Canada: Bill 47: Making Ontario Open for Business Act, 2018 – Labour Relations Act Considerations

Last Updated: November 12 2018
Article by Maxwell Radway

Most Read Contributor in Canada, November 2018

Overview

On October 23, 2018, the Ontario Government announced its much anticipated legislation in relation to employment and labour law matters. The legislation, dubbed the Making Ontario Open for Business Act, 2018 (Bill 47), will remove or modify many of the obligations placed on Ontario employers by way of the Fair Workplaces, Better Jobs Act, 2017 (Bill 148). Please see the summary below for an overview of the changes to the Labour Relations Act and the table thereunder for a more thorough review. For the Ontario Ministry of Labour's Backgrounder on the issues, please click here. For the full text of Bill 47, please click here. For an overview of changes to the Ontario Employment Standards Act, click here:

Summary of Changes – Labour Relations Act

Alternate Certification Removed

  • The alternate certification process in the building services industry, the home care and community services industry and the temporary help agency industry will be repealed.

Employee Lists

  • Trade unions will no longer be able to obtain a list of the employees or their contact information from an employer.
  • Upon coming into force, a trade union will be required to destroy any employee list obtained under the previous section that allowed for a trade union to obtain an employee list.

Remedial Certification

  • The pre-Bill 148 test and preconditions for the Ontario Labour Relations Board ("OLRB") to certify a union as a remedy for employer misconduct will be reinstated. Certification in the event of contraventions will only be available if no other remedy would be sufficient to counter the effects of the contravention.

Structure of Bargaining Units

  • The OLRB will no longer be able to review and consolidate newly certified bargaining units with existing bargaining units.
  • However, the OLRB will be able to review the structure of the bargaining unit if an application is made requesting the review and the board is satisfied that the bargaining unit is no longer appropriate for collective bargaining.

Reinstatement of Employees After Strike

  • The Act will be amended to provide for reinstatement of an employee if an application is made within six months following the commencement of a lawful strike.

First Contract Mediation and Mediation-Arbitration Removed

  • Bill 47 will repeal the provisions requiring first collective agreement mediation and mediation-arbitration in any circumstance.
  • First collective agreement arbitration will be implemented in their place, under similar rules prior to Bill 148 (The OLRB will consider, upon application, any reasonable justification for the uncompromising nature of the parties, the failure to make reasonable efforts to agree, or any other reason the Board considers relevant, before requiring arbitration).

Penalties

  • The government will be returning to the previous maximum fines for offences under the Act by decreasing the fines from $5,000 to $2,000 for individuals and from $100,000 to $25,000 for organizations.

Table of Changes

Subject Matter Current Entitlement under the Labour Relations Act New Entitlement (Bill 47, once enacted)
Union Certification Card-based certification introduced for home care and community services industries, building services industry, and temporary help agency industry Repeals card-based certification. Regular certification rules will apply in each of these industries
Remedial Certification If an employer contravenes the LRA and, as a result, the true wishes of employees in the bargaining unit were not likely reflected in the representation vote, or the union was unable to obtain membership cards from at least 40% of the proposed bargaining unit, the OLRB must certify the unit This power is being repealed to restore the pre-Bill 148 test and the original preconditions for the OLRB to certify a union as remedy for employer misconduct are reinstated (that there may be remedial certification is only available if no other remedy would be sufficient to counter the effects of the contravention)

 

First Collective Agreement Mediation In addition to arbitration, the LRA now provides for first collective agreement mediation where the parties are unable to effect a first collective agreement. Where the first collective agreement mediation is unsuccessful, the LRA provides for mediation-arbitration. First collective agreement mediation and mediation-arbitration are repealed

First collective agreement arbitration, in accordance with pre-Bill 148 is restored

Employee Lists If a union can establish at least 20% support of the employees involved, then it will be granted access to a list of employees and certain contact information. The list must include employee names, phone numbers and personal email addresses if the employee has provided that information to the employer. Trade unions can no longer obtain a list of the employees or their contact information from an employer

Upon coming into force, a trade union must destroy any employee list obtained under the previous section that allowed for a trade union to obtain an employee list

Educational Support Parties can request educational support in the practice of labour relations and collective bargaining This will be repealed
Successor Rights Successor rights will be extended to the retendering of building services contracts. The government will also be able to apply expanded successor rights by regulation to the retendering of other contracted services that are publicly funded. This will be repealed
Voting The OLRB may direct that voting take place outside of the workplace and may also permit that voting take place electronically and/or by telephone This remains the same
Just Cause Protection Employees will be protected from discipline or discharge without just cause in the period between certification and the parties' conclusion of a first contract, as well as between the date of a legal strike or lockout and the date of a new collective agreement. This remains the same
Review of Bargaining Unit Structure An employer or union will be permitted to apply to the OLRB to review the structure of a bargaining unit after certification (but prior to entering into a collective agreement) and consolidate it with another bargaining unit at the employer already certified and represented by the same union This will be repealed, however, the OLRB may review the structure of a bargaining unit if an application is made and the board is satisfied that the bargaining unit is no longer appropriate for collective bargaining
Reinstatement of Employees after Strike An employer will be obligated to reinstate an employee at the end of a legal strike or lockout on such terms as the employer and union may agree upon. Will restore the pre-Bill 148 which provides for reinstatement of an employee if an application is made within six months following the commencement of a lawful strike
Notices and Communication Notice and communications have to be by mail For any proceeding under the LRA, any notice or communication will be able to be sent by mail, courier, fax, or email
Penalties and Fines Increasing the maximum penalties under the LRA to $5,000 for individuals and $100,000 for organizations Will restore the pre-Bill 148 maximum penalties of $2,000 for individuals and $25,000 for organizations

 


About Norton Rose Fulbright Canada LLP

Norton Rose Fulbright is a global law firm. We provide the world's preeminent corporations and financial institutions with a full business law service. We have 3800 lawyers and other legal staff based in more than 50 cities across Europe, the United States, Canada, Latin America, Asia, Australia, Africa, the Middle East and Central Asia.

Recognized for our industry focus, we are strong across all the key industry sectors: financial institutions; energy; infrastructure, mining and commodities; transport; technology and innovation; and life sciences and healthcare.

Wherever we are, we operate in accordance with our global business principles of quality, unity and integrity. We aim to provide the highest possible standard of legal service in each of our offices and to maintain that level of quality at every point of contact.

For more information about Norton Rose Fulbright, see nortonrosefulbright.com/legal-notices.

Law around the world
nortonrosefulbright.com

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

To print this article, all you need is to be registered on Mondaq.com.

Click to Login as an existing user or Register so you can print this article.

Authors
Similar Articles
Relevancy Powered by MondaqAI
 
In association with
Related Topics
 
Similar Articles
Relevancy Powered by MondaqAI
Related Articles
 
Related Video
Up-coming Events Search
Tools
Print
Font Size:
Translation
Channels
Mondaq on Twitter
 
Register for Access and our Free Biweekly Alert for
This service is completely free. Access 250,000 archived articles from 100+ countries and get a personalised email twice a week covering developments (and yes, our lawyers like to think you’ve read our Disclaimer).
 
Email Address
Company Name
Password
Confirm Password
Position
Mondaq Topics -- Select your Interests
 Accounting
 Anti-trust
 Commercial
 Compliance
 Consumer
 Criminal
 Employment
 Energy
 Environment
 Family
 Finance
 Government
 Healthcare
 Immigration
 Insolvency
 Insurance
 International
 IP
 Law Performance
 Law Practice
 Litigation
 Media & IT
 Privacy
 Real Estate
 Strategy
 Tax
 Technology
 Transport
 Wealth Mgt
Regions
Africa
Asia
Asia Pacific
Australasia
Canada
Caribbean
Europe
European Union
Latin America
Middle East
U.K.
United States
Worldwide Updates
Registration (you must scroll down to set your data preferences)

Mondaq Ltd requires you to register and provide information that personally identifies you, including your content preferences, for three primary purposes (full details of Mondaq’s use of your personal data can be found in our Privacy and Cookies Notice):

  • To allow you to personalize the Mondaq websites you are visiting to show content ("Content") relevant to your interests.
  • To enable features such as password reminder, news alerts, email a colleague, and linking from Mondaq (and its affiliate sites) to your website.
  • To produce demographic feedback for our content providers ("Contributors") who contribute Content for free for your use.

Mondaq hopes that our registered users will support us in maintaining our free to view business model by consenting to our use of your personal data as described below.

Mondaq has a "free to view" business model. Our services are paid for by Contributors in exchange for Mondaq providing them with access to information about who accesses their content. Once personal data is transferred to our Contributors they become a data controller of this personal data. They use it to measure the response that their articles are receiving, as a form of market research. They may also use it to provide Mondaq users with information about their products and services.

Details of each Contributor to which your personal data will be transferred is clearly stated within the Content that you access. For full details of how this Contributor will use your personal data, you should review the Contributor’s own Privacy Notice.

Please indicate your preference below:

Yes, I am happy to support Mondaq in maintaining its free to view business model by agreeing to allow Mondaq to share my personal data with Contributors whose Content I access
No, I do not want Mondaq to share my personal data with Contributors

Also please let us know whether you are happy to receive communications promoting products and services offered by Mondaq:

Yes, I am happy to received promotional communications from Mondaq
No, please do not send me promotional communications from Mondaq
Terms & Conditions

Mondaq.com (the Website) is owned and managed by Mondaq Ltd (Mondaq). Mondaq grants you a non-exclusive, revocable licence to access the Website and associated services, such as the Mondaq News Alerts (Services), subject to and in consideration of your compliance with the following terms and conditions of use (Terms). Your use of the Website and/or Services constitutes your agreement to the Terms. Mondaq may terminate your use of the Website and Services if you are in breach of these Terms or if Mondaq decides to terminate the licence granted hereunder for any reason whatsoever.

Use of www.mondaq.com

To Use Mondaq.com you must be: eighteen (18) years old or over; legally capable of entering into binding contracts; and not in any way prohibited by the applicable law to enter into these Terms in the jurisdiction which you are currently located.

You may use the Website as an unregistered user, however, you are required to register as a user if you wish to read the full text of the Content or to receive the Services.

You may not modify, publish, transmit, transfer or sell, reproduce, create derivative works from, distribute, perform, link, display, or in any way exploit any of the Content, in whole or in part, except as expressly permitted in these Terms or with the prior written consent of Mondaq. You may not use electronic or other means to extract details or information from the Content. Nor shall you extract information about users or Contributors in order to offer them any services or products.

In your use of the Website and/or Services you shall: comply with all applicable laws, regulations, directives and legislations which apply to your Use of the Website and/or Services in whatever country you are physically located including without limitation any and all consumer law, export control laws and regulations; provide to us true, correct and accurate information and promptly inform us in the event that any information that you have provided to us changes or becomes inaccurate; notify Mondaq immediately of any circumstances where you have reason to believe that any Intellectual Property Rights or any other rights of any third party may have been infringed; co-operate with reasonable security or other checks or requests for information made by Mondaq from time to time; and at all times be fully liable for the breach of any of these Terms by a third party using your login details to access the Website and/or Services

however, you shall not: do anything likely to impair, interfere with or damage or cause harm or distress to any persons, or the network; do anything that will infringe any Intellectual Property Rights or other rights of Mondaq or any third party; or use the Website, Services and/or Content otherwise than in accordance with these Terms; use any trade marks or service marks of Mondaq or the Contributors, or do anything which may be seen to take unfair advantage of the reputation and goodwill of Mondaq or the Contributors, or the Website, Services and/or Content.

Mondaq reserves the right, in its sole discretion, to take any action that it deems necessary and appropriate in the event it considers that there is a breach or threatened breach of the Terms.

Mondaq’s Rights and Obligations

Unless otherwise expressly set out to the contrary, nothing in these Terms shall serve to transfer from Mondaq to you, any Intellectual Property Rights owned by and/or licensed to Mondaq and all rights, title and interest in and to such Intellectual Property Rights will remain exclusively with Mondaq and/or its licensors.

Mondaq shall use its reasonable endeavours to make the Website and Services available to you at all times, but we cannot guarantee an uninterrupted and fault free service.

Mondaq reserves the right to make changes to the services and/or the Website or part thereof, from time to time, and we may add, remove, modify and/or vary any elements of features and functionalities of the Website or the services.

Mondaq also reserves the right from time to time to monitor your Use of the Website and/or services.

Disclaimer

The Content is general information only. It is not intended to constitute legal advice or seek to be the complete and comprehensive statement of the law, nor is it intended to address your specific requirements or provide advice on which reliance should be placed. Mondaq and/or its Contributors and other suppliers make no representations about the suitability of the information contained in the Content for any purpose. All Content provided "as is" without warranty of any kind. Mondaq and/or its Contributors and other suppliers hereby exclude and disclaim all representations, warranties or guarantees with regard to the Content, including all implied warranties and conditions of merchantability, fitness for a particular purpose, title and non-infringement. To the maximum extent permitted by law, Mondaq expressly excludes all representations, warranties, obligations, and liabilities arising out of or in connection with all Content. In no event shall Mondaq and/or its respective suppliers be liable for any special, indirect or consequential damages or any damages whatsoever resulting from loss of use, data or profits, whether in an action of contract, negligence or other tortious action, arising out of or in connection with the use of the Content or performance of Mondaq’s Services.

General

Mondaq may alter or amend these Terms by amending them on the Website. By continuing to Use the Services and/or the Website after such amendment, you will be deemed to have accepted any amendment to these Terms.

These Terms shall be governed by and construed in accordance with the laws of England and Wales and you irrevocably submit to the exclusive jurisdiction of the courts of England and Wales to settle any dispute which may arise out of or in connection with these Terms. If you live outside the United Kingdom, English law shall apply only to the extent that English law shall not deprive you of any legal protection accorded in accordance with the law of the place where you are habitually resident ("Local Law"). In the event English law deprives you of any legal protection which is accorded to you under Local Law, then these terms shall be governed by Local Law and any dispute or claim arising out of or in connection with these Terms shall be subject to the non-exclusive jurisdiction of the courts where you are habitually resident.

You may print and keep a copy of these Terms, which form the entire agreement between you and Mondaq and supersede any other communications or advertising in respect of the Service and/or the Website.

No delay in exercising or non-exercise by you and/or Mondaq of any of its rights under or in connection with these Terms shall operate as a waiver or release of each of your or Mondaq’s right. Rather, any such waiver or release must be specifically granted in writing signed by the party granting it.

If any part of these Terms is held unenforceable, that part shall be enforced to the maximum extent permissible so as to give effect to the intent of the parties, and the Terms shall continue in full force and effect.

Mondaq shall not incur any liability to you on account of any loss or damage resulting from any delay or failure to perform all or any part of these Terms if such delay or failure is caused, in whole or in part, by events, occurrences, or causes beyond the control of Mondaq. Such events, occurrences or causes will include, without limitation, acts of God, strikes, lockouts, server and network failure, riots, acts of war, earthquakes, fire and explosions.

By clicking Register you state you have read and agree to our Terms and Conditions