Dr. Richard Chaykowski

The Ministry of Health appealed a Divisional Court decision dismissing its application for judicial review of Human Rights Tribunal of Ontario decisions.

The Tribunal had found that the Ministry engaged in systemic gender discrimination against Ontario midwives by abandoning equitable compensation principles established in 1993, leading to a significant compensation gap between midwives and community health clinic physicians.

The Court of Appeal affirmed that the standard of review for the Tribunal's decisions is reasonableness, even post-Vavilov.

The Court held that the Adjudicator's liability and remedy decisions were reasonable, as they revealed a rational chain of analysis supported by the evidence, and dismissed the appeal.

The United Food and Commercial Workers International Union (UFCW) brought a Charter challenge alleging that Sections 2(1) and 5 of the Agricultural Employees Protection Act (AEPA) violated the freedom of association rights of agricultural workers at a medical marijuana facility under Section 2(d) of the Charter.

The Tribunal found that the AEPA provides a meaningful process of collective bargaining, including employee choice, independence, and a duty of good faith.

The Tribunal concluded that the absence of a statutory right to strike or a Wagner Act model of collective bargaining did not render the AEPA unconstitutional.

The Charter challenge was dismissed.

These applications concerned whether pay equity achieved through proxy pay equity plans in female-dominated long-term care workplaces must be maintained by continued reference to proxy establishments.

The Tribunal held that the Pay Equity Act imposes a maintenance obligation on proxy plans, but that maintenance does not require ongoing monitoring of changes in compensation or job value in the proxy employer’s establishment.

Instead, maintenance is to be carried out internally by monitoring the compensation/value relationship already established for the key and non-key female job classes.

The Tribunal also rejected the section 15 Charter challenge and held that workplace changes affecting job value made the existing $1.50 plans inappropriate absent a negotiated gender-neutral comparison system.

The matter was adjourned for nine months with directions to negotiate an amendment to the plans.