Brian M. Keller

The Grievance Settlement Board issued a procedural decision regarding a grievance concerning confidentiality under the Attendance Support and Management Program Policy (ASMPP).

The Board confirmed its authority to address issues related to how medical records are sought, maintained, and used, as well as how employees are notified about the program.

The employer was directed that it is not required to respond to 31 questions previously requested, and a further conference call will be scheduled to determine the next steps.

The parties made written submissions regarding the appropriate amounts owing to the grievors following an earlier decision.

The Vice-Chair concluded that the Employer's position was more consistent with the law and earlier decisions of the Board, and adopted the Employer's position.

The union filed a grievance alleging unjust discipline and missed overtime resulting from the discipline.

The matter proceeded under an Expedited Mediation-Arbitration Protocol.

The Vice-Chair allowed the grievance, ordering the employer to expunge the discipline, make the grievor whole for the suspension period, and pay 12 hours of overtime.

The union filed a grievance alleging unjust discipline.

The parties proceeded under an Expedited Mediation-Arbitration Protocol.

The Vice-Chair allowed the grievance, ordering the discipline removed from the grievor's files and that she be made whole for the period of the suspension.

The union filed grievances alleging that the employer failed to allow the grievors the right to rejoin the ICIT Team.

The matter proceeded under an Expedited Mediation-Arbitration Protocol.

After reviewing the submissions of the parties and the collective agreement, the Vice-Chair dismissed the grievances.

The union filed grievances alleging that the employer failed to pay the grievor overtime.

The matter proceeded under an Expedited Mediation-Arbitration Protocol.

Following a review of the parties' submissions and the collective agreement, the arbitrator allowed the grievances in part and ordered the employer to pay the grievor 18 hours' pay.

The union filed grievances alleging the employer failed to compensate the grievor for overtime and related payments while on suspension with pay.

The matter proceeded under an Expedited Mediation-Arbitration Protocol.

The Vice-Chair allowed the grievances in part and ordered the employer to pay the grievor $1,000.

The parties engaged in an Expedited Mediation-Arbitration Protocol to resolve multiple grievances.

The Vice-Chair reviewed the submissions and concluded that some grievances had merit while others did not.

The employer was ordered to pay the grievor $1,500 as sick pay top-up, remove letters of counsel from the grievor's file, review the ADI policy with managers, and arrange for mediation between the grievor and affected managers.

The union filed a grievance alleging the employer failed to allow the grievor three days' compassionate leave.

The matter proceeded via an Expedited Mediation-Arbitration Protocol.

After reviewing the submissions and the collective agreement, the Vice-Chair dismissed the grievance.

The union filed a grievance alleging the employer failed to convert the grievor.

The matter proceeded under an Expedited Mediation-Arbitration Protocol.

After reviewing the submissions, the Vice-Chair dismissed the grievance.

The Union filed a local group grievance alleging improper pay deductions for statutory holidays.

The Employer raised a preliminary objection that the grievance was untimely, as the issue arose in 2007.

The Union argued the delay was due to ongoing informal attempts to resolve the matter.

The Vice-Chair exercised discretion under section 48(16) of the Labour Relations Act to extend the time limits, finding that refusing to do so would create a disincentive for parties to attempt informal resolution.

The preliminary objection was dismissed and the matter remitted to the parties.

The union filed grievances relating to bonus payments for attendance and stat on a stat.

The matter proceeded under an Expedited Mediation-Arbitration Protocol.

After reviewing the submissions and the collective agreement, the Vice-Chair dismissed the grievances.

The union filed a grievance on behalf of the grievor concerning health and safety issues at the Elgin-Middlesex Detention Centre.

The parties agreed to resolve the grievance based on written materials and submissions, requesting a bottom-line decision without reasons.

The arbitrator ordered the employer to place the grievor in a temporary assignment at the Walkerton Jail, which would become permanent if acceptable to the grievor.

The arbitrator also ordered that specific individuals identified as a threat to the grievor be transferred to another institution if admitted to the Walkerton Jail.

The grievor, a correctional officer, was suspended for 20 days following an incident involving excessive use of force against an inmate and subsequent failure to fully cooperate with the investigation.

The Grievance Settlement Board reviewed the investigation report, transcripts, and submissions, concluding that the grievor's initial actions were not accurately reported, the force used was not commensurate with the inmate's behaviour, and the grievor's version of events was inconsistent with other officers' accounts.

The grievance was dismissed and the 20-day suspension was upheld.

The grievor, a correctional officer, was suspended for 20 days following an incident involving excessive use of force against an inmate and a subsequent failure to fully cooperate with the investigation.

The union grieved the suspension, arguing it was excessive.

The Grievance Settlement Board found that the grievor knowingly breached protocol, triggered the excessive use of force by entering the inmate's cell, and failed to cooperate with the investigation.

The grievance was dismissed, and the 20-day suspension was upheld.

The union filed a grievance alleging that the employer improperly requested medical documentation from the grievor.

The matter proceeded via an Expedited Mediation-Arbitration Protocol.

After reviewing the submissions and the collective agreement, the Vice-Chair dismissed the grievance.

The union filed a grievance alleging that the employer failed to top-up the grievor's work hours.

The matter proceeded under an Expedited Mediation-Arbitration Protocol.

After reviewing the submissions and the collective agreement, the Vice-Chair dismissed the grievance.

The union filed a grievance alleging that the employer failed to schedule the grievor to work.

The matter proceeded under an Expedited Mediation-Arbitration Protocol.

After reviewing the submissions and the collective agreement, the Vice-Chair dismissed the grievance.

The union filed a grievance alleging a violation of a return to work protocol.

The matter proceeded via an Expedited Mediation-Arbitration Protocol.

After reviewing the submissions and the collective agreement, the Vice-Chair dismissed the grievance.

The Union filed grievances regarding staffing within the Health Care Unit at the Elgin-Middlesex Detention Centre.

The parties agreed to provide materials and submissions, requesting a bottom-line decision without reasons.

The Vice-Chair ordered the Employer to maintain specific nursing staffing schedules, make better efforts to staff funded positions, make reasonable recruitment efforts for FXT nursing positions, and review overall FXT staffing.