Labour Relations Amendment Act, 2000 Martel, Shelley — Bill 162 (37th Parliament, 1st Session)

Bill 162, 37-1

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Bill 162, Labour Relations Amendment Act, 2000

Martel, Shelley

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[37] Bill 162 Original (PDF)

Bill 162

Bill 1622000

An Act to amend the

Labour Relations Act, 1995

Her Majesty, by and with the advice and consent of the Legislative

Assembly of the Province of Ontario, enacts as follows:

1. The Labour Relations Act, 1995 is amended by adding

the following sections:

Definitions

73.1

(1) In this section, "

employer" means the employer whose employees are locked out or are on

strike and includes an employers' organization or person acting on behalf of

either of them; ("employeur") "

person" includes,

(a)a person who exercises managerial functions or is employed in a

confidential capacity in matters relating to labour relations, and

(b)an independent contractor; ("personne") "

place of operations in respect of which the strike or lock-out is taking

place" includes any place where employees in the bargaining unit who are on

strike or who are locked-out would ordinarily perform their work. ("lieu

d'exploitation l'gard duquel la grve ou le lock-out a lieu")

Application

(2) This

section applies during any lock-out of employees by an employer

or during a lawful strike that is authorized in the following way:

1.A strike vote was taken after the notice of desire to bargain was given

or bargaining had begun, whichever occurred first.

2.The strike vote was conducted in accordance with this Act.

3.At least 60 per cent of those voting authorized the strike.

Interpretation

(3) For the purposes of this

section and

section 73.2, a bargaining unit

is considered to be,

(a)locked out if any employees in the bargaining unit are locked out;

and

(b)on strike if any employees in the bargaining unit are on strike and the

union has given the employer notice in writing that the bargaining unit is on

strike.

Use of bargaining unit employees

(4) The employer shall not use the services of an employee in the

bargaining unit that is on strike or is locked out.

Use of newly hired employees, etc.

(5) The employer shall not use a person described in paragraph 1 at any

place of operations operated by the employer to perform the work described in

paragraph 2 or 3:

1.A person, whether the person is paid or not, who is hired or engaged by

the employer after the earlier of the date on which the notice of desire to

bargain is given and the date on which bargaining begins.

2.The work of an employee in the bargaining unit that is on strike or

locked out.

3.The work ordinarily done by a person who is performing the work of an

employee described in paragraph 2.

Use of others at the strike, etc., location

(6) The employer shall not use any of the following persons to perform the

work described in paragraph 2 or 3 of subsection (5) at a place of operations

in respect of which the strike or lock-out is taking place:

1.An employee or other person, whether paid or not, who ordinarily works

at another of the employer's places of operations, other than a person who

exercises managerial functions.

2.A person who exercises managerial functions, whether paid or not, who

ordinarily works at a place of operations other than a place of operations in

respect of which the strike or lock-out is taking place.

3.An employee or other person, whether paid or not, who is transferred to

a place of operations in respect of which the strike or lock-out is taking

place, if he or she was transferred after the earlier of the date on which

the notice of desire to bargain is given and the date on which bargaining

begins.

4.A person, whether paid or not, other than an employee of the employer or

a person described in subsection 1 (3).

5.A person, whether paid or not, who is employed, engaged or supplied to

the employer by another person or employer.

Prohibition re replacement work

(7) The employer shall not require an employee who works at a place of

operations in respect of which the strike or lock-out is taking place to

perform any work of an employee in the bargaining unit that is on strike or

is locked out without the agreement of the employee.

No reprisals

(8) No employer shall,

(a)refuse to employ or continue to employ a person;

(b)threaten to dismiss a person or otherwise threaten a person;

(c)discriminate against a person in regard to employment or a term or

condition of employment; or

(d)intimidate or coerce or impose a pecuniary or other penalty on a

person,

because of the person's refusal to perform any or all of the work of an

employee in the bargaining unit that is on strike or is locked out.

Burden of proof

(9) On an application or complaint relating to this section, the burden of

proof that an employer did not act contrary to this

section lies upon the

employer.

Definition

73.2

(1) In this section, "

specified replacement worker" means a person who is described in

subsection 73.1 (5) or (6) as one who must not be used to perform the work

described in paragraph 2 or 3 of subsection 73.1 (5).

Permitted use of specified replacement workers

(2) Despite

section 73.1, specified replacement workers may be used in the

circumstances described in this

section to perform the work of employees in

the bargaining unit that is on strike or is locked out but only to the extent

necessary to enable the employer to provide the following services:

1.Secure custody, open custody or the temporary detention of persons under

a law of Canada or of the Province of Ontario or under a court order or

warrant.

2.Residential care for persons with behavioural or emotional problems or

with a physical, mental or developmental handicap.

3.Residential care for children who are in need of protection as described

in subsection 37 (2) of the Child and Family Services Act .

4.Services provided to persons described in paragraph 2 or 3 to assist

them to live outside a residential care facility.

5.Emergency shelter or crisis intervention services to persons described

in paragraph 2 or 3.

6.Emergency shelter or crisis intervention services to victims of

violence.

7.Emergency services relating to the investigation of allegations that a

child may be in need of protection as described in subsection 37 (2) of the

Child and Family Services Act .

8.Emergency dispatch communication services, ambulance services or a first

aid clinic or station.

Same

(3) Despite

section 73.1, specified replacement workers may also be used

in the circumstances described in this

section to perform the work of

employees in the bargaining unit that is on strike or locked out but only to

the extent necessary to enable the employer to prevent,

(a)danger to life, health or safety;

(b)the destruction or serious deterioration of machinery, equipment or

premisis; or

(c)serious environmental damage.

Notice to trade union

(4) An employer shall notify the trade union if the employer wishes to use

the services of specified replacement workers to perform the work described

in subsection (2) or (3) and shall give particulars to the type of work,

level of service and number of specified replacement workers the employer

wishes to use.

Time for giving notice

(5) The employer may notify the trade union at any time during bargaining

but, in any event, shall do so promptly after a conciliation officer is

appointed.

Same, emergency

(6) In an emergency or in circumstances which could not reasonably have

been foreseen, the employer shall notify the trade union as soon as possible

after determining that he, she or it wishes to use the services of specified

replacement workers.

Consent

(7) After receiving the employer's notice, the trade union may consent to

the use of bargaining unit employees instead of specified replacement workers

to perform some or all of the proposed work and shall promptly notify the

employer as to whether it gives its consent.

Use of bargaining unit employees

(8) The employer shall use bargaining unit employees to perform the

proposed work to the extent that the trade union has given its consent and if

the employees are willing and able to do so.

Working conditions

employment and any rights, privileges or duties of the employer, the trade

union or the employees in effect before it became lawful for the trade union

to strike or the employer to lock out continue to apply with respect to

bargaining unit employees who perform work under subsection (8) while they

perform the work.

Priority re replacement workers

(10) No employer, employers' organization or person acting on behalf of

either shall use a specified replacement worker to perform the work described

in subsection (2) or (3) unless,

(a)the employer has notified the trade union that he, she or it wishes to

do so;

(b)the employer has given the trade union reasonable opportunity to

consent to the use of bargaining unit employees instead of the specified

replacement worker to perform the proposed work; and

(c)the trade union has not given its consent to the use of bargaining unit

employees.

Exception re emergency

(11) In an emergency, the employer may use a specified replacement worker

to perform the work described in subsection (2) or (3) for the period of time

required to give notice to the trade union and determine whether the trade

union gives its consent to the use of bargaining unit employees.

Application for directions

(12) On application by the employer or trade union, the Board may,

(a)determine, during a strike or lock-out, whether the circumstances

described in subsection (2) or (3) exist and determine the manner and extent

to which the employer may use specified replacement workers to perform the

work described in those subsections;

(b)determine whether the circumstances described in subsection (2) or

(3) would exist if a strike or lock-out were to occur and determine the manner

and extent to which the employer may use specified replacement workers to

perform the work described in those subsections;

(c)give such other directions as the Board considers appropriate.

Reconsideration

(13) On a further application by either party, the Board may modify any

determination or direction in view of a change in circumstances.

Same

(14) The Board may defer considering an application under subsection

(12) or (13) until such time as it considers appropriate.

Burden of proof

(15) In an application or a complaint relating to this section, the burden

of proof that the circumstances described in subsection (2) or (3) exist lies

upon the party alleging that they do.

Agreement re specified replacement workers

(16) The employer and the trade union may enter into an agreement

governing the use, in the event of a strike or lock-out, of striking or

locked-out employees and of specified replacement workers to perform the work

described in subsection (2) or (3).

Formal requirements

(17) An agreement under subsection (16) must be in writing and signed by

the parties or their representatives.

Same

(18) An agreement under subsection (16) may provide that any of

subsections (4) to (11) do not apply.

Term of agreement

(19) An agreement under subsection (16) expires not later than the earlier

of,

(a)the end of the first strike described in subsection 73.1 (2) or

lock-out that ends after the parties have entered into the agreement; or

(b)the day on which the parties next make or renew a collective

agreement.

Prohibited circumstances

(20) The parties shall not, as a condition of ending a strike or lock-out,

enter into an agreement governing the use of specified replacement workers or

of bargaining unit employees in any future strike or lock-out. Any such

agreement is void.

Enforcement

(21) On application of the employer or trade union, the Board may enforce

an agreement under subsection (16) and may amend it and make suc

Document details

Collection	Ontario — Bills
Citation	Bill 162, 37-1
Type	bill
Volume / chapter	p37 s1 bill 162 html
Language	en
Format	html
Source	PROVINCIAL
Identifier	87fa34af4c1ffa3403b320057e54a9ad5a3f8229

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