Labour Lawyers accepting cases in Golfdale-Cedarbrae-Woburn Toronto Ontario

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Golfdale-Cedarbrae-Woburn Toronto Labour Lawyers

Hyde HR Law accepts Labour clients from the Golfdale-Cedarbrae-Woburn neighbourhood. The neighbourhood, Golfdale-Cedarbrae-Woburn is located in the central to southern part of Scarborough. The neighbourhood boundary for Golfdale-Cedarbrae-Woburn starts at the intersection of Ellesmere Road and Scarborough Golf Club Road, the boundary turns south along Scarborough Golf Club Road. When Scarborough Golf Club Road meets Brimorton Drive, the boundary then travels east along Brimorton Drive. At the intersection of Brimorton Drive and Orton Park Road, the boundary turns south along Orton Park Road to Lawrence Avenue East. At Lawrence Avenue East, the boundary continues east until West Highland Creek. At West Highland Creek, the boundary follows the creek to the south until it turns south following a property line that extends south toward, and then west of Livingston Road North. The boundary follows the property line south, then west, then south until it intersects with the Canadian National Railway tracks. At the Canadian National Railway, the boundary continues west along the railway to Bellamy Road North. The boundary turns north on Bellamy Road North to West Highland Creek. The boundary then follows West Highland Creek to the west until Lawrence Avenue East. The boundary then follows Lawrence Avenue East to the east to Markham Road. The boundary follows Markham Road north to Ellesmere Road then goes east on Ellesmere Road back to the intersection of Ellesmere Road and Scarborough Golf Club Road.

About Golfdale-Cedarbrae-Woburn

Woburn is a large neighbourhood located in Scarborough below Highway 401. It is known as a quiet, family oriented community consisting of curving, tree-lined streets. Residences are split between high rises and single detached homes, which account for almost ninety percent of all residences.


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