Other Tribunals - OPEHT

The applicant brought an application against the respondent under the Pay Equity Act.

Prior to the hearing, the parties advised the Tribunal that they had entered into a settlement pursuant to section 25.1 of the Act.

The Tribunal considered the matter settled and cancelled all hearing dates.

The Pay Equity Office brought an application alleging the respondent failed to comply with a May 10, 2023 order requiring job evaluations and pay adjustments.

The parties attended a pre-hearing conference and agreed to attempt to negotiate a settlement regarding compliance timelines.

The Tribunal directed the Registrar to schedule a video hearing for September 26, 2025, in the event a settlement is not reached.

The respondent requested a further extension of time to file its response to the application.

The Pay Equity Hearings Tribunal granted the request, extending the deadline to April 25, 2025.

The applicant requested disclosure pertaining to expert reports in advance of scheduled cross-examinations.

The Pay Equity Hearings Tribunal found the request reasonable and ordered the disclosure, directing parties to advise the Tribunal forthwith if there were any challenges in responding.

In an ongoing pay equity maintenance proceeding, the Tribunal addressed procedural issues regarding proposed witnesses and evidence.

The Tribunal denied the applicant's request to introduce new fact evidence challenging the use of the proxy method, finding the issue was already decided and barred by issue estoppel.

The Tribunal also denied requests to call unidentified viva voce witnesses and to introduce evidence about other sectors, emphasizing the proceeding's focus on the applicant's specific fact situation.

The Tribunal permitted the respondent and the Pay Equity Office to file expert witness reports from three qualified experts.

The applicant union challenged a Notice of Decision issued by the Pay Equity Commission Review Services regarding pay equity adjustments for the 1994 to 2021 period.

The respondent employer raised preliminary objections, including delay and lack of jurisdiction.

Following a pre-hearing conference, the Pay Equity Hearings Tribunal issued a consent scheduling order setting out the timeline for exchanging agreed statements of fact, witness statements, and hearing dates for both the preliminary objections and the merits.

The parties in a pay equity application requested an extension of time to file witness statements and submissions, and to reschedule a pre-hearing conference, to allow for settlement discussions.

The Tribunal granted the extension, cancelled the pre-hearing conference without rescheduling it, set a new schedule for submissions, and appointed a mediator to facilitate settlement discussions prior to the hearing on the merits.

The respondent requested an extension of time to file its response to an application under the Pay Equity Act.

The respondent sought an extension to March 22, 2024.

The Tribunal granted a partial extension, ordering the response to be filed no later than March 12, 2024.

The applicant union brought an application under the Pay Equity Act alleging that the respondent hospital improperly created new job classes for Registered Practical Nurses under the guise of a maintenance exercise.

The parties attended a pre-hearing conference and agreed to a procedural schedule for documentary disclosure, agreed statements of fact, and the exchange of witness statements.

The Tribunal issued an order reflecting the agreed schedule and set dates for a further pre-hearing conference and the hearing on the merits.

The respondent requested an extension to the production deadline and an adjournment of the hearing date due to the resignation of its executive director.

The Tribunal granted the request, extending the production deadline to March 7, 2022, and directing the parties to provide mutually available dates in April 2022 to reschedule the hearing.

The Pay Equity Hearings Tribunal closed its files in two related matters involving the Ottawa Public Library Board and the Ottawa-Carleton Public Employees Union, Local 503, following correspondence from the union's counsel.

The applicant filed an application under the Pay Equity Act regarding a pay equity plan for non-union employees.

The Tribunal previously ordered the applicant to serve notice of the application on all former non-union employees eligible for pay equity adjustments.

The applicant notified four individuals but failed to confirm if there were other eligible former employees.

The Tribunal directed the applicant to confirm compliance by September 18, 2015, failing which the application may be dismissed.

The applicant failed to file written representations as directed by a previous Tribunal decision regarding his claim under the Pay Equity Act.

The Tribunal issued a new direction requiring the applicant to serve and file the representations by February 22, 2012, failing which the application would be deemed dismissed.

The Employer applied to the Pay Equity Hearings Tribunal to set aside a Review Officer's Order finding its 1995 Pay Equity Plan non-compliant.

The Tribunal directed the Employer to provide notice of the application to affected past and present employees by posting and mailing a Notice of Application, pursuant to s. 29(1) of the Pay Equity Act.

The Pay Equity Office was also directed to mail the application and notice to the confidential employee.