ontario, license holders ascribe to the APA or the OAS’ code of ethics. Neither the OAS, APA nor the CAA has any mention in their code of ethics regarding fair and ethical treatment of employees, living wages or abiding by labour standards.

RÉSUMÉ : En général, les codes d'éthiques des association professionnelles en archéologie n'abordent pas les conditions de travail. SUMMARY: In general, the code of ethics of the APA’s do not address the topic of working

conditions.

Question 1.4 : Contrat-type / Basic agreement

1.4 Avez-vous un ou des contrats-types entre employeurs (firmes) et archéologues (techs, assistants et

chargés de projets) ? (si oui, fournir un exemplaire de chaque contrat-type)

Do you have basic agreement forms between archaeologists (techs, assistants, field director, etc.) and their employers ? (if so, please send a copy of each form)

BCAPA : No we do not.

ACA (Alberta) : Yes, companies have various types of working contracts between them and their employees but there are no standards.

APA (Ontario) : Again that would be up to the individual firms – I would imagine in good business practice that they outline what is expected from their employees but that is not a requirement

AAQ (Québec) : Nous n’avons pas de contrat-type. Les membres se sont prononcés pour que l’AAQ développe ses propres contrats mais pas seulement face à des employeurs, mais aussi face à des clients potentiels

APANB : No. Again, this is under the purview of the employer. The employee and employer


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would have a written agreement (contract) of employment.

LiUNA : There are no standard contracts for archaeology field workers. As a union we have had contracts shared with us that variously describe employees as part time, on-call, full time rotational, seasonal on call, temporary, or “contract.” Some employees do not work under a contract at all and instead rely upon good faith agreements with employers that they will be paid for work performed.

RÉSUMÉ : En général les compagnies semblent avoir leurs propres formes de contrats. SUMMARY : In general, companies seem to have their own agreement forms.

Question 1.5 : Contrats ou ententes signées / Signed agreements or contracts

1.5 Est-ce que vos membres ou archéologues signent-ils des ententes de travail ou des contrats formels, si oui, quelles catégories d'emplois sont visées ? Do your members or archaeologists sign agreements or contracts and, if so, which categories of employment are involved?

BCAPA : Yes many BCAPA archaeologists sign contracts, either full time contracts, set-term or casual contracts. They vary between companies.

ACA (Alberta) : Yes, companies have various types of working contracts between them and their employees but there are no standards.

APA (Ontario) : I believe this ranges from firm to firm with regards to categories of employment. I believe this is proprietary information and APA does not ask for this type of information from its members.

AAQ (Québec) : Les archéologues gèrent eux-mêmes leurs contrats. Nous savons que certains membres ont eu des contrats écris et pour d’autres des ententes verbales qui sont toutes aussi légales.

APANB : The Association cannot speak to this across the entire discipline across the province. There are two employers in the province for whom we cannot speak, the provincial universities and the provincial Archaeological Services Branch. However, in the past in CRM archaeology, the following categories of employment have been used:

- Full time “permanent” - Full contract (limited time period) - Part‐time “permanent” - Casual (on‐call)

LiUNA : There are no standard contracts for archaeology field workers. As a union we have had contracts shared with us that variously describe employees as part time, on-call, full time rotational, seasonal on call, temporary, or “contract.” Some employees do not work under a contract at all and instead rely upon good faith agreements with employers that they will be paid for work performed.


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RÉSUMÉ : En général les archéologues signent des contrats écrits avec leurs employeurs, certains sont verbaux et se basent sur la bonne foi de leur employeur. SUMMARY : In general, archaeologists sign written contracts with employers, some are verbal and rely on good faith with employers.

Question 1. 6 : État de la situation dans la province / Situation in the province

1.6 Est-ce que votre situation diffère de ce qui se passe dans d’autres provinces ou territoires au Canada ? En quoi elles diffèrent ou se ressemblent – réalités ou facteurs à considérer ? Is your situation different from what’s going on in other provinces or territories in Canada? How do they seem alike or differ? – realities or factors that should be considered?

BCAPA : We can only compare ourselves to Alberta where a few of us have worked there, and it seems somewhat similar.

ACA (Alberta) : Unknown

APA (Ontario) : I am not sure I understand what is going on in other provinces or territories – as far as I am aware and I believe other APA executives would agree, what happens in Ontario is what happens across Canada. Personally, I have worked in four provinces and practices were all similar. The unionization of staff is something new that APA is monitoring – we are neither for or against it but rather want to gather as much information for our members so that they are informed of the process – its benefits as well as its problems.

AAQ (Québec) : [note: aucune réponse fournie pour cette question]

APANB : The situation in NB is unique in Canada and across North America. New Brunswick is the only jurisdiction in North America where the provincial regulator requires RPA certification to procure an archaeological permit to conduct field research in the province. Also, in recent years the provincial regulator of archaeology, Archaeological Services Branch, has taken on the dual role of both regulating archaeology in the province, but also conducting the majority of the CRM archaeology in the province. In no other jurisdiction in North America is this the case. While the permit data for 2017 and 2018 have not yet been analysed, in 2016, Archaeological Services Branch held over 55% of the archaeological permits in the province. While the Association sees several problems with this practice in NB (not the least of which is the potential for conflict of interest), there are implications for employment in the industry within the province.

LiUNA : Ontario has some of the strictest heritage laws in the country, it also has some of the most robust legal protections for workers. The Planning Act and Environmental Assessment Act necessitates archaeological assessment in the path of development, meaning that work and projects are protected by these provisions. This means that Ontario is an ideal base upon which to build a labour union to exclusively represent archaeologists.

To our knowledge, no archeologists in any other province or territory has attempted to unionize. LiUNA is currently the first labour union to represent consultant archaeologists and we are


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forming North America’s first union for archaeologists. RÉSUMÉ : La situation varie grandement à travers le Canada. La syndicalisation des archéologues a commencé en Ontario, alors que le gouvernement du Nouveau-Brunswick agit maintenant comme principal pratiquant en archéologie (agissant comme une firme). De plus, au Nouveau-Brunswick, il est nécessaire pour les archéologues d'être inscrit au Register for Professional Archaeologists certification (RPA) pour exercer. (En Ontario, les archéologues doivent être détenteurs de stages 3 et 4 de travail de terrain.) SUMMARY: The situation varies widely across Canada. Unionizing of archeologists has started in Ontario,

while the government of New Brunswick is doing archaeology (acting as a firm). Also, in New Brunswick

the archaeologist is required to have a Register for Professional Archaeologists certification (RPA). (In

Ontario, archaeologists must have a licence for ALL field work.)

Question 1.7 : Enjeux et défis / Issues and challenges

1.7 Identifier les principaux enjeux qui influencent l’amélioration des conditions de travail en archéologie sur votre territoire ou dans votre province ? Identify what’s at stake, and what influences or shapes better working conditions in archaeology in your province or territory?

BCAPA : As a general rule provincial Worksafe or jobsite regulations influence or better working conditions. We are mostly influenced by the industries that we work for, so oil and gas, forestry, infrastructure, transportation and large civic projects who are driven by industry safety standards.

ACA (Alberta) : Individual companies themselves have different working conditions; they are currently not guided by either the ACA or our governing body.

APA (Ontario) : In Ontario – we have standards and guidelines that dictate what work is required and the standards in which that work needs to be completed. With regards to working conditions as I understand them, free market forces shape working conditions, in that after adhering to standard labour laws, firms are free to pay what they want and include in that payment any fringe benefits to working for that firm. Employees or potential hires are free to apply to whomever firm they wish to and if qualified will be hired. I would imagine that if firms do not pay enough, they have few applicants who remain at their employment.

AAQ (Québec) : la compétition, la quantité de contrats disponibles

APANB : The provincial Archaeological Services Branch has taken a large portion of the CRM market from private industry. This increased influence of government over the industry in the province may be problematic in terms of moving forward with working conditions issues. It should also be noted that by managerial decree, none of the provincially employed archaeologists are APANB‐AAPNB members, and thus none are bound by the Association’s codes of ethics and standards.

LiUNA : The livelihoods of archaeologists across Ontario are at stake. Our industry is suffering


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because competent, skilled and passionate archaeologists leave year-after-year to find gainful employment so they can sustain themselves and their families. This turnover keeps wages artificially low and negatively impacts the quality of our work.

Unions offer representation, job security, better wages, health care, and pensions, to name a few of the benefits. The local that we are in the midst of creating is going to provide stable work conditions for archaeologists and provide them with the resources and opportunity to take care of themselves and their families and make archaeology a lifelong career. The free market of archaeology will still continue to dictate the workload required. However, by using Collective Bargaining to standardize and improve working conditions we can elevate the industry without damaging the competitiveness of any business.

RÉSUMÉ : En général, les gouvernements provinciaux établissent le cadre législatif (lois et règlements) relatif aux conditions de travail ou des guides à l'usages des archéologues. Ils semblent suffisants. SUMMARY: In general, the provincial government sets the rules for working conditions or guidelines. These seem to be sufficient.

Question 2 : Préoccupations / Concerns

En tant qu’organisme/association professionnelle, avez-vous des préoccupations particulières relatives à ? As an organization, do you have specific concerns on these subjects?

La précarité de l’emploi / Job Insecurity

– BCAPA : Yes. The industry is very hard to enter, especially with the high cost of living in BC. Personally the Directors have seen a lot of promising people leave archaeology because they can either not find stable employment, or can't find employment that meets their needs (for travel, work-life balance).

– ACA (Alberta) : (no answer)

– APA (Ontario) : for whom? If you mean part time employees, I would imagine that security depends on the amount of work that firm has to offer. If there isn’t much, then « security « could be an issue, but that is not up to the firm. The amount of work a firm has depends on the number of successful bids that are won by said firm.

– AAQ (Québec) : Bien sûr. L’AAQ travaille toujours dans l’objectif qu’un plus grand nombre de projet prenne en compte l’archéologie et qu’un plus grand nombre d’archéologue soit reconnu pour les postes de responsabilité (reconnaissance de la formation et de l’expérience)

– APANB : Lack of job security for seasonal casual employees.

– LiUNA: Currently there is no job security in place for non-unionized workers. Field Technicians in particular are largely regarded seen as an expendable workforce and because of this workers in


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Ontario often have to do: unsafe work, unethical work, or be subjected to various forms of harassment. This is because workers know that they have zero security and will bite their tongue to maintain their job. This is a poor way to make a living. No one should feel undue pressures while working or suffer in order to work in a profession they love.

In Ontario, LiUNA has already helped a number of unionized archaeologists in regards to their employment. There are now methods and structures in place to ensure that employees are treated well and that employers are being held to the legal enforceable standard. A union empowers workers to be better by providing them the security that gives them comfort to do their job without undue harm or discourse. They know that no matter what happens there is someone there to help them.

RÉSUMÉ : Préoccupations quant à la perte d'archéologues prometteurs, d'employés à temps partiel et par rapport à la reconnaissance professionnelle. SUMMARY: Concerns about losing promising archaeologists, part-time employees and professional recognition.

Les conditions de travail et les salaires / Working conditions and salaries

– BCAPA : Lots of concerns around field work: safety mainly. Salaries are generally low compared to equivalent disciplines (biologists, hydrologists, engineers, etc) but better here than in other provinces.


– APA (Ontario) : again for whom? If you mean part-time employees no there is no concerns regarding this topic

– AAQ (Québec) : Pour les conditions on tient à la reconnaissance de nos professionnels, pour les salaires il s’agit pour l’instant d’une négociation entre l’archéologue et le donneur d’ouvrage. Le fait que les archéologues ne sont pas obligatoirement membres de l’AAQ limite certaines actions.

– APANB : Not in the private sector.

– LiUNA: Currently there are no standards for work conditions or salaries. We have found that there are companies that pay below minimum wage, and do not follow the Employment Standards Act. Employers are taking advantage of their work force because archaeologists as a whole do not understand or know their rights under the Employment Standards Act. This is one of the reasons that people are finding the idea of unionizing so favourable.

RÉSUMÉ : Préoccupations pour le travail de terrain et la reconnaissance professionnelle. SUMMARY: Concerns about fieldwork, professional recognition.

La santé et sécurité sur les chantiers et les bénéfices marginaux


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Health and safety issues and lack of health and pension benefits

– BCAPA : Lots of issues around health and safety with remote fieldwork, fatigue, lack of work-life balance, harassment. I think a lot of the big companies offer health benefits (if you're lucky enough to be full-time). As far as we know there are no private consulting companies that offer a pension, you’d have to work in government to get one. Health and safety is a big concern and it varies from company to company, and sometimes it is tied to job insecurity because if you’re not willing to do a job (even if it’s unsafe) you might not have a job much longer.


– APA (Ontario) : these are issues that are dealt with at a company level – APA does not interfere

with how companies organize themselves nor would they begin to dictate how companies should do so

– AAQ (Québec) : L’AAQ s’est prononcée fréquemment sur ce sujet, elle a participé à la production

du guide de PAC (L’archéologie et la sécurité, document pdf disponible sur le web), elle exhorte ses membres à une archéologie en toute sécurité, elle a un comité pour la santé sécurité, a produit des panneaux de chantier pour la sécurité…

– APANB : Lack of benefits for seasonal casual employees.

– LiUNA: It is very rare that a company would provide Health and Benefits to an employee even if

they were not seasonal. For smaller companies they cannot afford to give their employees health and benefits, often the employer cannot afford to give themselves these either. LiUNA represents over 120,000 people in Canada. Our buying power for health and benefits is very strong, which means we can provide ample benefits for low costs to the employer. Employers and employees can both participate in the health and benefits; this is not exclusive to union employees. We often find that company owners will use the health and benefits that their employees have within a CBA.

Additionally, LiUNA offers one of Canada’s strongest pension funds. This provides peace-of-mind to the employees who are represented who have previously struggled to pay for their livelihood, let alone save for retirement. Once again, employers also can participate in the pension fund – this is not limited to the workers.

RÉSUMÉ : Préoccupation pour la santé et sécurité qui est variable entre les compagnies et d'une province à l'autre. SUMMARY: Concerns about health and safety issues, variable from company to company and from province to province.

L’impact des conditions de travail sur la qualité de l’intervention archéologique et la qualité et les standards scientifiques entourant notre pratique professionnelle The impact of working conditions and a lack of standardization on the quality of archaeological investigation when applied to our professional practice


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– BCAPA : In general we don’t feel this is a major issue here in BC. There are variations for sure,

but all BC archaeologists must work to adhere to Archaeology Branch standards. As an association we are moving towards professionalization and we feel that this would benefit the industry and help to standardize the quality of work across the province.


– APA (Ontario) : In Ontario the Standards and Guidelines dictate the work that is required to be

done – the ministry reviews this work and grants compliance - they certainly need to be updated and revised and APA (as well as other provincial organizations) are working with the Government to improve them

– AAQ (Québec) : L’AAQ fait la promotion de l’archéologie et de sa pratique professionnelle et

éthique à ses membres et auprès des groupes qu’elle côtoie, exemple le MCC.

– APANB : Within the APANB‐AAPNB Code of Ethics, we address “Standards of Research Performance”. As a group, we feel strongly about this issue. However, it is the provincial regulator (Archaeological Services Branch) who stipulates the provincial industry standard.

– LiUNA: In Ontario the Ministry of Tourism, Culture and Sport (MTCS) have published the

Standards and Guidelines for Consultant Archaeologist (2011). These are the rules that govern each excavation process. While archaeologists are bound by these rules it is widely acknowledged that bidding on projects is a race to the bottom. Undercutting means that a company must find ways to cut corners in order to outcompete others, thus some perform poor or insufficient work, and then make false or misleading reports to cover the tracks of the company. The MTCS has no way of knowing that this occurs, as they do not have the staff to inspect all excavations.

Through unionization companies can determine a fair market price for projects; this means that companies can max what they charge, employees can max what they earn, and the client knows that they wont run into archaeological issues later down the road by ensuring that they get the highest level of work. Collective bargaining is a legal tool provided by the government to allow companies and workers to standardize and maximize their earnings and create a level playing field for companies to bid work. Fair labour standards create better work standards.

RÉSUMÉ : Les préoccupations semble s'articuler autour des guides provinciaux (lignes directrices) et des codes d'éthiques. SUMMARY : Concerns seem to be formulated in provincial guidelines and professional code of ethics.

Question 3 : Autres préoccupations / Other concerns

Autres éléments de discussion relatifs aux conditions de travail qui devraient être abordés lors de la table-ronde ?


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Other aspects of the discussion in relation to working conditions that should be brought to the table?

– BCAPA : The BCAPA is making moves towards addressing harassment in the workplace

(such as what has was happening at the SAA’s earlier this year) and it is our goal to increase awareness of harassment in the workplace for our membership and to re-word our code of conduct to offer protection from it as part of being a member.

– AAQ (Québec) : Des limites légales et des possibles conflits de travail? on va commencer

par voir les réalités de chacun et surtout de chaque région…

– APANB : Obviously, this is about the unionization of archaeological working across Canada. It would be nice to hear something about that topic. As stated previously, the fact that the province is presently dominating the CRM industry in New Brunswick.

– LiUNA: Seasonality of the job is often seen as deterring factor for getting into

archaeology. Some companies will employ a couple of archaeologists during the winter months to do work and research, but this is not often the case. This leaves workers collecting unemployment insurance until work can begin again.

LiUNA offers the ability to put people to work in the winter months if they want to continue to work. One of the major factors that lead archaeologists to seek out LiUNA was the fact that they primarily work in the construction industry, which meant for us as archaeologists we can continue to work with often the same client after we finish the archaeological assessment. This means that we can work with one single entity to ensure that archaeologist are always working.

Question 4 : Attentes face à la table-ronde / Expectations regarding the round table

Attentes face à la table-ronde et suites attendues ? Expectations regarding the round table and follow-up?

– AAQ (Québec) : voir les réalités de chacun et surtout de chaque régions…

– APANB : We would like to hear from other jurisdictions about the state of archaeological

practice in their provinces and what role the provincial regulator is taking at present.

– LiUNA: We are very excited to speak with other Provinces in regards to unionization. From our experience it would seem like there is a lot of support across Canada for an Archaeologists union. We hope to continue this discussion and positive movement after the CAA’s.


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Table-ronde (résumé) / Round-table (summary)

Nom de la session / Name of the Session :

CRM archaeology in Canada, its regulations and its effects on archaeologists and archaeology. ACA-AAQ Réunion annuelle de 2019 / CAA-AAQ 2019 Annual Meeting – Ville de Québec/Quebec City, Quebec

Participation au panel / Presence on the panel

o Dave Norris, Association of Professional Archaeologists (APA)/Association Canadienne

d'archéologie (ACA)

o Josée Villeneuve, présidente, Association des archéologues du Québec (AAQ)

o Antoine Loyer Rousselle et Mélanie J. Gervais, administrateurs, Centre de normalisation

du travail en archéologie québecoise (CNTAQ)

o Darcy J. Dignam, président, Association of Professional Archaeologists of New Brunswick

(APANB) – Association des archéologues professionnels du Nouveau-Brunswick (AAPNB)

o Samantha Easy and Joseph Cull, Labourers' International Union of North America (LiUNA)

Modérateur / moderator : Ian MacDonald (École de relations industrielles, Université de

Montréal)

Organisateur / chair : Pierre Desrosiers (CELAT, Université Laval)

Question 1 : État de la situation / Current situation

Est-ce que les dispositions légales actuelles (loi, règlements, directives gouvernementales) offrent des

conditions satisfaisantes pour assurer une pratique archéologique professionnelle ? / Do the current

legal provisions (laws, regulations, government directives) offer satisfactory conditions for professional

archaeological practice?

Ontario – APA/Canada – ACA. Les conditions de travail sont régulées au niveau provincial par loi

sur les normes du travail, ce qui laisse une marge pour chaque firme qui encadre ses conditions

de travail à l’interne. Considère que chaque firme devrait proposer un contrat écrit employé-

employeur. Les contrats verbaux sont insuffisants. L’employé a le droit de connaître ses droits en

matière de refus de travail, de santé et sécurité.

Working conditions are regulated at the provincial level by labour standards legislation, which

leaves a margin for each firm that oversees its internal working conditions. We consider that

each firm should offer a written employee-employer contract. Verbal contracts are insufficient.

The employee has the right to know his or her rights regarding work refusals, health and safety.


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Québec – CNTAQ. Les contrats sont principalement oraux, le travail est instable sauf pour une

minorité d’archéologues. Le MCC régule l’archéologie, mais pas les conditions de travail. Les

catégories d’emploi varient d’un client à l’autre, sans standard à l’échelle provinciale. La

soumission la plus basse est le principe de base pour l’évaluation des soumissions. La régulation

est généralement fragmentée, c’est-à-dire qu’elle est dictée par les différents clients lorsqu’ils

choisissent entre différentes firmes et soumissions pour les contrats.

Contracts are mainly oral; work is unstable except for a minority of archaeologists. MCC

(government) regulates archaeology, but not working conditions. Job categories vary from client

to client, with no provincial standard. The lowest bid is the basic principle for the evaluation of

bids. Regulation is generally fragmented, meaning that it is dictated by the different customers

when they choose between different firms and bids for contracts.

Nouveau Brunswick - APANB. Les lois sur le travail sont implémentées au niveau provincial, ce

qui peut être très restrictif dans certains cas : par exemple, le temps supplémentaire est calculé à

(1.5 x le salaire minimum) et non le salaire horaire de l’employé. La santé au travail est bonifiée

par les grosses entreprises qui ont les moyens de fournir des pensions à ses employés.

L’association des archéologues du NB dispose d’un code d’éthique et encadre la responsabilité et

les compétences des archéologues. Les employés sont payés pour leur déplacement vers leur

lieu de travail. Les salaires ne sont pas un problème. Les standards éthiques sont élevés et ne

sont pas affectés par le principe de soumission la plus basse.

Labour laws are implemented at the provincial level, which can be very restrictive in some cases:

for example, overtime is calculated at (1.5 x minimum wage) and not the employee’s hourly

wage. Occupational health is enhanced by the large companies that have the means to provide

pensions to its employees. The NB Association of Archaeologists has a code of ethics and oversees

the responsibilities and skills of archaeologists. Employees are paid for travel to their workplace.

Wages are not a problem. Ethical standards are high and are not affected by the lowest principle

of submission.

Ontario – LiUNA. La loi sur le travail garantit un strict minimum. Au-dessus de ce plancher, il y a

une forte variabilité d’une entreprise à l’autre. Cette variabilité s’exprime notamment dans la

multiplication des appellations des catégories d’emploi (temporaire, saisonnier, temporaire-

saisonnier) permettant de créer des postes pour lesquels les conditions offertes vont varier. Ceci

ajoute fortement à la précarité générale de l’emploi. Besoin d’un contrat standardisé à travers

l’Ontario. Actuellement, l’Ontario compte 461 archéologues enregistrés, 700 archéologues

enregistrés et non enregistrés. La LiUNA représente pour le moment 200 archéologues.

The labour law guarantees a strict minimum. Above that, there is a high degree of variability

from one company to another. This variability is expressed in particular in the multiplication of

the names of the categories of employment (temporary, seasonal, temporary-seasonal) allowing


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the creation of positions for which the conditions offered will vary. This adds significantly to the

overall precariousness of employment. We need a standardized contract across Ontario.

Currently, Ontario has 461 licensed archaeologists, and around 700 unlicensed archaeologists

(field staff). LiUNA currently represents 200 archaeologists (both licensed and unlicensed).

Québec – AAQ. Les dispositions légales actuelles offrent et n’offrent pas des conditions

satisfaisantes. La CNESST régit la santé et sécurité au travail. L’AAQ dispose d’un comité sur la

santé et la sécurité. Les firmes doivent produire un plan de sécurité pour leurs interventions. Par

contre, la loi se contente de demander si l’archéologue a les compétences nécessaires pour

effectuer une intervention. Elle ne se préoccupe pas de ce qui intervient ensuite (déroulement

de l’intervention et post-intervention de terrain). Qu’est-ce qu’une formation adéquate?

Manque de reconnaissance des compétences, et d’un barème qui permettrait de sortir du

copinage à l’intérieur des firmes (où l’embauche des amis est privilégiée). Il est faux de dire que

le plus bas soumissionnaire l’emporte. Il y a un système de double pointage qui permet à une

soumission plus haute de l’emporter.

The current legal provisions offer and do not offer satisfactory conditions. CNESST governs

occupational health and safety. The AAQ has a health and safety committee. Companies must

produce a safety plan for their interventions. However, the law simply asks whether the

archaeologist has the necessary skills to carry out an intervention. It does not care what happens

next (how the intervention unfolds and after the field intervention). What is adequate training?

Lack of recognition of skills, and of a scale that would make it possible to break out of cronyism

within firms (where the hiring of friends is privileged). It is not true that the lowest bidder wins.

There now exists a double scoring system that allows a higher bid to win.

Question 2 : Analyse de la situation / Analysis

Quels sont les facteurs/conditions qui permettraient d’améliorer la pratique archéologique

professionnelle ? / What are the factors/conditions that would improve professional archaeological

practice?

Québec – AAQ. Il faut arrêter les clivages tels qu’employés-employeurs, il faut s’investir pour

améliorer la pratique professionnelle.

We must stop the divisions such as employees-employers, we must invest in improving

professional practice.

Ontario – APA/Canada – ACA. Le libre marché rend difficile de travailler ensemble. Beaucoup est

laissé entre les mains de chaque firme individuelle. S’il y a une standardisation de

l’enregistrement de l’information archéologique (archaeological data), il n’y a pas de

standardisation suffisante des conditions de travail. La firme les dicte (à partir du plancher fourni

par la loi). C’est à l’employé de décider s’il les accepte ou non, et d’aller ailleurs si elles ne lui

conviennent pas : l’employé en cela a le choix.


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The free market makes it difficult to work together. Many are left in the hands of individual firms.

If there is a standardisation of the recording of archaeological information (Archaeological data),

there is not sufficient standardisation of working conditions. The firm dictates them (from the

floor provided by law). It is up to the employee to decide whether to accept them or not, and to

go elsewhere if they are not suitable for him; the employee in this has the choice.

Québec – CNTAQ. Les relations de travail imposent un tel « clivage » par des rapports de pouvoir

inévitables. Des contrats plus clairs et détaillés sont nécessaires. Trop de pouvoir au client qui

décide de la qualité de la pratique grâce au principe de soumission la plus basse.

Labour relations impose such a “cleavage” through inevitable power relations. Clearer and more

detailed contracts are needed. Too much power to the customer who decides on the quality of

the practice thanks to the lowest submission principle.

Nouveau Brunswick - APANB. Discrétion ministérielle dans la régulation rend celle-ci trop

arbitraire et empêche de disposer de standards clairs sur lesquels s’appuyer. L’emploi chute

parce qu’il n’y a plus de projets sur lesquels soumissionner. Il y a un manque de volonté politique

du gouvernement dans ce domaine.

Ministerial discretion in regulation makes it too arbitrary and prevents clear standards on which

to rely. Jobs are falling because there are no more projects to bid on. There is a lack of political

will on the part of the government in this area.

Ontario – LiUNA. Le principe de la soumission la plus basse est trop fort, ce qui maintient les

salaires bas et fait en sorte que les employés refusent de travailler. Les employés fluctuent

beaucoup et il faut constamment embaucher de nouveaux employés. La loi (Loi sur les normes

d’emploi) n’est pas suffisamment appliquée, ou les employés ne savent pas que la loi est violée.

Parfois, on demande aux employés de faire des choses qu’ils ne devraient pas avoir à faire. S’ils

refusent, ils peuvent être renvoyés et ne pas être rappelés au travail l’année suivante. Les

archéologues choisissent LiUNA parce qu’ils représentent 120 000 personnes au Canada

seulement. LiUNA compte également des lobbyistes qui peuvent exercer des pressions pour

modifier les règlements afin de protéger le patrimoine culturel. De nombreux clients qui offrent

des contrats à des entreprises d’archéologie sont signataires de la LiUNA; la syndicalisation

protège les employés ainsi que les employeurs en créant un marché plus équitable et stable;

LiUNA peut fournir une santé stable et des avantages; un fonds de pension solide et en pleine

croissance; Archéologues ont choisi LiUNA, parce que cela signifie que nous pouvons faire une

carrière de notre passion et protéger l’avenir de l’industrie.

The lowest bid principle is too strong. This undercutting keeps wages artificially low and causes

employees to find other avenues of employment. Turnover is extraordinarily high and new

employees have to be hired all the time, compounding the problem of artificially low wages. The


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law (Employment Standards Act) is not being enforced enough, or the employees do not know

that the law is being broken. Sometimes employees are asked to do things they shouldn’t have to

do. If they refuse, they can be removed and not called back to work the following year.

Archaeologists choose LiUNA because they represent 120,000 people in Canada alone. LiUNA also

has lobbyists who can lobby to change regulations to protect cultural heritage. Many of the

clients who offer contracts to archaeology firms are signatory to LiUNA; Unionization protects

employees as well as employers by creating a more fair and stable market; LiUNA can provide

stable health and benefits; a strong and growing pension fund; Archaeologists chose LiUNA,

because it means that we can make a career out of our passion and protect the future of the

industry.

Question 3 : Pistes de solutions / Possible solutions Quelles sont les pistes de solution qui assureraient une meilleure pratique archéologique

professionnelle ? / What are the possible solutions that would ensure better professional archaeological

practice?

Ontario – LiUNA. Une convention collective uniformiserait les conditions de travail des employés

et des employeurs. Grâce à la négociation collective, les salaires et les avantages sociaux peuvent

être légalement stabilisés dans l’ensemble de l’industrie. LiUNA fournit également un régime

d’assurance maladie pour les employeurs et les employés (forfait). LiUNA veut également

s’assurer que les employés ne se retrouvent pas sans travail en ayant un système d’embauche où

les employeurs peuvent passer par la section locale des archéologues pour obtenir des

archéologues pour travailler (un syndicat). Enfin, LiUNA souhaite normaliser les conditions de

travail dans l’ensemble de l’industrie par la négociation centrale et l’accréditation. Cela

permettra à l’industrie de s’épanouir sur un pied d’égalité.

A collective agreement would standardize work conditions for employees and employers.

Through Collective Bargaining wages and benefits can be legally stabilized throughout the

industry. LiUNA also provides a health insurance plan for employers and employees (package).

LiUNA also wants to ensure that employees are not going without work by having a hiring hall

system in place employers can go through the Archaeologist Local to obtain Archaeologists for

work (a union). Finally, LiUNA wants to standardize labour conditions throughout the industry

through central bargaining and accreditation. This will create a level playing field for the industry

to thrive in.

Québec – AAQ. Besoin d’un code éthique fort fournissant un appui aux archéologues. La

concertation ne se fait pas qu’avec les employeurs, mais aussi avec le gouvernement. L’AAQ veut

aussi mettre à disposition des firmes un répertoire des travailleurs dans lequel les employeurs

peuvent choisir une main-d’œuvre.


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A strong code of ethics is needed to support archaeologists. It is not only with employers, but also

with the government. The AAQ also wants to make available to firms a directory of workers in

which employers can choose a workforce.

Nouveau Brunswick - APANB. Besoin que l’Association soit reconnue par le gouvernement. Le

RPA (registre américain) est utilisé au NB alors qu’un registre local-provincial devrait être

privilégié. L’association dispose d’un code d’éthique, d’un système de plainte (grievance), et

d’une politique contre le harcèlement. La soumission la plus basse n’est pas toujours appliquée.

The association needs to be recognized by government. The RPA is used in NB whereas a local-

provincial register should be preferred. The association has a code of ethics, as well as a

complaint system (grievance), and a policy against harassment. The lowest submission is not

always applied.

Ontario – APA/Canada – ACA. Besoin de professionnalisation de la profession (un ordre). Les

Premières Nations sont de plus en plus puissantes et présentes, elles dictent qui peut faire quoi

sur leur territoire.

Need for professionalization of the profession (an order). First nations are increasingly powerful

and present, dictating who can do what on their land.

CNTAQ

Le CNTAQ se pose au milieu de la professionnalisation et de la syndicalisation en proposant :

– De collecter de l’information sur les conditions de travail et d’informer les archéologues sur leurs

conditions.

– De créer des outils pour agir (contrat-type, OBNL).

– D’organiser les gens en les amenant ensemble et en leur fournissant des outils pour agir.

La question qui se pose au CNTAQ pour le moment est de savoir comment implémenter le

contrat-type. La structure d’OBNL a été utilisée pour continuer les échanges et négociations sur

son implémentation dans une structure claire qui respecte les distinctions de pouvoir entre

employés et employeurs. La peur de chaque firme de perdre un contrat si elle respecte un

standard reste forte et nourrit les réticences à l’implémentation d’un tel contrat.

The CNTAQ is in the midst of professionalization and unionization by proposing:

– To collect information on working conditions and to inform archaeologists about their

conditions.

– To create tools to act (standard contract, NPO).

– Organize people by bringing them together and providing them with tools to act.


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The question for the CNTAQ at the moment is how to implement the model contract. The NPO

structure was used to continue discussions and negotiations on its implementation in a clear

structure that respects the power distinctions between employees and employers. Each firm’s

fear of losing a contract if it complies with a standard remains strong and fuels reluctance to

implement such a contract.

Varia – période de questions et de commentaires

Note : les questions ont surtout porté sur la syndicalisation de la profession. Les réponses énoncées font

généralement partie d'échanges entre la LiUNA à des questions des représentants des associations

professionnelles ou provenant du public. Entre guillemets figurent les ajouts des participant⸱e⸱s au

rapport préliminaire qui leur a été envoyé préalablement à la présente diffusion.

Il y a déjà eu une syndicalisation de la profession en Ontario, ce qui l’a rendue forte pendant un certain

temps avant que cette syndicalisation ne soit brisée. La force par la syndicalisation aurait en fait nourri et

serait responsable de la précarisation actuelle de la profession (note : on n’a pas expliqué pourquoi

exactement).

Les représentants de LiUNA précisent :

« Le syndicat n’impose pas de structure aux archéologues; au lieu de cela, nous utilisons la LiUNA comme

instrument juridique pour donner aux archéologues l’occasion de négocier une convention collective

(CBA), ce qui créera un cadre qui répond explicitement à nos besoins en tant qu’industrie. Le syndicat

travaille avec les employés et les employeurs pour créer une structure et des normes adaptées aux

besoins des professionnels. Chaque ABC reflète les besoins des travailleurs et des employeurs.

« Il n’y a jamais eu de syndicat pour la profession en Ontario. Ce que nous constatons actuellement,

c’est que les entreprises offrent des salaires et des avantages médicaux et dentaires plus élevés pour

empêcher leurs employés de se syndiquer. Certaines entreprises se sentent actuellement menacées par

le syndicat et ne veulent pas que leurs travailleurs se syndiquent. Par conséquent, ils incitent les gens à

rester non syndiqués. Les employeurs s’adaptent, et en syndicalisant quelques centaines de personnes,

nous avons déjà apporté un changement positif dans les conditions de travail pour une centaine de

personnes supplémentaires qui ne le sont pas… Imaginez ce que nous pourrions faire si nous

représentions ces gens!»

« À l’heure actuelle, il n’y a pas de structure juridique pour nous assurer de conserver ces augmentations

salariales et ces avantages sociaux. Un document juridique exécutoire pourrait garantir que les normes

du travail soient continuellement respectées par l’employé et l’employeur. En offrant aux archéologues

des possibilités d’emploi stables et en veillant à ce qu’ils profitent de la pension et des soins de santé

offerts par LiUNA, nous pouvons faire de l’archéologie un choix de carrière plus stable. Cela signifie que

les gens ne quitteront plus l’industrie après plusieurs années, ce que le CNTAQ a démontré avec ses

données. Ces données seraient très semblables à celles de l’Ontario et, j’imagine, de n’importe quelle

province. Lorsque l’archéologue reste dans l’industrie, cela signifie que de bonnes personnes restent au


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lieu de partir et d’être remplacées par quelqu’un qui n’a peut-être pas autant d’expérience. Cela signifie

que les employeurs conserveront de meilleurs employés et encourageront une meilleure pratique. Cela

élève l’industrie à un niveau plus élevé et encourage les entreprises à ne plus soumissionner au taux le

plus bas, mais plutôt à choisir qui a la meilleure équipe et qui peut faire le meilleur travail, et non le

moins cher. »

D’un point de vue autochtone, comment l’intégrité des projets est-elle assurée compte tenu du principe

de la soumission la plus basse? (Note : les réponses étaient vagues sur ce point).

LiUNA précise : « L’une des raisons pour lesquelles les archéologues ont choisi LiUNA, c’est qu’ils

entretiennent de solides relations avec les Premières Nations et qu’un ministère entier se consacre à

encourager et à aider les communautés autochtones à se développer et à entrer sur le marché du travail.

Ils sont l’un des seuls syndicats au Canada à avoir signé des ententes avec l’Assemblée des Premières

Nations et à avoir signé un certain nombre d’ententes avec d’autres nations partout au Canada. »

Comment LiUNA propose-t-elle de fournir une main-d’œuvre qualifiée?

LiUNA précise : « Grâce à LiUNA, nous pouvons créer des opportunités de formation avec divers

spécialistes (céramologues, etc.). Il existe cependant un malentendu entre la formation de base

(université, certification, etc.) et la formation continue (amélioration de la formation de base). En

utilisant les installations de formation et l’infrastructure de LiUNA, nous pouvons créer des opportunités

de développement professionnel continu qui est abordable, accessible et répond directement aux

besoins des archéologues qui travaillent sur le terrain. Il est important de rappeler qu’un ordre est là

pour protéger le public des professionnels.

Comme nous l’avons indiqué dans le paragraphe ci-dessus, lorsque les archéologues restent dans

l’industrie, cela signifie que de bonnes personnes restent pour faire du bon travail; nous ne verrons plus

de course vers le bas pour les soumissions de projets, ce qui signifie couper les coins ronds et sacrifier

l’éthique de l’archéologie. Nous encouragerons nos membres à adopter des normes plus élevées. La

LiUNA ne réinvente pas la roue avec les ACA et n’élève pas d’autres industries. Ils l’ont fait à

d’innombrables reprises dans d’autres industries. Lorsque les industries se syndiquent, la qualité du

travail s’améliore également. »

Note: Questions focused on unionization of the profession.

There has already been a unionization of the profession in Ontario, which made it strong for some time

before this unionization was broken. Force through unionization would in fact have fed and would be

responsible for the current precariousness of the profession (note: it was not explained exactly).

LiUNA adds: “The union does not impose a structure on archaeologists; instead we are using LiUNA as a

legal vehicle to provide archaeologists the opportunity to negotiate a Collective Agreement (CBA), which

will create a framework that works explicitly for our needs as an industry. The union works with

employees and employers to create a structure and standards tailored to the needs of professionals. Each

CBA reflects the needs of the workers and employers.


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‘’There has never been union for the profession in Ontario. What we are seeing currently is that

companies are providing higher wages and health and dental benefits as to keep their employees from

unionizing. Some companies currently feel threatened by the union and do not want their workers to

unionize. Therefore they are giving incentives to remain non-union – employers are adapting, and

through unionizing a few hundred we have already made a positive change in labour conditions for an

additional hundred people who are non-union; image what we could do if we represented those people! ‘’

‘’Currently, there is no legal structure to ensure that we retain these wage increases and benefits. A CBA

is an enforceable legal document that ensures labour standards are continuously met by the employee

and employer. By providing archaeologists with stable avenues for employment and ensuring that they

take advantage of the pension and heath care that LiUNA offers, we can make archaeology a more stable

career choice. This means that people will no longer leave the industry after a number of years, which the

CNTAQ demonstrated with their data. This data would be very similar to that of Ontario and I imagine

any province. When archaeologist stay in the industry that means that good people are staying rather

than leaving and being replaced by someone who may not be as experienced. This means employers will

retain better employees and will encourage better practice. This elevates the industry to a higher level

and encourages companies to no longer bid at the lowest rate, but instead bid on who has the best team

and who can do the best job – not the cheapest. ‘’

From an Indigenous perspective, how is the integrity of projects ensured given the principle of lowest bid?

(note: responses were vague on this point) One of the reasons that archaeologists chose LiUNA was

because they have strong relationships with First Nations, and an entire department dedicated to

encouraging and helping Indigenous communities grow and get into the workplace. They are one of the

only unions in Canada that have signed agreements with the Assembly of First Nations, and have a

number of signed agreements with other Nations across Canada.

Archaeologist serve as a assistant to helping recover and study the material culture of the Indigenous

people of Canada, our relationship is incredibly close – we chose LiUNA so we can continue to grow and

foster this special relationship, because LiUNA wants to continue to foster their close relationship.

How does LiUNA propose to provide a skilled workforce? “Through LiUNA we can create training

opportunities with various specialists (ceramologists, etc.). There was, however, a misunderstanding

between basic training (university, certification, etc.) and continuing training (to improve basic training).

By using LiUNA’s training facilities and infrastructure we can create opportunities for ongoing

professional development that is affordable, accessible and responds directly to the needs of

archaeologists working in the field.

As we stated in the above paragraph, when archaeologists stay in the industry that means that good

people are staying to do good work; we will no longer see a race-to-the-bottom for bids on projects,

which means cutting-corners and sacrificing the ethics of archaeology. We will encourage higher

standards from our members. LiUNA is not reinventing the wheel with CBAs and elevating other

industries. They have done this countless times in other industries. When industries unionize the quality of

work also improves.”


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Résumé de la table-ronde

Le résumé de la session traduit les grandes lignes de ce qu'ont énoncé chacun des participants au panel.

Ce compte-rendu ne vise pas à prendre parti et cherche à demeurer le plus neutre possible.

À la surprise des membres du CNTAQ et organisateurs de la session sur les conditions de travail en

archéologie au Canada, les archéologues de l’Ontario ont commencé à se syndiquer. Selon les deux

archéologues de LiUNA présents lors de la session, il y aurait plus de 200 (sur environ 700) archéologues

membres de la LiUNA ainsi que quelques firmes d’archéologues (n=3).

À ces affirmations LiUNA ajoute :

« Il n’y a pas de bouleversements ni d’agitation au sein des communautés archéologiques (Société

archéologique de l’Ontario et Association des archéologues professionnels) concernant la syndicalisation

de l’archéologie. Nous avons eu des réunions avec les deux groupes, et ils adoptent une position neutre

dans la campagne de syndicalisation. Cette campagne attire l’attention sur les lacunes de notre industrie

et nous créons un dialogue positif sur la meilleure façon d’améliorer notre industrie, de faire progresser

notre profession et d’élever notre position au niveau du gouvernement. »

Tout à fait à l’opposé, on apprend qu’au Nouveau-Brunswick, l’État est à la fois délivreur de permis de

recherche archéologique et consultant auprès des promoteurs pour réaliser des interventions

archéologiques. C’est une situation où, selon l’association des archéologues professionnels de la

province, le gouvernement est en conflit d’intérêt.

Autrement, dans l’ensemble du Canada, l’encadrement de la pratique professionnelle semble se faire via

des directives gouvernementales, des guides et des règlements. Au sein des associations

professionnelles, de façon générale, on reconnaît que les salaires sont bas par rapport à d’autres

professions, que les conditions de travail sur le terrain sont exigeantes et qu’elles peuvent faire en sorte

que les archéologues changent de métier après un certain temps.

Il faut noter également que la position commune aux Associations professionnelles est de s’appuyer sur

la législation en vigueur, jugée suffisante pour les besoins de la pratique. Des codes éthiques viennent

encadrer la pratique un peu plus précisément, mais rarement les conditions de travail. En contraste, la

LiUNA pointe l’insuffisance de la législation en vigueur et la difficulté que peuvent avoir les archéologues

à la respecter ou à la faire respecter, et ce pour différentes raisons. Par exemple, les employé⸱e⸱s

peuvent se faire menacer de licenciement s’il⸱elle⸱s s’exercent leur droit de refus; ou encore, parce que

la soumission la plus basse contraint la marge de manœuvre des employeur⸱se⸱s.


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Le CNTAQ est le seul organisme qui dispose actuellement de données statistiques illustrant l’état des

conditions de travail vécues par les archéologues professionnel⸱le⸱s. Ces données, focalisées sur le

Québec, gagneraient à être compilées dans les autres provinces du Canada.

Summary of the round-table

The summary attempts to note what each of the panel participants said. It is not intended to be partisan

and seeks to remain as neutral as possible.

To the surprise of CNTAQ members and organizers of the session on working conditions in archaeology in Canada, archaeologists in Ontario have successfully unionized. According to the two archaeologists of LiUNA present at the session, there are more than 200 (out of about 700) archaeologists members of LiUNA as well as some archaeological firms (n=3). This situation is obviously causing turmoil among the two major archaeological organizations in Ontario

(the Professional Association of Archaeologists and the Ontario Archaeological Society).

To this statement, LiUNA responds: « There is no turmoil or unrest within the archaeological communities (Ontario Archaeological Society and the Association of Professional Archaeologists) regarding Archaeology unionizing. We have had meetings with both groups, and they are taking a neutral position in the unionization campaign. What this campaign is doing is bringing attention to the deficiencies within our industry and we are creating positive dialog for how to best improve our industry, advance our profession, and elevate our position on the government level. »

Quite the opposite, we learned that in New Brunswick, the state is both a permit-holder for

archaeological research and a consultant to developers for carrying out archaeological interventions.

This is a situation where, according to the provincial association of professional archaeologists, the

government is in a conflict of interest.

Otherwise, across Canada, professional practice appears to be governed by government guidelines and

regulations. Within professional associations, there is a general recognition that salaries are low

compared to other professions, conditions in the field are demanding and can lead archaeologists to

change careers after a certain period of time.

Faced with a situation experienced by all Canadian archaeologists, the CNTAQ is the only professional

organization that has the statistical data that corroborates this state of affairs. However, this data is

aimed at archaeologists from Quebec. Further data should be compiled regarding professional

archaeologists from other Canadian provinces.

Documents

Proceedings of the « CRM archeology in Canada...Le p ésent appo t pemet de eueilli des pespetives su l’état de la patiue ahéologiue professionnelle dans différentes provinces