Ontario Labour Relations Board

The applicant sought to withdraw the application.

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

The applicant union and responding employer reached a settlement.

Having regard to the settlement, the Ontario Labour Relations Board ordered the applications withdrawn.

The employer applied for reconsideration of a Board decision that directed a representation vote and found its section 8.1 notice irrelevant.

The employer argued the Board misapprehended its position regarding whether individuals in the proposed bargaining unit were independent contractors.

The Board dismissed the application for reconsideration, finding that the actual outcome of the status disputes does not affect the initial determination of whether a section 8.1 notice is relevant, which is based on the material in the application and response.

The Ontario Labour Relations Board directed the Manager of Field Services to arrange for the counting of ballots cast in a representation vote, following an agreement between the parties.

The applicant union applied for certification to represent construction labourers employed by the responding party.

Following a representation vote where more than fifty percent of the ballots were cast in favour of the union, and with no statements of desire to make representations filed, the Ontario Labour Relations Board granted the application and directed that a certificate issue.

The applicant union applied for certification to represent employees of the responding party nursing home.

Following a representation vote where more than fifty percent of the ballots were cast in favour of the applicant, and with no statements of desire to make representations filed, the Ontario Labour Relations Board ordered that a certificate issue to the applicant.

The Board also defined the appropriate bargaining unit by agreement of the parties.

The applicant union and responding party employer agreed to adjourn the application sine die.

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

The applicant filed a complaint against the responding party.

The matter was withdrawn in accordance with the agreement of the parties.

The employer applied for a review of an Order to Pay under section 68 of the Employment Standards Act.

The employer and the employee entered into Minutes of Settlement agreeing to the disbursement of funds held in trust by the Director.

The Ontario Labour Relations Board ordered the funds disbursed in accordance with the settlement and terminated the application pursuant to section 69.1(5) of the Act.

The applicant union filed a certification application.

The responding party school board failed to file its response within the required two-day period and subsequently requested a one-day extension due to the absence of an official.

The Board directed that the representation vote would not be delayed by the late response, leaving it to the hearing panel to determine the extent to which the late response would be considered.

The applicant union sought to withdraw its application before the Ontario Labour Relations Board.

The Board granted leave and the application was withdrawn.

The applicant filed an application alleging the union breached its duty of fair representation under section 74 of the Labour Relations Act, 1995.

After the matter was adjourned sine die, the applicant requested it be instated for hearing.

The Board directed the applicant to provide the union with a copy of her request letter and to provide the particulars sought by the union.

The Board also directed the union to seek the applicant's consent for its proposed adjournment of the scheduled consultation.

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 were cast in opposition to the union, and with no statements of desire to make representations filed, the Ontario Labour Relations Board declared that the union no longer represents the employees of the intervenor employer.

The applicant union and responding employers agreed to adjourn the applications sine die.

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

The applicant sought a review of an Employment Standards Officer's refusal to issue an Order to Pay.

The application was filed beyond the 45-day statutory time limit.

Despite being invited to provide reasons for the delay, the applicant failed to address the untimeliness or offer any basis for an extension.

The Board dismissed the application as untimely.

The applicant sought to withdraw the application pursuant to minutes of settlement concluded by the parties.

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

The applicant filed an application for religious exemption under section 52 of the Labour Relations Act, 1995, seeking to have his union dues remitted to a charitable organization instead of the union.

The parties reached a memorandum of agreement whereby the employer would remit the applicant's union dues to the Steelworkers Humanity Fund.

Pursuant to the agreement, the application was withdrawn by leave of the Board.

The union filed an unfair labour practice application alleging the employer violated section 70 of the Labour Relations Act, 1995 by refusing to provide the names, addresses, and telephone numbers of bargaining unit employees.

The employer argued that disclosure was prohibited by the Municipal Freedom of Information and Protection of Privacy Act (MFIPPA).

The Board held that the union's statutory duty to represent employees fairly requires it to have this contact information.

The Board found that the employer's refusal, while bona fide, interfered with the union's representation capacity and constituted an unfair labour practice, as the union's rights under the Act override the privacy protections in MFIPPA in this context.

The applicants filed applications regarding bargaining rights.

The Board determined that the project where the applicant was employed on the date of application did not fall within the industrial, commercial and institutional (ICI) sector of the construction industry.

Consequently, there was no one at work in the ICI sector on the date of application.

One application was dismissed, and the applicant was directed to advise if any issues remained in the other application before counting the ballots.

The applicant requested to withdraw its application against the responding parties.

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