What does the Ontario Labour Relations Board do?
The Ontario Labour Relations Board is an independent, adjudicative tribunal issuing decisions based upon the evidence presented and submissions made to it by the parties, and upon its interpretation and determination of the relevant legislation and jurisprudence.
How do I appeal a OLRB decision?
There is no appeal of a Board’s decision, but there are circumstances under which the Board may reconsider its ruling. If you have a good reason to ask the Board to reconsider its decision, you may do so by completing the appropriate form and providing the Board with the reasons for your request.
How do I contact the Ontario Labor Board?
416-326-7160. toll free in Ontario: 1-800-531-5551.
How do I file a complaint with the OLRB?
How can I complain to the OLRB?
- file a written application describing what happened to you and what you would like the OLRB to do, or.
- ask for a Ministry of Labour Occupational Health and Safety Inspector to make a referral to the OLRB.
What is the main purpose of Labour Relations Act?
Labour Relations Act, 66 of 1995
This Act regulates the organisational rights of trade unions and promotes and facilitates collective bargaining at the workplace and at sectoral level. It also deals with strikes and lockouts, workplace forums and alternative dispute resolution.
What does the Labour Relations Act mean for employees?
SECTION 213 of the Labour Relations Act (LRA) provides that an employee is anyone, other than an independent contractor, who works for another person or who assists in conducting the business of an employer. This definition omits only service providers who are external and/or truly autonomous.
What is the jurisdiction of the OLRB?
The Tribunal has exclusive jurisdiction to determine all questions of fact or law that arise before it and decisions of the Tribunal are final and conclusive for all purposes. The OLRB provides administrative support to the Pay Equity Hearings Tribunal.
Who is the Director of Employment Standards Ontario?
Stephen McDonald – Director
Stephen McDonald – Director, Employment Standards – Ontario Ministry of Labour | LinkedIn.
What is the 3 hour rule in Ontario?
Ontario’s Employment Standards Act sets out that if an employee who regularly works more than three hours a day is required to attend work but works less than three hours, despite being able to work longer, the employer shall pay the employee wages for at least three hours.
What are the rights of an employee?
Workers’ rights encompass a large array of human rights from the right to decent work and freedom of association to equal opportunity and protection against discrimination. Specific rights related to the workplace include health and safety in the workplace and the right to privacy at work, amongst many others.
What is an unfair labour practice in Ontario?
What is an unfair labour practice complaint? An unfair labour practice complaint is an allegation that an employer, a trade union or an individual has engaged in an activity that involved prohibited conduct under the Canada Labour Code (Part I–Industrial Relations).
Can a worker be punished for complaining about safety conditions?
Can a worker be punished for complaining about safety conditions? No. An employer cannot take action against any workers who: Give information about their conditions at work.
What are the three principles of labour relations Act?
uphold freedom of association and the effective recognition of the right to collective bargaining. uphold the elimination of all forms of forced and compulsory labour. uphold the effective abolition of child labour.
Who is covered by the labour relations Act?
The Labour Relations Act applies to all employers, workers, trade unions and employers’ organisations.
What are the 5 rights of employees?
These are the basic rights you need to know:
- Compensation equality.
- Freedom to join a Union.
- Safe workplace.
- Harassment free workplace.
- Non-discrimination.
- Family and medical leave.
- Minimum wage.
- Retaliation-free workplace.
What are the five human rights in the workplace?
1 Human Rights and the workplace.
Who does the Labour Relations Act cover?
What is the main purpose of the Labour Relations Act?
What basic 10 rights are protected by the Ontario ESA?
Personal emergency leave (including sick days) Family medical leave, family caregiver leave, critically ill child care leave and crime-related child death or disappearance leave. Termination pay. Severance pay.
Do you have to answer your phone on your day off?
So to summarize, yes, your boss can fire you for not answering your phone on your day off. Some employers are respectful of employees’ time off. Others may abuse at-will employment laws and harass you consistently on your days off. In fact, they may consider it part of your job.
Can my boss text me after-hours?
Legally, unless you operate in one of the few countries that have already made it illegal, you can text your employees during, before, and after business hours. But before you do, a note of caution: Do it only in an emergency. For managers, try putting yourself in your employee’s shoes for a moment.
What are the 7 rights of workers?
Employee rights fall under seven categories: 1) union activity, i.e., the right to organize and to bargain collectively; 2) working hours and minimum pay; 3) equal compensation for men and women doing the same or similar work for the same employer; 4) safety and health protection in the work environment and related …
What are the 3 basic rights of workers?
The right to refuse work that could affect their health and safety and that of others.
- Right to Know. The right to know can take many forms and is normally the employer’s responsibility.
- The Right to Participate.
- The Right to Refuse.
How do you prove unfair labour practice?
LRA grounds for unfair labour practice disputes
The unfair suspension of an employee or any other disciplinary action short of dismissal in respect of an employee. The failure or refusal of an employer to reinstate or re-employ a former employee in terms of any agreement.
What are examples of unfair labor practices?
Examples include:
- Refusing to process a grievance because an employee is not a union member.
- Threatening an employee for filing a ULP charge.
- Refusing to negotiate in good faith with an agency.
- Calling, participating in, or supporting a strike, work stoppage, or slowdown.