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.

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.