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Collective Bargaining

By Cristina Lavecchia | 2 Minutes Read September 2, 2016

Labour Day: Monday, September 5, national statutory holiday in Canada

Across Canada, Labour Day is a statutory (public) holiday that is observed on the first Monday in September. This year, Labour Day is September 5. Typically, employees are given Labour Day off with regular pay or public holiday pay (depending on the province or territory of employment). In the event employees are required to work on the holiday, the employee must be paid regular wages and get a substituted day off with pay at a later date (again, this depends on the province or territory of employment).

Article by Cristina Lavecchia / Employee Relations, Employment Standards, Payroll, Union Relations / Canada's labour movement, collective agreement, Collective Bargaining, Day off with pay, day off with public holiday pay, day off with regular pay, employment law, Labour Day, Labour Law, Public Holiday, Public Holiday Pay, Statutory Holiday, Statutory holiday pay, Time off with pay

By Alison J. Bird | 2 Minutes Read June 6, 2016

Construction industry certification: Nova Scotia Court of Appeal weighs in

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.

Article by Alison J. Bird / Employee Relations, Payroll, Union Relations / bargaining unit, Collective Bargaining, construction industry, Construction industry certification, labour board, Labour Law, Nova Scotia Labour Board, Trade Union Act, union certification, Unions

By Christina Catenacci, BA, LLB, LLM, PhD | 3 Minutes Read November 19, 2015

Saskatchewan government’s do-over: another version of essential services legislation proposed

Bill 183, The Saskatchewan Employment (Essential Services) Amendment Act, 2015, proposes a new Part VII in the Employment Act, entitled Essential Services. The Bill is currently in third reading.

Article by Christina Catenacci, BA, LLB, LLM, PhD / Employee Relations, Employment Standards, Human Rights, Union Relations / bargaining impass, bargaining process, canadian charter of rights and freedoms, collective agreement, Collective Bargaining, essential services, essential services law, Labour Law, public sector workers, Public Service Essential Services Act, right to strike, Saskatchewan, Supreme Court of Canada, The Saskatchewan Employment (Essential Services) Amendment Act 2015, union, work stoppage

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