Toronto Employment and Labour Law Firm
Hyde HR Law is a boutique Labour and Employment law firm, located in downtown Toronto. Although centred in the GTA, we represent clients across Canada, from multinational corporations to small business; from individuals to groups and associations.
Located close to the Ontario Labour Relations Board and the Superior Court of Justice, our Toronto labour and employment law firm is particularly well situated to provide our clients with the unparalleled responsiveness, strong and effective representation, that they need and expect in today's marketplace.
Hyde HR Law, one of the top labour and employment law firms, was founded by John Hyde, previously the managing partner of Canada's best-known employment law firm. John, a leading labour and employment lawyer in Toronto, is joined by a number of his colleagues who share his Client First approach to providing practical and cost-efficient representation. John is one of only 23 lawyers in Canada certified by the Law Society as a Specialist in Labour Law.
Each labour and employment lawyer at Hyde HR Law come from nationally recognized law firms and, bring to the table the kind of attention to detail, drive for excellence and commitment to quality that underlies our success in client representation.
The employment lawyers at Hyde HR Law also bring something different to the practice of law: that is, practical real-life experiences, with pre-law backgrounds in human resources management, journalism, and other industries, ranging from transportation to construction.
As leading Toronto labour and employment lawyers, our motto is: "Our business, begins with understanding yours".
We think it makes us better lawyers. We hope you do too.
Labour Lawyer Toronto
Labour Arbitrations
Labour arbitration is the dispute settling process in a unionized workplace. Labour arbitration can be used to resolve union grievances, contested policies, or for the negotiation of a new collective agreement.
Collective Bargaining
Collective agreements are fairly complex, and an inexpertly drafted agreement can significantly increase the cost of doing business. During collective bargaining negotiations, employers must consider every facet of employee relations for years to come.
Construction Labour
Construction labour law is more complicated and rule-driven than any other industry in the province. In Ontario, construction labour law is characterized by divisions based on sector, craft, and geographical area, as well as collective agreements that automatically apply to newly certified employers.
Transportation Labour
Labour law in the transportation sector is highly specialized. Either provincial or federal law can apply, depending on the exact nature of the work. Employers may also have certain rights to conduct drug and alcohol testing on employees. Expert legal advice is critical for companies who operate in this industry.
Aviation Labour
Labour law in the aviation sector largely falls under federal jurisdiction. Aviation labour law expertise requires an understanding of how the aviation sector works, together with a detailed knowledge of federal standards and jurisprudence.
Union Avoidance
Keeping your workplace union-free requires careful and strategic planning long before any union organizing drive even begins. One wrong move in the course of a union drive can lead to your business becoming automatically certified.
Defence to Union Grievances
A union grievance constitutes a ‘dispute’ under a collective bargaining agreement. Unions often seek to extend their power by filing grievances. Employers should always respond, with the help of a qualified labour lawyer.
Applications for Certification
Applications for Certification are, at the end of the day, decided by employees. However, employers have certain rights to participate in these matters, which can often make the difference between becoming certified or remaining union-free.
Termination of Bargaining Rights
Termination of Bargaining Rights, also known as “decertification”, occurs when employees no longer wish to be represented by their union. Any hint of employer influence during decertification can thwart the entire process.
Unfair Labour Practice Complaints
Employers have the right to communicate with employees about unionization – even in the course of a union organizing campaign. Employers cannot, however, use coercion, threats, intimidation, promises, or undue influence to turn employees against the union, or else risk an Unfair Labour Practice (ULP) complaint.
