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labour relations

By McCarthy Tétrault LLP | 6 Minutes Read April 26, 2023

An arbitrator rules on the legality of administrative suspensions without pay for investigations in collective labour relations contexts and zero-tolerance alcohol policies for employees in high-risk positions

The decision of arbitrator Pierre Laplante in the case of Syndicat canadien de la fonction publique, section locale 4333 et Services de quai Fagen inc contains several passages of interest to employers with unionized workplaces, including on the right to proceed with an administrative suspension without pay for the purpose of an investigation, the starting point for the imposition of a disciplinary measure, and the binding nature for the arbitration tribunal of a zero tolerance policy with respect to alcohol and drug use for employees in high-risk positions.

Article by McCarthy Tétrault LLP / Employee Relations, Employment Standards, Union Relations / administrative suspensions, alcohol policy, collective agreement, Collective Bargaining, duty to accommodate, employment law, grievance, Labour Law, labour relations, termination, workplace investigation, wrongful dismissal Leave a Comment

By Marie-Yosie Saint-Cyr, LL.B. Managing Editor | 37 Minutes Read January 8, 2019

Welcome to 2019 with new employment and labour law rules and obligations across Canada: A summary

Welcome to 2019 and a load of new employment and labour law rules and obligations across Canada.

Article by Marie-Yosie Saint-Cyr, LL.B. Managing Editor / Business, Employee Relations, Employment Standards, Health and Safety, Human Rights, Immigration, Payroll, Union Relations / bereavement leave, canada pension plan, employment law, employment standards, family responsibility leave, flexible work schedules, labour relations, termination, vacation, Wage Earner Protection Program, work schedules, workers compensation

By Apolone Gentles, JD, CPA,CGA, FCCA, Bsc (Hons) | 4 Minutes Read July 9, 2018

Collective agreement, not software, drives employee entitlements

Organizations must carefully and proactively determine user requirements and document them with great specificity when designing or evaluating software options to manage payroll and benefits within their companies.

Article by Apolone Gentles, JD, CPA,CGA, FCCA, Bsc (Hons) / Business, Finance and Accounting, Information Technology, Not for Profit, Payroll, Privacy / accounting procedures, accruals, Apolone Gentles, Business needs, collective agreement, demographic data, employer, grievance, IT systems, labour relations, Northwest Territories Government v Union of Northern Workers, pension, sick banks, software implementation, software limitations, system capability, union, user requirements

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