Saskatchewan Employment Law

  

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Saskatchewan - Proposed Amendments to the Trade Union Act Passed

By Yosie Saint-Cyr, editor at HRinfodesk---Canadian Payroll and Employment Law, Updated May 2005 (posted November/December 2004)


On May 25, 2005, the government passed Bill 87, The Trade Union Amendment Act, 2004. The Bill is now awaiting Royal Assent and a date to come into force. Employees and employers now have a mechanism to ensure first collective greements are settled in a timely fashion. On November 19, 2004, amendments were introduced to the Trade Union Act that require unions and employers to commence bargaining within 20 days of the certification of a new bargaining unit. As well, either party may apply to the Labour Relations Board for assistance in concluding a first collective agreement if 90 days has passed since the Board has certified the new bargaining unit.

"We all know collective bargaining can be a long and difficult process, but it can be especially difficult for a newly certified workplace negotiating a first contract," Labour Minister Deb Higgins said in a press release. "These amendments will mean more timely settlements with less disruption in the workplace and that's good for everyone involved."

Additional amendments will streamline the work of the Labour Relations Board by:

Allowing members of the Board to complete their active cases even though their appointments have expired;

Allowing the chair and vice-chairs of the Board to sit alone to hear applications respecting duty of fair representation; and

Clarifying the procedural powers and duties of the Board

For more information, read the full text of Bill 87.


By Yosie Saint-Cyr, Editor at HRinfodesk

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This article offers general comments on legal developments of concern to businesses. Every effort has been made to ensure the accuracy and timeliness of this information. These publications are written for informational purposes only and should NOT be relied upon as legal advice or opinions. The reader should always obtain legal advice from a qualified lawyer or other qualified professional, which will be responsive to the case or circumstance of the individual. Please note that the content provided in this article or any content contained in or made available through any third party website linked to from this article and/or HRinfodesk, is provided 'as is' without representations or warranties of any kind. All representations and warranties in respect of Content or Third Party Content, express or implied, including, without limitation any representations to warranties or conditions regarding accuracy, timeliness, completeness, non-infringement, merchantability or fitness for any particular purpose are hereby disclaimed.

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