Marilyn Silverman

The applicant and responding parties agreed to adjourn the applications.

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

The applicant filed a reprisal complaint under section 50 of the Occupational Health and Safety Act.

The responding party requested that the Board dismiss the application on a prima facie basis because it provided no details, facts, or information to support the allegations.

The Board found that the application did not contain any factual basis for a complaint and dismissed it without a hearing pursuant to Rule 46 of the Board's Rules of Procedure.

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.

During a hearing for an occupational health and safety reprisal application, the applicant's counsel sought to cross-examine an employer witness on the identity of a confidential source who had informed the employer of the applicant's driver's licence suspension.

The employer objected on the grounds of relevance and privilege.

The Board upheld the objection, finding that the identity of the source was not relevant to the core issue of whether the applicant was disciplined as a reprisal for advancing health and safety concerns.

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

The Ontario Labour Relations Board granted the consent adjournment for a period not exceeding one year, after which the matter would be deemed terminated if no party requests to proceed.

The applicant employer sought to suspend an inspector's order under section 61(7) of the Occupational Health and Safety Act.

The order, which mirrored section 63(2) of the Act, prohibited the employer from seeking access to a worker's health record without written consent.

The Board applied the three-part test for suspending an order and found no prejudice to the employer in allowing the order to stand, as the underlying dispute regarding medical information would be heard at arbitration and the appeal of the order would be scheduled before the Board.

The request to suspend the order was denied.

During a hearing before the Ontario Labour Relations Board, the applicant's counsel advised that a summonsed witness failed to attend.

The Board scheduled continuation dates and directed the witness to attend the next hearing date, warning that failure to do so could result in an arrest warrant or punishment for contempt.

The applicant was ordered to personally serve the decision on the witness.

The applicant union and responding employer agreed to adjourn the matter.

The Ontario Labour Relations Board granted the adjournment to October 25, 2001.

The employer applied to terminate the union's bargaining rights under section 65 of the Labour Relations Act, 1995.

Prior to the hearing, the parties agreed to a consent order acknowledging that there were currently no employees in the bargaining unit.

The Board ordered that if no employees are hired into the bargaining unit by December 31, 2005, the union's bargaining rights will be deemed abandoned without the need for a further Board decision or application.

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 no request to proceed is made.

The applicant trade union applied for certification under the construction industry provisions of the Labour Relations Act, 1995.

A representation vote was held, and a majority of the employees voted in favour of the applicant.

The responding party did not file a response or participate, but later submitted that the voters were not its employees, which the Board rejected as untimely.

The Board granted the applicant's request to amend the responding party's name and issued certificates to the applicant for the industrial, commercial, and institutional sector, as well as all other sectors in the specified geographic areas.

The applicant filed an application for review of an employment standards officer's decision approximately two weeks after the deadline.

She sought an extension of time, outlining her diligent efforts to obtain the proper forms and pursue the matter on her own behalf.

The Ontario Labour Relations Board granted the extension of time and referred the matter to the Registrar for processing.

The employer applied to suspend an inspector's order under the Occupational Health and Safety Act pending an appeal.

The underlying appeal concerned an employee's refusal to provide medical information to the employer.

The Canadian Union of Public Employees (CUPE) requested status in the appeal.

The Board noted that CUPE Local 1144 was already properly named as a responding party and had been served with all materials.

The Board directed CUPE to file its response to the suspension application within two days, failing which the application would be determined without its input.

The applicant requested to withdraw its applications.

The Ontario Labour Relations Board granted leave to withdraw the applications.

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 funds held in trust by the Director in accordance with the settlement and terminated the application.

The applicant sought to withdraw its application before the Ontario Labour Relations Board.

The Board granted leave and the application was withdrawn.

The applicant requested to withdraw its application.

The Ontario Labour Relations Board granted the request and the application was withdrawn with leave of the Board.

The applicant filed an employment standards application against the employer and the Ministry of Labour.

The parties reached an agreement, and the Ontario Labour Relations Board terminated the application based on that agreement.

The applicant filed an application against the employer and the Ministry of Labour.

Having regard to the agreement reached by the parties, the Ontario Labour Relations Board ordered the application terminated.

The applicant union referred a construction industry grievance to the Ontario Labour Relations Board under section 133 of the Labour Relations Act, 1995.

Prior to the hearing, the parties entered into a Memorandum of Agreement acknowledging that the responding party was bound by the collective agreement and had violated its terms.

The Board issued a consent order declaring the responding party bound by the collective agreement and ordering it to pay $1,767.25 in unpaid wages and vacation pay, along with health, welfare, training, and union dues remittances.