4 total
Local unions entitled to appoint majority of trustees to Canadian pension plan under section 150.
The applicant local unions applied under section 96 of the Labour Relations Act, alleging that the respondent international union violated section 150 by refusing to recognize the locals' right to appoint trustees to the Canadian pension plan.
The Board found that the Canadian Plan was a separate plan from the American Plan and constituted an 'employment benefit plan' under section 150.
The Board declared that the international union violated section 150 by refusing to accept the right of the applicant local unions to appoint trustees, and determined that the locals were entitled to appoint 58.33% of the trustees.
PWU certification applications dismissed as it is not a construction trade union under section 126.
The Power Workers' Union (PWU) brought applications for certification to displace the incumbent bargaining agents for construction employees at Ontario Hydro.
The Ontario Labour Relations Board first determined that the PWU must establish it is a 'trade union' within the meaning of section 126 of the Labour Relations Act (a construction trade union) to bring such applications.
After a lengthy hearing, the Board concluded that the PWU is not a construction trade union because it does not have a history of representing construction employees separate and apart from other employees, nor does it possess the established characteristics of a construction trade union.
Consequently, the PWU's applications for certification were dismissed.
Board includes summer students in full-time bargaining unit, finding it appropriate under amended Labour Relations Act.
The applicant union sought certification for a bargaining unit of employees at General Signal Limited.
The parties agreed that the unit should include both full-time and part-time employees pursuant to section 6(2.1) of the Labour Relations Act, but disagreed on whether summer students should be included.
The employer argued that the omission of summer students from section 6(2.1) meant they should be excluded, while the union argued for their inclusion based on the Board's historical practice of treating part-time employees and summer students in tandem.
The Board found that the statutory amendments favoured broader-based bargaining structures and that a unit comprising full-time employees and summer students was appropriate and viable.
The Board granted the application and certified the union for the proposed unit.
Board declined to impose a bar or order a vote on a refiled certification application.
The applicant trade union filed a second application for certification after withdrawing its first application to avoid a potential representation vote due to a dispute over the inclusion of three employees.
The responding employer argued this was a manipulation of the Board's processes and requested the Board impose a bar on the application or order a representation vote.
The Board declined to impose a bar, finding no special or extreme circumstances, and refused to order a vote, noting that the union's actions were not improper and any limitation on objecting employees resulted from the operation of the Labour Relations Act, not the union's conduct.
An interim certificate was issued.
