Labour Lawyers accepting cases in Woodbine-Lumsden Toronto Ontario

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Woodbine-Lumsden Toronto Labour Lawyers

Hyde HR Law accepts Labour clients from the Woodbine-Lumsden neighbourhood. The neighbourhood, Woodbine-Lumsden is located in East York. The neighbourhood boundary for Woodbine-Lumsden starts where two property lines intersect. The first property line runs North-South and is an extension of Woodbine Avenue; also cutting through Taylor Creek Park. The second property line runs East-West, and is parallel to the hydro line, also cutting through Taylor Creek Park. The boundary continues East along the property line parallel to the hydro line, until it meets another property line connecting to Main Street. The boundary then continues South along the property line to Main Street, and then continues South along Main Street to a property line located between Gatwick Avenue and Newmarket Avenue. The boundary then continues West along the property line to another property line located slightly West of Oak Park Avenue. The boundary then continues South along the property line West of Oak Park Avenue, to another property line located North of Danforth Avenue. The boundary then continues West along the property line located North of Danforth Avenue to Woodbine Avenue. At Woodbine Avenue, the boundary continues North to a property line that is an extension of Woodbine Avenue. The boundary then follows this property line back to the property line parallel to the hydro line.

About Woodbine-Lumsden

Woodbine-Lumsden is located in the Old East York and eastern Danforth area. Old East York consists of the southern, urban, portion of the former borough of East York. Most of Old East York, particularly south of Cosburn, was constructed before World War II in a traditionally urban, pedestrian-oriented block pattern. The area contains primarily single-family detached homes in addition to some apartment buildings.

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