A method of settling a labour-management dispute by having an impartial third party conduct a hearing and render a decision that is binding on both the union and the employer.
A union certified by the Labour Relations Board as agent to bargain collectively for employees in a bargaining unit; also a person or employers’ organization accredited by the Labour Relations Board and authorized by an employer to bargain on its behalf.
An employee group recognized by the Labour Relations Board as the appropriate unit for collective bargaining.
This term sounds like it refers to a management person, but it describes an official who conducts union business on a paid, full-time basis.
The statute regulating labour relations and collective bargaining for employees under federal jurisdiction.
Official recognition by the Labour Relations Board that a union is the exclusive bargaining representative for employees in a particular bargaining unit.
A clause in the collective bargaining agreement or in legislation that authorizes management to automatically deduct union dues or fees from union-represented employees.
The Closed Shop is based on a contract provision requiring that all bargaining unit employees be union members in good standing before they were hired and, often, that they be hired through the union.
An agreement in writing between a union and an employer setting out the terms and conditions of employment, including rates of pay and hours of work.
A legally-enforced agreement negotiated between a union and employer that spells out the wages, hours and other terms and conditions of employment. Contracts are binding on both parties for a fixed duration (typically three years) and then expire and must be re-negotiated.
When a employer hires outside personnel to perform work normally done by company employees, the work is said to be contracted-out or “out-sourced.“
Periodic pay adjustments to compensate workers for changes in the cost of living. COLA is usually geared to changes in the Consumer Price Index (CPI).
An association of unions that bargain together on behalf of a number of bargaining units which have been amalgamated into one larger bargaining unit.
Cancellation of a union’s certification by the Labour Relations Board.
The duty of a union or employers’ organization to fairly represent its members.
A disagreement over the interpretation or application of a provision in a collective agreement; an allegation by one party that the other has violated the terms of the agreement.
The agency established under the Labour Relations Code to administer and enforce the various provisions of the Code.
The basic statute regulating labour relations and collective bargaining.
The agency established under the Labour Relations Code to administer and enforce the various provisions of the Code.
A restriction by an employer of work that would normally be available for the employees to perform and which is intended to compel those employees, or to aid another employer to compel employees, to agree to terms and conditions of employment.
An announcement, in writing, given to the union and to the Labour Relations Board by the employer, that it is the employer’s intention to lock out employees.
A method of settling collective bargaining disputes in which the parties to the dispute use a third person - called a mediator - as an intermediary.
A ruling made by the Labour Relations Board to correct a contravention of the Labour Relations Code.
A means by which employees attempt to increase pressure on their employer to settle an outstanding difference; also, an attempt to persuade persons not to do work for, or do business with, the employer.
An attempt by one union to gain the right to represent employees in a bargaining unit already represented by another union by persuading members of the other union to become its members.
A form of union security whereby an employer deducts a portion of the salaries of all employees within a bargaining unit, union members or not, to go to the union as union dues (“checkoff”). It was named for a decision handed down 29 Jan 1946 by Mr. Justice Ivan RAND of the Supreme Court of Canada while he was arbitrating the WINDSOR STRIKE (12 Sept-20 Dec 1945). The original formula was based on the assumption that the union is essential for all workers and must be responsible for them. Two interrelated provisions following from this assumption guaranteed the union the financial means to carry out its programs, and established the financial penalties for employees and unions engaging in work stoppages or illegal strikes. For employees, these sanctions could consist of daily fines and loss of seniority; for the union, the suspension of union dues. Collective agreements have spread a modified Rand Formula throughout Canada, and some provinces have given it legal force. (In the U.S this is known as an Agency Shop.)
A person hired or transferred to work at a workplace where a legal strike or lockout is in effect to perform the work of the striking or locked-out employees.
A vote ordered by the Labour Relations Board to determine whether employees in a bargaining unit want to have a particular union represent them as their bargaining agent.
A temporary stoppage of work or a concerted action by a group of employees acting with a common purpose to force the employer to conclude a collective agreement.
An announcement that the employees will go out on strike, which is in writing and given by the union to the employer and to the Labour Relations Board.
A union that succeeds another by means of a merger, amalgamation or transfer of jurisdiction.
The preservation of bargaining rights of employees of a business through the automatic transfer of the obligations under an existing certification and collective agreement from the vendor of the business to the purchaser.
Any conduct that interferes with the rights guaranteed by the Code - e.g. interference with the right to participate in the lawful activities of a union.
An association of employees formed for the purpose of furthering their interests with respect to terms and conditions of employment through collective bargaining.
A clause in a collective agreement making union membership compulsory for all or some of the employees in a bargaining unit.
Acknowledgement by an employer of the status of a union as bargaining agent for employees of the employer (generally by signing a collective agreement with the union) without formal certification of the union.
A strike not sanctioned by the union and which violates the collective agreement and/or the Labour Relations Code.
A cessation of normal business operations due to a strike or lockout.
A tactic used by workers to pressure management by scrupulously adhering to the letter of all company rules, safety regulations, contractual provisions, laws and other relevant procedures.
