28 total
Grievance for carryover of excess vacation days dismissed as untimely and lacking collective agreement basis.
The union filed a grievance seeking the return or payout of the grievor's excess vacation entitlement from 2021.
The employer brought a preliminary motion to dismiss the grievance as untimely, noting it was filed over three years after the issue was first raised.
The arbitrator found the union failed to make a case for extending the time limits, as the delay was substantial and the grievor had managed to file and settle other grievances during the same period.
Furthermore, the arbitrator held that even if the grievance were timely, the collective agreement clearly did not permit the carryover of more than one year's vacation entitlement or the payout of unused days.
The grievance was dismissed.
Procedural order issued setting timeline for exchange of particulars on preliminary objections.
The union filed a grievance alleging the employer incorrectly calculated the grievor's merit date following a salary progression freeze.
The employer raised preliminary objections based on delay, failure to disclose a prima facie breach, and res judicata.
The arbitrator issued a procedural order setting a timeline for the exchange of particulars and evidence regarding the delay issue ahead of the scheduled hearing on the preliminary objections.
Procedural directions and timetable issued for the arbitration of a group grievance regarding probation officer vacancies.
The Union referred a group grievance relating to vacancies in the probation and parole officer position in the Peterborough office.
Following unsuccessful mediation efforts, the Arbitrator issued procedural directions to govern the exchange of particulars, documents, and potential consolidation of related grievances, setting a timetable leading up to a hearing on the merits.
Arbitrator orders production of particulars and documents in unpaid sick time grievance.
The parties convened for a grievance arbitration regarding a claim for unpaid sick time.
Following an unsuccessful mediation, the arbitrator issued procedural directions ordering the union to provide additional particulars and production of all arguably relevant material, and directing the employer to respond and raise any preliminary objections.
Grievances dismissed at preliminary stage due to Union's complete failure to provide sufficient particulars.
The Union filed four consolidated grievances alleging the Employer violated the collective agreement, the Human Rights Code, and other statutes by cancelling flexible work arrangements and denying accommodation requests with insufficient notice.
The Employer brought a preliminary objection arguing the Union's particulars were entirely insufficient and failed to establish a prima facie case.
The Arbitrator agreed, finding the Union failed to provide basic details (who, what, when, where, why) necessary for the Employer to know the case it had to meet.
Given the complete lack of particulars despite multiple requests over a prolonged period, the Arbitrator declined to give the Union another opportunity to amend and dismissed the grievances in their entirety.
Grievances consolidated and procedural timelines set for production, particulars, and hearing.
The union filed three grievances alleging violations of the collective agreement.
At the hearing, the union withdrew the first grievance with prejudice, and the parties agreed to consolidate the second and third grievances.
The arbitrator issued a procedural order setting timelines for the provision of particulars, production, and the drafting of an agreed statement of facts, and scheduled the matter to proceed on the merits.
Arbitrator sets continuation dates and timetable for document production and will-say statements.
The parties engaged in mediation but were unable to reach a settlement.
The Arbitrator set continuation dates for the hearing and established a timetable for the exchange of documents, particulars, and will-say statements in lieu of viva voce evidence in chief.
Adjournment granted to allow Union to obtain medical opinion on grievor's capacity to participate.
The Union requested an adjournment of the grievance arbitration hearing to obtain a medical opinion regarding the grievor's cognitive capacity to assist in preparing particulars and participating in the proceedings.
The Employer did not oppose a short adjournment, though it reserved its right to bring preliminary motions to dismiss the grievances.
The Arbitrator granted the adjournment, directing the Union to obtain the medical opinion by December 15, 2025, before scheduling a conference call to determine next steps.
Arbitrator issues scheduling order for production of evidence and hearing of preliminary objections.
The union filed a grievance alleging violations of the collective agreement.
The employer raised preliminary objections regarding the timeliness of the grievance and whether it presented a prima facie breach.
The arbitrator issued a scheduling order directing the union to produce medical documentation and an outline of the grievor's anticipated viva voce evidence, and set a hearing date for the preliminary objections.
Consent order issued requiring the union to provide full particulars and the employer to provide production.
The employer requested particulars regarding two grievances scheduled for hearing.
During a conference call, the parties agreed that an order for full particulars and disclosure was necessary to ensure an expeditious hearing.
The arbitrator ordered the union to provide full particulars by October 24, 2025, and the employer to respond and provide production by November 28, 2025.
Arbitrator issued procedural directions establishing timelines for particulars and production in a grievance arbitration.
The parties met to mediate a settlement of a grievance but were unsuccessful.
The arbitrator issued a procedural direction establishing timelines for the union to provide particulars and production, and for the employer to respond and raise any preliminary objections.
The employer reserved the right to move for dismissal if the union fails to comply with the order.
Parties directed to meet to discuss implementation of time out of cell requirements.
During an arbitration hearing, the Grievance Settlement Board directed the union and the employer to hold a meeting within 60 days to discuss the implementation and operationalization of time out of cell requirements under the Segregation Review and Oversight policy.
The Board ordered that no specific individual grievances or discipline be discussed at the meeting, and that neither party is permitted to bring counsel.
Adjournment granted due to grievor's family emergency; strict deadlines imposed for outstanding particulars.
The union requested an adjournment of a grievance arbitration hearing due to the grievor's family health emergency.
The employer opposed, arguing the union failed to comply with prior case management directions to provide comprehensive particulars, and requested the grievances be dismissed.
The arbitrator granted the adjournment given the advance notice of the emergency, declined to dismiss the grievances, but issued strict new deadlines for the provision of particulars and warned that further non-compliance could result in dismissal.
Case management schedule set for particulars and production prior to mediation of disability accommodation grievances.
The parties met to mediate two grievances alleging discrimination based on disability and failure to accommodate, resulting in a loss of pay and vacation credits.
The parties determined that case management was necessary to facilitate mediation.
The arbitrator issued a case management decision outlining the agreed-upon schedule for the delivery of particulars, prehearing production, and preliminary motions leading up to the scheduled mediation.
Adjournment granted with strict conditions requiring medical documentation and provision of particulars.
The Union requested an adjournment of the scheduled hearing for medical reasons, which the Employer opposed due to the grievor's failure to provide particulars and a history of previous adjournments.
The arbitrator granted the adjournment but imposed strict conditions, requiring the grievor to provide medical documentation substantiating his inability to attend and setting a firm deadline for the provision of particulars, failing which the grievance may be dismissed.
Grievances dismissed after grievor failed to attend hearing and failed to provide valid explanation.
The grievor failed to attend a scheduled grievance arbitration hearing.
The Grievance Settlement Board provided the grievor with an opportunity to explain his non-attendance, but he failed to respond by the deadline.
The Board found that the grievor was appropriately notified of the hearing and had demonstrated a disregard for the arbitration process.
Consequently, the grievances were dismissed.
Grievances over unpaid leave and suspension for refusing mandatory COVID-19 rapid antigen testing dismissed.
The union grieved the employer's decision to place the grievor on an unpaid leave of absence and subsequently suspend him for eight days for failing to comply with a mandatory COVID-19 rapid antigen testing policy.
The grievor argued he had a right to have his safety questions answered before complying and that he could not be disciplined for refusing a medical procedure.
The arbitrator dismissed the grievances, finding the testing requirement was reasonable and mandated by occupational health and safety obligations.
The arbitrator held that the right to refuse medical consent in the workplace does not preclude discipline for failing to comply with a reasonable and necessary safety rule.
A third grievance seeking reimbursement for purchased test kits was also dismissed as the employer was providing free kits at the time.
Grievor who failed to attend arbitration hearing given final opportunity to explain absence before dismissal.
The grievor failed to attend a scheduled grievance arbitration hearing despite receiving notice and reminders from the union.
The employer requested that the grievances be dismissed outright due to the grievor's non-attendance.
The union requested that another hearing date be set with an explicit warning to the grievor.
The arbitrator declined to dismiss the grievances immediately, instead directing the grievor to provide a valid explanation for his non-attendance by a specified deadline, failing which the grievances would be dismissed.
Health and safety grievance dismissed where nurse was assaulted after failing to follow policy requiring guard presence.
The Grievor, a registered nurse at a detention centre, was assaulted by an inmate while conducting an intake assessment alone, contrary to institutional policy requiring a correctional officer to be present.
The Union grieved that the Employer failed to ensure her health and safety by not preventing the assault, delaying her transport to the hospital, and allowing her to drive home alone afterwards.
The arbitrator dismissed the grievance, finding that the assault resulted from the Grievor's own decision to proceed without a correctional officer, that the delay in hospital transport was due to her choice to wait for police, and that the Employer acted reasonably regarding her transportation home.
Consent order issued setting procedural timetable and continuation dates for labour arbitration.
The Grievance Settlement Board issued a consent order establishing a procedural timetable for the continuation of a labour arbitration.
The order set dates for the exchange of particulars, document production, and will-say statements, and scheduled continuation hearing dates for July and August 2025.
