“Last year, our company purchased assets from another company that was going out of business. Since we offer services similar to the other company, we also acquired some of that company’s previous customers. A union has brought a sale of business application claiming that we effectively purchased the other company. How can we remain union-free?”
“A union local is currently in the midst of an organizing drive. We would like to train our managers and supervisors to avoid unfair labour practices complaints or automatic certification.”
A significant portion of our practice falls under the all-encompassing heading of labour relations. This includes any and all matters arising in a unionized workplace or one in the midst of a union organizing drive.
Labour relations legislation outlines and limits the statements that can be made and the actions that can be taken by employers during organizing drives. Failure to comply with these obligations could have serious implications for the company, including automatic certification.
Our lawyers recognize and appreciate the various business implications of having a unionized workforce. Our labour relations practice group offers strategic advice during organizing campaigns and assists with the preparation of written responses. As well, we frequently represent employers before the Ontario Labour Relations Board and the Canada Industrial Relations Board when faced with issues such as certification applications and unfair labour practice complaints.
Once a union has been certified to act as bargaining agent for a group of workers, the parties will negotiate the terms of a collective agreement that will then govern the employment relationship between the employer and the workers. As well, we offer the option of acting at the bargaining table, or behind the scenes for clients who wish to conduct their own bargaining.