Labour Lawyers accepting cases in Kennedy Park Toronto Ontario

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Kennedy Park Toronto Labour Lawyers

Hyde HR Law accepts Labour clients from the Kennedy Park neighbourhood. The neighbourhood, Kennedy Park is located in central Scarborough. The neighbourhood boundary for Kennedy Park starts at the intersection of Eglinton Avenue East and Kennedy Road. The boundary continues east along Eglinton Avenue East until it meets Brimley Road. The boundary continues south along Brimley Road to the Canadian National Railway tracks south of Danforth Road. The boundary follows the railway tracks to the southwest until meets St. Clair Avenue East. The boundary then heads west along St. Clair Avenue East to Birchmount Road. The boundary turns north, running along Birchmount Road until it intersects with another set of Canadian National Railway tracks north of Foxridge Drive. The boundary continues northeast along the tracks to Kennedy Road, where it turns north, continuing back up to Eglinton Avenue East.

About Kennedy Park

Kennedy Park (also known as Scarborough Junction) is a neighbourhood in the Scarborough district of Toronto. The post-World War II years saw Scarborough Junction become one of the first areas of Scarborough to be transformed into modern suburbs. It is a culturally diverse and family-oriented community. Massey Creek, a Don River tributary, runs through the area's west side near Pine Hills Cemetery.


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