Health and wellness services address needs such as vision, dental medications and prescription drugs; life and accident insurance, as well as accidental death and dismemberment insurance; and a staff and family assistance program to help in the event of personal difficulties. Coverage levels vary depending on the rate.  When negotiating salaries and benefits for its members, the CLAC considers the “economic viability of the business.” The association supports the open store as an expression of the principle of free union and as a balance between individual and collective interests. It represents more than 58,000 workers in some 550 collective agreements across Canada; More than 15,000 of its workers are in Alberta.  Members focus on Alberta, British Columbia, Manitoba, Ontario and Saskatchewan in sectors such as construction, social services, health, emergency services, transportation, retail, education, hospitality and manufacturing. CLAC offers a wellness program for members who negotiated it in their collective agreement. The program was established in 2009 in BC and is slowly developing in other provinces where CLAC represents workers.  Some unions argue that employers voluntarily recognize the CLAC quickly because they are willing to over-emphasize wages and working conditions in the industry, which other unions find difficult to improve. According to a report by the Canadian Centre for Policy Alternatives, a Canadian think tank based in Canada, the CLAC helped B.C. employers circumvent the Employment Standards Act by accepting contracts that are lower than the statutory minimum benefits, since a provision of the act states that they do not apply to union-represented workers.
 CLAC employs approximately 200 full-time staff from 12 regional offices, two performance management offices and its training centres. The guide, the official magazine of the CLAC, is published four times a year.  The pension plan was introduced in 1974 and is available to members across Canada. It is a registered defined contribution plan that is, it is a monthly contribution and is directly due to the member. Employers do not have access to the pension fund. The fund is overseen by a foundation board, invested by external experts and controlled by an audit firm.  After obtaining CLAC certification, the AFL-CIO, a U.S.-based trade union association, publicly threatened the CLAC and took work action against CLAC members.  Following the Ontario Labor Council`s decision that CLAC was discriminatory, BC subsequently rejected CLAC`s request for recertification. Suppliers include Standard Life, Sun Life, RBC Insurance, AIG, Green Shield and Ceridian Lifeworks. In 1954, the CLAC applied for certifications in British Columbia (BC) and Ontario.
The Bc Labour Relations Board certified a local CLAC, but the Labour Relations Board of Ontario refused certification because of a technical unit. However, the Council expressed concern that the CLAC was based on Christian principles and considered that it would discriminate against non-Christian workers.  Frustrated by the Ontario Labour Council`s repeated refusal to recognize local residents of the CLAC, CLAC sought judicial review by the Supreme Court of Ontario for refusing to grant certification to CLAC Local 52. In 1963, the Chief of Justice issued a decision to McRuer in which he disagreed with the Labour Board`s refusal to certify the CLAC and stated that the board had erred in three respects. One was to use old and irrelevant evidence in decision-making. Another was to misinterpret the status of the anti-discrimination fight and thus apply it poorly to the CLAC.