Unifor 707A Collective Agreement Suncor
The majority mixed two topics and went too far in rejecting Suncor`s political argument. The first issue is the Tribunal`s jurisdiction to rule only on matters arising from the collective agreement. The second question is what evidence is relevant to determine whether there is a general substance abuse problem in the workplace. These two questions are different. Just because the court did not have the authority to impose or approve drug and alcohol testing of non-unionized employees does not mean that suncor`s overall experience with drug abuse at its Fort McMurray plants did not influence the issue in court. As the reviewing judge rightly said, “While it is true that the arbitral award is binding only on the members of the bargaining unit, it does not follow that the Chamber could consider only evidence directly related to that bargaining unit,” randnr. 78. It was reasonable for the tribunal to conclude that Suncor`s desire to extend drug and alcohol accidental testing to contractors would have no influence on how the tribunal should balance the privacy of unionized employees with workplace safety. But the majority went further and came to the unreasonable conclusion that these “jurisdictional” considerations compelled the court to blind itself to the logically relevant evidence. TORONTO – Representatives of Unifor`s energy unions have ratified the interim agreement that sets the model for 8,500 members of the National Energy Program. Given that our jurisdiction derives from the collective agreement and extends only to the employer and members of the bargaining unit and that the effects on the data protection rights of that bargaining unit will be felt on the basis of our decision and are binding only on them, it makes sense for this commission to take into account the cost-benefit analysis of this bargaining unit. not its impact on the other two-thirds of workers who are also present in oil sands plants. “Our energy members have come together and used their collective power to make meaningful gains,” said Jerry Dias, President of Unifor National.
“Energy workers are a critical part of the Canadian economy.” The four-year collective agreement applies to Unifor members working in the sector across Canada. It includes wage increases, severance pay and a new framework to combat domestic violence. Suncor has been selected by Unifor as the employer selected to define the model that will be extended to the remaining employers in the energy sector. The following Aboriginal people will now ratify the agreements on the various sites that will determine the model: the union`s political complaint, filed in July 2012, claimed that the new directive was not inconsistent with the collective agreement, customary law, the values and principles of the Canadian Charter of Rights and Freedoms, the Alberta Personal Information Protection Act. Suncor felt that while the collective agreement does not explicitly allow for this type of sampling testing, the new policy was just one more step in a series of policy changes the company had undertaken over the years to improve safety at the inherently dangerous oil sands construction site. and that this new policy was a reasonable exercise of management rights under the collective agreement. A three-judge body of the Alberta Court of Appeal unanimously dismissed the appeal and upheld the judge`s decision to refer the matter to another arbitration entity. The Alberta Court of Appeal upheld a decision of the Alberta Court of Queen`s Bench and found that the majority of an arbitration proceeding erred in deciding that suncors` policy of random drug and alcohol testing was an inappropriate exercise of its management rights. . . .