Deborah J.D. Leighton

The grievor, a Correctional Officer, grieved that the employer breached the collective agreement by issuing discipline without just cause.

The parties referred the grievance to mediation/arbitration and requested a decision without precedent or prejudice, and without written reasons.

The Vice-Chair found no violation of the collective agreement and denied the grievance.

The grievor, a correctional officer, grieved that the employer breached the collective agreement by denying a request for a compassionate leave day.

The parties referred the grievance to mediation/arbitration and requested a decision without precedent or prejudice, and without written reasons.

The arbitrator found no violation of the collective agreement and denied the grievance.

The grievor, a correctional officer, filed a grievance alleging the employer breached the collective agreement by denying his claim for statutory holiday pay.

The employer argued there was no violation and that the grievance was not referred to arbitration in a timely manner.

The parties referred the matter to mediation/arbitration and requested a decision without precedent or prejudice, and without written reasons.

The Vice-Chair found no violation of the collective agreement and denied the grievance.

The grievor, a correctional officer, filed a grievance alleging the employer breached the collective agreement by denying his request to change a leave without pay to a vacation day.

The parties referred the matter to mediation/arbitration and requested a decision without precedent or prejudice, and without written reasons.

The Vice-Chair found no violation of the collective agreement and dismissed the grievance.

Eight correctional officers and members of the ICIT team grieved that the employer breached the collective agreement by not activating the team for service on April 7 and 8 at the Toronto Jail.

The parties referred the grievances to mediation/arbitration and requested a decision without precedent or prejudice, and without written reasons.

The arbitrator found no violation of the collective agreement and denied the grievances.

The union grieved the employer's decision not to renew the grievor's fixed term contract as a nurse.

The parties referred the matter to mediation/arbitration and requested a decision without precedent or prejudice, and without written reasons.

The arbitrator granted the grievance in part, ordering the employer to reinstate the grievor to a fixed term contract with her original start date, but declined to award financial compensation.

The complainant filed a grievance alleging a breach of minutes of settlement and challenging their termination.

The Public Service Grievance Board found no breach of the settlement and concluded that the employer had proven just cause for the termination.

The complaint was dismissed, with full reasons to follow.

The union filed a grievance on behalf of a correctional officer, alleging that the employer breached the collective agreement when his transfer was rescinded.

The parties referred the matter to mediation/arbitration and requested a decision without precedent or prejudice, and without written reasons.

The Vice-Chair considered the submissions and denied the grievance.

The grievor, a Personnel Clerk at the Toronto Jail, filed two grievances alleging the employer breached Articles 2, 3.1, and 7.1 of the collective agreement.

The parties referred the grievances to mediation/arbitration and requested a decision without precedent or prejudice, and without written reasons.

The Grievance Settlement Board denied the grievances.

The grievor, a Correctional Officer, filed two grievances alleging that the employer failed to provide a healthy and safe workplace due to harassment.

The parties referred the grievances to mediation/arbitration and requested a decision without written reasons.

The Vice-Chair denied the grievances, finding no violation of the collective agreement.

The grievor, a Correctional Officer, grieved that the employer breached the collective agreement by not posting the schedule.

The employer submitted that the schedule had been posted electronically.

The parties referred the grievance to mediation/arbitration and requested a decision without precedent or prejudice, and without written reasons.

The Vice-Chair found no violation of the collective agreement and denied the grievance.

The grievor, a Correctional Officer, alleged that the employer breached the collective agreement by failing to accommodate her.

The parties referred the grievance to mediation/arbitration and requested a decision without precedent or prejudice, and without written reasons.

The Vice-Chair found no violation of the collective agreement and denied the grievance.

The grievor, a Correctional Officer, filed six grievances alleging that his suspension with pay during a workplace discrimination and harassment investigation, and his assignment to 8-hour shifts, violated the collective agreement and caused financial loss.

He also alleged a general failure to accommodate staff as a health and safety violation.

The parties referred the grievances to mediation/arbitration and requested a decision without written reasons.

The arbitrator found no evidence of any collective agreement violation and dismissed the grievances.

The grievor, a correctional officer at Sarnia Jail, filed two grievances alleging that the employer breached the collective agreement by housing an inmate at the jail with whom he had a conflict.

The parties referred the grievances to mediation/arbitration and requested a decision without precedent or prejudice, and without written reasons.

The Vice-Chair found no violation of the collective agreement and denied the grievances.

The grievor, an Assistant Office Manager at the Toronto Jail, alleged that the employer breached the collective agreement.

The parties referred the grievance to mediation/arbitration and requested a decision without precedent or prejudice, and without written reasons.

The Grievance Settlement Board denied the grievance.

The union brought grievances on behalf of a former regular part-time nurse alleging breaches of the collective agreement regarding scheduling, overtime, and staffing.

The grievor failed to attend the scheduled hearing, despite multiple efforts by the union to contact her.

The employer requested that the grievances be dismissed due to her non-attendance.

The arbitrator denied the grievances because the grievor failed to attend the hearing.

The grievor, a Duty Chaplain, filed a grievance alleging the employer failed to pay her shift differential for weekend work pursuant to the collective agreement, seeking compensation back to 2009.

The parties referred the grievance to mediation/arbitration and requested a decision without precedent or prejudice and without written reasons.

The Vice-Chair granted the grievance in part, awarding the grievor $96.00 in shift differential.

The grievor, a fixed term contract employee at the Sudbury Jail, filed a grievance alleging the employer breached the collective agreement by failing to pay an attendance bonus to fixed term employees under the Attendance Support Management Program.

The employer maintained that only classified Correctional Officers were entitled to the bonus.

The parties referred the matter to mediation/arbitration and requested a decision without written reasons.

The arbitrator found no violation of the collective agreement and dismissed the grievance.

The grievor, a Finance Clerk at the Toronto Jail, filed two grievances alleging the employer breached Articles 2, 3.1, and 7.1 of the collective agreement.

The parties referred the grievances to mediation/arbitration and requested a decision without precedent or prejudice, and without written reasons.

The Grievance Settlement Board denied the grievances.

The complainant brought a grievance against the employer.

Following a hearing, the Vice-Chair directed the employer to remove the complainant's name from the tracking protocol within fourteen days.

The Vice-Chair remained seized of any implementation issues.