A Wartime
Labour Relations Board was established to give authority to a unit
of employees to bargain. A union had to have a written request from
an employee before it could represent him or her. If there was disagreement
between a union and an employer, a conciliation officer worked with
them to resolve the matter. If there was no agreement, the issue
was taken to a conciliation board. During the whole period of conciliation,
strike action was illegal.
All
employees were bound by a collective agreement
even if they did not belong to the union. If there was no collective
agreement and an employer wanted to change working conditions, he
or she had to give 60 days’ notice so that the employees could elect
a bargaining representative. The Wartime Labour Relations Board
had to approve wage clauses in collective agreements. Any disagreements
about the collective agreement had to be settled by the parties
themselves. If they could not reach agreement, the Board could impose
a procedure. This process was the beginning of compulsory arbitration
for grievance disputes.
PC1003
also included provisions requiring more accountability of the internal
affairs of unions.
WARNING:
The contents of these FAQs are intended as general legal information
only.
If
you have a personal problem, please consult a lawyer.
January
2005 |
