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

Act current to 2014-11-25 and last amended on 2014-11-01. Previous Versions

Marginal note:Unfair representation by bargaining agent

 No employee organization that is certified as the bargaining agent for a bargaining unit, and none of its officers and representatives, shall act in a manner that is arbitrary or discriminatory or that is in bad faith in the representation of any employee in the bargaining unit.

Marginal note:Unfair labour practices — employee organizations

 No employee organization and no officer or representative of an employee organization or other person acting on behalf of an employee organization shall

  • (a) except with the consent of the employer, attempt, at an employee’s place of employment during the employee’s working hours, to persuade the employee to become, to refrain from becoming, to continue to be or to cease to be a member of an employee organization;

  • (b) expel or suspend an employee from membership in the employee organization or deny an employee membership in the employee organization by applying its membership rules to the employee in a discriminatory manner;

  • (c) take disciplinary action against or impose any form of penalty on an employee by applying the employee organization’s standards of discipline to that employee in a discriminatory manner;

  • (d) expel or suspend an employee from membership in the employee organization, or take disciplinary action against, or impose any form of penalty on, an employee by reason of that employee having exercised any right under this Part or Part 2 or having refused to perform an act that is contrary to this Part; or

  • (e) discriminate against a person with respect to membership in an employee organization, or intimidate or coerce a person or impose a financial or other penalty on a person, because that person has

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

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

    • (iii) exercised any right under this Part or Part 2.

Marginal note:Unfair labour practices — persons
  •  (1) Subject to subsection (2), no person shall seek by intimidation or coercion to compel an employee

    • (a) to become, refrain from becoming or cease to be, or, except as otherwise provided in a collective agreement, to continue to be, a member of an employee organization; or

    • (b) to refrain from exercising any other right under this Part or Part 2.

  • Marginal note:Exception

    (2) A person does not commit an unfair labour practice referred to in subsection (1) by reason 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.

Division 13Complaints

Marginal note:Complaints
  •  (1) The Board must examine and inquire into any complaint made to it that

    • (a) the employer has failed to comply with section 56 (duty to observe terms and conditions);

    • (b) the employer or a bargaining agent has failed to comply with section 106 (duty to bargain in good faith);

    • (c) the employer, a bargaining agent or an employee has failed to comply with section 107 (duty to observe terms and conditions);

    • (d) the employer, a bargaining agent or a deputy head has failed to comply with subsection 110(3) (duty to bargain in good faith);

    • (e) the employer or an employee organization has failed to comply with section 117 (duty to implement provisions of the collective agreement) or 157 (duty to implement provisions of the arbitral award);

    • (f) the employer, a bargaining agent or an employee has failed to comply with subsection 125(1) (duty to observe terms and conditions); or

    • (g) the employer, an employee organization or any person has committed an unfair labour practice within the meaning of section 185.

  • Marginal note:Time for making complaint

    (2) Subject to subsections (3) and (4), a complaint under subsection (1) must be made to the Board not later than 90 days after the date on which the complainant knew, or in the Board’s opinion ought to have known, of the action or circumstances giving rise to the complaint.

  • Marginal note:Limitation on complaints against employee organizations

    (3) Subject to subsection (4), no complaint may be made to the Board under subsection (1) on the ground that an employee organization or any person acting on behalf of one has failed to comply with paragraph 188(b) or (c) unless

    • (a) the complainant has presented a grievance or appeal in accordance with any procedure that has been established by the employee organization and to which the complainant has been given ready access;

    • (b) the employee organization

      • (i) has dealt with the grievance or appeal of the complainant in a manner unsatisfactory to the complainant, or

      • (ii) has not, within six months after the date on which the complainant first presented their grievance or appeal under paragraph (a), dealt with the grievance or appeal; and

    • (c) the complaint is made to the Board not later than 90 days after the first day on which the complainant could, in accordance with paragraphs (a) and (b), make the complaint.

  • Marginal note:Exception

    (4) The Board may, on application to it by a complainant, determine a complaint in respect of an alleged failure by an employee organization to comply with paragraph 188(b) or (c) that has not been presented as a grievance or appeal to the employee organization, if the Board is satisfied that

    • (a) the action or circumstance giving rise to the complaint is such that the complaint should be dealt with without delay; or

    • (b) the employee organization has not given the complainant ready access to a grievance or appeal procedure.

  • 2003, c. 22, s. 2 “190”;
  • 2013, c. 40, s. 320.