Labour Lawyers accepting cases in Clairlea-Birchmount Toronto Ontario

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Clairlea-Birchmount Toronto Labour Lawyers

Hyde HR Law accepts Labour clients from the Clairlea-Birchmount neighbourhood. The neighbourhood, Clairlea-Birchmount is located in the south-western part of Scarborough. The neighbourhood boundary for Clairlea-Birchmount starts at the intersection of Eglinton Avenue East and Victoria Park Avenue. The boundary continues east on Eglinton Avenue East to Birchmount Road. It then turns south along Birchmount Road to St. Clair Avenue East. At the intersection of Birchmount Road and St. Clair Avenue East, the boundary heads east along St. Clair Avenue East. Once the boundary meets the Canadian National Railway tracks west of Midland Avenue, it then continues southwest along the Canadian National Railway tracks. Just south of Wolcott Avenue, the boundary heads back in a northeastern direction, following a planning boundary just west of Milne Avenue. The boundary follows this planning boundary line past Mack Avenue where it intersects with another planning boundary line just north of Mack Avenue. The boundary then continues westward along the planning boundary line north of Mack Avenue until it intersects with Warden Avenue. At Warden Avenue, the boundary travels north up to St. Clair Avenue East. The boundary turns briefly west along St. Clair Avenue East until it reaches Massey Creek. The boundary then follows the creek southwest and then west to Victoria Park Avenue. The boundary then follows Victoria Park Avenue north back to Eglinton Avenue East.

About Clairlea-Birchmount

In the 19th century the intersection of St. Clair and Victoria Park was home to a small village named Moffat's Corners, and the rest of the region was rural. Clairlea was one of the first parts of Scarborough to be developed as a Toronto suburb, being transformed in the early 1950s. Today it is a middle income neighbourhood that features many affordable homes and mature streets.

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