On December 16, 2014, the Act to amend the Canada Labour Code (“Code”), the Parliamentary Employment and Staff Relations Act and the Public Sector Labour Relations Act (certification and revocation – bargaining agent), also referred to as the “Employees’ Voting Rights Act” received Royal Assent and became law. This new legislation significantly changes the rules for certifying and decertifying a union for federally regulated employers. Those changes essentially make it easier to decertify a union and harder to certify one.
The amendments to certification and decertification requirements bring the Code in line with the labour legislation in several … Continue Reading
Many multinational corporations have issued company-wide codes of conduct setting out baseline rules that apply to all of their global operations. A recent Ontario arbitration decision provides a good precedent for employers who may be concerned about balancing corporate governance interests against the rights of unionized employees when instituting universal codes of conduct.
In Candu Energy Inc. v. The Society of Professional Engineers and Associates, Arbitrator Keller approved the right of a multinational employer to institute a code of ethics applicable to all its employees, including its unionized workforce, concluding that it was a reasonable exercise of management rights.
Facts… Continue Reading
Bill 18, the Stronger Workplaces for a Stronger Economy Act, 2014, has received royal assent and is now the law. As we have previously reported, this Bill significantly amends workplace laws, including the Employment Sandards Act, 2000 (“ESA”), the Occupational Health and Safety Act (“OHSA”), the Labour Relations Act (“LRA”) and the Workplace Safety and Insurance Act (“WSIA”)
Some of the major changes include:
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- Linking minimum wage increases to the Consumer Price Index. The Government would publish the new minimum wage arising from the formula by April 1st of each year.
- Eliminating the $10,000 cap on claims for unpaid