Canadian Labour Reporter

August 31, 2020

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.

Issue link:

Contents of this Issue


Page 0 of 7

PM #40065782 A BRITISH Columbia employer should have investigated other accommodation options before putting a worker into a lower-paid job, an arbitrator has ruled. Zellstoff Celgar operates a pulp mill in Castlegar, B.C. The worker was a lubrication mechanic in the mill's oiling department — a physically demanding job that in- volved workers being in hot and enclosed areas. The worker had to take two weeks off in April 2015 due to anxiety. When he returned, his New contract Negotiations that began in February prove fruitful as Rivlin Medical workers sign deal HEALTH CARE Windsor Regional Hospital Windsor, Ont. (470 office support workers) and the International Brotherhood of Electrical Workers (IBEW), Local 636 Renewal agreement: Effec- tive April 1, 2019 to March 31, 2021. Ratified in May 2019. Signed on Aug. 28, 2019. Wage adjustments: Effective April 1, 2019: 1.6% Effective April 1, 2020: 1.65% Shift premium: $1.25 per hour for evening or night shifts. $1.50 per hour for weekend shifts. $1 per hour for training see Collective agreements > pg. 3 see B.C.> pg. 7 see Supervisor > pg.7 Alcohol detected inside B.C. worker but no cause provided for drug check MTE Logistix Edmonton — Alberta pg. 3 The Upper Canada District School Board — Ontario pg. 4 Centerline Geomatics — Alberta pg.5 Yukon Hospital — Yukon pg.6 A BRITISH Columbia worker who management worried was impaired by alcohol should not have been required to take a drug test in addition to an al- cohol test, an arbitrator has ruled. The worker was a painter for Vancouver Drydock Company (VDC), a company that performs marine repair work in Vancouver. VDC had a substance abuse policy that required drug and alcohol test- ing for reasonable cause and following an incident. Reasonable cause could be based on observations by management including "slurred speech, smelling of alcohol or drugs, changes in personality, being argu- mentative, or mood swings." On Feb. 1, 2019, the worker attended a training session scheduled at the beginning of the afternoon shift. Employees were given the option of going home at the end of the session. VDC's health and safety manager led the training session and twice while he was walking around the room he noticed an "odd odour" at the worker's table August 31, 2020 Call : 1-888-858-7838 Email: Website: Learn more: Your workplace is changing, are you? Change Management: Apr. 28-30, 2020: Calgary Workplace Restoration: May 12-14, 2020: Toronto MAR/APR 2020.qxp_Layout 1 2020-02-18 11:07 AM Page 1 ARBITRATION AWARDS COLLECTIVE AGREEMENTS pg. 2 COLLECTIVE AGREEMENTS Modified duties best fix before cut in worker's pay

Articles in this issue

Links on this page

Archives of this issue

view archives of Canadian Labour Reporter - August 31, 2020