COLLECTIVE AGREEMENTARBITRATION IN CANADA

FOURTH EDITION

Ronald M. Snyder

LexisNexis*

TABLE OF CONTENTS

Foreword vIntroduction viiPreface ixContributors xiDetailed Table of Contents xviiTable of Court Decisions and Arbitration Awards xxxvii

PART I - THE COLLECTIVE AGREEMENT

Chapter 1: Elements of the Collective Agreement 3

1. The Role of Arbitrators in Determining Whether a CollectiveAgreement is in Existence 4

2. The Formal Requirements of a Collective Agreement 5A. It Must Be in Writing 5B. It Must Be Signed by Authorized Representatives of Both

Parties 5C. It May Be Contained in More Than One Document 6

(i) Incorporation by Reference 7(ii) Effect of Letters of Understanding on the Collective

Agreement 7(iii) Memorandum of Settlement as Part of the Collective

Agreement 9(iv) Insurance and Pension Plans as Part of the

Collective Agreement 103. The Duration of a Collective Agreement 11

A. Date of Commencement 11B. Retroactivity 11C. Termination 13D. Effect of Prior Collective Agreements 14

4. The Bilateral Nature of a Collective Agreement 15A. Effect of a Unilateral Change of the Collective Agreement 15B. Amending or Varying the Collective Agreement During Its

Term 16C. Private Agreements 17D. Does the Employee Still Have a Personal Contract of Service

With the Employer Notwithstanding the CollectiveAgreement?.,. 18

E. Governing Legislation 19

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Chapter 2: Interpretation of the Collective Agreement 21

1. Introduction 222. Rules of Construction Used as Aids to Interpretation 27

A. Words to Be Given Ordinary Meaning 27(i) Where Ordinary Meaning Leads to an Absurd

Result 27(ii) Trade Usage and Words Used in a Special Sense 28

B. Collective Agreement to Be Read as a Whole 28C. Where Two Possible Meanings Open, Efficacy a

Consideration 29D. Each Word Should Be Given Some Meaning: The Rule

Against Redundancy 29E. Specific Provisions Override General Provisions 30F. Headings May Be Used as a Guide to a Provision's Meaning.... 30G. Similar Terms Used in Different Parts of the Collective

Agreement Should Be Given Similar Meanings 30H. Dissimilar Terms Should Be Given Different Meanings 31I. A Collective Agreement Should Be Interpreted on Basis of

Facts Existing at Time of Execution 31J. Ejusdem GenerisKule 31K. Expressio Unius Exclusio Alterius Rule 31

3. Implied Terms in the Collective Agreement 32A. General 32B. Implied Duty to Act Reasonably 34

4. Use of Statutes in the Interpretation and Application of theCollective Agreement 36A. Legislation May Be Used as an Aid to Interpretation 36B. Arbitrators May Apply Legislation in Resolving Grievances 37C. Use of Interpretation Acts 39D. Use of the Canadian Charter of Rights and Freedoms 39

5. Use of Extrinsic Evidence 40A. The General Rule 40B. Evidence of Negotiating History 43C. Evidence of Past Practice 43

6. Estoppel 457. Stare Decisis 50

A. Effect of Previous Arbitration Board Decisions 51B. Effect of Judicial Rulings 52

8. Resjudicata 52

Chapter 3: The Grievance Procedure 55

1. Introduction 562. Procedures to Resolve Grievances 583. Types of Grievances 59

A. Management Grievances 59

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B. Individual Grievances 60(i) Regular Employees 60(ii) Probationary Employees 61(iii) Ex-Employees 62

C. Group Grievances 62D. Union (Policy) Grievances 63E. Policy vs. Individual Grievances 64

4. Time for Filing of Grievances 64A. The Time at Which the Grievance Arises 65

(i) The Unique Grievance 65(ii) The Continuing Grievance ..66

B. Laches and the Doctrine of Unreasonable Delay 705. Effect of Procedural Irregularities 75

A. General Principles 75B. Failure to Adhere to Time Limits in the Collective

Agreement 75(i) Mandatory vs. Directory Time Limits 75(ii) Violation of Mandatory Requirements 78(iii) Violation of Directory Requirements 79

C. Power to Relieve Against Procedural Irregularities 79(i) Statutory Provisions 79

a. Canada 79b. Ontario 80c. British Columbia and Manitoba 82d. Absence of Statutory Power to Relieve

against Time Limits 83(ii) Powers Under the Collective Agreement 83(iii) Where One Party's Failure to Comply with the

Procedure is Attributable to the Other Party 83(iv) Waiver 84(v) Estoppel 87

6. Settlement, Withdrawal and Abandonment of Grievances 87A. Effect of Settlement, Abandonment or Withdrawal 88B. When is There a Settlement, Withdrawal, or Abandonment? 91

7. Problems Associated with the Grievance Procedure 92A. Insufficient Information 92

(i) Grievance Not Specifying Collective AgreementBreach 92

(ii) Insufficient Particulars 93B. Discipline for Conduct During the Grievance Procedure.... 93

PART II - ARBITRATION AS A SYSTEM

Chapter 4: Legislative Context of Labour Arbitration , 97

1. Introduction 972. Statutory vs. Consensual Arbitration 98

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3. Modern View of Collective Agreement Arbitration 994. Exclusive Arbitral Jurisdiction Model — Generally 1005. Reconciling Jurisdiction of Arbitrators and the Courts 1026. Reconciling Jurisdiction of Arbitrators and Other Administrative

Tribunals 104A. Generally 104B. Specific Considerations 105

7. Conclusion 108

Chapter 5: The Arbitration Process 109

1. The Grievance Resolution System I l lA. The Internal Grievance Process I l lB. Behavioural Factors Affecting Grievance Rates 113C. Grievance Mediation 114D. Referral to Arbitration and the "Obey Now, Grieve Later"

Principle 1152. Grievance Arbitration and the Union's "Duty of Fair

Representation" 1153. The Arbitrator's Jurisdiction 123

A. The Weber Doctrine: Arbitration as the Exclusive Forum forAdjudicating Grievances 123

B. Arbitrators' Jurisdiction to Adjudicate Human Rights Claims.... 124C. The Arbitrator's Charter Jurisdiction 125

4. Preparing for the Arbitration Hearing 127A. Preliminary Issues 127

(i) Selecting an Arbitrator 127(ii) Initiating the Arbitration Process 128(iii) Sole Arbitrators versus Arbitration Boards 131(iv) Delay, Time Limits and the Grievance Arbitration

Process 132B. Post-Appointment Issues 136

(i) Time and Location of the Hearing 136(ii) Ordering Further Particulars of the Grievance 137(iii) Ordering Medical Examinations 138(iv) Pre-Hearmg Document Production 139(v) Compelling the Attendance of Witnesses 142(vi) Failure to Produce Documents or Attend a Hearing 144(vii) Required Notice to Third Parties 148

C. Preliminary Matters at the Hearing 151D. Withdrawal or Abandonment of the Grievance 151E. Open Versus Closed Hearings 152F. Witness Exclusion Orders 155G. Non-Attendance of Parties or Other Persons 156H. Recording the Hearing and Preparation of Transcripts 157I. Interpreters 157J. Adjourning the Hearing 158

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K. Preliminary Challenges to the Arbitrator's Jurisdiction 158L. Related Criminal and Labour Board Proceedings 160

(i) Criminal Prosecution of Grievor 160(ii) Referral of Issues to Labour Relations Board 161

5. Conduct of the Hearing 163A. The Burden of Proof and Order of Case Presentation 163B. Motions for Non-Suit 167C. Alternative Hearing Procedures 169

6. Post-Hearing Matters 169A. Re-Opening the Hearing 169B. The Arbitrator's Reasons and Order 171C. Responsibility for Costs of the Arbitration Process 172

7. The Arbitrator's Remedial Authority 179A. Remedial Orders — General Principles 179B. Interim Relief and Quia TimetOiders 182C. Reinstatement and Modification of Disciplinary Sanctions 184D. Monetary Orders 185E. Aggravated and Punitive Damages 186

(i) General Principles 186(ii) Can Arbitrators Award Aggravated or Punitive

Damages? 187F. Wallace Damages in Arbitration 193G. The Mitigation Principle and Other Damages Assessment

Issues 195H. The Arbitrator's Authority to Award Interest on Monetary

Awards 197I. Rectification of the Collective Agreement 198J. Other Remedial Orders 200K. Charter Remedies 202

8. Enforcing Arbitrators' Orders 2069. Challenging Arbitrators' Decisions 208

Chapter 6: Evidentiary Issues in Arbitration 209

1. Evidence in Grievance Arbitration: General Principles 2102. The Standard of Proof and Order of Proceedings 213

A. The Burden of Proof and Presentation of Evidence 213B. The "Best Evidence Rule" 213C. Evidentiary Objections 214

3. Proof of Facts 214A. Lay Witnesses 214B. Expert Witnesses 217C. The Rule in Browne v. Dunn 220D. Documents and Physical Evidence 221E. Facts Proven Through the Arbitrator. 222

(i) Judicial Notice 223(ii) Site Visits 223

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(iii) Evidence Offered by Arbitration Board Nominees 225F. Proof of Facts by Analogy or Inference 227

(i) Similar Fact Evidence 227(ii) Subsequent Event Evidence 229(iii) Adverse Inferences 233

4. Grounds for Excluding Evidence 235A. Relevance 236B. Hearsay Evidence 236

(i) Arbitral Approaches to Hearsay Evidence 236(ii) What is Hearsay Evidence? 238(iii) Exceptions to the Hearsay Evidence Rule 240

C. Privileged Communications 243(i) Privilege Arising by Statute 243(ii) Privilege Arising Under the Common Law 246

a. Solicitor-Client and Litigation Privilege 246b. Grievance Settlement and "Without

Prejudice" Discussions 248c. Labour Relations or Confidentiality Privilege.... 252

(iii) Partial Privilege 254D. Charter Objections 256

Chapter 7: Judicial Review of Arbitral Decisions 265

1. Statutory Authority to Judicially Review Arbitral Decisions 2662. Common Law Authority to Review Arbitral Decisions:

An Historical Analysis 2673. Common Law Authority to Review Arbitral Decisions: The New

Approach 270A. Consideration of Previous Judicial Decisions 270B. Standard of Review Analysis 272

(i) The Presence or Absence of a Privative Clause 272(ii) The Purpose of the Tribunal as Determined by

Interpretation of Enabling Legislation 274(iii) The Nature of the Question at Issue 275(iv) The Expertise of the Tribunal 276

4. Standards of Review 277A. Correctness 277B. Reasonableness 279C. Legislatively Mandated Standard of Patent

Unreasonableness 281D. Interpretation of External Statutes 282E. Appellate Review of Judicially Reviewed Decisions 284

5. Procedure 286A. Standing 286

(i) Applicants and Respondents 286(ii) Arbitrators and External Unions 287

B. Selection of Court 287

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(i) General 287(ii) Federal Arbitrators 288(iii) British Columbia Arbitrators 288

C. Affidavits 289D. Delay 291E. Review of Interim Arbitral Rulings 292F. Mootness 294G. Stay of Arbitral Hearing or Decision 295

H. Final Relief. 297

PART III - HUMAN RIGHTS AND PRIVACY CONSIDERATIONS

Chapter 8: Human Rights and Accommodation 3031. Interpretation and Application of Human Rights Concepts in

Arbitration 305A. Introduction 305B. What is "Accommodation"? 307C. What is "Discrimination"? 307D. Entitlement to Accommodation, Not Perfection 310E. Defences to Accommodation Claims 310

(i) The "Bona Fide Occupational Requirement"Defence ("BFOR") 310a. The Meiorin Tests 311

1. Has the Standard or Expectation BeenAdopted for a Purpose that is"Rationally Connected to thePerformance of the Job"? 311

2. Is There an Honest and Good FaithBelief that the OccupationalRequirement is Necessary for aLegitimate Work-Related Purpose(s)?.... 313

3. Is the Occupational RequirementReasonably Necessary to Accomplish aLegitimate Work-Related Purpose? 314

b. Application of the Meiorin Tests 315(ii) Undue Hardship 316

a. What Is "Undue Hardship"?... 316b. Examples of Undue Hardship Factors 316

1. Time or Duration for theAccommodation .318

2. Cost 3203. Safety 3224. The Reaction of Co-workers and

Morale 3265. The Impact on the Collective

Agreement ....328

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6. The Interchangeability of theWorkforce and Facilities 333

7. Customer Preference 333c. The Duty to Investigate and Consider

Options for Accommodation 335d. Negating the Effects of Failure to Engage in

the Process of Accommodation 336e. Proving "Undue Hardship" at Arbitration 336

2. Accommodation Process 338A. The Process 338B. The Analysis That Must Be Undertaken 340C. The Roles of Those Impacted by the Accommodation

Process 341(i) The Role of the Employer 342

a. When Does the Duty to Accommodate Arise?... 342b. Provision of Information 343c. Consultation 343d. Justification of the Impugned Standard 346

(ii) The Role of the Union 346a. When the Duty Arises 346b. Extent of the Duty 348

(iii) The Role of the Employee/Grievor 350a. Duty on Employee to Notify Employer 350b. Timeliness Requirement 353c. Impact of Failure to Notify Employer of

Required Accommodation 353d. Obligation to Provide Medical Information.... 3 54e. Obligation to Undergo Medical Treatment 355

(iv) Co-workers 356D. Accommodation as an Ongoing Process 356

3. Absenteeism and Accommodation 357A. Introduction and Considerations 357B. Attendance Monitoring Plans 359C. Benefit Plans and the Ability to Terminate for Innocent

Absenteeism 361D. The Effect of Absence on a Disabled Employee's Other

Contractual Rights 364E. Disability vs. Culpability 366F. Last Chance Agreements 370G. Automatic Termination Clauses 372

4. Specific Applications of the Duty to Accommodate 374A. What is a "Disability Requiring Accommodation"? 374

(i) Alcoholism and Substance Abuse 378(ii) Other Conditions and Characteristics 379

B. Other Forms of Specific Accommodation 380(i) Religious Observance 380(ii) Sex and/or Family Status Accommodation 382

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5. Arbitration as an Appropriate Forum to Address AccommodationCases 384

6. Remedies 386

Chapter 9: Workplace Privacy 389

1. Introduction 3902. Right to Privacy under the Common Law 3913. Privacy Legislation 3924. Application of the PIPEDA to Employee Records 3965. Jurisdiction of the Arbitrator to Decide Privacy Issues 398

A. Right of Employees to Privacy in the Workplace 398B. Concurrent or Exclusive Jurisdiction of Arbitrators 399

6. Employee-Related Privacy Concerns 401A. Searches 402B. Medical Information 404C. Drug and Alcohol Testing 407

(i) Pre-Employment Drug Testing 408(ii) Reasonable Cause Drug Testing 409(iii) Random Drug Testing 411(iv) Last Chance/Monitoring Agreements and Post-

Incident Drug Testing 414(v) Collection of Drug Sample 415

D. Surveillance of Employees 416(i) Non-Surreptitious Surveillance in the Workplace 416(ii) Surreptitious Surveillance in the Workplace 418(iii) Remedies Concerning Unreasonable Workplace

Surveillance 419(iv) Surreptitious Surveillance Outside of the

Workplace 420(v) Email accounts 425(vi) Recording of Telephone Calls 426(vii) Keystroke Logging , 426

E. Employee Information 427(i) Background Checks and Related Information 427

a. Security Clearance Cases decided by thePrivacy Commissioner 428

b. Fingerprints 428c. Social Insurance Numbers 429d. Driver's Abstracts 429e. Criminal Records 430

(ii) Biometric Information .....431a. Electronic Scanning Systems 431b. Polygraph Tests 432

(iii) Disclosure of Employee Information to the Union..... 433

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PART IV - DISCIPLINE, DISCHARGE AND NON-CULPABLETERMINATIONS

Chapter 10: Discipline and Discharge 439

1. Introduction 441A. Discipline and Discharge at Common Law 442B. Discipline and Discharge Under Collective Agreements 442

(i) Discipline 442(ii) "Just Cause" 443

a. "Cause" or "Just Cause" 444b. The Role of the Arbitrator 445

C. Discipline of the Individual vs. the Collective 4462. Nature and Types of Discipline 447

A. What Constitutes Discipline? 447B. Suspensions Pending Investigation 448C. Types of Discipline 449

(i) Verbal/Written Warnings and Suspensions 450(ii) Deprivation of Seniority Rights 451(iii) Fines/Financial Penalties 452(iv) Loss of Fringe Benefits 453(v) Demotion 453

3. Grounds for Discipline 456A. Stated Reasons vs. Subsequent Change of Reasons 456B. Further Examination of the Rule: Reasons for Discipline 458

(i) Adherence to Reasons for the Imposition ofDiscipline 458

(ii) Reasons are to be Interpreted Broadly 458(iii) Reliance on Additional Reasons Subsequent to the

Imposition of Discipline 459(iv) Where the Employer Believes the Employee has

Quit 460C. The Hybrid Approach: Addressing Culpable/Non-Culpable

Behaviour 4604. Evidence and Proof. 464

A. General 464(i) The Onus of Proving the Underlying Facts Meriting

Discipline 464(ii) Disputes as to Employee's Status under a Collective

Agreement 465B. The Standard of Proof: Civil or Criminal 466C. The Record of Employment 467

(i) Application of Record by the Employer 467a. Stricture Against Double Penalties 468b. Necessity of a Culminating Incident 469

(ii) Consideration by Arbitrator 4715. Duties of Employer 472

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A. Duty to Notify Employees of Expectations 472(i) Extent of the Duty to Inform/Workplace Rule on

Policies 472(ii) Impact of Failure to Warn or Create Rules 474

B. Duty to Impose Progressive Discipline 475C. Duty to Impose Consistent Disciplinary Measures 476D. Improper Motivation for Discipline 477E. Duty to Provide Supervision 478F. Delay in Imposing Discipline 479G. Procedural Fairness: Investigation and Union

Representation 480(i) General Issues 480(ii) Right of Employee to be Heard 482(iii) Right to Union Representation 483(iv) Impact of Violations of Procedural Requirements 484

6. Variation or Substitution of Penalty 486A. Arbitral Jurisdiction 486

(i) Inherent and Statutory Jurisdiction 486(ii) Last Chance Agreements 489(iii) Quit or Discharged 492

B. Considerations Respecting Variation or Substitution ofPenalty 495(i) Deference to Employer 495(ii) Post-Discharge Evidence 497

C. Mitigating Factors 497(i) Nature of the Transgression 498(ii) Compassionate and Other Grounds 500

7. The Probationary Employee 501

Chapter 11: Insubordination — Showing Disrespect for the Employer... 505

1. What is Insubordination? 506A. There Must Be a Clear Order Understood by the Grievor 507B. The Order Must Be Given by a Person in Authority 508C. The Order Must Be Disobeyed 509

2. "Work (Obey) Now, Grieve Later" Principle 5103. Exceptions to the "Work (Obey) Now, Grieve Later" Principle 512

A. Safety 513(i) The Nature of the Danger Apprehended 513(ii) The Grievor's Belief in the Seriousness of the

Danger. 514(iii) Communication of the Reason for Refusal 515(iv) Effect of Legislation 516

B. Orders to Undertake Illegal Acts 517C. Unreasonable Orders 518D. Grieving Not Providing Adequate Remedy 520E. Damages to an Employee Who Validly Refuses to Work 521

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4. Conduct Characterized as Insubordination 522A. Assaults and Threats 522B. Verbal Abuse, Profanity and Insolent Behaviour 524C. Refusal to Work: Overtime, Change of Hours, Work Location

and Job Content 526D. Leaving Work Without Permission 528E. Refusal to Provide Information or Submit to Medical

Examinations 529F. Insubordination in Relation to Employer Surveillance 530

5. Quantum of Penalty 531A. Mitigating Factors 532

(i) Lack of Intent to be Insubordinate 532(ii) Actual Breach of the Collective Agreement 533(iii) Other Employer Conduct 533(iv) Momentary Nature of Insubordination 533(v) Provocation 534(vi) Physical or Mental Condition 535(vii) Vague Orders or Uncertain Authority 535(viii) Discriminatory Penalties 536(ix) Financial Hardship 536

B. Factors Which Discourage Mitigation 536(i) Past Record of Insubordination 536(ii) Untruthfulness 537(iii) Loss of Reputation or Image 537

Chapter 12: Other Workplace Offences 539

1. Introduction 5402. The Obligation of an Employee to Attend Work 540

A. The Basis of the Right 540B. Lateness and Punching-In and-Out 542C. The Duty of an Employee to Inform an Employer of

Absences 543D. Medical Issues When an Employee is Absent 545E. Falsification of Reasons for Absence 545F. Effect of "Loss of Seniority" Clauses 545G. Taking Leave of Absence After Its Refusal 547H. Abusing the "Leave of Absence" 549

3. The Obligation of the Employee to Work With Diligence, Care andHonesty 549A. Discipline for Careless or Unauthorized Work 550

(i) Sleeping on the Job 552(ii) Smoking on the Job 552(iii) Safety 553

B. Theft and Destruction of Property 554

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C. Falsification of Company Records 559(i) Production and Other Records 559(ii) Application Forms 560

D. Personal Characteristics of Employee 564(i) Personal Appearance 564(ii) Attitude 566(iii) Solution to Unsatisfactory Personal Appearance or

Attitude 566(iv) Drinking and Drugs 568

E. Internet Misuse 5734. The Obligation of an Employee While Not At Work to Act in a

Manner Consistent with Continued Employment 574A. Off-Duty Conduct and Public Comments 575

(i) General 575(ii) Inappropriate Conduct 580

a. Working for a Competitor or in Competitionwith the Employer 580

b. Solicitation of Clients/Customers 581c. Use of Confidential Information 582d. Off-duty Activities Directly Affecting Work.. 582

(iii) Employer Policies and Remedies 582B. Effect of Criminal Prosecution 583

(i) Suspension Pending Disposition 583(ii) Trial — Leave of Absence 586(iii) Conviction 586(iv) Imposition of a Jail Term 587(v) Employer Participation in Temporary Absence

Programs 588(vi) Acquittal 589(vii) Onus 589

Chapter 13: Non-Culpable Termination 591

1. Introduction 5912. Differences Between Culpable and Non-Culpable Conduct..... 5923. Incompetence 593

A. General 593B. Criteria to Support Demotion or Dismissal 595C. Remedies for Improper Dismissal 597

4. Innocent Absenteeism/Incapacity 597A. Generally 597B. Considerations Justifying Dismissal 598

(i) Undue Absenteeism , 599(ii) Incapability of Future Regular Attendance 600(iii) Warning of Potential Discharge 602(iv) Incapacity — Accommodation of Disability to the

Point of Undue Hardship 603

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C. Access to Health Benefits 6055. Loss of Qualifications 607

6. Retirement 609

PART V - PROTECTION OF EMPLOYMENT OPPORTUNITIES

Chapter 14: The Bargaining Unit and Its Protection 615

1. Introduction 6162. Creation of the Bargaining Unit 618

A. Definition and Description of the Bargaining Unit 618B. Geographical Limits 619C. Jurisdiction to Address Bargaining Unit Issues 620

3. Members of the Bargaining Unit 621A. Management and Supervisors 621

(i) Criteria in Determining Who is a Manager 621(ii) Criteria in Determining Who is a Supervisor 623(iii) Assignment of Bargaining Unit Work to

Supervisors 624B. Employees 626

(i) Probationary Employees 627a. Calculation of the Probationary Period 627b. Extent of Rights of Probationary

Employees 629(ii) Casual Employees 631(iii) Temporary and Seasonal Employees 632(iv) Part-time Employees 633

4. Bargaining Unit Work 634A. Inventory Work 634B. Experimental Work 635C. Emergency Work 636D. Inspection Work 637

5. Work Assigned Outside of the Bargaining Unit 638A. The Collective Agreement 638B. Quantity of Duties Assigned Outside Unit and Shared

Duties 640C. Integrity of the Bargaining Unit 642D. Technological Change 644E. "Work" vs. "Job" 646

6. Transfer and Promotion Out of the Bargaining Unit 647A. Transfers 647

(i) Transfer Out of the Bargaining Unit 647(ii) Transfers Into or Return to the Bargaining Unit 649

B. Promotions Out of the Bargaining Unit 6507. Contracting Out 651

A. What Constitutes Contracting Out 651B. The Right to Contract Out 652

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(i) Requirement of an Express Prohibition againstContracting Out 652

(ii) Explicit and Implicit Contracting Out Provisions inthe Collective Agreement 653

(iii) Requirement to Act Reasonably, Fairly and in GoodFaith 654

(iv) Contracting Out All Bargaining Unit Positions 655C. Control 656

8. Contracting In 657A. What Constitutes 657B. Improper Motivation for Contracting hi 658C. Determination of the True Employer 659

9. Remedies for Inappropriate Work Assignments 662

Chapter 15: Job Classifications and Description of Jobs 665

1. Introduction 6652. Classification of Jobs 666

A. Definition 666(i) Multiple Positions Constitute Classification 666(ii) Classifications vs. Employment Status 667

B. Determination of Employee's Classification 667(i) General Principles 667(ii) Job Descriptions 668

C. Creation of a New Classification 669(i) What Constitutes "New" 669(ii) Substantive and Qualitative Changes in Existing

Duties 669D. Work Outside of the Job Classification 671E. Transfers and Seniority Provisions 672F. Evidence and Available Remedies 675

(i) Evidence and Onus in Classification Grievances 675(ii) Remedies 677

Chapter 16: Rights of Seniority 679

1. Introduction 6792. Definition and Significance of Seniority Under the Collective

Agreement - 6803. Establishment and Maintenance of Seniority Rights 683

A. Establishment of Bargaining Unit Seniority. 683B. Seniority of Persons Entering Into or Returning to the

Bargaining Unit 684C. Effect of Typical Breaks in Employment... 690

(i) Strikes 690(ii) Layoffs 691

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(iii) Workers' Compensation, Maternity Leaves andOther Work Interruptions Affected by Legislation 691

D. Termination of Employment 6934. Qualifications and Seniority 6935. Scope of Seniority and Bumping 696

A. Scope of Seniority 696B. Bumping 696

Chapter 17: Benefits of Seniority to Employees 699

1. Introduction 6992. Seniority and Benefits in General 7003. Promotions, Postings and Seniority 701

A. Promotion Defined 701B. Promotions and Job Openings 702C. Posting Requirements 703

4. Layoffs 704A. Generally 704B. Layoff or Discharge 708C. Management Rights and Layoffs 709D. Notice of Layoffs 711

5. Bumping 7126. Recall 713

PART VI - MANAGING THE WORKPLACE

Chapter 18: Scheduling of Work and Overtime 717

1. Management's Right to Schedule Work 717A. Reduction in Work Opportunities 718B. Scheduling of Overtime and Extra-Days 722C. Variation of Days and Hours of Work 725

Chapter 19: Payment for Work Done 727

1. Introduction 7282. Establishment of Wage Rates 729

A. Classifications and Setting of Wage Rates 729(i) Impact of Classifications 729(ii) Transfers and Reclassifications 730(iii) Jurisdiction of Arbitrator to Set New Wage Rates 732

B. Other Considerations in Setting Wage Rates 733(i) Job Evaluation Plans 733(ii) Incentive Plans 733(iii) Educational Accreditation 735

C. Payment of Wages 735(i) Withholding Pay 735

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(ii) Recovery of Overpayments 736D. Pay in Addition to Basic Wages 739

(i) Premium Pay 739(ii) Overtime 741(iii) Reporting Pay 743(iv) Call-BackPay 746

3. Protection of Wage Rates ("Red-Circling") 7484. Alteration of Wage Rates 750

A. Grounds for Alteration of Wages 750(i) Length of Service 750(ii) Miscellaneous Grounds , 751

a. Increased Duties 751b. Transfer to New Location 752c. Agreement to Amend Wage Provisions 752

B. COLA Clauses 752C. Unilateral Alteration of Wage Rates by Employer 755

5. Pyramiding 758A. Definition and Presumption Against Pyramiding 758B. Interrelationship of Particular Benefits 760

Chapter 20: Absences from Work 763

1. Introduction 764A. General 764B. Application of Relevant Statutes 765

2. Medical Absences 766A. Introduction 766B. Proof of Illness 768

(i) Medical Certificates 768a. Right of Employer to Require Certificate for

Absence 768b. Contents of Medical Certificate 770

(ii) Consultation with Employee's Physician 771(iii) Employer-Mandated Examinations 771

a. When Permitted.... 771b. Selection of Third Party Physicians 774c. Costs Associated with Securing Medical

Information ....775d. Repercussions for Failing to Provide Medical

Certificate or to Submit to MedicalExamination 776

(iv) Arbitrator-Mandated Examinations 7773. Pregnancy, Maternity and Parental Leave 778

A. Pregnancy Leave 778(i) Sick Pay Entitlement 778(ii) Six-Week Rule 780

B. Maternity Leave 780

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C. Parental Leave 7814. Vacations 783

A. Vacation Pay 783(i) Introduction 783(ii) Calculation of Earnings 783(iii) Length of Service 784

B. Scheduling of Vacations 785(i) Authority of Employer 785(ii) Vacation Entitlement and Other Benefits 788

5. General (Statutory) Holidays 7896. Religious Holidays 7907. Bereavement Leave 7928. Personal Leave 795

A. General 795B. Family Leave 795C. Miscellaneous Grounds 796

9. Union Business 79710. Incarceration 798

PART VII - MANAGEMENT OF RIGHTS AND INSTITUTIONALUNION CONCERNS

Chapter 21: Management Rights 803

1. Overview of Management Rights 803A. The Debate 803B. "Fairness and Reasonableness" Doctrine 805

2. Specific Management Rights Issues 808

Chapter 22: Unions and Collective Agreements 811

1. Union Security Clauses 812A. Introduction 812B. Dues Check-Off 815C. The Obligation to Dismiss Employees not in Good Standing... 817D. Union Participation in Hiring 821E. Damages for Breach of Union Security Clauses 822

2. Strikes and Lock-outs 822A. What Constitutes a Strike? 822B. When Does Strike Action Constitute a Breach of the

Collective Agreement? 825C. What Constitutes a Lock-Out? 825D. Strikes and the Individual Employee 826

(i) Status and Rights of the Striking Employee 826a. Status 826b. Benefit Entitlements 827

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c. Return to Work 828d. Seniority and Vacations 829

(ii) Strikes and Discipline 830a. Disciplining Legal Strikers 830b. Disciplining Illegal Strikers 831

i. Mitigating Factors in Respect of IllegalStrikes 834

ii. Aggravating Factors 836E. Union Liability for Illegal Strikes 836

(i) General 836(ii) Who Can Attach Liability to the Union? 836(iii) Nature of the Obligations of Union Officials 839(iv) Damages 840

3. Union Officials — Qualities of the Position and Role 843A. Super Seniority Rights 844B. Promotions, Transfers and Layoffs 847C. Union Activity 849

(i) Access to Employer Premises 849(ii) Parameters of Union Official's Duties During

Working Hours 851(iii) Pay for Union Work 853(iv) Leave for Union Business 854(v) Other Rights of Union Officials 854(vi) Union Free Speech in the Workplace. 856

D. Discipline of Union Officials 859E. Duty of Care 863F. Discrimination on the Basis of Union Activity 864

Index 867