Unions continue to face difficulties in obtaining first agreements, due largely to the conduct of employers. Previously, bad faith bargaining complaints have been raised against such employers, but the detection criteria and remedial response used by the Board have been inadequate in dealing with first contract situations. As a result, in 1986 Ontario adopted first contract arbitration to more effectively address first agreement cases.
Month: January 1990
The institution of collective bargaining, central to public policy with respect to employment relations, requires a well functioning labour movement. There is evidence that labour organizations in the role of employer are subject to labour conflict which, if unresolved, threatens the collective bargaining regime. The survival of the movement is at risk in terms of its principles, credibility, and effectiveness as protector of the interests of the worker and promoter of social reform.
The purpose of this paper is to evaluate issues in the implementation of pay equity, based on the experience of Ontario. The Ontario Act is considered as having the broadest scope of coverage of pay equity legislation, not only in Canada but in North America. This paper compares the Pay Equity Act of Ontario to other pieces of Canadian equal pay for work of equal value legislation, exploring the similarities and dissimilarities, highlighting the unique features and discussing the implications of various provisions.