Labour Lawyers accepting cases in Eglinton East Toronto Ontario

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Eglinton East Toronto Labour Lawyers

Hyde HR Law accepts Labour clients from the Eglinton East neighbourhood. The neighbourhood, Eglinton East is located in central Scarborough. The neighbourhood boundary for Eglinton East starts where the Canadian National Railway tracks running between Kennedy Road and Midland Avenue intersect with Tara Avenue. The boundary travels east along Tara Avenue to Midland Avenue. At Midland Avenue, the boundary then continues south for a small distance to Stansbury Crescent. The boundary follows Stansbury Crescent to the east and then, where Stansbury meets Citadel Drive in a T-junction, east along Citadel Drive. At the intersection of Citadel Drive and Brimley Road, the boundary continues north along Brimley Road until it meets West Highland Creek. At West Highland Creek, the boundary then follows the creek east to Bellamy Road North. At Bellamy Road North, the boundary turns south to the Canadian National Railway tracks just north of Eglinton Avenue East. The boundary then follows the tracks west to Brimley Road. At Brimley Road, the boundary then continues north until it meets Eglinton Avenue East. The boundary then continues west along Eglinton Avenue East to the Canadian National Railway tracks. The boundary then follows the Canadian National Railway tracks north back to Tara Avenue.

About Eglinton East

Eglinton East, historically known as Knob Hill, is a residential and commercial neighbourhood in Scarborough, Toronto, Ontario, Canada.


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