Application adjourned sine die on consent for up to one year.
The applicant union and responding employer agreed to adjourn the application sine die.
The Ontario Labour Relations Board consented to the adjournment for a period not exceeding one year, after which the matter would be deemed terminated if neither party requested to proceed.
Union certification application dismissed after failing to win majority support in representation vote.
The applicant union applied for certification.
A representation vote was held, and not more than 50% of the ballots were cast in favour of the applicant.
No statement of desire to make representations was filed.
The Ontario Labour Relations Board dismissed the application for certification and noted the potential application of the one-year bar under section 10(3) of the Act for any subsequent applications.
Representation vote directed on timely application for termination of bargaining rights.
The applicant applied to the Ontario Labour Relations Board under section 63 of the Labour Relations Act, 1995 for a declaration that the responding party trade union no longer represents the employees in the bargaining unit.
The Board found the application timely as no collective agreement had been made since the union's certification.
Finding that not less than forty per cent of the employees expressed a wish not to be represented by the union, the Board directed that a representation vote be taken.
Board finds employer fired bartender for being pregnant but requests submissions on whether this breaches the Act.
The applicant employer appealed an Order to Pay issued by an Employment Standards Officer, which found that the employer terminated the responding party's employment because she was pregnant.
The employer operated an adult entertainment establishment and claimed the employee quit.
The Board found the employer's witness lacked credibility and concluded as a fact that the employer terminated the employee because he did not want a pregnant woman behind the bar for aesthetic reasons.
However, the Board noted that section 44 of the Employment Standards Act protects the right to take pregnancy leave, not pregnant employees per se.
The Board deferred its final decision and directed the parties to make further submissions on whether the facts constituted a breach of the Act.
Board grants reconsideration to correct calculation errors in an Order to Pay.
The Ministry of Labour requested a reconsideration of the Board's previous decision, citing an error in the amounts ordered to be paid.
The Board agreed that an error occurred and amended the Order to Pay to reflect the correct gross amounts for vacation pay, set off, minimum wage, and overtime pay, totaling $936.35.
As the monies held in trust were net amounts, the Board directed the employer to provide calculations for the net amounts owing.
Union decertified after majority of employees voted in opposition during representation vote.
The applicant employees applied to decertify the responding party trade 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 Ontario Labour Relations Board declared that the union no longer represents the employees in the bargaining unit.
Application terminated by the Board following a letter from counsel.
The applicant union filed an application against the responding party employer.
Following a letter from counsel, the Ontario Labour Relations Board ordered the matter terminated.
Representation vote directed for proposed bargaining unit of nurses at Country Terrace Nursing Home.
The Ontario Nurses' Association applied for certification to represent registered and graduate nurses at Country Terrace Nursing Home.
The Ontario Labour Relations Board found that the applicant is a trade union and that at least forty percent of the individuals in the proposed bargaining unit were members.
The Board directed a representation vote to be held on August 8, 2001, with segregated ballots for nurses not employed in a nursing capacity, pending resolution of their inclusion in the bargaining unit.
Application withdrawn with leave of the Board.
The applicant union sought to withdraw its application before the Ontario Labour Relations Board.
The Board granted leave and the application was withdrawn.
Representation vote directed for municipal office, clerical, and technical employees.
The applicant trade union applied for certification to represent office, clerical, and technical employees of the responding municipality.
The Board directed that a representation vote be taken, with the ballot of the disputed administrative assistant to the CAO to be segregated.
Time for union to file response extended to August 24, 2001.
The Ontario Labour Relations Board granted an extension of time for the responding union to file its response to the application.
The deadline was extended to August 24, 2001.
Certification granted for security guards; no conflict of interest where union does not represent monitored employees.
The applicant union applied to certify a bargaining unit of security guards employed by the responding party casino.
The employer objected under section 14 of the Labour Relations Act, arguing that a conflict of interest would result because the union admits non-guards to membership and the guards monitor other casino employees.
The Board found that while the guards' monitoring duties were significant, no conflict of interest would result because the union did not represent the other casino employees being monitored.
The employer's objection was dismissed and a certificate was issued to the union.
Union application withdrawn with leave of the Board.
The Ontario Public Service Employees Union brought an application against Mains Ouvertes – Open Hands Inc. The application was withdrawn with leave of the Ontario Labour Relations Board.
The applicant union sought to withdraw its application against the responding parties.
The Ontario Labour Relations Board granted leave to withdraw the application.
Motion to dismiss duty of fair representation complaint for lack of prima facie case denied.
The applicant filed a complaint under section 96 of the Labour Relations Act, 1995, alleging that the responding union violated its duty of fair representation under section 74 by delaying the processing of a grievance for six years and subsequently withdrawing it without timely notice.
The union and the intervenor employer requested that the application be dismissed for failing to disclose a prima facie breach of the Act.
The Board declined to dismiss the application at the preliminary stage, finding that the alleged circumstances warranted proceeding to a consultation where the union's objections to new allegations could be raised.
Application adjourned sine die on consent of the parties.
The parties agreed to adjourn the application sine die for a period not exceeding one year.
The Board consented to the adjournment, noting that the matter would be deemed terminated if neither party requested to proceed within that time.
Extension of time granted to schedule duty of fair representation complaint for consultation.
The applicant requested an extension of time to request that his duty of fair representation complaint be scheduled for consultation, following a previous decision adjourning the matter sine die.
The Board granted the request and extended the deadline to November 26, 2001, failing which the application would be deemed terminated.
Representation vote ordered in union certification application after finding sufficient membership support.
The applicant union applied for certification to represent employees of the responding party.
The Board found that the applicant is a trade union and that it appeared to have the requisite forty percent membership support in its proposed bargaining unit, despite minor defects in two membership cards.
The Board ordered a representation vote to be held.
Request for reconsideration of representation vote timing dismissed.
The applicant union requested reconsideration of a Board decision regarding the timing of a representation vote.
The Board reviewed the alleged circumstances and found nothing unusual enough to warrant deviating from its standard practice of holding representation votes within five days of the application.
The request for reconsideration was dismissed.
The applicant sought to withdraw his application before the Ontario Labour Relations Board.