Voy T. Stelmaszynski

The applicant sought judicial review of an Ontario Labour Relations Board decision dismissing his complaint that his former employer violated s. 50 of the Occupational Health and Safety Act by dismissing him in reprisal for raising harassment allegations.

The Board found the applicant was dismissed for insubordination and failure to follow employer rules, not for asserting rights under the Act.

The Divisional Court dismissed the application, finding the Board's decision was reasonable, based on clear and logical reasons, and supported by the evidence.

The applicant union sought judicial review of an Ontario Labour Relations Board decision granting bargaining rights to a competing union.

The applicant argued that a voluntary recognition agreement between the employer and the competing union constituted unlawful employer support under s. 53 of the Labour Relations Act.

The Divisional Court dismissed the application, finding the Board's conclusion that the agreement was a bona fide settlement of an outstanding application, rather than unlawful support, was reasonable and entitled to deference.

The applicant sought judicial review of several decisions relating to his 2003 dismissal from the Ministry of Environment, including decisions by the OLRB, the Grievance Settlement Board, and a Superior Court judge who dismissed his civil action.

The Divisional Court dismissed the application, finding it lacked jurisdiction to hear an appeal of the Superior Court's final order, which belongs in the Court of Appeal.

The Court also held that setting aside a private settlement agreement is not the exercise of a statutory power subject to judicial review, and that the OLRB decisions were both out of time for review and reasonable.

The application was deemed an abuse of process.

The applicant, a teacher whose employment was terminated after unsatisfactory performance evaluations, sought judicial review of several decisions by the Human Rights Tribunal of Ontario (HRTO).

The HRTO had dismissed his numerous complaints against his former employer, his union, various legal counsel, and several administrative bodies, finding no evidence of discrimination based on race or colour.

The HRTO also declared him a vexatious litigant.

The Divisional Court applied the reasonableness standard of review and found no error in the HRTO's decisions, noting that the applicant failed to establish any link between his dismissal or the subsequent administrative decisions and a prohibited ground of discrimination.

The application for judicial review was dismissed.

The applicant employer sought judicial review of an Ontario Labour Relations Board decision certifying a union as the exclusive bargaining agent for a construction industry bargaining unit.

The core issue was whether two employees performed construction industry work on the application date.

The Divisional Court found the Board's conclusion that disconnecting a pump for off-site repair constituted construction work 'at the site' to be unreasonable.

However, the Court upheld the Board's finding that replacing a thermal sensor constituted repair work, as it was a reasonable, fact-driven conclusion owed deference.

Consequently, the application for judicial review was dismissed.

The applicant sought judicial review of an Ontario Labour Relations Board decision dismissing his complaint that the union breached its duty of fair representation under s. 74 of the Labour Relations Act.

The applicant alleged procedural unfairness during the consultation process and substantive errors in the Board's assessment of the union's investigation into a contracting-out grievance.

The Divisional Court dismissed the application, finding no breach of natural justice and holding that the Board reasonably concluded the union's actions were not arbitrary, discriminatory, or in bad faith.

The applicant sought judicial review of decisions by the Ontario Labour Relations Board and the Human Rights Tribunal of Ontario, which dismissed his complaints for delay.

The applicant had filed complaints regarding his termination and a subsequent settlement agreement 18 months and over two years after the events, respectively.

The Divisional Court found that both tribunals reasonably exercised their discretion in determining that the applicant failed to provide a good faith explanation for the delay.

The application for judicial review was dismissed.

The applicant sought judicial review of an Ontario Labour Relations Board decision assessing damages against her former employer for breaches of the Employment Standards Act, 2000, including reprisal and unpaid overtime.

The applicant argued the Board's damages award was insufficient and sought additional compensation for lost bonus pay, pension contributions, and extended wage loss.

The Divisional Court dismissed the application, finding the Board's exercise of discretion under s. 104 of the Act was reasonable and fell within a range of acceptable outcomes.

The applicant, a former employee, sought judicial review of a Pay Equity Hearings Tribunal decision that dismissed her application under the Pay Equity Act for failing to establish a prima facie case.

She argued the Tribunal made findings of fact without evidence and denied her procedural fairness by refusing an adjournment to retain counsel.

The Divisional Court found the Tribunal's decision reasonable, noting the applicant failed to plead material facts challenging the pay equity plan and had ample notice that her application could be dismissed early.

The application for judicial review was dismissed with costs.

The applicants sought judicial review of decisions by the Ontario Labour Relations Board dismissing their application.

They argued that the Vice-Chair should have recused himself because he had previously acted as a lawyer for one of the applicants in a related matter.

The Divisional Court found that the Vice-Chair misunderstood the test for conflict of interest and the appearance of bias, as set out in Macdonald Estate v. Martin.

The court quashed the Board's decisions and remitted the matter for a new hearing before a differently constituted panel.

The applicant employer sought judicial review of the Ontario Labour Relations Board's refusal to reconsider its decision certifying the respondent union.

The employer alleged that one of the employees had not signed a union membership card.

The Board denied the reconsideration request, citing the employer's delay and the fact that the Board had already returned the membership cards to the union.

The Divisional Court dismissed the application, finding that the Board's decision was reasonable and that it properly considered multiple factors, including delay, prejudice, and the loss of continuity of the evidence.

The applicant employer sought judicial review of two Ontario Labour Relations Board decisions granting union certification in the construction industry.

The employer argued the Board erred by accepting a union membership card from an employee who worked on the application date but signed the card later that day after being laid off.

The Divisional Court held that the standard of review was reasonableness.

The Court found the Board's long-standing practice of not parsing the date of application into units of time of less than a day was consistent with the Labour Relations Act and its purposes.

The application for judicial review was dismissed.

The applicant sought judicial review of an Ontario Labour Relations Board decision that dismissed his application to review an order to pay outstanding wages under the Employment Standards Act.

The Board had treated his application as abandoned after he failed to attend the hearing or request an adjournment.

The Divisional Court held that the Board reasonably proceeded in his absence pursuant to its rules and found no denial of procedural fairness.

The application for judicial review was dismissed.

The applicant sought judicial review of an Ontario Labour Relations Board decision dismissing his application for review of a refusal to issue an Order to Pay for termination pay.

The Board had refused to extend the 30-day time limit for filing the application under s. 116(5) of the Employment Standards Act, 2000.

The Divisional Court dismissed the application, finding no denial of natural justice and concluding that the Board's decision and subsequent reconsideration decisions were reasonable.

Following the dismissal of an application that was found to be without merit, the applicant and the respondent union both sought costs.

The Divisional Court dismissed the applicant's claim for costs, noting the usual rule that costs follow the event.

The respondent union was awarded costs fixed at $12,000, payable by the applicant.

Following the dismissal of the application, the court considered the parties' written submissions on costs.

The court fixed the costs payable by the applicant to the respondent union at $6,000.

The applicant sought judicial review to quash ongoing proceedings before the Ontario Labour Relations Board, arguing that the Board's mid-hearing decision to require will-say statements and limit examination-in-chief to thirty minutes was procedurally unfair.

The Divisional Court dismissed the application, finding no prospect of real unfairness on the record and noting that judicial review of administrative action during a pending hearing should generally be avoided until the hearing is completed.

The applicant School Board sought judicial review of two OLRB decisions that allowed a union to proceed with a construction grievance despite referring it to arbitration four months past the collective agreement's 14-day deadline.

The OLRB vice-chair had ruled the timelines were directory and that the OLRB had broad discretion under s. 133 of the Labour Relations Act to extend them.

The Divisional Court quashed the decisions, holding that the collective agreement's timelines were mandatory and that neither s. 48(16) nor s. 133 of the Act granted the OLRB jurisdiction to extend the time for referring a grievance to arbitration.

The applicant employer sought judicial review of two Ontario Labour Relations Board decisions certifying the respondent union and refusing reconsideration.

The employer argued the union fraudulently misrepresented the delivery date of its certification application, causing the employer's response to be deemed late.

The Divisional Court dismissed the application, finding the Board's refusal to reconsider was reasonable because the employer had notice of the delivery date dispute prior to the initial decision and failed to raise it in a timely manner.

The applicant sought judicial review of an Ontario Labour Relations Board decision finding that her union did not breach its duty of fair representation under s. 74 of the Labour Relations Act by failing to pursue her grievance regarding her layoff and dismissal.

The Divisional Court dismissed the application, finding that the Board's decision was reasonable, supported by evidence, and did not involve a denial of procedural fairness.