Canadian Labour Reporter

December 7, 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.

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PM #40065782 A NEW Brunswick worker's con- tinued alcohol issues became too much for his employer to be ex- pected to continue accommodat- ing him, an arbitrator has ruled. Irving Pulp and Paper hired the worker as a summer student in 2000 to work at its pulp and paper mill in Saint John, N.B. and made him a permanent employee in 2003. In March 2019, he became a relief team leader, overseeing the paper mill operations during his shift when the regular team leader was absent. This included ensuring that Irving's safety poli- cies were followed. All positions Offer accepted More than 100 Blaisdale Montessori employees finally accept deal, ending strike GOVERNMENT County of Newell Brooks, Alta. (18 outside employees) and the Canadian Union of Public Employees (CUPE), Local 1032 Renewal agreement: Effective Jan. 1, 2021 to Dec. 31, 2024. Ratified on Sept. 1, 2020. Signed on Sept. 1, 2020. Shift premium: $1 per hour when employer requires em- ployee to be temporarily as- signed to classification with higher pay scale. $2 per hour see Collective agreements > pg. 3 see Relapses> pg. 7 see Clerk > pg.7 Long-time Canada Post worker rung up for safety-rule violation over jewelry AN ARBITRATOR has upheld the suspensions of an Ontario-based Canada Post worker for refusing to take off her ring while working with mechanized equipment. The worker was a postal clerk for Canada Post with no discipline during her 30 years of service. She worked at the VISTA mail processing facility near Toronto Pearson International Airport, sort- ing international inbound mail. She often worked alongside Canada Border Services Agency (CBSA) officers who inspected the mail. The facility had large, mechanized conveyor belts, so Canada Post had policies prohibiting loose gloves, flowing clothing, rings or any other loose jewelry, and neckties due to the risk of getting caught in the belts. Long hair had to be tied back or tucked securely into clothing. In August 2018, a new manager came to the fa- cility and she wanted to increase safety by tighten- ing enforcement, so she announced that the rules Hotel-Dieu Grace Healthcare — Ontario pg. 3 City of Greater Sudbury — Ontario pg. 4 Bridges Community Living — Alberta pg.5 Commercial Bakeries — Toronto pg.6 Elim Christian Care Society — British Columbia pg.7 December 7, 2020 Enrol in a Queen's IRC virtual program by Jan. 29, 2021 & save up to $300! This Holiday Season, Give Yourself the Gift of Knowledge To learn more or to register, please visit our website at: Dec 2020.qxp_Layout 1 2020-11-25 3:37 PM Page 1 ARBITRATION AWARDS COLLECTIVE AGREEMENTS pg. 2 COLLECTIVE AGREEMENTS Paper mill worker's alcohol issue reaches point of undue hardship

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