63 total
Board declined to grant expedited relief for alleged unfair labour practices ahead of a final offer vote.
The union applied for immediate relief in advance of a final offer vote, alleging the employer committed unfair labour practices through intimidation and coercion regarding the consequences of a 'no' vote.
The Board declined to grant the requested declarations and cease-and-desist orders on an expedited basis, finding insufficient evidence had been presented in the single day of hearing to assess the totality of the bargaining context.
The Board directed the parties to bring to the employees' attention a statement affirming their right to vote freely and secretly, and scheduled the matter for continuation.
Board determines bargaining unit structures and orders union access to employee lists following hospital amalgamation.
The Northwest GTA Hospital Corporation applied under the Public Sector Labour Transition Act to resolve outstanding issues prior to ordering representation votes following a hospital amalgamation.
The Board determined the composition of office and clerical units, and declined to maintain separate bargaining units for stationary engineers and Etobicoke paraprofessionals, opting instead for broader service and paramedical/technical units to avoid undue fragmentation.
The Board also ordered the employer to provide the unions with employee names and addresses to facilitate access prior to the representation votes.
Union's hiring boycott via a 'pink list' did not constitute an unlawful strike.
The applicant school board filed an application alleging that the responding union threatened or authorized an unlawful strike by issuing a 'pink list' advising teachers not to accept jobs with the school board.
The school board had recently ratified a collective agreement with its elementary teachers, but secondary teachers were still negotiating.
The school board argued that the hiring boycott could cause an unlawful strike in the elementary bargaining unit.
The Board dismissed the application, finding that the definition of 'strike' under the Labour Relations Act applies only to 'employees,' and cannot be stretched to encompass individuals who have not yet applied for positions or future employees.
