Ontario Labour Relations Board

The applicant requested reconsideration of a decision dismissing his duty of fair representation complaint against the union.

He submitted new evidence regarding the delivery date of a letter he sent to the union.

The Board denied the request, finding that even if the new evidence was accepted, it would not change the outcome.

The original decision was based on the applicant's refusal to allow the union to represent him and his focus on procedural issues, which undermined the union's efforts.

The letter in question was not determinative of the breach of section 74 of the Labour Relations Act, 1995.

The applicant union and responding 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 no party requests to proceed.

The applicant union referred a grievance to the Board under section 133 of the Labour Relations Act.

The respondent employer failed to attend the scheduled hearing despite receiving notice.

The Board proceeded in the employer's absence, heard evidence from the union's business representative, and found the employer in breach of the collective agreement.

The employer was ordered to pay $53,636.36 to the union.

The applicant union withdrew its application against the responding party employer.

The Ontario Labour Relations Board noted the withdrawal and concluded the matter.

The applicant, Carpenters District Council of Ontario, United Brotherhood of Carpenters and Joiners of America, withdrew its application before the Ontario Labour Relations Board against the responding parties.

The applicant union requested an adjournment of the scheduled hearing dates and suggested it would agree to the imposition of a bar in one of the Board files.

The Board directed the responding party to file its response to the applicant's correspondence.

The parties agreed to adjourn three related applications sine die for a period not exceeding one year.

The Board consented to the adjournment, noting that the applications would be deemed terminated if neither party requested to proceed within that time.

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

The Board found that the applicant established sufficient membership support (not less than forty percent) in its proposed bargaining unit to warrant a representation vote.

Although the responding party disputed the applicant's estimate of the number of employees and proposed a different bargaining unit, it agreed that the ballots cast should be counted.

The Board ordered a representation vote to be held on November 6, 2001.

The applicant union and responding 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 would be deemed terminated if neither party requested to proceed.

The applicant referred a grievance to the Ontario Labour Relations Board for determination under section 133 of the Labour Relations Act, 1995.

Pursuant to Minutes of Settlement entered into by the parties, the matter was withdrawn.

The applicant alleged he was terminated as a reprisal for raising health and safety concerns and for supporting a union.

The employer brought a preliminary motion to dismiss the applications for delay and for failing to make out a prima facie case.

The Board dismissed the delay argument, finding the applications were brought less than a month after termination.

On the prima facie case issue, the Board directed the applicant to provide further submissions detailing the material facts relied upon before making a determination.

The applicant union requested permission to withdraw its application.

The Board noted that under section 7(8) of the Labour Relations Act, 1995, it has discretion to permit withdrawal on such terms as it determines.

Although the Board's past practice was to dismiss an application if the request was made after a vote, the identical effect of sections 7(10) and 10(3) rendered that distinction unnecessary.

The Board granted leave to withdraw the application.

The applicant union referred a grievance to the Ontario Labour Relations Board under section 133 of the Labour Relations Act, 1995, alleging the responding employer violated the collective agreement by failing to employ union members.

The employer failed to file a Request for Hearing and Notice of Intent to Defend.

Pursuant to the Board's Rules of Procedure, the employer was deemed to have accepted all facts stated in the application.

The Board found the employer bound by the collective agreement, declared it had violated the union security provisions, and ordered it to pay $49,376.25 in lost earnings plus costs.

The applicant requested an adjournment of the application.

As no one appeared for the responding party, the Ontario Labour Relations Board consented to adjourn the application sine die for a period not exceeding one year, after which it will be deemed terminated if no further request is made.

The applicant sought to withdraw her application.

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

The applicant union requested permission to withdraw its application.

The Board noted that under section 7(8) of the Labour Relations Act, 1995, it has discretion to permit withdrawal on such terms as it may determine.

Although the Board's past practice was to dismiss an application if the request was made after a vote, the identical effect of sections 7(10) and 10(3) rendered that distinction unnecessary.

The Board granted leave to withdraw the application.

The applicant union referred a grievance to the Ontario Labour Relations Board for determination under section 133 of the Labour Relations Act, 1995.

Having regard to the agreement of the parties, the Board adjourned the application sine die for a period not exceeding one year.

The applicant union referred a grievance to the Board for determination under section 133 of the Labour Relations Act, 1995.

On the agreement of the parties, the Board adjourned the application sine die for a period not exceeding one year.

The applicant union referred grievances to the Board under section 133 of the Labour Relations Act, 1995.

Prior to the scheduled hearing, the parties entered into a Memorandum of Agreement for an interim settlement.

The agreement required the responding employers to submit to an audit in accordance with the Carpenters' Provincial Agreement and requested an adjournment.

The Board incorporated the agreement into its decision, directed the audit, and adjourned the applications sine die for a period not exceeding one year.

The applicant withdrew its application before the Ontario Labour Relations Board.