In an application for certification, the intervener union filed allegations of misconduct.
The respondent employer brought a preliminary motion demanding further particulars of the allegations.
The Board reviewed the legal and labour relations considerations for requiring particulars, noting the need for natural justice and avoiding prejudicial delay.
The Board directed the intervener to provide specific particulars regarding dates, times, places, and persons involved in the alleged meetings and incidents, and adjourned the hearing on the merits.
