Labour Lawyers accepting cases in Tam O'Shanter-Sullivan Toronto Ontario

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Tam O'Shanter-Sullivan Toronto Labour Lawyers

Hyde HR Law accepts Labour clients from the Tam O'Shanter-Sullivan neighbourhood. The neighbourhood, Tam O'Shanter-Sullivan is located in the western part of Scarborough. The neighbourhood boundary for Tam O'Shanter-Sullivan starts at the intersection of Victoria Park Avenue and Sheppard Avenue East. The boundary heads east along Sheppard Avenue East to Pharmacy Avenue. The boundary then turns north on Pharmacy Avenue to Huntingwood Drive. At the intersection of Pharmacy Avenue and Huntingwood Drive, the boundary continues east along Huntingwood Drive to the Canadian National Railway tracks just east of Kennedy Road. At the Canadian National Railway tracks, the boundary continues south along the railway until it meets Havendale Road. At Havendale Road, the boundary continues west to Kennedy Road. At the intersection of Kennedy Road and Havendale Road, the boundary continues south on Kennedy Road to Highway 401. The boundary then follows Highway 401 west to Victoria Park Avenue. Once at Victoria Park Avenue, the boundary turns north following Victoria Park Avenue until it connects back to Sheppard Avenue East.

About Tam O'Shanter-Sullivan

Tam O'Shanter-Sullivan is a neighbourhood in the east end of the city of Toronto, in the district of Scarborough. The neighbourhood is bordered by Huntingwood Drive to the North, Kennedy Road to the East, Highway 401 to the South and Victoria Park to the West.


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