P.S.S.R.B. Regulations and Rules of Procedure, 1993 (SOR/93-348)

64. The adjudicator or the chairperson of a board of adjudication may adjourn any hearing and specify the time, place and terms of its continuance.

65. The adjudicator or the chairperson of a board of adjudication may direct that any person be added as a party to a proceeding or be provided with any document.

66. The adjudicator or the chairperson of a board of adjudication may direct that a proceeding be consolidated with any other proceeding, and may issue directions in respect of the conduct of the consolidated proceeding.

67. Where an employer has not established, in accordance with section 68, the number of levels, or has not made available to employees in accordance with subsection 70(3) copies of the grievance form, the Board may, on application of an aggrieved employee, direct the manner of presenting a grievance and the procedure by which the grievance is to be processed or adjudicated.

68. A grievance process shall consist of a first level and a final level and shall not consist of more than four levels.

• 69. (1) An employer shall inform each employee to whom the grievance process applies of the names or titles of the persons designated pursuant to subsection 100(4) of the Act and the name or title, as well as the address of the immediate supervisor or local officer-in-charge to whom a grievance is to be presented.

• (2) Subject to subsection (3), an employer shall post notices containing the information required by subsection (1) in conspicuous places where the notices are most likely to come to the attention of the employees to whom the grievance process applies.

• (3) The Board may authorize an employer to communicate to employees the information required by subsection (1) by a means other than posting notices, if by that means, the information is most likely to come to the attention of the employees to whom the grievance process applies.

• 70. (1) An employer shall prepare a grievance form that sets out the following information to be given by an aggrieved employee:

  • (a) the name and address of the aggrieved employee and any additional information, other than the employee’s Social Insurance Number, necessary to identify the aggrieved employee;

  • (b) a concise statement of the nature of each act or omission complained of, including a reference to the provision of a statute or of a regulation, by-law, direction or other instrument made or issued by the employer and dealing with the terms and conditions of employment, or to the provision of a collective agreement or arbitral award alleged to have been violated or misinterpreted, that will identify the nature of the alleged violation or misinterpretation;

  • (c) the date on which each act or omission or other matter giving rise to the grievance occurred; and

  • (d) the corrective action requested by the aggrieved employee.

• (2) The Board may approve a grievance form referred to in subsection (1) where the form sets out the information to be provided by that subsection, and may require, either before or after approving the form, that the employer amend the form in order to ensure that the contents of the form are consistent with the objects of the Act.

• (3) Where the Board has approved a grievance form referred to in subsection (1) or required the amendment of a form in accordance with subsection (2), the employer shall make copies thereof available to all employees to whom the grievance process applies.