Ontario Labour Relations Board

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

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

The Christian Labour Association of Canada applied for certification to represent a bargaining unit of employees at York Central Hospital.

The responding party disputed the applicant's estimate of the number of employees and proposed a different bargaining unit, giving notice under section 8.1 of the Labour Relations Act, 1995.

The Board found that the applicant established sufficient membership support to obtain a representation vote.

The Board directed that a representation vote be taken, with ballots of individuals in disputed positions to be segregated.

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

The employer and the respondent employee subsequently entered into Minutes of Settlement to resolve the matter.

The Ontario Labour Relations Board ordered the funds held in trust to be disbursed in accordance with the settlement and terminated the application.

The applicant union filed an application under sections 69 and 1(4) of the Labour Relations Act, 1995, seeking a declaration that the responding parties are related employers.

The parties met with a Labour Relations Officer and executed Minutes of Settlement agreeing that the responding parties carry on associated or related businesses under common control or direction and constitute one employer bound to the applicable collective agreements.

The Ontario Labour Relations Board issued a consent order incorporating the terms of the settlement.

The applicant filed an application against the responding party before the Ontario Labour Relations Board.

Having regard to the agreement of the parties, the Board ordered the application withdrawn.

The applicant filed a duty of fair representation complaint against his union after resigning from his employment.

He alleged the union failed to support him regarding workplace discipline and a subsequent demotion.

The Board dismissed the application, finding that the applicant had withdrawn an earlier grievance and failed to seek the union's assistance for several months despite ongoing employment issues.

When he finally approached the union, it was to advance an unmeritorious claim for higher pay while performing lower-rated work.

The Board concluded the union did not act arbitrarily, discriminatorily, or in bad faith.

The employer applied for a review of an Order to Pay issued by an Employment Standards Officer.

The employer and the employee subsequently entered into Minutes of Settlement to resolve the matter.

The Ontario Labour Relations Board ordered the disbursement of the funds held in trust by the Director in accordance with the settlement and terminated the application.

The employer applicant filed an application for review of an Order to Pay under section 68 of the Employment Standards Act.

The applicant failed to pay the required amount to the Director in trust or provide an irrevocable letter of credit within the statutory time limit.

The Board dismissed the application for review for failure to comply with section 68(7) of the Act.

The Ontario Labour Relations Board granted the parties' request to adjourn the hearing scheduled for September 10, 2001, to a date to be set by the Registrar.

The panel noted it was not seized of the matter.

The employer requested the suspension of several orders made by an Occupational Health and Safety Officer regarding the formulation of workplace violence policies and the involvement of the Joint Health and Safety Committee.

The Board suspended Orders 1, 2, and 3, finding that compliance with Order 1 was impossible pending the promulgation of regulations under the Ontario Safe Schools Act, and that Orders 2 and 3 were either theoretical or dependent on suspended orders.

The Board declined to suspend Orders 4 and 5, noting that the employer appeared to have already complied with them.

The applicant union sought to withdraw its application.

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

The applicant sought to withdraw an application for review under the Employment Standards Act.

The responding party consented and requested that the monies held in trust be disbursed equally between the parties.

The Board granted leave to withdraw the application and directed the disbursement of funds as agreed.

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 application will be deemed terminated if neither party requests to proceed.

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 Euro-Can Manufacturing Inc.

The Ontario Labour Relations Board directed the applicant to serve the responding party with a copy of the application via fax or courier to the responding party's counsel.

The responding party was granted ten days from receipt to file a response.

The applicant failed to file and deliver written submissions within the extended time frame stipulated by the Board in a previous decision.

Consequently, the application was dismissed without further notice.

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 union referred a grievance to the Ontario Labour Relations Board under section 133 of the Labour Relations Act, alleging the responding employer paid fringe benefit remittances late.

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

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

The Board found the employer violated the collective agreement, cancelled the scheduled hearing, and ordered the employer to pay late payment damages and costs.

The applicant applied to the Ontario Labour Relations Board.

The application was withdrawn with leave of the Board.

The applicant union applied for certification to represent a bargaining unit of service employees at the responding party hospital.

The Board found the applicant to be a trade union and that it had established sufficient membership support (not less than 40%) in its proposed bargaining unit to warrant a representation vote.

The Board directed that a representation vote be taken of the individuals in the voting constituency, with disputed positions casting segregated ballots.