Ontario Labour Relations Board

The applicant applied for certification to represent volunteer firefighters employed by the responding party.

The Board directed the applicant to file documents demonstrating its status as a trade union.

Finding that the applicant established sufficient membership support, the Board ordered a representation vote for the proposed bargaining unit of volunteer firefighters, with segregated ballots for disputed managerial positions.

The applicant sought an extension of time to file an application under the Employment Standards Act.

The Ontario Labour Relations Board reviewed the parties' submissions and exercised its discretion under section 68(4) of the Act to extend the time for filing the application to October 11, 2001.

The applicant requested to withdraw the application.

The Ontario Labour Relations Board granted leave and the application was withdrawn.

The applicant filed an application alleging a breach of the union's duty of fair representation under section 74 of the Labour Relations Act, 1995.

The responding union requested that the Board dismiss the application without a hearing for failing to make out a prima facie case.

The Board directed the applicant to file submissions responding to the union's request and to answer specific questions regarding his request for a grievance, his illness, and the union's version of facts.

The Ontario Labour Relations Board consented to adjourn the applications sine die for a period not exceeding one year, based on the agreement of the parties.

If neither party requests to proceed within that time, the matters will be deemed terminated.

The Ontario Labour Relations Board granted an extension of time for the responding unions to file their submissions regarding bargaining unit configuration proposals.

The deadline was extended to November 7, 2001.

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

The Ontario Labour Relations Board granted leave and the application was withdrawn.

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

By consent, the Board adjourned the application to a later date and ordered the responding party to attend the hearing subject to a subpoena and to produce specified employment, payroll, and contracting documents.

The applicant union and responding employers 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 filed a complaint alleging that the union violated section 74 of the Labour Relations Act, 1995.

The union and the intervenor employer requested that the Board dismiss the application for failing to allege facts that could support a finding of arbitrary, discriminatory, or bad faith representation.

The applicant, who was laid off after his job relocated, claimed the union should find him a job within a 40-kilometre radius.

The Board directed the applicant to file submissions responding to the request to dismiss before deciding whether to proceed with the application.

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

The Board found that the applicant established sufficient membership support in its proposed bargaining unit to warrant a representation vote.

The Board directed that a representation vote be held, with segregated ballots for disputed positions including confidential support staff, student interns, and casual employees.

The employer was also directed to post the required notices.

The applicant employer filed an application to review an Employment Standards Officer's Order to Pay.

The Board noted that it had not received the necessary file information from the Ministry of Labour, nor had the applicant provided a complete copy of the Order to Pay.

The Board directed both parties to provide the required documents forthwith, warning that the application would be deemed terminated if the applicant failed to provide the Order to Pay within 10 days.

The applicant requested an adjournment of the appeal.

The Ontario Labour Relations Board granted the request, adjourning the appeal sine die for a period not exceeding one year, after which it will be deemed terminated if no party requests to proceed.

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

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

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

The Board granted leave and the application was withdrawn.

Two unions filed competing applications for certification regarding the same proposed bargaining unit.

The Board exercised its discretion under section 111(3) of the Labour Relations Act, 1995 to treat the second application as if it were made on the same day as the first, as the second was received before a representation vote was directed.

The Board set deadlines for the employer's response and any intervention.

The applicant, an employee association representing electricians and apprentices, applied for certification under the construction industry provisions of the Labour Relations Act, 1995.

The Board found that the applicant established its status as a trade union within the meaning of the Act.

Following a representation vote where more than fifty percent of the ballots were cast in favour of the applicant, the Board ordered that a certificate issue for the agreed-upon bargaining unit.

The applicant filed an application alleging the union breached its duty of fair representation regarding overtime assignments.

The union sought to dismiss the application for delay, as the events occurred over a year prior and a related civil action was dismissed a year before this application was filed.

The Board found the applicant failed to provide a satisfactory explanation for the delay and exercised its discretion to dismiss the application without inquiring further into the merits.

The parties 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 application will be deemed terminated if no request to proceed is made.

The parties 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 matters will be deemed terminated if no request to proceed is made.