Arbitrations can be fairly informal proceedings. Efforts to settle arbitrations are often more informal still. All participants recognize that a settlement is usually better than completing the hearing, even if everyone leaves the table a little dissatisfied. But what happens when there is an agreement on all or just about almost all of the essential terms of a settlement? Everyone is happy, right? Not always. Sometimes there is no settlement at all.
In recent months, there has been significant international media coverage on differential treatment of men and women with respect to workplace attire. What rights do unionized employees have with respect to differential clothing requirements for men and women?
Over the last two years, both the US Women’s National Soccer and Hockey teams have asserted their collective power against seemingly discriminatory pay practices at the highest levels of both sports in the US. The athletes on both teams are good reminders of the positive social progress that often comes from collective activities. In both cases, we see groups of athletes making huge personal sacrifices in an attempt to improve the working conditions for themselves and upcoming US athletes.
Employers and workers are often at competing ends of the same spectrum – employers are focused on the business aspect of the company, whereas workers are focused on doing a good job and earning a good salary. Obviously, increasing workload while decreasing expenses means more revenue for employers, but what about the workers? Is this a positive situation for them as well? It certainly wasn’t before the rise of the labour movement.
Can I do whatever I like outside of work, without it affecting my job? What about if we’re talking criminal activity? Can I be fired for something that happens when I am off duty? These were the questions considered in a recent labour arbitration Grand Erie District School Board v Ontario Secondary School Teachers’ Federation, District 23.
With the ongoing political tornado in the United States, it is sometimes hard to decide what the stakes are for Canadian workers.
Nelligan O’Brien Payne gratefully acknowledges the contribution of Alex Dezan, Student-at-Law in writing this blog post. With the holiday season upon us, ‘tis the season to talk about the night before Christmas we all look forward to at the workplace: the annual holiday work party. These celebrations come in all shapes and sizes: afternoon teas,… Read more »
All hockey fans should remember the NHL lockout in 2005. We missed a full NHL season while the NHL and the NHLPA (National Hockey League Players’ Association) renegotiated the terms of their collective agreement. In 2012 we lost half a season to a second lockout. During both lockouts, the NHL and NHLPA added terms to… Read more »
Sean McGee, avocat dans les groupes droit du travail et de l’emploi, répond à l’une des questions les plus fréquemment posées « À quoi est-ce que je peux m’attendre lors d’un arbitrage? » Voir aussi: remarques à l’intention à une audience d’arbitrage Communiquez avec avocat du droit du travail Sean McGee, par telephone au 613-231-8232,… Read more »
Steve Waller, a lawyer in the Labour and Employment Law Groups at Nelligan O’Brien Payne, answers one of the most commonly asked questions from new union representatives: what should I expect at an arbitration? See also Tips on How to Prepare to be a Witness, which is referred to in Part II. View part two… Read more »