There are several reasons to use employee relations services in Canada. You may need to resolve a dispute, avoid costly litigation, or seek a neutral third-party to help you negotiate a deal. There are specialized services available to help you resolve disputes, such as the federal mediation service, which provides dispute resolution employee relations, training workshops, and arbitration appointments. However, no matter the reason you need a third-party, there are many options available.
Part of the workplace
Dispute prevention services in the employee relations field are becoming an increasingly important part of the workplace culture. Disputes at work may involve issues such as sexual harassment, employment discrimination, disciplinary action, or criminal charges. Sometimes, workplace conflict is as simple as a lack of agreement over job assignments. Some workplace conflicts stem from personality differences, differing work styles, or cultural differences. Dispute prevention services can help minimize or prevent these issues and can be an integral part of a successful workplace culture.
Dispute prevention services can help organizations avoid conflict by facilitating the resolving of disputes informally between the employer and employee. While many disagreements can be resolved without formal mediation, some issues are more complex and require more resources. Employee relations professionals can offer advice on the best ways to resolve such executive compensation. Mutual respect, the ability to exchange information, and the willingness to approach conflict from a different perspective all contribute to successful dispute resolution.
Dispute mediation services are another method for preventing labour disputes. In this method, a neutral third party facilitates creative solutions for both parties and their employees. A third party refers the case to mediation and decides whether it should proceed. Mediation services are often an effective alternative to labour arbitration, and can enhance employee satisfaction with the process and its results. The team can also provide training on the use of mediation services.
Field for employees
Employers and employees who wish to settle a disagreement can refer the dispute to an arbitrator. Typically, the employee and the employer select the arbitrator, although a third-party provider may also be appointed. Both parties have the right to choose an impartial arbitrator, and they are required to tell each other if they think the arbitrator is biased. If an arbitrator has a relationship with one of the parties, they will be considered biased.
Labour arbitration in Canada was created by the Ontario Labour Relations Board in 1944. It was a time of severe industrial unrest and conflict. Ontario Hydro had suspected the employee of malingering and hired private investigators to check his home. The investigation was successful, and Ontario Hydro suspended him for abusing sick leave benefits. The employee filed grievances with his Union, and eventually brought a lawsuit against his employer. Arbitration was a significant step towards fairness and a level playing field for employees.
The advent of labour arbitration in Canada facilitated the development of an equitable workplace dispute resolution process. The Supreme Court of Canada recognized the benefits of arbitration in employment law cases. Its decision in Polymer v. Polymer (2001) addressed the issue of whether a labour arbitration board had the authority to award damages. Despite the fact that the decision was not binding on the arbitrator’s discretion, it was still a useful precedent in Canada.
Employer-employee relations
With the recent high rate of turnover, employer-employee relations in countries like Canada are being affected. Employees are increasingly exploring new ways to transfer their skills and adapt them to roles in higher demand. This, in turn, has led to a lower investment in defined benefit pensions and internal training initiatives. The high turnover rate is partly due to the lack of soft skills among managers.
Employment laws in Canada are complex and often confusing. To understand your legal rights, speak to an employment lawyer. Many people make the mistake of signing a release or accepting an offer that is too low because they did not consult an employment lawyer. You may also not be aware of your rights. If you think that your employer is mistreating you, contact an employment lawyer as soon as possible. If you suspect your employer has mistreated you or terminated you for no reason, don’t hesitate to discuss your case with an employment lawyer.
