M. B. Keller

The parties engaged in an expedited mediation-arbitration protocol regarding multiple grievances alleging violations of the WDHP Policy.

The Vice-Chair found that breaches of the Policy had occurred, with varying degrees of severity.

After reviewing the investigation reports and individual cases, the Vice-Chair modified the level of discipline in some instances but did not completely annul the discipline in any case.

The specific dispositions were communicated confidentially to the parties.

The union filed a grievance alleging a health and safety violation by the employer.

The matter proceeded under an Expedited Mediation-Arbitration Protocol.

After reviewing the submissions, the Vice-Chair dismissed the grievance but ordered that the matter be reviewed by the Local Health and Safety Committee, with the option to refer it to the Provincial level if unresolved.

The union filed grievances claiming that the grievors should have been called in to work on a statutory holiday.

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 alleging violations of the Attendance Support Pilot Program, specifically regarding the conduct of meetings, the handling of confidential medical information, and the questioning of treating physicians.

Recognizing that the issues raised had potential province-wide implications beyond the grievor's specific work location, the Vice-Chair exercised discretion to hold the grievance in abeyance.

The employer was ordered to determine how it proposed to address the issues and inform the union and the Board, with the grievor's status in the program frozen in the interim.

The Union brought a preliminary motion arguing that the Employer violated a Memorandum of Understanding by continuing an investigation and disciplining the grievor for inappropriate use of information technology.

The Union argued that the exception in the Memorandum allowing investigations to continue required a formal complaint from an employee.

The Grievance Settlement Board dismissed the motion, finding that the language of the Memorandum was clear and unambiguous, and did not require a formal complaint to trigger the exception.

The union filed a grievance alleging the employer failed to adhere to the Short Term Assignment and Escort Policies.

The matter proceeded via an Expedited Mediation-Arbitration Protocol.

The Vice-Chair reviewed the submissions and the collective agreement, and dismissed the grievance.

The union filed a grievance alleging a violation of the Ministry Escort Policy.

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 claiming holiday pay for the grievor for the October 12, 2009 statutory holiday.

The matter proceeded via an Expedited Mediation-Arbitration Protocol.

The Vice-Chair allowed the grievance and ordered that the grievor be credited with eight hours of compensating leave for the statutory holiday.

The union filed a grievance alleging a health and safety violation.

The matter proceeded under an Expedited Mediation-Arbitration Protocol.

The arbitrator dismissed the grievance, concluding that the issue should be dealt with at the Provincial Health and Safety Committee.

The Vice-Chair issued a decision correcting a clerical error in a previous decision regarding grievances filed by the union on behalf of the grievor.

The previous decision had been associated with the wrong file numbers.

The Vice-Chair confirmed the earlier decision dismissing the grievances, but listed the correct file numbers.

The union filed a grievance alleging discrimination and abuse of management rights.

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 improperly divulged the grievor's confidential medical information regarding her accommodation needs to other correctional officers.

The matter proceeded via an Expedited Mediation-Arbitration Protocol.

The Vice-Chair noted a factual dispute regarding whether the disclosure was necessary for operational needs.

Without making a specific finding of fact, the Vice-Chair issued a declaration outlining that disclosure of medical information is permissible only for bona fide operational requirements, and must be limited to those who need the information and to the minimum extent necessary.

The union filed a grievance alleging workplace harassment.

The parties agreed to an Expedited Mediation-Arbitration Protocol.

Following a review of the submissions and the collective agreement, the Vice-Chair dismissed the grievance.

The union filed a grievance claiming overtime on behalf of the grievor.

The matter proceeded under an Expedited Mediation-Arbitration Protocol.

Following a review of the parties' submissions and the collective agreement, the Vice-Chair dismissed the grievance.

The union filed a grievance relating to discrimination and health and safety.

The parties agreed to an Expedited Mediation-Arbitration Protocol.

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

The union filed grievances alleging the employer failed to respect a non-contact order between the grievor and an inmate who had threatened him.

The grievor was assigned to an area where the inmate was housed, prompting him to go on sick leave.

The Grievance Settlement Board allowed the grievances in part, awarding the grievor 33.5 hours of sick pay for the initial days of his absence and $200 in damages for the employer's failure to properly assign him away from the inmate.

Further compensation was denied because the subsequent sick leave was likely caused by the inmate's release rather than the workplace assignment.

The union filed grievances alleging harassment and abuse of management rights by the employer.

The matter proceeded via an Expedited Mediation-Arbitration Protocol.

After reviewing the submissions, the Vice-Chair dismissed the grievances, noting that the parties had entered into a Memorandum of Settlement to resolve similar issues in separate grievances dealing with other employees.

The union filed grievances alleging health and safety violations.

The parties agreed to an Expedited Mediation-Arbitration Protocol.

After reviewing the submissions, the Vice-Chair dismissed the grievances, noting that the parties agreed to discuss the issues at the Joint Health and Safety Committee.

The union filed grievances relating to post assignments and a request for payment of a support person's expenses.

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 relating to statutory and holiday pay.

The parties agreed to an Expedited Mediation-Arbitration Protocol and provided written submissions.

The Vice-Chair reviewed the submissions and the collective agreement, and dismissed the grievance.