Anthony Brown

The applicant applied to terminate the bargaining rights of the responding party union.

Following a representation vote where more than fifty percent of the ballots were cast in opposition to the union, and with no statements of desire to make representations filed, the Board declared that the union no longer represents the employees of the intervenor employer.

The parties agreed to withdraw the applications before the Ontario Labour Relations Board.

The Board granted leave to withdraw the applications on consent.

The applicant union applied for certification as the bargaining agent for the responding party's employees.

A representation vote was held, but not more than fifty percent of the ballots were cast in favour of the applicant.

No statements of desire to make representations were filed.

The Ontario Labour Relations Board dismissed the application and imposed a one-year bar on further certification applications by the applicant for this bargaining unit.

The applicant union applied for certification.

A representation vote was held, and not more than fifty per cent of the ballots cast by employees in the bargaining unit were in favour of the applicant.

No statement of desire to make representations was filed.

The Ontario Labour Relations Board dismissed the application and imposed a one-year bar on further applications for certification by the applicant for this bargaining unit.

The applicant union applied for certification.

A representation vote was held, but not more than fifty per cent of the ballots cast by employees in the bargaining unit were in favour of the applicant.

As no statement of desire to make representations was filed, the Board dismissed the application and imposed a one-year bar on further certification applications by the applicant for this bargaining unit.

The applicant union applied for certification.

A representation vote was held, and not more than 50 per cent of the ballots were cast in favour of the applicant.

No statement of desire to make representations was filed within the time fixed under Rule 62.

The Ontario Labour Relations Board dismissed the application and imposed a one-year bar on future applications for certification by the applicant for this bargaining unit.

The applicant trade union filed an application for certification.

The responding party failed to file a response within the stipulated time.

Based on the application and membership evidence, the Board found that not less than forty percent of the individuals in the proposed bargaining unit were members of the union.

The Board directed that a representation vote be taken of the eligible employees.

The Ontario Public Service Employees Union applied for certification.

A representation vote was held, but not more than 50% of the ballots were cast in favour of the union.

No statement of desire to make representations was filed.

The Ontario Labour Relations Board dismissed the application and imposed a one-year bar on further certification applications by the union for this bargaining unit.

The applicant requested to withdraw the application against the responding party union.

The Ontario Labour Relations Board granted leave to withdraw the application.

The applicant sought to withdraw her application against the Ontario Public Service Employees Union, Local 320.

The Ontario Labour Relations Board granted leave to withdraw the application.

The applicant union applied for certification as the bargaining agent for employees of the responding party.

Following a representation vote where the applicant failed to secure more than fifty per cent of the ballots cast, and with no statement of desire to make representations filed, the Ontario Labour Relations Board dismissed the application.

The Board imposed a mandatory one-year bar on further certification applications by the applicant for this bargaining unit.

The applicant union sought to withdraw its application.

The Ontario Labour Relations Board granted leave and the application was withdrawn.

The applicant requested an adjournment of a scheduled hearing because her union representative was no longer employed by the union and she needed time to find a new one.

The responding party opposed the request.

The Board granted the adjournment, noting the applicant had no control over the loss of her representative, the limited availability of representatives in Terrace Bay, and the volume of documents involved.

The applicant's request to move the hearing closer to Terrace Bay was denied as contrary to the Board's policy of holding such hearings in Toronto.

The applicant sought review of an Employment Standards Officer's refusal to issue an order to pay against the responding party employer.

On the scheduled hearing date, the parties advised the Board they had reached a settlement and requested a consent order.

The Board directed the employer to pay the applicant $750.00 by a specified date, failing which the applicant could request the matter be rescheduled for hearing.

The applicant sought a review of an Order to Pay issued by an Employment Standards Officer.

The applicant failed to appear at the scheduled hearing despite being duly notified.

Consequently, the Ontario Labour Relations Board dismissed the application and ordered the funds held in trust to be paid to the employee and the Consolidated Revenue Fund.

The union requested an adjournment of two consolidated applications (an unfair labour practice complaint and an application to enforce minutes of settlement) because its counsel might be called as a witness and had insufficient time to retain experienced replacement counsel.

The employer opposed the adjournment, arguing for expeditious resolution.

The Board granted the adjournment, finding that the union had insufficient notice to find other counsel and that a short delay would not substantially prejudice either party.

The applicant sought to withdraw her application against the Canadian Union of Public Employees and Family and Children’s Services Niagara.

The Ontario Labour Relations Board granted leave and the application was withdrawn.

The applicant union sought reconsideration of a Board decision scheduling a representation vote outside the usual five-day timeline under subsection 8(5) of the Labour Relations Act, 1995.

The majority of the Board dismissed the request, finding that the delay was a valid exercise of discretion to ensure proper notice to employees, many of whom were not scheduled to work on the days leading up to the vote.

A dissenting Board member argued that the decision was an abrupt departure from the Board's established practice of adhering to the five-day timeframe.

The applicant filed an application alleging a violation of section 74 of the Labour Relations Act, 1995, relating to events from 1993 to 1995.

The responding union requested the application be dismissed due to undue delay.

The Board directed the parties to file written submissions on the issue of delay and prejudice before determining whether to dismiss the application.

The applicant union and responding employer agreed to adjourn the application.

The Ontario Labour Relations Board consented to adjourn the matter sine die for a period not exceeding one year, after which it will be deemed terminated if no party requests to proceed.