Stephen Raymond

The applicant brought an employment standards application against the responding parties.

The matter was settled by agreement of the parties.

The applicant, an employee in a temporary rotational position, alleged that his union breached its duty of fair representation under section 74 of the Labour Relations Act, 1995.

The union had negotiated an Incentive Pay Plan with the employer but was unable to secure the employer's agreement to include employees in rotational positions.

The Board dismissed the application, finding that a union does not violate the Act merely by failing to secure a benefit for all members, absent any allegation that the exclusion was motivated by arbitrary, discriminatory, or bad faith conduct.

The Ontario Labour Relations Board amended its previous decision to set new deadlines for the responding party to file submissions regarding a request for reconsideration, and for the applicant to file any response.

The applicant employer brought an application for relief under section 100 of the Labour Relations Act, 1995, alleging an unlawful strike by the responding union and employees.

Prior to the hearing, the parties resolved the matter.

The Board issued a consent declaration that the responding parties violated the Act by refusing to work overtime and ordered them to cease and desist from engaging in or encouraging an unlawful strike.

The applicant requested to withdraw the application.

The Ontario Labour Relations Board granted the request and the application was withdrawn.

The applicants requested to withdraw their applications against the responding party, Nekison Employee's Association, and the intervenor, Nekison Engineering and Contractors Ltd. The Ontario Labour Relations Board granted the requests and the applications were withdrawn.

The applicant filed a duty of fair representation complaint against the responding party union under section 74 of the Labour Relations Act, 1995, seeking to have the union process a grievance regarding long-term disability benefits.

During a consultation, the Board noted that the collective agreement appeared to contain an article precluding a successful grievance.

The Board ordered the applicant to provide a clear statement of facts and the specific collective agreement provisions allegedly violated, and scheduled a continuation of the consultation to hear submissions on whether a remedy is available and whether the application should be dismissed for failing to make out a prima facie case.

The applicant union requested to withdraw its application against the responding party employer.

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

The applicant applied under section 63 of the Labour Relations Act, 1995 for a declaration terminating the responding party union's bargaining rights.

The union advised the Board in writing that it no longer wished to represent the employees in the bargaining unit.

Pursuant to section 63(17) of the Act, the Board declared that the union no longer represents the employees.

The applicant union filed a displacement application seeking to represent employees currently represented by the intervenor.

The intervenor objected, requesting that the Board decline to consider the application or seal the ballot box due to alleged unfair labour practices and ongoing proceedings before the Superior Court and the Canadian Labour Congress.

The majority of the Board found that the applicant established sufficient membership support and directed that a representation vote be held, with ballots to be counted except for those in disputed positions.

A dissenting Board member argued that ordering a vote before determining the bad faith allegations was inappropriate.

The applicant union applied for certification to represent employees of the responding party.

Following a representation vote where more than fifty per cent of the ballots were cast in favour of the applicant, and with no statements of desire to make representations filed, the Ontario Labour Relations Board issued a certificate to the applicant.

Pursuant to section 62 of the Labour Relations Act, 1995, the intervenor union ceased to represent the employees in the bargaining unit.

The applicant union applied for certification to represent a bargaining unit of employees at the responding party's retirement residence.

Following a representation vote where more than fifty percent of the ballots were cast in favour of the applicant, the Ontario Labour Relations Board ordered that a certificate issue to the applicant.

Pursuant to section 62 of the Labour Relations Act, 1995, the intervenor union ceased to represent the employees in the bargaining unit.

The applicant union filed an application before the Ontario Labour Relations Board.

Following a representation vote, not more than fifty percent of the ballots cast by employees in the bargaining unit were cast in opposition to the responding party.

As no statement of desire to make representations was filed, the Board dismissed the application and cancelled the previously set meeting and hearing dates.

The applicant union requested to withdraw its application against the responding employers.

The Ontario Labour Relations Board granted leave for the withdrawal.

The applicant sought to withdraw its application against the responding party.

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

The applicant requested to withdraw the application against the responding party union.

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

The applicant employee applied to decertify the responding party union.

A representation vote was held, and more than fifty percent of the ballots cast by employees in the bargaining unit were in opposition to the union.

The union had alleged a violation of section 63(16) of the Labour Relations Act, 1995, but all matters in dispute were resolved pursuant to a Memorandum of Settlement.

The Board declared that the union no longer represents the employees of Trillium Funeral Service Corp.

The applicant union requested reconsideration of the Board's decision finding that it could not be absolutely certain that 40% or more of the employees in the bargaining unit were members of the trade union.

The responding party objected.

The Board dismissed the request, noting that even after reviewing the membership evidence against the employer's information, it remained uncertain of the 40% support threshold.

The applicant union applied for certification to represent a bargaining unit of employees at Aramark Canada Ltd. Following a representation vote where more than fifty percent of the ballots were cast in favour of the applicant, the Ontario Labour Relations Board ordered that a certificate issue to the applicant.

Pursuant to section 62 of the Labour Relations Act, 1995, the intervenor union ceased to represent the employees in the bargaining unit.

The applicant union applied for certification to represent a bargaining unit of office and clerical employees at Temiskaming Hospital.

Following a representation vote where more than fifty percent of the ballots were cast in favour of the union, and with no statements of desire to make representations filed, the Ontario Labour Relations Board ordered that a certificate will issue to the applicant.