Mr. Speaker, I have a return to written question asked by Mr. Hawkins on October 19, 2004, regarding organizations receiving year-to-year funding.

Later today, at the appropriate time, I will table two reports listing the organizations currently receiving year-to-year or multi-year funding from the Government of the Northwest Territories. Thank you, Mr. Speaker.

Mr. Speaker, I have a return to written question asked by Mr. Hawkins on October 19, 2004, regarding Deton'Cho Corporation Funding.

Later today, at the appropriate time, I will table the document listing the contributions, subsidies and grants that have been provided to the Deton'Cho Corporation, its subsidiaries and/or affiliated companies, related companies and companies they have invested in, over the past five years. Thank you, Mr. Speaker.

Mr. Speaker, I have a return to written question asked by Mrs. Groenewegen on October 20, 2004, regarding youth treatment programs.

1. How many NWT youth are in treatment?

For the purpose of this question, treatment is defined as residential programs sponsored by the Department of Health and Social Services that focus on addictions and behavioural problems or provide ongoing support services to youth with severe developmental delays and medical conditions.

Of the 46 NWT children and youth under the age of majority receiving such services on September 30, 2004, 12 were in facilities in the NWT and 34 were in facilities outside the NWT. Of the 34 in facilities outside the NWT, 18 have severe developmental delays and medical conditions.

2. How many spaces in total are available in the NWT for treatment of youth?

There are 16 beds available in the NWT for treatment of children and youth.

3. How many NWT youth are waiting for placement in treatment?

On September 30, 2004, one child was awaiting placement in an NWT residential program for behavioural problems.

4. What programs specifically targeted at youth, apart from residential treatment, are currently in place?

The health and social services authorities implement programs or provide contribution funding to non-government organizations to develop and provide programs specifically targeted at youth. Funding may also be made available, through support service agreements, to provide children and youth with opportunities to participate in community social or recreation programs, such as Guides, Scouts and sports teams.

In Hay River, public health nurses in the Community Health Program provide programming that specifically

targets youth from grades 7 to 12 including public health education, FASD education, smoking cessation, pregnancy, diabetes education/prevention and fun/food/fitness summer activities. Mental health and addiction workers deliver individual counselling for youth, parent-teen conflict resolution sessions, leadership skills, anti-bullying programs, Waking Opportunities Within -- the youth career orientation fair -- and team building through the youth forum, which is sponsored by the Eagle Friendship Centre and the Hay River Authority. Education sessions on the prevention of drug abuse and the effects of drug use/abuse are offered at the schools and in the community through partnership arrangements between mental health and addictions, the Department of Justice, the Addictions and Youth Centre, and the Nats'ejee K'eh Treatment Centre.

5. Would the Minister and his department support the establishment of additional treatment programming for youth in existing infrastructure in the NWT?

Children and youth services are one of the priorities of the multi-year mental health and addictions services initiative. Current challenges will include identifying resources within existing funds to implement and staff new programs.

Mr. Speaker, I have a return to written question asked by Mr. Ramsay on October 20, 2004, regarding the costs related to wrongful dismissal suits.

First, I must emphasize that the decision to dismiss an employee is a serious one, taken only after careful consideration and as a result of the progressive discipline or performance management process. Employees at the North Slave Correctional Centre are part of the bargaining unit represented by the Union of Northern Workers. The Collective Agreement between the Government of the Northwest Territories and the UNW provides that employees who have been dismissed may have the merits of that decision reviewed by an arbitrator. This is known as the grievance arbitration process. As part of this, it has been a long-standing practice of the GNWT and the UNW to review dismissal and other grievances which are referred to arbitration, before they are heard by an arbitrator to determine whether a compromise can be reached between the parties. It is open to the parties to enter into settlement agreements at any time before an arbitrator has reached a final decision and it is not unusual for arbitrators to assist the parties in reaching agreements through mediation.

Settlement agreements are not considered an admission of fault by either the employee or the employer. Rather, they are compromises made by the parties without a legally binding determination on whether a dismissal is justified or wrongful. They are entered into in consideration of a number of factors, including, but not limited to, the costs of the arbitration, which are borne equally between the UNW and the government.

Mr. Speaker, where settlement agreements are reached without an arbitration hearing or decision, they typically include confidentiality provisions that are binding on all of the parties and that must be honoured scrupulously, both in letter and in spirit. In those cases that proceed to a formal hearing and a decision is made by the arbitrator, the results become public. However, in many cases the amount of the compensation, if any, awarded to an employee is frequently left to the parties to determine and is not included as part of the decision. The compensation information is typically not public, either because the parties have each agreed to keep it private or because of the provisions of the Access to Information and Protection of Privacy Act, or both.

The Financial Management Board Secretariat is able to track those matters referred to arbitration back to 1992. Since that time, nine matters alleging wrongful dismissal have been referred to arbitration by the UNW on behalf of employees working at what is now North Slave Correctional Centre. In none of these cases was a determination made by an arbitrator that the employee was wrongfully terminated by the GNWT. In five of these cases, the UNW withdrew the grievances without wage compensation for the affected employee, and there were no hearings. In two others, the parties reached agreements that included compensation for wages in lieu of notice without the necessity of a hearing on the discharges themselves.

The two remaining cases went to a hearing on the issue of whether discharge was appropriate in the circumstances. In one case, the arbitrator upheld the discharge and dismissed the grievance. In the other, the parties adjourned the hearing prior to its completion, and ultimately entered into confidential Minutes of Settlement dealing with, among other things, compensation for the employee.

In light of the fact that so few dismissal grievances arising out of YCC/NSCC have gone to arbitration or resulted in a formal and public decision on compensation for a particular employee, there is a significant risk that disclosure of the total amount of money paid out to settle dismissal grievances at YCC/NSCC would result in a breach of the confidentiality provisions of the settlement agreements. Therefore, Mr. Speaker, I am unable to provide further information on this matter. Thank you, Mr. Speaker.

Mr. Speaker, I have a return to a written question asked by Mr. Yakeleya on October 21, 2004, regarding housing for health care professionals.

1. What is the number of health care professionals, per community, currently in need of affordable accommodations?

As the Government of the Northwest Territories does not track employee housing needs, on the basis of affordability or any other criteria, it is not possible to provide this information.

Generally, it is assumed that all employees need affordable accommodation and to offset the higher cost of living in the NWT, all GNWT employees are provided with a northern allowance, the value of which is based on the community in which they are employed. The allowance ranges in value from $1,862 in Yellowknife to $14,279 in Sachs Harbour. In addition, nurses employed in one, two or three nurse community health centres -- nursing stations -- receive an annual special allowance of $9,000, $6,000 or $4,500 respectively.

2. What is the number of social workers and health care professionals, per community, who have not accepted work in small communities because of the lack of affordable housing?

As the Government of the Northwest Territories does not document information on why individuals decline employment offers, it is not possible for the department to provide the number of social workers and health care professionals who have declined employment offers because of a lack of affordable housing.

The health and social services authorities advise that their records indicate that of the 282 employment offers made during the period January 1 to October 25, 2004, only four offers were rejected due to housing issues.

3. What is the number of health care professionals that currently rent government-owned units and what is the rate(s) of rent that they pay?

The health and social services authorities advise that during the period January 1 to October 25, 2004, a number of health care professionals resided in either government-owned or leased units, as follows:

1. a) The Deh Cho Health and Social Services Authority advises that accommodation was made available to two nurses and one other health care professional, at a rate of $1,000 per month.
2. b) The Dogrib Community Services Board advises that accommodation was made available to eight nurses and eight other health care professionals, at the rates of $450 and $650 per month respectively for one-bedroom and two-bedroom nursing units; and $750 and $850 respectively for other one-bedroom and two-bedroom units.
3. c) The Fort Smith Health and Social Services Authority advises that accommodation was provided to one physician at the rate of $1,200 per month, including utilities.
4. d) The Hay River Health and Social Services Authority advises that furnished accommodations are rented or leased for use by locum physicians as per the terms and conditions of the standardized locum physician contract.
5. e) The Inuvik Regional Health and Social Services Authority advises that six nurses and three other health care professionals were provided with accommodation at the health centres, at a rate of $1,000 per month.
6. f) The Yellowknife Health and Social Services Authority advises that rental accommodation was made available to two nurses and one other health care professional at the rate of $415.58 per month in Lutselk'e and $938.46 per month in Fort Resolution.
7. g) The Stanton Territorial Health Authority advises that accommodation was made available to seven locum physicians as per the terms and conditions of the standardized locum physician contract, and to two other health care professionals at rental rates of $1,149, $1,380 or $1,400 per month.

It is apparent, with the variety of rates being charged by the authorities, that a system-wide review is needed. This will be raised with board chairs at the February Joint Leadership Council meeting.

4. What other jurisdictions in Canada provide housing for nurses and other health care professionals in remote communities?

The department will survey the other two territories, northern Alberta and one other jurisdiction, such as Labrador, to determine what housing support, if any, these jurisdictions provide to their nurses and other health care professionals.

Mr. Speaker, I have a return to a written question asked by Mr. Pokiak on October 22, 2004, regarding escorts for medical travel.

1. The number of patients from Nunakput who were denied escorts and why.

The medical travel policy identified two types of escorts, medical and non-medical. Medical escorts are health care professionals who need to provide professional care to the patient while traveling. A non-medical escort is an adult who is authorized to accompany a patient who is unable to travel without some assistance or who is authorized to stay for part or all of the medical treatment. The department pays for the travel expenses of these escorts. Provided they cover their travel expenses, family members are also always able to accompany a patient who is traveling to receive medical care and treatment.

2. Who makes the final decisions for patients requiring escorts?

The referring health professional or physician makes the recommendations regarding the need for escorts and non-medical escorts. The medical travel officers at the Stanton Territorial Hospital, and the Inuvik and Fort Smith health and social services authorities ensure that recommendations and requests for non-medical escorts meet the criteria outlined in the medical travel policy. Medical travel officers may ask the health professional making the referral to review the circumstances relating to the need for an escort or non-medical escort. Appeals of their decisions can be made to the territorial services division of the Department of Health and Social Services.

Beginning in the new year, Stanton's medical director will be involved in reviewing all medical travel referrals.

3. Information on the policy for travel of patients who require escorts.

The medical travel policy outlines the criteria for both medical and non-medical escorts. The policy is a public document which can be accessed on the Government of the Northwest Territories web site, at www.gov.nt.ca/publications/policies.

4. How does the department keep the families informed when their loved ones are traveling for medical reasons?

In general, a patient's medical condition is very personal and private. Most patients manage their own communications with their family members. Unless the patient is a dependent, health care professionals do not

normally discuss the patient's condition with family members. There are times, such as when a patient is not able to make decisions about their treatment, that other arrangements are needed. In these situations, health care professionals will take steps to ensure communications are maintained with the family.

When a patient has been receiving medical care and treatment at a regional, territorial or southern health centre, the health professionals will, as part of case management or discharge planning, communicate with the patient, the family and local health care providers to ensure that the patient is able to continue accessing required services and care. These discussions may be undertaken by telephone or by video conferencing in communities that are equipped with televideo or telemedicine units. When necessary, arrangements can also be made to have official language service providers available to participate in the teleconferencing.

I have a return to written question asked by Ms. Lee on October 25, 2004, regarding statistics at the North Slave Correctional Centre.

Between August 2001 and October 2004 there were 34 incidents of inmate/staff confrontation and assault recorded in the corrections offender management system.

On October 25, 2004, at the North Slave Correctional Centre, there were a total of eight employees off on sick leave, one employee was off on special leave that was scheduled to return on November 5, 2004, and seven employees were on transfer assignments.

Of those employees on sick leave, three were scheduled to return on November 4, 2004, one to return on October 27, 2004, one to return on November 9, 2004, and one to return on November 29, 2004.

There were 91 funded positions at the Yellowknife Correctional Centre and there continue to be 91 funded positions at the North Slave Correctional Centre. At the time of Ms. Lee's question, vacancies were being filled; however, there are now 91 full-time staff members.

The issue of staff complement required for the North Slave Correctional Centre, and the use of casuals, overtime and hiring practices was examined in the report Government of the Northwest Territories Department of Justice Corrections Service Human Resource Plan and Review - Final Report and Recommendations. The department prepared an action plan to implement these recommendations, and during this session I will provide an update and table a status report on the department's response.

Mr. Speaker, I have a return to written question asked by Ms. Lee on October 25, 2004, regarding supervisory policy.

The GNWT's policy on supervisory reporting relationships is contained in the GNWT Code of Conduct. The code outlines the responsibilities of employees and managers with respect to potential conflict of interest situations and assists in the prevention of these situations. It also provides some guidance when conflicts do arise and outlines what steps employees should take to ensure they do not place themselves in a situation that can be perceived as a conflict of interest.

The GNWT Code of Conduct was implemented in February 2001 and has proven to be an extremely useful document in that it ensures that both employees and the public are aware of the high standards of conduct expected of public service employees.

Specifically, section 79 of the code relates to dealing with family, friends and relatives, and states:

An employee shall not supervise a member of their immediate family, unless there are extenuating circumstances and the deputy minister approves an exemption from this section of the code.

The GNWT must balance the provisions of the Code of Conduct, which do not allow direct reporting relationships between relatives and the provisions of the Northwest Territories Human Rights Act that do not allow employers to discriminate based on family status.

An employer refusing to employ or to continue to employ an individual solely due to his/her relationship with a family member may constitute discrimination on the basis of family status under human rights legislation and within the meaning of the Human Rights Act. While impartial hiring policies are reasonably necessary for public employers, total bans are not.

In reviewing the GNWT Code of Conduct and human rights legislation, employees and/or prospective employees who are directly related are not denied all employment or even a particular type of employment, they may, however, be denied a position where one employee supervises a member of their immediate family. Only under extenuating circumstances and with the deputy minister's approval will exceptions be considered.

Given this, the GNWT will continue to exercise sound judgment when placing employees who are directly related into supervisor/subordinate roles. Thank you, Mr. Speaker.

Mr. Speaker, I have a return to written question asked by Ms. Lee on October 25, 2004, regarding the fuel spill at Jackfish Lake power plant.

Later today, at the appropriate time, I will table a report on the fuel spill and information requested on the staff complement, overtime hours and employee morale at the Jackfish Lake power plant. Thank you, Mr. Speaker.

Mr. Speaker, I have a return to written question asked by Mr. Villeneuve on October 25, 2004, regarding hunting practices and charges. I am pleased to provide the following responses.

1. How many infractions have taken place since the Akaitcho incident in 2002 involving a DIAND official?

The department has investigated 66 incidents of wastage in the Northwest Territories since 2002. The incidents of wastage occurred in the following administrative regions: eight in the North Slave, 23 in the South Slave, three in the Deh Cho, eight in the Sahtu, and 24 in Inuvik.

2. Of all the infractions, how many have resulted in official charges being laid or fines imposed?

The Department of Resources, Wildlife and Economic Development has laid charges for 13 incidents of wastage in the Northwest Territories since the Akaitcho incident in 2002. RWED was successful in obtaining convictions for all 13 incidents. There were no convictions or warnings given in the Sahtu region.

The convictions of wastage occurred in the following administrative regions: three convictions and one warning in the North Slave, eight convictions in the South Slave, one conviction in the Deh Cho, and one conviction in Inuvik.

3. What changes in the new Wildlife Act will help to alleviate or deter this type of practice in the Northwest Territories?

The introduction and passage of a proposed new Wildlife Act is still pending. During public consultation, people indicated that they would like wastage defined better and that penalties for wastage should be higher.

Under the new Wildlife Act, wastage could be more specifically defined. In addition, fines could be increased to act as more of a deterrent. Thank you, Mr. Speaker.

Mr. Speaker, I have a return to a written question asked by Mr. Yakeleya on October 25, 2004, regarding statistics about smoking.

1. The number of people in the Sahtu region who acknowledge they smoke.

According to the 1999 NWT labour force survey, an estimated 1,050 of the Sahtu region's approximately 2,000 residents 15 years of age and older smoke cigarettes. The rate of smoking among residents 15 years of age and older was 55 percent.

2. A breakdown of smokers by age, gender and youth.

It is estimated that 1,050, or 55 percent, of Sahtu residents are smokers. Of these, an estimated

1. a) 570, or 55 percent, are males and 480, or 45 percent, are females;
2. b) 130, or 62 percent, are ages 15 to 19;
3. c) 290, or 63 percent, are ages 20 to 29;
4. d) 510, or 59 percent, are ages 30 to 49; and
5. e) 130, or 33 percent, are age 50 and up.

3. The cost of cigarettes in the Sahtu communities.

As of November 1, 2004, the cost of a package of cigarettes in the Sahtu communities ranges in price from $13.91 to $15.84, GST included.

4. What are the actual health costs to the NWT associated with smoking?

It is difficult to estimate health costs associated with smoking as complex studies are required to determine the proportion of smoking-attributable diseases actually caused by smoking. Smoking-attributable costs include hospital visits, physician costs, drug/pharmaceutical costs, worker absenteeism, future earnings lost due to premature death, et cetera. In terms of an individual's health, costs can include poor prenatal growth, premature birth, cardiovascular disease, cancer, respiratory disease, gastrointestinal effects, dental effects -- teeth and gums -- decreased bone density, premature aging of skin and poor physical fitness. Children exposed to environmental tobacco smoke are at greater risk of lower respiratory infections including bronchitis, croup and pneumonia, as well as sore throats and ear infections.

The NWT's 2001 report, Smoke Alarm, states that:

"...the estimated net cost to society of tobacco use in the NWT is approximately $10 million annually. Societal costs for health care, residential care, fire damage, absenteeism from work and lost productivity due to premature death associated with smoking are estimated to be $31 million annually. These costs are offset by approximately $21 million in tobacco tax revenue annually."

5. In the Sahtu region, who works with the department on smoking education programs?

Community health representatives -- CHRs -- have a key role in health promotion at the community level. Under the direction of the health and social services authority, CHRs initiate tobacco reduction activities and promote territorial tobacco education programs, such as the Don't be a Butthead - Be Smoke Free campaign.

Other individuals, such as health care professionals, community wellness workers, teachers or Canada Prenatal Nutrition Program coordinators are also involved in tobacco education in many communities.

In October 2004, all NWT schools were provided with tobacco curriculum units and resource materials, suitable for grade levels 3 to 4, 5 to 6 and 8 to 9. The materials are flexible and can be used for various grade levels, depending on school or community needs.

6. Can the department provide us with the types of financial support to combat smoking in the NWT?

An individual's employer health benefits program may cover smoking cessation aids or nicotine replacement products, such as nicotine gum, the nicotine patch and prescription medications, such as Zyban, provided that the individual has either a prescription from their physician or has received prior approval from their health benefits provider.

Mr. Speaker, I have a return to written question asked by Ms. Lee on October 26, 2004, regarding the market housing initiative.

The budget for phase one of the market housing initiative is $2,815,626. As of October 26, 2004, $2,546,931 of this budget has been spent or committed.

The GNWT's business incentive policy was waived only for the supply of mobile homes. The contract for the supply of mobile homes is valued at $1.345 million. In addition, a sole source contract was awarded to NTCL Ltd. of Hay River for transportation valued at $158,589. All other contracted services related to the market housing initiative were subject to the business incentive policy, these included lumber, millwork, mechanical, fuel and sewage tanks, tank stands, gravel pad construction, and site installed features. The total value of work contracted under the business incentive policy is $1,022,792.

The following companies have received contracts under the market housing initiative:

Southern contractors: Winalta Inc., $1,345 million.

Northern contractors: NTCL, $158,589; Hay River Home Building Centre, $45,348; Igloo Building Supplies, $21,793; J&R Mechanical, $15,206; Paul Bros Welding, $26,252; Canzeal/Fibreglass North, $170,175; Arctic Circle Enterprises Ltd, $72,323; Beaver Enterprises Ltd., $42,076; Cherdon Enterprises Ltd., $12,646; Digaa Enterprises Ltd., $12,129; Norm's Fuel Ltd., $37,500; John Bjornson Construction, $48,900; Lutsel K'e Dene Band, $96,000; Tomahawk Construction, $46,000; Arctic Sunwest Charters, $2,513; W.M. Black Consulting, $59,950; Red Dog Mountain Services, $50,085; No Nonsense Services, $42,786. Thank you, Mr. Speaker.

Mr. Speaker, I have a return to written question asked by Ms. Lee on October 26, 2004, regarding power generated at the Jackfish and Bluefish plants.

Later today, at the appropriate time, I will table a list indicating the amount of power being used at the Jackfish and Bluefish plants, and highlighting the significant increases or decreases in each plant over the last three years. Thank you, Mr. Speaker.

Mr. Speaker, I have a return to written question asked by Mr. Braden on October 26, 2004, regarding the market housing initiative results.

Twenty-two units were delivered for phase one of the market housing initiative in seven communities: Fort Good Hope, Tulita, Fort Providence, Fort Resolution, Norman wells, Fort Liard and Lutselk'e.

As of January 31, 2005, eight of the 22 units were occupied. Tenants include divisional education council employees, GNWT employees, health and social services board employees, and community residents.

To identify potential clients and their needs, the Housing Corporation completed a market rental housing assessment in all non-market-based communities. For the assessment, responses were solicited from health and social services boards, education boards, local housing organizations, departments, development corporations and private companies. Thank you, Mr. Speaker.

Mr. Speaker, I have a return to written question asked by Mr. Yakeleya on October 26, 2004, regarding benefits from oil and gas exploration. I am pleased to provide the following response.

There are two types of benefits that could be attributed to oil and gas programs during exploration, development and extraction of the resource: direct and indirect benefits.

Direct Benefits

Direct benefits are in the form of financial revenues that accrue to federal, territorial and aboriginal governments such as royalties and taxes.

Total estimated direct financial benefit from the GNWT from oil and gas programs between 1999 and 2003 range between $20 million and $27 million. Total estimated direct financial benefit to the GNWT for 1999, 2000, 2001, 2002 and 2003 were $20 million, $27 million, $23 million, $24 million and $20 million, respectively.

The federal government is responsible for management of subsurface petroleum rights and, as such, accrues the royalties from oil and gas development. The estimated royalties accrued to the federal government oil and gas development in the NWT and Nunavut for 1999, 2000, 2001, 2002 and 2003 were $7.1 million, $13.4 million, $24.7 million, $24.2 million and $24.5 million, respectively.

However, there are currently no producing oil and gas fields in Nunavut, so all of these royalties can be assumed to be generated from NWT oil and gas operations. With regard to royalties that are generated from Sahtu operations, because there are a limited number of operations, it would be possible to identify information on a specific operation. Therefore, the federal government does not disclose this information as it would contravene federal legislation to ensure privacy.

Aboriginal governments in the NWT, as per their land claim settlement agreement, receive a certain portion of the royalties received by the federal government from resource development in the NWT. For instance, the Sahtu receives 7.5 percent on the first $2 million of resources royalties and 1.5 percent of resource royalties in excess of the $2 million.

Indirect Benefits

The most tangible indirect benefits that the NWT and its residents accrue are the employment, training and business opportunities created by oil and gas development during exploration, development and extraction of the resource.

For instance, in the 2004-05 winter season, oil and gas companies budgeted about $100 million to spend on oil and gas projects in the Sahtu region. Active companies included Apache Canada Ltd., PetroCanada Inc., Devlan Resources Ltd., Northrock Resources Ltd. and Colt/KBR Engineering Corporation. About 530 individuals were employed. It can be assumed that a portion of the budget was spent in the NWT and some of those employed are NWT residents and aboriginal people.

Further, 62 individuals from the Sahtu region, out of 109 in all of the NWT, received training relevant to employment

in the oil and gas sector during the period April to December 2004.

In summary, oil and gas exploration programs provide jobs and contribute some financial benefits to the GNWT. As well, these programs create opportunities for new oil and gas field discoveries. Such discoveries will benefit future generations. Thank you, Mr. Speaker.

Mr. Speaker, I have a return to written question asked by Mrs. Groenewegen on October 27, 2004, regarding direct appointments in the Government of the Northwest Territories.

After careful consideration, I am inclined to think that disclosing the name of every individual ever appointed to the public service without competition may constitute an unreasonable invasion of personal privacy as defined by the NWT's Access to Information and Protect of Privacy Act.

However, I am able to advise that of the 111 individuals appointed to the public service in 2004, all were residents of the NWT, 79 were affirmative action candidates and a significant majority were recent graduates from post-secondary programs, for example, nursing and social work programs.

Finally, I would also advise that the number of individuals direct appointed to the public service in any given year is publicly reported, without reference to names or positions, through the public service annual reports. The annual reports from 1995 to 2003 are available through the Financial Management Board Secretariat's web site at www.gov.nt.ca/FMBS/documents/documents.html and the 2004 Public Service Annual Report will be completed and released in the spring of 2005. Thank you, Mr. Speaker.

Mr. Speaker, I have a return to written question asked by Mrs. Groenewegen on October 27, 2004, regarding Thebacha Campus direct appointments.

One direct appointment has been made since April 1, 2002, to a position at the Thebacha Campus of Aurora College, Fort Smith. Thank you, Mr. Speaker.

Mr. Speaker, I have a return to written question asked by Mr. Menicoche on October 27, 2004, regarding long-term plans.

The Northwest Territories Housing Corporation uses data from the NWT community survey to determine need in all regions and communities. Conducted every four years, these surveys help the corporation allocate funding to seniors and elders through programs such as the Independent Housing Program, IHP, Senior Citizens Home Repair Program -- SCHRP -- and the Seniors/Disabled Preventative Maintenance Initiative -- SDPMI.

One of the main goals of the Housing Corporation is to keep elders in their own homes for as long as possible. The corporation provides new homeownership units to elders through IHP and ensures that existing units meet the needs of seniors through our home repair and maintenance programs. The corporation will continue to use data from the 2004 NWT community survey and consult with community leaders to monitor and respond to the housing needs of seniors. Thank you, Mr. Speaker.

Mr. Speaker, I have a return to written question asked by Ms. Sandy Lee on October 27, 2004, regarding compensation and rehabilitation benefits.

In light of the emergent issues from the Supreme Court of Canada decision Nova Scotia WCB v. Martin and their possible ramifications, a comprehensive and nation-wide review of the "best practices" related to the management of claims involving pain disorders were conducted by the WCB's policy unit. The review confirmed that the WCB's current practices with respect to claimants with pain disorders was already aligned with the principles of the Martin decision and resulted in the development of new policy 03.10, entitled "Pain Disorders," which outlines how the WCB will accept, treat and compensate claims for pain disorders. As a part of the policy development process, the WCB consulted with the workers' advisor, and all of his suggestions were considered. This policy was approved by the WCB Governance Council and came into effect on September 16, 2004.

All workers who sustain an injury or suffer an occupational disease from a workplace accident or occupational exposure are eligible for the same level and degree of benefits; including workers who suffer from chronic pain. These benefits include, but are not limited to:

• • Non-monetary benefits: which include medical treatment, physical and occupational therapy, medical aids and equipment, and vocational rehabilitation programs and services. Where the pain from a workplace injury is a barrier to participation in programs, or in return to work, workers may be eligible for pain management services and programs.
• • Temporary compensation benefits: which include total temporary disability payments, wage replacement, and/or total partial disability payments, vocational exploration benefits, vocational rehabilitation benefits while participating in rehabilitation programs and job search benefits.
• • Permanent disability benefits: eligibility for these benefits is based on objective and measurable medical evidence of permanent impairment. Where there is a measurable permanent physical impairment, the degree of impairment is rated in accordance with the NWT & Nunavut Permanent Impairment Rating Guide. Based on the rating provided, a lifetime pension is calculated and paid to the worker.

The Governance Council, in approving policy 3.10, Pain Disorders, in September 2004, made the decisions that the WCB of the NWT and Nunavut would not award a permanent impairment rating where a worker had no measurable physical impairment and pain was the only symptom of

disability. This decision was based on consultation and interjurisdictional review and reflects that pain does not provide objective measurable evidence on which to base a permanent impairment rating.

All claims are dealt with on a case-by-case basis, with the eligibility of benefits based on the individual's particular case. Workers with pain disorders associated with a workplace injury have their entitlement to benefits determined through the same processes as other injured workers. All injured workers, whether suffering from a pain disorder or not, are assessed and entitled based on the medical evidence/diagnosis as it pertains to his or her specific case.

There are no different considerations from an adjudication standpoint apart from the fact that chronic pain cannot be given a permanent impairment rating as previously indicated.

The WCB of the NWT and Nunavut remains committed to helping those workers who suffer from chronic pain to cope with this condition through the provision of other programs and services. Thank you, Mr. Speaker.

Mr. Speaker, I have a return to written question asked by Mr. Yakeleya on October 27, 2004, regarding housing repair and construction funding.

There are currently nine log units in the Sahtu in need of major repair. Materials to repair all of these units will be delivered either during the winter road season or via barge in the summer. Repairs on four log houses were completed during the 2003-04 construction season. Construction of three new log houses will be completed in Deline by March 31, 2005.

The specific amount spent in the construction of a stick-built three-bedroom home varies depending on the community in which the home is being constructed. The cost of construction depends largely on the cost of land in each community. Construction of a three-bedroom stick-built home ranges from $140,600 in Kakisa to a high of $260,000 in Inuvik. In the Sahtu, the cost ranges from $200,966 to $217,501.

The business incentive policy is applied for the supply of materials for all new housing construction undertaken by the Northwest Territories Housing Corporation. Over the past 12 years, the corporation has spent over $18 million on northern manufactured materials and supplies in the construction of new housing units. These supplies include water, doors, windows, trusses and kitchen cabinets, among others. Since the creation of two territories in 1999, the corporation has spent an average of $704,000 annually on northern manufactured goods for NWT housing projects.

The Housing Corporation has increased its lobbying efforts with regard to securing new federal funding. During a recent meeting of federal, provincial and territorial Housing Ministers, recognition was given to the unique needs of the North and the inadequacy of per capita funding for the NWT. Motion 21-15(3), carried by the Legislative Assembly during the October 2004 session, calls on the corporation to "work with other NWT stakeholders to develop a convincing proposal to take to the federal government for additional investments in the NWT public housing." Preliminary work has already begun on this front and will continue over the course of the year.

The Housing Corporation offers the following programs to eligible clients:

• • Expanded Downpayment Assistance Program
• • Independent Housing Program
• • Senior Citizen Home Repair Program
• • Northern Territorial Rental Purchase Program
• • Sale of Housing Material Packages
• • Elders on the Land Initiative
• • Seniors and/or Disabled Preventative Maintenance Initiative
• • Pile Repair Initiative
• • Loan Guarantee Program
• • Refinancing of NWTHC Mortgage Portfolio
• • Mortgage Assistance Program
• • Home Adaptations for Seniors Independence
• • Residential Rehabilitation Assistance Program
• • Emergency Repair Program
• • Shelter Enhancement - Renovation
• • Rent Supplement Program
• • Public Housing Program
• • Supported Lease Program
• • Sale of Public Housing Initiative

In addition, a publication outlining Housing Corporation programs is available at every local housing organization. These details are also available on the NWTHC web site at http://www.nwthc.gov.nt.ca. Thank you, Mr. Speaker.

Mr. Speaker, I have a return to written question asked by Mr. Villeneuve on October 27, 2004, regarding rent scale policies.

It is the policy of the Northwest Territories Housing Corporation to assess rent on a sliding scale based on total household income.

There are no plans to return to the harmonization initiative.

The Northwest Territories Housing Corporation is committed to implementing the 1995 rent scale. On April 1, 2005, the 90 percent level of the rent scale increase will be implemented with the 100 percent level being implemented in 2006. Continuing with the implementation of the rent scale removes inequities and ensures those with greatest need receive the most help. The Housing Corporation's community partners, the local housing organizations, regularly meet with public housing tenants to explain policies and to address their housing needs. Thank you, Mr. Speaker.

Mr. Speaker, I have a return to written question asked by Mr. Hawkins on October 28, 2004, regarding federal funding to the Government of the Northwest Territories.

Later today, at the appropriate time, I will table a report summarizing the funding provided to the Government of

the Northwest Territories by the federal government for the fiscal years 1994-95 to 2003-04. Thank you, Mr. Speaker.

Mr. Speaker, I have a return to written question asked by Mr. Yakeleya on October 28, 2004, regarding chipsealing in the Sahtu region.

According to the current schedule for community main street chipseal work, the communities of Tulita and Fort Good Hope are scheduled for chipseal projects in the Sahtu region. Assessment and design work is anticipated to begin in Tulita in 2007-08. Assessment, design and crushing and stockpiling of gravel rock took place in Fort Good Hope in 2003-04, and was followed by upgrades and drainage work in 2004-05. Further upgrade and drainage work is anticipated in Fort Good Hope in 2006-07, with final upgrading and chipseal work to occur in 2007-08.

The chipseal schedule is updated annually by the Department of Municipal and Community Affairs in consultation with the Department of Transportation and the current schedule is subject to approval by the Legislative Assembly.

Mr. Yakeleya had also requested information on the alternate methods of paving roads and controlling dust. Currently, communities use many forms of dust control, including calcium chloride, Road Saver Plus -- N-dust or N1 -- water, and DL-10, an asphalt emulsion.

The Department of Municipal and Community Affairs and the Department of Transportation are currently researching options for providing dust control in the non-tax-based communities. A contract has been awarded to EBA Engineering Consultants Limited, to assist in this work by completing a dust control technology study. A final report is anticipated in late February 2004, at which time the two departments will prepare recommendations for further consideration. Thank you, Mr. Speaker.