During World War II, the wartime government suspended provincial labour legislation and the IDI act. However, the Wartime Labour Relations Regulations (Order in Council P.C. 1003) of 1944 introduced the provisions for certification of unions, leading to the temporary dissolution and outlawing of the major solidarity unions in Canada (including the IWW and the One Big Union). The WLRR also introduced the duty to meet and bargain in good faith, prohibitions of unfair labour practices, and the introduction of a labour relations board. In 1948, this Order in Council and the IDI act were consolidated into the Industrial Relations and Disputes Investigation Act. In 1967, this act was consolidated, along with other statutes, as Part V of the Canada Labour Code, (S.C. 1966-67, c. 62). It came into force on January 1, 1968. Significant amendments were made to this part of the Code in 1973. These amendments included extending bargaining rights to some previously excluded groups (e.g., supervisors, employed professionals, etc.) and expanding the jurisdiction of the labour relations board to include enforcement and remedial powers. Also, provisions for adjustments to technological changes were introduced. Finally, in 1988 the Code was reissued as part of the Revised Statutes of Canada, (R.S.C. 1985, c. L-2.), wherein Part V became Part I. Legislation The Code is divided into three distinct parts. The first part deals with collective bargaining between unions and employers. It comes mostly from the Industrial Relations and Disputes Investigation Act of 1948. The second part deals with health & safety in the workplace. The third part deals with employment standards but defers mostly to Provincial legislation for each province of employment. Part 1: Industrial Relations This part of the Code is divided into seven divisions and deals with collective bargaining, dispute resolution, strikes and lockouts. It, first of all, establishes basic freedoms, in accordance with Convention C87 of the International Labour Organization, by setting out that employees are "free to join the trade union of their choice and to participate in its lawful activities" [s.8(1)] and employers, likewise, are free to organize. Divisions III, IV, V.1, and VI, set out the procedures and regulations for collective bargaining. In short, a trade union for employees or an organization representing employers must first be certified by the Canada Labour Relations Board, whose composition and procedures are detailed in Division II. The Code places a duty on the two sides to meet