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Recent Decisions

Harold-Doug

Recent decisions

Arbitrator finds that if a supervisor improperly shares a worker's disability and private medical information, it can result in damages awarded to the employee against the employer. It sets a helpful precedent for all jurisdictions.

Jul 22, 2016

Arbitrator concludes that company failed to prove employee "knowingly and purposefully" threatened a co-worker by stating that he would choke him with his jacket. Discharge reduced to a five-day suspension.

Apr 28, 2016

Ken and Aleisha were successful in achieving the probationary employee's reinstatement. The Arbitrator found that the grounds cited for dismissal were factually inaccurate and unfounded, and appeared to camouflage the company's discriminatory reasons.

Mar 18, 2016

Carpenters prove Giffels Constructors Inc. to be the "true employer" in an application for certification at the OLRB.

Dec 16, 2015

Windsor Carpenters win jurisdictional dispute against Labourers concerning concrete formwork in the heavy engineering sector.

Oct 29, 2015

Arbitrator concludes that steps taken to change employee status of grievors in way that impacts their seniority rights is a violation of the collective agreement.

Oct 27, 2015

The OLRB concluded that the work in dispute (fabrication, installation, releasing and stripping the forms used in concrete formwork) had been incorrectly assigned to the Labourers on the basis of a finding that the work in dispute was ICI sector work.

Sep 11, 2015

The arbitrator determined that when an employee was required to attend a meeting for the purposes of an "assessment" to determine potential redeployment, the meeting constituted "work" and accordingly should be compensated.

Sep 11, 2015

The arbitrator determined that he had jurisdiction to award damages to an employee on account of the employer's failure to take reasonable steps to provide a safe and healthy working environment.

Sep 11, 2015

The arbitrator determined that she had jurisdiction to discipline or even terminate the employment of a supervisor in the context of a harassment/discrimination but declined to do so on the basis of the specific facts in the case before her.

Sep 11, 2015

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