bargaining unit
June 6, 2016 Alison J. Bird Employee Relations, Human Resources, Payroll, Source Deductions and Reporting, Union Relations
In Nova Scotia, an employer in the construction industry may become certified by a union if the Labour Board is satisfied that the applicant union “has as members in good standing more than fifty percent of the employees in the appropriate unit”. Accordingly, the definition of the bargaining unit is a significant issue in construction industry certifications because the employees in the unit materially impact whether the certification application is successful.
bargaining unit, Collective Bargaining, construction industry, Construction industry certification, labour board, Labour Law, Nova Scotia Labour Board, Trade Union Act, union certification, Unions
June 3, 2016 Rudner Law, Employment / HR Law & Mediation Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Privacy and Security, Union Relations
Nobody likes tests. I remember school days when pop quizzes always meant wondering if you remembered everything, or whether what the teacher taught that day you were sick would be on the questions she asked. In today’s workplace, tests are still looked upon as something you wish you could just skip, or avoid altogether. This is especially the case with random drug testing in the workplace.
bargaining unit, drug and alcohol, Drug testing in the workplace, employment law, Labour Law, policies and procedures, privacy rights and interests, random drug and alcohol testing, random testing, risks in the workplace, substance abuse in the workplace, workplace incidents and accidents
February 20, 2015 Simon Heath, BA, MIR, LLB, Heath Law Employee Relations, HR Policies and Procedures, Human Resources, Human Rights, Payroll, Pensions and Benefits, Training and Development, Union Relations, Wages and Compensation
In OPSEU (Brydges et al) and the Ministry of Transportation GSB 2012-1012, Arbitrator Dissanayake dismissed a grievance by a number of Ministry of Transportation employees. The employees alleged that an employer presentation asking them to be happy/content with their wages and benefits and comparing them to poor and starving people in developing countries was both discriminatory under the Ontario Human Rights Code and constituted anti-union discrimination which violated the collective agreement (particularly because of upcoming collective bargaining).
anti-union discrimination, arbitration, bargaining unit, collective agreement, discrimination, grievance, human rights code, Labour Law, membership in the union, Ministry of Transportation, PowerPoint presentation, terms and conditions of employment, union activity, union discrimination, wages and benefits
February 12, 2015 Occasional Contributors Employee Relations, HR Policies and Procedures, Human Resources, Union Relations
New legislation in the federal sector will mandate secret ballot vote-based majorities for both the certification, and the decertification of bargaining agents.
bargaining agents, bargaining unit, Canada labour Code, Employees’ Voting Rights Act, Industrial Relations, Labour Law, order revoking union certification., Parliamentary Employment and Staff Relations Act, Public Service Labour Relations Act, secret ballot vote, union certification, Union decertification
January 28, 2015 Occasional Contributors Employee Relations, HR Policies and Procedures, Human Resources, Union Relations
The Employees’ Voting Rights Act (the “EVRA”) significantly changes the way in which unions gain and lose bargaining rights in the federal sector in Canada. Federal labour relations law applies to a variety of sectors including the federal public sector, banking, inter-provincial and international transportation, broadcasting, telecommunications and aeronautics. The EVRA will become effective on June 16, 2015.
bargaining rights, bargaining unit, certification applications, Collective Bargaining, exercising undue influence on employees, federal labour relations, Labour Law, labour relations tribunal, membership cards, Secret ballot votes, trade union in Canada, union, union to become certified, Voting Rights Act
August 20, 2013 Amery Boyer Employee Relations, Employment/Labour Standards, Human Resources, Payroll, Pensions and Benefits, Union Relations, Wages and Compensation
On July 13, 2013, a rally of workers and their supporters from a Second Cup coffee outlet in Halifax was held alleging that management had violated Nova Scotia’s Labour Code. Participants alleged that three employees were fired for backing an attempt to form a union.
bargaining unit, baristas, employment relationship, Industrial Relations, Just Us union organizing drive, Labour Code, Labour Law, Labour Relations Board, management, push to unionize, Second Cup, Service Employees International Union, union, union organizing drive, Workers, working conditions
November 22, 2012 Yosie Saint-Cyr, LL.B. Managing Editor Employee Relations, Employment/Labour Standards, Human Resources, Union Relations
On November 8, 2012, Ritu Mahil, Vice-Chair of the British Columbia Labour Relations Board decided that there was not a continuity between Zellers’ business at the Brentwood Mall in Burnaby, B.C. for its employees to be successively employed by Target in Canada. Although the employees would perform similar jobs at Target stores as they had at Zellers, and the transaction agreement confirmed the transfer of leases, pharmacy records and the brand waiver, these things were not sufficient to conclude that there would be a handover of these employees. As a result, the union’s application under Section 35 of the Labour Relations Code (“Code”) for a declaration that Target is a successor employer to Zellers with respect to the business carried on by Zellers at the Brentwood Mall in Burnaby, B.C.was dismissed.
bargaining unit, Business, Business continuity, collective agreement, Collective Bargaining, continuity of business, employment law, grievance, Labour Law, Labour Relations Board, Labour Relations Code, Mergers and acquisitions, purchasing employer, selling employer, successor employer, Target, transfer of all or part of a business, union, Unions, Zellers
June 28, 2012 Amery Boyer Human Resources, Union Relations
On March 5, 2011, the Nova Scotia Labour Board issued an interim order that could set a precedent across Canada, not just in Nova Scotia. The International Alliance of Theatrical Stage Employees, Moving Picture Technicians, Artists and Allied Crafts of the United States, its Territories, and Canada, Local 849 applied to certify contract workers employed on an as-required basis by Egg Films Inc.
bargaining unit, Collective Bargaining, Egg Films, employment law, Industrial Relations, labour board, Labour Law, Nova Scotia, union, union certification, unionized construction sector, unionized film industry, unionized workplaces, Unions
My employer denied me the right to have a support person present at a meeting with HR regarding an investigation into workplace bullying and psychological... – Feb 02, 2:14 PM
Which is more practical, absolutely no office romance policy or allowed but need to disclose? IMO, the need to disclose, while accommodating, complexity and unnecessary... – Dec 15, 1:39 PM
