Marilyn Silverman

The applicants filed an application under the Public Sector Labour Relations Transition Act, 1997 respecting bargaining rights for employees of the successor employer following hospital restructuring.

The Ontario Labour Relations Board appointed a Board Officer to meet with the parties to attempt to resolve the matters in dispute and directed the employer to post notices of the application in the workplace.

The applicant filed an application under section 74 of the Labour Relations Act, 1995.

The responding party requested that the application be dismissed without a hearing, asserting that the applicant's employment relations fall under federal jurisdiction.

The Board directed the applicant to provide submissions within 10 days explaining why the Board has jurisdiction to consider the application.

The applicant and responding party 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 will be deemed terminated if no request to proceed is made.

The applicant union filed a grievance referral against the responding employers.

On consent of the parties, the Ontario Labour Relations Board adjourned the application sine die for a period not exceeding one year.

The applicant union and responding employer agreed to adjourn the grievance referral sine die.

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

The applicant union referred a construction industry grievance to the Ontario Labour Relations Board under section 133 of the Labour Relations Act, alleging the responding party failed to remit benefits, dues, contributions, and deductions.

Prior to the hearing, the parties entered into a Memorandum of Agreement wherein the responding party acknowledged owing $1,563.77.

The Board issued a consent order declaring the responding party bound by the provincial collective agreement, declaring it violated the agreement, and ordering it to pay the outstanding amount forthwith.

The applicant filed an application alleging that the union breached its duty of fair representation under section 74 of the Labour Relations Act, 1995, regarding his termination grievance.

The union requested that the application be dismissed on a prima facie basis.

The Board found that the termination grievance was already scheduled for arbitration, making the application premature.

The application was dismissed without prejudice to the applicant's right to bring a future application if new allegations arise.

The Ontario Public Service Employees Union filed applications against Northern Cables Inc. Following correspondence from the applicant's counsel, the Ontario Labour Relations Board terminated the applications.

The applicants failed to make submissions in response to the responding party's request to dismiss the application, despite being provided the opportunity to do so.

As a result, the Ontario Labour Relations Board dismissed the application and ordered the destruction of the ballots cast in the representation vote.

The applicant union requested to withdraw its applications against the responding parties.

The Ontario Labour Relations Board granted the request and the applications were withdrawn with leave of the Board.

The employer applied for a review of an Order to Pay under section 68 of the Employment Standards Act.

The employer and the employee entered into Minutes of Settlement to resolve the matter.

The Ontario Labour Relations Board ordered the disbursement of the $889.00 held in trust by the Director in accordance with the settlement, with $700.00 paid to the employee, $89.00 to the employer, and $100.00 retained by the Consolidated Revenue Fund.

The application was terminated pursuant to section 69.1(5) of the Act.

The employer applied for a review of an Order to Pay issued by an Employment Standards Officer.

The employer and the employee entered into Minutes of Settlement agreeing to disburse the $11,000 held in trust by the Director.

The Board ordered the funds disbursed in accordance with the settlement, with $4,500 to the employer, $5,500 to the employee, and $1,000 retained by the Consolidated Revenue Fund.

The application was terminated.

The employer indicated that statutory deductions were made by a payroll service, but a dispute remained regarding the deductions made and remitted to Revenue Canada.

The Board referred the matter to the Registrar to be processed.

The employer applied for review of an Employment Standards Officer's order requiring it to pay termination pay to the employee.

The employer had changed the employee's status from full-time to part-time and purported to cancel her previously approved unpaid leave of absence during the notice period.

The employee refused the changes and left the workplace, claiming constructive dismissal.

The Board found that the employer violated the Employment Standards Act by altering the employee's terms and conditions of employment during the notice period.

The application was dismissed and the termination pay was ordered to be paid to the employee.

The applicant filed an application under section 96 of the Labour Relations Act, 1995, alleging a breach of the union's duty of fair representation under section 74.

At the hearing, the parties successfully reached a settlement.

Consequently, the Board granted leave for the application to be withdrawn.

The responding party requested an adjournment of the application.

The Ontario Labour Relations Board granted the request and adjourned the matter sine die for a period not exceeding one year, after which it will be deemed terminated if neither party requests to proceed.

The applicant union sought a declaration that the responding non-union drywall contractors, Elite Construction and Andan Drywall Ltd., were bound to a collective agreement as related employers or successor employers to the unionized Lisi Brothers Construction Limited and Lisi General Construction.

The union argued that the familial relationships between the principals of the companies and the movement of family members constituted a sale of business or common control.

The Board dismissed the application, finding no common control or direction between the union and non-union companies, and concluding that the family members who moved to the non-union companies were not 'key persons' whose departure transferred the business.

The responding employer requested that the Board dismiss the applicant's section 50 Occupational Health and Safety Act application on a prima facie basis.

The applicant, a truck driver, claimed he was removed from his driving responsibilities after writing to the Ministry of Labour regarding concerns with a 'Drivers Pledge' he was forced to sign.

The Board found that the applicant made out a prima facie case of reprisal and referred the matter to the Registrar for a hearing on the merits.

The applicant filed an application against the responding parties.

Having regard to the Minutes of Settlement entered into between the parties, the Ontario Labour Relations Board dismissed the application.

The responding party requested that the application be dismissed based on correspondence dated July 5, 2001.

The Board directed that the applicants have five days to respond to the request.