Public Service Labour Relations Act (S.C. 2003, c. 22, s. 2)

Act current to 2016-08-15 and last amended on 2015-06-16. Previous Versions

Marginal note:Reconsideration of matters contained in report

 The Chairperson may direct the public interest commission to reconsider and clarify or amplify its report or any part of it if in his or her opinion section 175 has not been properly applied.

  • 2003, c. 22, s. 2 “179”;
  • 2013, c. 40, s. 318.
Marginal note:Copy of report to be sent to parties

 The Chairperson must, as soon as possible after receiving the report or, if the Chairperson makes a direction under section 179, as soon as possible after receiving the reconsidered report, send a copy to the parties and cause the report, or the reconsidered report, as the case may be, to be published in any manner that he or she considers appropriate.

Marginal note:Agreement to be bound

 If, before the public interest commission submits its report to the Chairperson, the parties agree in writing that one or more recommendations to be made by the public interest commission in the report are to be binding on them, each such recommendation, once made, is binding on them and must be given effect.

Alternate Dispute Resolution Process

Marginal note:Alternate dispute resolution process
  •  (1) Despite any other provision of this Part, the employer and the bargaining agent for a bargaining unit may, at any time in the negotiation of a collective agreement, agree to refer any term or condition of employment of employees in the bargaining unit that may be included in a collective agreement to any eligible person for final and binding determination by whatever process the employer and the bargaining agent agree to. If the employer is a separate agency, it may enter into such an agreement to refer a term or condition for final and binding determination only with the approval of the President of the Treasury Board.

  • Marginal note:Alternate process applicable only to terms referred to it

    (2) If a term or condition is referred to a person for final and binding determination, the process for resolution of a dispute concerning any other term or condition continues to be conciliation.

  • Marginal note:Agreement not unilaterally changeable

    (3) Unless both parties agree, the referral of a term or condition to a person for final and binding determination remains in force until the determination is made.

  • Marginal note:Form of determination

    (4) The form of the final and binding determination must, wherever possible, permit the determination to be

    • (a) read and interpreted with, or annexed to and published with, a collective agreement dealing with other terms and conditions of employment of the employees in the bargaining unit in respect of which the determination applies; and

    • (b) incorporated into and implemented by any instrument that may be required to be made by the employer or the relevant bargaining agent in respect of the determination.

  • Marginal note:Binding effect

    (5) The determination is binding on the employer, the bargaining agent and the employees in the bargaining unit and is deemed to be incorporated into any collective agreement binding on the employees in the bargaining unit in respect of which the determination applies or, if there is no such agreement, is deemed to be such an agreement.

  • Marginal note:Eligibility

    (6) A person is not eligible to be appointed as a person who makes a final and binding determination under this section if the person has, at any time during the six months before their date of appointment, acted in respect of any matter concerning employer-employee relations as solicitor, counsel or agent of the employer or of any employee organization that has an interest in the term or condition referred for final and binding determination.

  • 2003, c. 22, s. 2 “182”;
  • 2013, c. 40, s. 319.

Vote on Employer’s Offer

Marginal note:Minister may order vote to be held
  •  (1) If the Minister is of the opinion that it is in the public interest that the employees in a bargaining unit be given the opportunity to accept or reject the offer of the employer last received by the bargaining agent in respect of all matters remaining in dispute between the parties, the Minister may

    • (a) on any terms and conditions that the Minister considers appropriate, direct that a vote to accept or reject the offer be held by secret ballot as soon as possible among all of the employees in the bargaining unit; and

    • (b) designate the Board, or any other person or body, to be in charge of conducting that vote.

  • Marginal note:Vote does not delay right

    (2) The direction that a vote be held, or the holding of that vote, does not prevent the declaration or authorization of a strike if the employee organization that is certified as the bargaining agent is not otherwise prohibited from making the declaration or authorization, nor does it prevent the participation in a strike by an employee if the employee is not otherwise prohibited from participating in the strike.

  • Marginal note:Consequences of favourable vote

    (3) If a majority of the employees participating in the vote accept the employer’s last offer,

    • (a) the parties are bound by that offer and must, without delay, enter into a collective agreement that incorporates the terms of that offer; and

    • (b) any strike that is in progress when the Board or other person or body in charge of conducting the vote notifies the parties in writing of the employees’ acceptance must cease immediately, and the employees must return to work as soon as the employer determines that it is practicable for them to do so.

  • Marginal note:Powers respecting vote

    (4) The Board or other person or body in charge of conducting the vote must determine any question that arises under this section, including any question relating to the conduct of the vote or the determination of its result.

DIVISION 11Strike Votes

Marginal note:Secret ballot vote
  •  (1) In order to obtain approval to declare or authorize a strike, an employee organization must hold a vote by secret ballot among all of the employees in the bargaining unit conducted in a manner that ensures that the employees are given a reasonable opportunity to participate in the vote and be informed of the results.

  • Marginal note:Application to have vote declared invalid

    (2) An employee who is a member of a bargaining unit for which a vote referred to in subsection (1) was held and who alleges that there were irregularities in the conduct of the vote may, no later than 10 days after the day the results of the vote are announced, make an application to the Board to have the vote declared invalid.

  • Marginal note:Dismissal of application

    (3) The Board may summarily dismiss the application if it is satisfied that, even if the alleged irregularities did occur, the outcome of the vote would not have been different.

  • Marginal note:New vote

    (4) If the Board declares the vote invalid, it may order that a new vote be held in accordance with the conditions it specifies in the order.

DIVISION 12Unfair Labour Practices

Meaning of unfair labour practice

 In this Division, unfair labour practice means anything that is prohibited by subsection 186(1) or (2), section 187 or 188 or subsection 189(1).

Marginal note:Unfair labour practices — employer
  •  (1) Neither the employer nor a person who occupies a managerial or confidential position, whether or not the person is acting on behalf of the employer, shall

    • (a) participate in or interfere with the formation or administration of an employee organization or the representation of employees by an employee organization; or

    • (b) discriminate against an employee organization.

  • Marginal note:Unfair labour practices — employer

    (2) Neither the employer nor a person acting on behalf of the employer, nor a person who occupies a managerial or confidential position, whether or not that person is acting on behalf of the employer, shall

    • (a) refuse to employ or to continue to employ, or suspend, lay off or otherwise discriminate against any person with respect to employment, pay or any other term or condition of employment, or intimidate, threaten or otherwise discipline any person, because the person

      • (i) is or proposes to become, or seeks to induce any other person to become, a member, officer or representative of an employee organization, or participates in the promotion, formation or administration of an employee organization,

      • (ii) has testified or otherwise participated, or may testify or otherwise participate, in a proceeding under this Part or Part 2,

      • (iii) has made an application or filed a complaint under this Part or presented a grievance under Part 2, or

      • (iv) has exercised any right under this Part or Part 2;

    • (b) impose, or propose the imposition of, any condition on an appointment, or in an employee’s terms and conditions of employment, that seeks to restrain an employee or a person seeking employment from becoming a member of an employee organization or exercising any right under this Part or Part 2; or

    • (c) seek, by intimidation, threat of dismissal or any other kind of threat, by the imposition of a financial or other penalty or by any other means, to compel a person to refrain from becoming or to cease to be a member, officer or representative of an employee organization or to refrain from

      • (i) testifying or otherwise participating in a proceeding under this Part or Part 2,

      • (ii) making a disclosure that the person may be required to make in a proceeding under this Part or Part 2, or

      • (iii) making an application or filing a complaint under this Part or presenting a grievance under Part 2.

  • Marginal note:Exception

    (3) The employer or a person does not commit an unfair labour practice under paragraph (1)(a) by reason only of

    • (a) permitting an employee or a representative of an employee organization that is a bargaining agent to confer with the employer or person, as the case may be, during hours of work or to attend to the business of the employee organization during hours of work without any deduction from wages or any deduction of time worked for the employer; or

    • (b) permitting an employee organization that is a bargaining agent to use the employer’s premises for the purposes of the employee organization.

  • Marginal note:Exception

    (4) The employer or a person does not commit an unfair labour practice under paragraph (1)(b)

    • (a) if the employer or person is acting in accordance with this Part or a regulation, a collective agreement or an arbitral award; or

    • (b) by reason only of receiving representations from, or holding discussions with, representatives of an employee organization.

  • Marginal note:Exception

    (5) The employer or a person does not commit an unfair labour practice under paragraph (1)(a) or (b) by reason only that the employer or person expresses their point of view, so long as they do not use coercion, intimidation, threats, promises or undue influence.

  • Marginal note:Exception

    (6) The employer or a person does not commit an unfair labour practice under any of paragraphs (1)(a) or (b) or (2)(a) to (c) by reason only of any act or thing done or omitted in relation to a person who occupies, or is proposed to occupy, a managerial or confidential position.

 
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