Le système de gestion de cas du Conseil canadien des relations du travail
Every labour relations board must have a case management System which is suited to its own specific circumstances. In the case of the Canada Labour Relations Board (C.L.R.B.), it must take into consideration the specific enabling statute, the requirements of a vast geographical dispersion of employe...
| Published in: | Relations industrielles |
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| Main Author: | |
| Format: | Text |
| Language: | French |
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Département des relations industrielles de l'Université Laval
1982
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| Subjects: | |
| Online Access: | https://doi.org/10.7202/029308ar http://id.erudit.org/iderudit/029308ar |
| Summary: | Every labour relations board must have a case management System which is suited to its own specific circumstances. In the case of the Canada Labour Relations Board (C.L.R.B.), it must take into consideration the specific enabling statute, the requirements of a vast geographical dispersion of employers and employees (involving a constant necessity for hearings in remote areas) and the facility to provide service in both official languages — simultaneously when necessary. The jurisdiction of the Board covers operations in the Yukon and Northwest Territories which would normally be under provincial jurisdiction as well as such diverse activities as broad-casting, communications, international and interprovincial transportation of goods and passengers by land, sea or air, grainhandling, uranium mining, longshoring and various Crown corporations such as Canada Post, DEVCO, National Arts Centre and Central Mortgage and Housing Corporation.The C.L.R.B. has regional offices in Vancouver, Winnipeg, Toronto, Montréal and Halifax staffed by officers who investigate and mediate cases as well as providing information and processing submissions made by parties. These offices are link-ed to the Board in Ottawa by electronic equipment for the transmission of documents. In some cases the employer may be located in one part of the country while the union headquarters may be in another part of the country and a case could involve such things as an unlawful strike in an entirely different location.In many cases, particularly those involving the acquisition or termination of bargaining rights decisions are made without the conduct of a public hearing. This is accomplished by the report of an investigation officer. Copies of the report of the officer are made available to the parties and they are invited to make written submissions including any challenge they might have as to the accuracy of the report. In certification cases and some other situations, there is a confidential report on the wishes of the employees. This includes ... |
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