Caroline Rowan

The respondent advised the Tribunal that it agreed to proceed by way of a single vice-chair rather than a panel for the hearing.

The Tribunal directed the applicant to advise by July 13, 2022, if it objected to this procedure, failing which the hearing would be scheduled before a single vice-chair.

The respondent hospital sought to have the applicants' Pay Equity Act application dismissed on a prima facie basis, arguing the alleged facts did not constitute a violation of the Act.

The Tribunal directed the applicants to file written submissions addressing the preliminary issue, with the respondent permitted to reply, before referring the matter to a panel for review.

The applicants filed an application under the Pay Equity Act but failed to file a Statement of Service as required by Rule 28 of the Tribunal's Rules of Practice.

The Tribunal directed the applicants to file the completed Statement of Service by December 6, 2017, failing which the application would be deemed abandoned.

The responding parties requested an extension of the deadline for filing a response.

The Pay Equity Hearings Tribunal granted the request, extending the deadline to June 20, 2016.

The decision was issued by a single panel member pursuant to section 4.2(1) of the Statutory Powers Procedure Act.

The applicant and one of the responding parties, Longina Frydrych, reached an agreement.

Having regard to this agreement, the Ontario Pay Equity Hearings Tribunal adjourned the matter sine die for a period of one year.

The Tribunal noted that unless a party requests the matter be scheduled for a hearing within that period, it will be deemed terminated without further notice.

The applicant requested that the Tribunal decide the application based on written submissions exchanged with one respondent, pursuant to a pre-hearing conference memorandum.

The Tribunal denied the request, noting that four additional respondents had subsequently intervened and were not bound by the memorandum.

The Tribunal directed all parties to attend the scheduled hearing prepared to lead evidence and proceed with the application in its entirety, as there was no agreement on facts or procedure among all parties.

The employer filed an application under the Pay Equity Act seeking to set aside orders made by a Review Officer.

The Tribunal previously directed the employer to give notice to affected employees, affording them an opportunity to respond.

Four employees filed responses, but only two delivered them to the other parties.

The Tribunal enclosed all responses with its decision and directed any party wishing to file a Reply to do so by September 1, 2011.

The employer requested an extension of time to mail a Notice to Employees to former employees due to a recent postal strike/lockout.

The Tribunal granted the request, extending the deadline to the first day Canada Post resumed operations.

The employer requested an amendment to a Tribunal direction requiring it to mail a Notice to Employees to all affected former employees, arguing that manually searching for the addresses of 400 former employees not in its computerized system would be overly burdensome.

The Tribunal denied the request, holding that natural justice requires all affected employees to be notified so they are bound by the outcome of the successor rights proceeding.

However, the Tribunal extended the deadline for compliance from 15 to 60 days.

The Tribunal issued a decision to correct a clerical error in the Notice to Employees enclosed with an earlier decision.

The date for filing a response was corrected to May 16, 2011, and an Amended Notice to Employees was provided.

The applicant employer and respondent union consented to the Tribunal resolving their outstanding disputes regarding a Pay Equity Plan based on filed materials.

The Tribunal ordered the parties to execute a Pay Equity Plan incorporating agreed-upon job class bands, male comparators, and retroactive adjustment dates as set out in an appendix.

The Order of the Review Officer was varied accordingly.

The Pay Equity Hearings Tribunal issued procedural directions ahead of a hearing scheduled for March 25, 2011.

The applicant was directed to file its statement of issues, position, facts, witness list, and documents within 15 days.

The respondent was directed to file its response within 10 days thereafter, and the applicant was given 5 days to file a reply.

The applicant, Canadian Union of Public Employees and its Local 2296, sought to withdraw its application against the Children's Aid Society of the District of Thunder Bay.

The Pay Equity Hearings Tribunal granted leave and the application was withdrawn.