3 total
Board ordered combination of newly certified and existing bargaining units and remained seized of remedial issues.
The applicant union applied to combine a newly certified bargaining unit of editorial employees in Simcoe County with an existing bargaining unit of editorial employees.
The respondent employer argued that the Board should not remain seized of the matter or should freeze the terms and conditions of employment, to allow the parties to bargain without interference.
The Board rejected the employer's arguments, noting that the statute expressly confers remedial jurisdiction to resolve differences arising from a combination order.
The Board ordered the two bargaining units combined and remained seized to deal with any further remedial relief.
Employer breached duty to bargain in good faith by refusing to disclose individual employee salaries.
The union filed an unfair labour practice complaint alleging the employer breached its duty to bargain in good faith under section 15 of the Labour Relations Act by refusing to disclose the individual salaries of bargaining unit employees during collective bargaining.
The employer argued the information was confidential and that the union had waived its right to the information through past bargaining practices.
The Board held that a trade union is entitled to the wage rates of employees in the bargaining unit it represents, as this information is necessary to fulfill its role as exclusive bargaining agent.
The Board found the employer breached section 15 and directed it to provide the requested salary information.
Departmental bargaining unit for magazine editorial employees found inappropriate; all-employee unit required.
The applicant union sought certification for a departmental bargaining unit consisting of approximately 42 employees in the editorial department of TV Guide Magazine.
The respondent employer argued that the appropriate unit should encompass all employees of the magazine or both TV Guide and Canadian Living.
The Board found that the editorial department employees did not share a separate community of interest distinct from other employees, noting shared services, common terms of employment, and functional integration.
The Board rejected the union's proposed departmental unit, holding that an all-employee unit was appropriate, and directed the matter to be relisted for further hearing.
