Application withdrawn with leave of the Board.
The applicant union sought to withdraw its application against the responding parties.
The Ontario Labour Relations Board granted leave to withdraw the application.
Grievance referral adjourned sine die pending provision of particulars and document production.
The applicant referred a grievance to the Board under section 133 of the Labour Relations Act, 1995.
The responding party raised preliminary motions seeking particulars and requesting dismissal for abuse of process.
The Board directed the applicant to provide specific particulars of the grievance within twenty working days.
Given the need for particulars, pending document production from a related proceeding, and ongoing judicial proceedings, the Board adjourned the matter sine die for up to one year, setting out a schedule for the exchange of material facts should the matter be relisted.
Board ordered responding party to produce payroll records to verify amounts owed under settlement agreement.
The applicant union referred a grievance to the Board under section 133 of the Labour Relations Act, 1995.
The parties had reached an agreement in principle to resolve the dispute over remittances and wages, but disagreed over the details.
The applicant sought an order directing the production of relevant records to verify the amounts owed.
The responding party did not oppose the request.
The Board directed the responding party to produce payroll and time records for the period ending November 1999.
The Board remained seized of the matter should the parties be unable to agree on the amounts or if the applicant sought production for a period beyond November 1999.
Grievance referral adjourned sine die based on parties' Minutes of Settlement.
The applicant referred a grievance to the Ontario Labour Relations Board under section 133 of the Labour Relations Act, 1995.
Having regard to the Minutes of Settlement filed by the parties, the Board adjourned the application sine die, noting it would be deemed terminated if no request to proceed was made within one year.
Hearing adjourned due to the responding party's failure to appear.
The applicant requested an adjournment after the responding party failed to appear at the scheduled hearing.
The Ontario Labour Relations Board granted the request and adjourned the hearing to May 7, 2001.
Application withdrawn at the request of the applicant following the filing of Minutes of Settlement.
The applicant requested to withdraw its application following the filing of Minutes of Settlement between the parties.
The Ontario Labour Relations Board granted the request and the application was withdrawn.
Union's application withdrawn with leave of the Board.
The applicant union requested to withdraw its application before the Ontario Labour Relations Board.
The Board granted the request and the application was withdrawn with leave of the Board.
Grievance referral withdrawn at the request of the applicant union.
The applicant union referred a grievance to the Ontario Labour Relations Board against the responding party employer.
The applicant subsequently requested to withdraw the referral.
The Board granted the request and the referral was withdrawn.
Grievance hearing adjourned to allow union to consider proceeding first with its case.
The applicant union referred a grievance to the Ontario Labour Relations Board alleging that the responding party employer discharged the grievor without just cause.
At the hearing, the Board ruled that evidence from the grievor's treating physician was not relevant.
The Board suggested the applicant might wish to proceed first with its case given the factual issues.
The applicant requested an adjournment to consider this and because the grievor's evidence would not be completed in the remaining time.
The responding party did not consent but understood the reasons.
The Board granted the adjournment, noting the parties' agreement on a cap for potential damages.
Union certification application dismissed after representation vote failed to achieve majority support.
The applicant union applied for certification.
Following a representation vote where not more than fifty per cent of the ballots were cast in favour of the applicant, the Ontario Labour Relations Board dismissed the application.
The parties had previously resolved challenges to the voters' list with the assistance of a Labour Relations Officer.
Grievance referral withdrawn at the request of the applicant.
The applicant requested to withdraw its referral of a grievance to the Ontario Labour Relations Board.
Application adjourned sine die for up to one year on consent of the parties.
The applicant union and responding employer agreed to adjourn the application sine die.
The Ontario Labour Relations Board granted the adjournment for a period not exceeding one year, after which the matter will be deemed terminated if neither party requests to proceed.
Grievance referral adjourned sine die on consent of the parties.
The applicant union filed a grievance referral against the responding employer.
On agreement of the parties, the Ontario Labour Relations Board consented to adjourn the application sine die for a period not exceeding one year.
Employer ordered to post $5,000 bond and pay costs in default construction grievance proceeding.
The applicant union referred a construction industry grievance to the Board under section 133 of the Labour Relations Act, 1995, alleging the responding party failed to post a $5,000 bond after being deemed a delinquent employer for late benefit contributions.
The responding party failed to file a Request for Hearing and Notice of Intent to Defend.
Pursuant to the Board's Rules of Procedure, the Board proceeded without a hearing, deemed the applicant's factual allegations to be true, and found the responding party in violation of the provincial collective agreement.
The Board ordered the responding party to post the required bond and pay costs.
Construction industry grievances adjourned sine die for up to one year.
The applicant union filed construction industry grievances against the responding employers.
Based on correspondence from counsel for one of the responding parties, the Ontario Labour Relations Board adjourned the matters sine die for a period not exceeding one year.
Employers ordered to pay $17,922.73 in unpaid remittances and damages in default grievance proceeding.
The applicant union referred a grievance to the Ontario Labour Relations Board under section 133 of the Labour Relations Act, alleging the responding employers failed to make timely remittances to various Welfare and Trust Funds.
The responding parties failed to file a Request for Hearing and Notice of Intent to Defend within the required time limits.
Pursuant to the Board's Rules of Procedure, the responding parties were deemed to have accepted all facts stated in the application.
The Board found the responding parties violated the collective agreement and ordered them to pay $17,922.73 in unpaid remittances, liquidated damages, and filing fees.
Application withdrawn with leave of the Board at the applicant's request.
The applicant requested to withdraw its application before the Ontario Labour Relations Board.
The Board granted the request and the application was withdrawn with leave.
The applicant requested to withdraw its application via a letter from its counsel.
The Ontario Labour Relations Board granted leave and the application was withdrawn.
Board issues consent declarations and orders $20,000 payment pursuant to Minutes of Settlement.
The applicant union filed a related successor employer application and a grievance referral against the responding parties.
Prior to the hearing, the parties entered into Minutes of Settlement.
The Ontario Labour Relations Board issued declarations on consent that the responding parties constitute one employer and are bound by the applicable collective agreements.
The Board also directed the responding parties to pay $20,000 to the applicant in full and final settlement of all claims.
Grievance upheld and employee reinstated as employer failed to prove alcohol consumption on the job.
The applicant union referred a grievance to arbitration under section 133 of the Labour Relations Act, 1995, alleging that the responding party employer discharged an employee without just cause.
The employer claimed the employee was terminated for drinking on the job.
The Board issued a bottom-line decision, finding that the employer failed to establish on a balance of probabilities that the employee consumed alcohol on the job site.
The grievance was upheld, and the employer was directed to reinstate the employee forthwith, with reasons to follow.