Labour Lawyers accepting cases in Briar Hill-Belgravia Toronto Ontario

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Briar Hill-Belgravia Toronto Labour Lawyers

Hyde HR Law accepts Labour clients from the Briar Hill-Belgravia neighbourhood. The neighbourhood, Briar Hill-Belgravia is located in the central part of Toronto. The neighbourhood boundary for Briar Hill-Belgravia starts where the Canadian National Railway intersects with a property line located between Wingold Avenue and Castlefield Avenue. The boundary continues East along the property line until it intersects with another property line located West of Allen Road. The boundary then continues along the property line West of Allen Road to a property line located slightly North of Fairleigh Crescent. The boundary then continues West along this property line to another property line located East of Marlee Avenue. The boundary the follows the property line East of Marlee Avenue, South to Eglinton Avenue West. At Eglinton Avenue West, the boundary continues West to the Canadian National Railway. When Eglinton Avenue West intersects with the Canadian National Railway, the boundary then continues North along the Canadian National Railway back to the property line between Wingold Avenue and Castlefield Avenue.

About Briar Hill-Belgravia

Briar Hill–Belgravia is part of the larger Fairbank neighbourhood. The neighbourhood has many rolling hills and steep, climbing streets. Most of the neighbourhood as it exists today was planned in the interwar years (1920s & 1930s) with mostly small single family 2 and 1.5 storey detached homes on north-south residential streets. More than half of the immigrant population of Briar Hill-Belgravia arrived after 1981, with a majority of immigrants in 1996 and 2001 arriving from the Philippines.


Areas of Practice

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.

Our Labour Lawyers

* Practicing in association, but not partnership with Hyde HR Law