Labour Lawyers accepting cases in Lambton Baby Point Toronto Ontario

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Lambton Baby Point Toronto Labour Lawyers

Hyde HR Law accepts Labour clients from the Lambton Baby Point neighbourhood. The neighbourhood, Lambton Baby Point is located in the central part of Toronto. The neighbourhood boundary for Lambton Baby Point starts where the Canadian National Railway intersects with the Humber River. The boundary continues East along the Canadian National Railway to Scarlett Road. At Scarlett Road, the boundary continues South to Dundas Street West. Once at Dundas Street West, the boundary continues East to Gooch Avenue. At the Dundas Street West and Gooch Avenue intersection, the boundary continues South along Gooch Avenue, eventually turning into Underwood Avenue, to Varsity Road. At Varsity Road, the boundary continues South-East to St. Marks Road. At St. Marks Road, the boundary continues East to Jane Street. At the intersection of Jane Street and St. Marks Road, the boundary continues South on Jane Street to Bloor Street West. The boundary begins to follow Bloor Street West until it becomes a property line, which connects Bloor Street to the Humber River. Once the boundary meets the Humber River, the boundary continues North back to the Canadian National Railway.

About Lambton Baby Point

Houses in Lambton are primarily detached single-family dwellings. Apartment buildings exist along Dundas Street between the Humber and Gooch. A small number of storefronts are located along Dundas West west of Jane to Gooch Ave. The area west of Gooch Road is also known as "Warren Park", the name of the housing sub-division built in the 1950s. Baby Point is a wealthy residential neighbourhood in the York district of Toronto. Baby Point is situated on a peninsula of land (a 'point') overlooking the Humber River. The larger homes tend to back onto the Humber Valley ravine and are found along Baby Point Road and Baby Point Crescent, while the smaller homes are found near the Jane Street and Baby Point Road entrance. Most of the homes in the enclave were built in the 1920s and 1930s.


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