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The court dismissed a post-conviction application to adduce fresh evidence and sentenced the offender to 90 days intermittent for sexual interference.
The defendant was convicted after trial of sexual assault and sexual interference against a 15-year-old victim.
The Crown sought a sentence of 12 months jail followed by two years probation, while the defence urged the mandatory minimum of 90 days intermittent.
The court dismissed an adjournment application seeking to introduce fresh evidence and proceeded to sentencing.
The defendant was sentenced to 90 days incarceration served intermittently on weekends, three years probation with strict conditions including a 200-metre no-contact order, DNA order, 10-year weapons prohibition, 10-year SOIRA order, and s. 161 order prohibiting contact with persons under 14 years of age.
Employer committed unfair labour practice by terminating agency workers who were found to be its employees.
The union filed an unfair labour practice complaint alleging that the employer violated the Labour Relations Act by terminating or reducing the hours of several temporary workers supplied by employment agencies.
This action was allegedly taken in response to a grievance filed by the union claiming these workers were employees covered by the collective agreement.
The Board found that the agency workers were employees of the employer for the purposes of the Act, given the high degree of control exercised over them.
The Board further held that the employer's actions in reducing their hours and terminating them were motivated by anti-union animus and a desire to penalize them for the grievance, thereby violating sections 64, 66, and 80(1) of the Act.
The employer was ordered to reinstate the workers with compensation.
