Ontario Labour Relations Board

The applicant sought to withdraw her application against the responding party union.

The Ontario Labour Relations Board granted leave to withdraw the application.

The applicant union in one of two related certification applications requested that the matters be heard together and that an upcoming hearing date be adjourned due to counsel's unavailability.

The Ontario Labour Relations Board denied the request, stating it would not delay the hearing of a certification application absent the consent and agreement of all parties.

The applicant requested to withdraw her application against Royal Outdoor Products Inc. and the Ministry of Labour.

The Ontario Labour Relations Board granted leave and the application was withdrawn.

The applicant requested to withdraw its application.

The Ontario Labour Relations Board granted the request and the application was withdrawn with leave of the Board.

The applicant union filed an application for certification.

The Board found the applicant to be a trade union within the meaning of the Labour Relations Act, 1995.

Having regard to the agreement of the parties on the appropriate bargaining unit and finding that not less than forty percent of the individuals in the proposed unit were members of the union, the Board directed that a representation vote be taken.

The applicant applied to terminate the bargaining rights of the responding party union.

Following a representation vote where more than fifty percent of the ballots cast were in opposition to the union, and with no statements of desire to make representations filed, the Board declared that the union no longer represents the employees of the intervenor employer.

The applicant requested to withdraw its application.

The Ontario Labour Relations Board granted leave and the application was withdrawn.

The applicant, an occasional teacher, filed a complaint alleging that his union breached its duty of fair representation under section 74 of the Labour Relations Act, 1995, after the union withdrew a grievance concerning his termination.

The union sought to have the application dismissed without a hearing for failing to disclose a prima facie case.

The Board found that the applicant's allegations, even if true, did not establish that the union acted in an arbitrary, discriminatory, or bad faith manner.

The union had investigated the grievance, obtained a legal opinion, and made a reasoned decision not to proceed.

The application was dismissed.

The applicant union and responding employer agreed to adjourn the grievance referral sine die.

The Ontario Labour Relations Board consented to the adjournment for a period not exceeding one year, after which the application will be deemed terminated if neither party requests to proceed.

The responding party requested an extension of time to file submissions.

The Ontario Labour Relations Board granted the request, extending the time until 14 days after the date of the December 10, 2001 decision.

The applicant sought declarations terminating bargaining rights held by the responding unions.

On the first day of the hearing, the parties agreed to address a constitutional issue after determining the merits of the application.

The parties also agreed to move the venue of the hearing to Sault Ste.

Marie to accommodate witnesses.

The Board cancelled the previously scheduled date and fixed new dates for hearing evidence in Sault Ste.

Marie and argument in Toronto.

The applicant filed an employment standards application against the responding parties.

The parties subsequently entered into Minutes of Settlement.

Having regard to the settlement, the Ontario Labour Relations Board terminated the application.

The applicant, Harmony Developments II Inc., requested to withdraw its applications against Angelo C. Consales and the Ministry of Labour.

The Ontario Labour Relations Board granted the request and the applications were withdrawn.

The applicant brought an application under the Public Sector Labour Relations Transition Act, 1997.

Following an Officer's report that issues remained in dispute, the Ontario Labour Relations Board directed the parties to file briefs and documents, and scheduled a consultation to hear representations on the unresolved matters.

The responding party, Artisan Masonry Inc., requested an adjournment of the scheduled hearing dates due to a serious family health matter requiring the attendance of its advisors and witnesses in Windsor.

The Ontario Labour Relations Board granted the adjournment request and referred the matter to the Registrar for rescheduling.

The applicant requested a review of an Order to Pay.

The Ontario Labour Relations Board scheduled a hearing and provided notice to all parties.

The applicant failed to attend the hearing.

After waiting 30 minutes, the Board dismissed the application for review and ordered the monies held in trust to be paid to the claimant.

In an application for certification, two unions sought to intervene.

The Board directed that the interested parties be added to the service list and provided with notice of hearings and meetings.

The determination of their status to participate was deferred to the panel hearing the matter.

The applicant trade union filed an application for certification.

The Board found that the applicant is a trade union within the meaning of the Labour Relations Act, 1995, and that not less than forty per cent of the individuals in the proposed bargaining unit were members of the union at the time the application was made.

The Board directed that a representation vote be taken of the individuals in the voting constituency.

The applicant union and responding employer agreed to adjourn the grievance referral sine die.

The Ontario Labour Relations Board consented to the adjournment for a period not exceeding one year, after which the matter would be deemed terminated if no party requested to proceed.

The union filed a construction grievance against the employer under section 133 of the Labour Relations Act, 1995.

The parties reached Partial Minutes of Settlement in which the employer admitted to violating the collective agreement by banking hours and subcontracting bargaining unit work to a non-union member.

The Board issued consent declarations and orders reflecting the settlement, including a cease and desist order regarding banking hours, and adjourned the matter sine die for up to one year to allow the parties to quantify damages.