Canadian Labour Reporter

March 8, 2021

Canadian Labour Reporter is the trusted source of information for labour relations professionals. Published weekly, it features news, details on collective agreements and arbitration summaries to help you stay on top of the changing landscape.

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PM #40065782 AN ALBERTA employer must reinstate a worker who was fired for sexual harassment and pay her $20,000 in aggravated damages after a flawed investigation with no credible evidence of miscon- duct, an arbitrator has ruled. Vision Loss Rehabilitation Al- berta (VLRA) is a provider of ser- vices to blind and partially sight- ed individuals. Jennifer Belyea joined VLRA in 2017 in the roles of orientation and mobility spe- cialist and low vision specialist. In the summer of 2019, VLRA lost government funding and it had to lay off 11 employees beginning New deal Metro employees in Montreal ratify seven-year agreement that includes wage hikes each year GOVERNMENT City of Nanaimo Nanaimo, B.C. (650 municipal employees) and the Canadian Union of Public Employees (CUPE), Local 401 Renewal agreement: Effective Jan. 1, 2019 to Dec. 31, 2022. Wage adjustments: Effective Jan. 1, 2019: 2% Effective Jan. 1, 2020: 2% Effective Jan. 1, 2021: 2% Effective Jan. 1, 2022: 2% Shift premium: Double time for all time worked on exhumations see Collective agreements > pg. 3 see Complaint> pg.8 Worker's firing for sexual harassment upheld by Alberta arbitration board AN ALBERTA health-care worker's dismissal without progressive discipline was justified after the worker sexually harassed two coworkers and failed to acknowledge the seriousness of her misconduct, an arbitration board has ruled. The worker was a health-care aide for Alberta Health Services (AHS) at a seniors' residence in Brooks, Alta. since 2012. AHS employees were covered by a collective agreement that required just cause for discipline and dismissal. AHS also had a workplace violence policy that defined workplace violence as "any act in which a person is abused, threatened, intimidated or assaulted in his or her workplace" including non- physical abuse or harassment. One day during the week of April 8, 2019, the worker walked up to a housekeeper, leaned over, and grabbed the housekeeper between the legs in the crotch area. When the housekeeper asked what she was doing, the worker replied: "It's OK, it's just in The University of Ontario Institute of Technology — Ontario pg. 4 Sobeys Capital (Safeway Operations) — Alberta pg. 4 Halifax International Airport Authority — Nova Scotia pg.5 Terrazzo, Tile and Marble Guild of Ontario —Ontario pg.7 March 8, 2021 see Aide's> pg. 8 Upcoming 2021 Virtual Labour Relations Programs Strategies for Workplace Conicts / Feb. 23-26 (11:30am-5pm ET) Change Management / Mar. 9-12 (12pm-4pm ET) Mastering Fact-Finding & Investigation / Apr. 19-23 (10am-4:30pm ET) More programs & dates available. Visit us at: irc.queensu.ca Register today! FEB 2021.qxp_Layout 1 2021-01-27 11:09 AM Page 1 ARBITRATION AWARDS COLLECTIVE AGREEMENTS pg. 2 COLLECTIVE AGREEMENTS Specialist reinstated after false harassment charge

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