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B.C. EMPLOYMENT AND LABOUR UPDATE Health Employers Association of British Columbia Annual General Meeting and Conference Delayne Sartison and Thomas Roper,

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Presentation on theme: "B.C. EMPLOYMENT AND LABOUR UPDATE Health Employers Association of British Columbia Annual General Meeting and Conference Delayne Sartison and Thomas Roper,"— Presentation transcript:

1 B.C. EMPLOYMENT AND LABOUR UPDATE Health Employers Association of British Columbia Annual General Meeting and Conference Delayne Sartison and Thomas Roper, Q.C. June 20, 2005 Vancouver Resort and Conference Centre, Richmond, B.C. File number, Arial 6 points

2 2 Ryan Order British Columbia v. British Columbia Government and Service Employees' Union, 2005 BCCA Appeal of arbitration award Disclosure of medical records “Ryan Order” Appropriate test – Wigmore criteria Privacy interests balanced against full disclosure

3 3 Admissibility of Documents HEABC Sunset Lodge -and- HEU (Hemstreet - Preliminary Decision), (unreported) February 5, 2005 (Hope, Q.C.) Admissibility of investigation documents Inquiry into licensing – Allegations of patient abuse Not part of disciplinary file Admitted as similar fact evidence

4 4 Definition of Discrimination – Comparator Group B.C. Government and Service Employees' Union v. British Columbia (PSERC), 2005 BCCA 129 Appeal of arbitration award Expiration of seniority rights after 6 months on LTD if unable to return to work Appropriate comparator group all employees who could not return to work after 6 months No discrimination

5 5 Jurisdiction to Award Damages O.P.S.E.U. v. Seneca College of Applied Arts & Technology (2004), 133 LAC (4th) 193 (Ont. SCJ) Appeal of arbitration award declining jurisdiction to award aggravated or punitive damages Overturned on judicial review Arbitrator had jurisdiction to consider whether it would be appropriate to award aggravated or punitive damages per Weber v. Ontario Hydro Remitted to arbitrator

6 6 Video Surveillance - Personal Information Protection Act Re Ebco Metal Finishing Ltd. and IABSRI Shopmens' Local 712 (2004), 134 LAC (4th) 372 (Blasina) Union policy and discipline grievances Work performance concerns on afternoon shift Employer chose surreptitious surveillance rather than having supervisors work overtime Not reasonable - Contrary to Personal Information Protection Act Surveillance evidence not admissible

7 7 Discrimination - Family Status Re Greater Victoria Public Library and CUPE, Local 410 (2004), 135 LAC (4 th ) 38 (Jackson, Q.C.) Anti-nepotism policy discriminatory but justified as BFOR Policy applied in discriminatory manner Insufficient search for comparable employment Immediate transfer not necessary

8 8 Grievance not Moot Despite Settlement Re Fraser Health Authority (Surrey Memorial Hospital) and BCNU (2004), 134 LAC (4 th ) 120 (Kinzie); Appeal dismissed B398/2004 Preliminary award Grievances arbitrable despite fact that grievors fully compensated Remedy secondary to issue of interpretation Section 99 appeal dismissed

9 9 Qualification Differential - Estoppel Fraser Health Authority (Surrey Memorial Hospital) -and- BCNU, (unreported) February 28, 2005 (Kinzie) Qualification differential for special clinical preparation Completion of full program required to qualify

10 10 Duty to Accommodate HEABC Royal Columbian Hospital -and- BCNU, (unreported) April 20, 2005 (Sullivan) Unable to return to former position due to back injury Employer took no steps to determine whether jobs could be adjusted or modified Employer failed to take initiative in job search Duty to accommodate not met

11 11 Joint Consultation, Section 53 HEABC, BCLRB No. B393/2004 (Recon. of B415/2003) The Board’s preliminary views on s. 53 Opportunity to engage in discussions before final decisions made Regular consultation required (every 2 months) Broad interpretation Some issues may be kept confidential Arbitration or BCLRB application

12 12 Bad Faith Bargaining Re Thunderbird Winter Sports Centre, BCLRB No. B164/2004 Employer requested Union proposals in advance Confirmed they would have none of their own Employer came to first meeting with 24 new proposals Bad faith bargaining

13 13 Partial Decertification British Columbia Cancer Agency (Genome Sciences Centre), BLCRB No. B113/2005 Application to delete Genome Sciences Centre (GSC) from HEU facilities subsector certification LRB concluded GSC employees would not constitute an appropriate unit IML factors Job descriptions and wages set by Provincial Health Services Authority benchmarks

14 14 Contracting Out Re Renfrew Care Centre Partnership, BCLRB No. B72/2005 Preliminary ruling on arbitrator’s jurisdiction to determine contracting out Health and Social Services Delivery Improvement Act General policy of deferral to arbitration Arbitrator had authority to determine his/her own jurisdiction

15 15 Freedom of Expression and Political Strikes HEABC et al, BCLRB No. B395/2004 (Recon. B64/2004 and B92/2004) Different reasons from each of Associate Chair Fleming, Registrar and Vice Chair Brown, and Chair Mullin Overall result was that definition of strike valid and applicable Associate Vice Chair Fleming - definition of strike contrary to Charter - conduct of HEU not peaceful - conduct of BCTF should be protected

16 16 Freedom of Expression, continued Vice Chair Brown - definition of strike saved by s. 1 of the Charter - clarity in Board policy required Chair Mullin - no jurisdiction to declare strike unconstitutional - HEU activities not protected by Charter - BCTF activities not protected by Charter because government action did not trigger need for Charter protection

17 17 Application for Variance Certain Biomedical Engineering Technologists (HEABC), BCLRB No. B126/2005 Biomedical Engineering Technologists applied to be included in paramedical professional bargaining unit Agreed that BMET’s included in paramedical professional unit Covered by Paramedical Professional Bargaining Association agreement BMET’s to be members of HSA not HEU

18 18 Aggravated, Punitive and Wallace Damages Keays v. Honda Canada Inc., [2005] O.J. No (SCJ) Plaintiff suffered from Chronic Fatigue Syndrome Refusal to meet with company physician was not just cause for dismissal Forcing Plaintiff to meet with company physician and insensitive manner of dismissal merited Wallace award 15 months notice plus 9 months for Wallace damages Punitive damages $500,000 - conspiracy of intimidation

19 19 Employment for Life Foreman v Ontario Ltd., [2003] O.J. No (CA) Bingo hall manager’s employment contract provided that employer “shall not dismiss Anne Marie” Plaintiff argued intent was to provide employment to age 65 Trial court awarded 33 years lost wages to age 65 Overturned on appeal Contract for life would require clear language Minority judgment dismissed the appeal

20 20 Guaranteed Notice Period Martell v. Ewos Canada Ltd., [2005] BCJ No. 60 (SC) Senior executive of fish farm Contract provided 12 months salary on termination “without prejudice” to right to seek additional notice at common law Court concluded that this meant a guarantee of 12 months in addition to common law notice 16 months common law notice plus 12 months under contract

21 21 Bad Faith Negotiating Cain v. Clarica Life Insurance Company, [2004] A.J. No. 837 (QB) Settlement agreement negotiated on termination Agreement set aside due to bad faith Employer’s first offer was not within the range of reasonable notice Employer opened with an offer of 7 months notice Plaintiff would have been entitled to between months - low offer was bad faith negotiation

22 22 Enforceability of Salary Continuance Tull v. Norske Skog Canada Ltd., [2004] BCJ No (SC) Employer offered Plaintiff the choice on termination of lump sum or salary continuance Plaintiff chose neither and defaulted to salary continuance Court concluded that salary continuance may be endorsed by the court where the amount was reasonable but lump sum was established principle

23 23 HEU Appeal of Charter Challenge Health Services and Support Facilities Subsector Bargaining Assn. v. British Columbia, [2004] SCCA No. 587 Leave to appeal to the Supreme Court of Canada granted [2003] BCJ No determined Health and Social Services Delivery Improvement Act not in violation of the Charter

24 24 Duty to Accommodate Gordy v. Painter’s Lodge (No. 2), 2004 BCHRT 225 Second decision of HRT Duty to accommodate fishing guide’s mental disability Detailed roadmap Employers must investigate less discriminatory alternatives and show the process undertaken in the investigate Nine contextual factors considered Oak Bay did not adequately investigate alternatives


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