If you have employees in Canada, you may have to deal with the labor laws and the various dispute resolution services available. For example, the federal mediation service offers dispute resolution services, training workshops, and information on appointments for employee relations. The Canadian Industrial Relations Board is a national body that has jurisdiction over labor disputes, but it is not always easy to find these services. If you are not sure how to find them, you can look for them online.
Management and labour
We provides a range of dispute resolution services and adjudicates cases when necessary. Its mandate includes support for workplace relationships between management and labour. It also supports artists and producers, as well as labour and management. A general overview of executive compensation is available on its website. We can also offers a number of resources for individuals, as well as companies, in order to navigate the complexities of the legal system.
We are responsible for examining collective agreements to determine the legitimacy of the union’s decision-making process and determine if the complaints are justified. It has jurisdiction over approximately 800,000 federal employees and private sector employees. The jurisdiction over a range of industrial relations activities, including certification of unions, investigating complaints of unfair labour practices, issuing cease-and-desist orders to prevent unlawful strikes, and dealing with complex situations related to business sales and acquisitions.
Ontario Labour Relations Board
The Ontario Labour Relations Board is an independent adjudicative tribunal that deals with a wide range of employment and labour-related issues. As an independent body, the strives to maintain fair and harmonious working conditions for employees and employers. The Board issues decisions based on evidence presented by the parties, the interpretation of relevant legislation, and jurisprudence. The mandate to provide excellence in administrative justice.
We are responsible for administering the Ontario Labour Relations Act and the Colleges Collective Bargaining Act. It also conducts votes in public sector amalgamation cases and business sales. It is responsible for determining how voting takes place, including whether it is conducted in person or electronically. There are several forms of information available online, including information about the history. In addition to conducting votes, the publishes publications and reports on issues affecting employee relations.
Public Service Employee Relations Act
The Public Service Employee Relations Act governs employment relations between government employees and private corporations. The Public Service Employee Relations Board has the power to appoint an arbitration board. Sections 49 and 117.8 set out the conditions for establishing an arbitration board. They are identical to those set out in the Public Service Act. Generally, collective bargaining is continued until a resolution cannot be reached. The Public Service Employee Relations Board may appoint an arbitrator or a mediator.
This legislation applies to employees in the public sector that have direct ties to the provincial government. This includes the Government of Alberta, and all employees employed by that province. However, We also applies to other unusual government groups, such as the Alberta Innovates program. We also covers employees of the Workers Compensation Board. Other groups that fall under the Act include the government’s own employees, Post-secondary non-academic employees, and the Alberta Public Service.
Strikes
The Public Service Employee Relations Act has been the subject of a recent legal challenge. The committee found that the Act did not comply with Convention, and requested the Canadian government to re-examine its provisions and limit its ban on strikes to essential services. While it has been recognized that essential services must be provided, the Committee noted that the went further than was needed. The employee relations services in Canada are a common and legitimate source of concern for public workers.
When unions organize strike action, there are a number of factors that may make a workplace unsafe. The employers may decline to negotiate with a union or hire replacement workers instead. Moreover, strikers may fear losing their jobs and being replaced. As a result, may try to use these concerns to convince union members to abandon the strike. Strikes may result in legal action, but the goal is to restore normality.
Lockouts
The study examines trends in lockouts and strikes over the past 25 years, looking at the most recent years in particular. It also examines the most common areas of dispute and how stoppages were resolved. Several factors have been implicated, including the occurrence of unionized workers, increased wages, and a growing number of unionized employees. In Canada, lockouts and strikes have become less common over the last decade, but they continue to pose significant challenges to the business community.
A strike can be delayed until all prescribed procedures have been exhausted. The strike can be initiated by a majority of union members or employees. In order to be valid, the vote must be secret and must take place within the last 60 days. A strike notice can be issued only when a union provides 72 hours’ notice. If the employer is federally regulated, the strike notice must last seventy-two hours.
Labour Relations Act
If your company and your employees are in disagreement, arbitration may be the best way to settle the matter. The process of arbitration is much like mediation, except that the arbitrator is an impartial third party. Both sides are entitled to present their evidence, which a neutral third party will then review. The arbitrator can ask questions and schedule additional hearings if needed. However, there are certain requirements that you must follow when requesting an arbitration.
The Labour Relations Act establishes a framework for arbitrating collective bargaining disputes. Its provisions refer to what matters can be arbitrated and which factors should be considered by the arbitration board. Certain matters can be dealt with by the arbitration board only if they are included in a collective agreement. For example, a collective bargaining agreement could specify that certain types of grievances cannot be arbitrated, but the act still allows for arbitration.
