Form A33 LABOUR RELATIONS ACT, 1995 APPLICATION UNDER SECTION 96 OF THE ACT (UNFAIR LABOUR PRACTICE) BEFORE THE ONTARIO LABOUR RELATIONS BOARD Between: Applicant, and Responding Party-2025

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69 of the Labour Relations Act (LRA), the purchaser of a business effectively steps into the sellers shoes for the purpose of labour relations and becomes bound by any collective agreement that the seller is party to, unless the Ontario Labour Relations Board (OLRB) declares otherwise.
The Ontario Labour Relations Act (OLRA) governs the relationship between unions and employers in most Ontario workplaces. Among other things, it covers the process for bringing a union into a workplace (organizing) and negotiating a first contract (collective bargaining).
Section 50 prohibits employers from dismissing, disciplining, or suspending a worker (and from threatening to do any of those things) and from penalizing, intimidating, or coercing a worker because the worker has acted in compliance with or sought the enforcement of the Occupational Health and Safety Act or its
The statutory freeze is a provision of Section 86 of the Ontario Labour Relations Act. It puts a freeze on changing wages, working conditions and employment conditions during bargaining. However, it does not prohibit the employer from making normal business changes.
LRA grounds for unfair labour practice disputes An unfair labour practice means any unfair act or omission that arises between an employer and an employee, involving: The unfair conduct of the employer relating to the promotion, demotion or training of an employee or relating to the provision of benefits to an employee.
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Unfair labour practices are acts that interfere with a unions right or ability to represent its members or an employees right to make up their own mind about whether to support a union. Unfair labour practices also include acts by unions that interfere with an employers right to operate its business.
Section 74 of the Labour Relations Act, S.O. 1995 provides that A trade union or council of trade unions, so long as it continues to be entitled to represent employees in a bargaining unit, shall not act in a manner that is arbitrary, discriminatory or in bad faith in the representation of any of the employees in the
On December 19, 2024, Ontarios Bill 229, Working for Workers Six Act, 2024 received Royal Assent. Bill 229 amends the ESA to add an unpaid Child Placement Leave (to be proclaimed in force) and an unpaid Long-Term Illness Leave for eligible employees (in force on June 19, 2025).

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