The Lethbridge Chamber recently held an information session to help employers understand possible changes that will affect their business or agency. If you were unable to attend, here are the slides;
https://6xn32a.a2cdn1.secureserver.net/wp-content/uploads/2017/04/Labour-Relations-Town-Hall-Slides.pdf
There are a number of changes under consideration, It took me about 30 minutes to complete the survey. Basically, my perspective is that good employers are going to be fair and reasonable in order to attract good team members. Those few that are not good employers will not be able to stay in business. If that is true, why do we need to inflate legislation?
To provide your input (before April 18), go to this link. https://extranet.gov.ab.ca/opinio6/s?s=ESCreview
Another area under review is the change to labour standards which would make it considerably easier to unionize your company or agency. In my opinion, the current arrangements are already far more beneficial to unions than employers. The proposed changes to a “card check system” would be even further advantageous to unions. To make your views known, you need to e-mail
The recommendations from the Alberta Chambers of Commerce to the Government of Alberta may be interesting to you:
1. Protect an individual’s right to vote their conscience by maintaining a secret ballot vote in the certification process.
2. Maintain that portion of current legislation that precludes the use of first contract arbitration.
3. Amend the code to clarify that employers can freely distribute information on how to revoke a certification without violating the code.
4. Require the board to apply the same “free and voluntary” rules to both revocation and certification applications.
5. Eliminate board discretion to revoke a certification if employers have had no employees for three years.
6. Prohibit new applications for certification for a fixed and longer period after the first one is dismissed or withdrawn.
7. Amend the code to make it clear that the board cannot relax the “appropriate bargaining unit” rules merely to facilitate certification.
8. Make the code clear on the fact that employers can communicate the impact of certification on their business without committing an unfair labour practice, as long as their comments are honest and factual.
9. Prevent business closures and job losses by maintaining the employer’s right to hire temporary replacement workers during labour action.