...Employment and Labour Law (1) The Union is concerned that the Employer is not bargaining in good faith. Legal Arguments For Union: | * The employer failed to bargain in good faith by refusing to meet; cancelling meetings, rescheduling meetings, not giving the negotiating team any power to bargain, surface bargaining, deliberate provocation, refusing to justify a position, (Olivio, 2013) * Section 17 of the OLRA states that the parties must have the true decision maker at the table. (Olivio, 2013). The negotiating team was included more junior members of the human resource department. * Surface bargaining is evident as the employer agrees to meet and discuss the issues but a real effort was not made to reach an agreement when the employer withdrew several concessions it had made without any explanation. | For Employer: | - According to Section 17 of the Ontario Labour Relations Act, the parties must meet within 15 days after the notice to bargain has been given or they must agree on a later meeting time. (Olivio, 2013)- Section 16 of the Ontario Labour Relations Act states that once the union is certified or voluntarily recognized, it must give notice to the employer to bargain. (Olivio, 2013)- Section 65 of the Act says that if the union fails to do so within 60 days, it risks being decertified because it is “sleeping on its rights”. Also according to section 65 of the act, if the union fails to give notice to bargain for renewal in accordance with...
Words: 1536 - Pages: 7