Alberta  -  Generale
Pratique déloyale de travail

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What Would The Labour Board Do About Union Unfair Labour Practice (ULP)?

If the Union is found guilty the Alberta Labour Relations Board has the authority to impose a wide range of penalties.

When a complaint containing sufficient information is filed, a Registrar of the Labour Board will acknowledge receipt of the complaint and forward a copy to those persons who are affected, for example: an individual, a Union and/or an Employer. The Registrar will give these persons instructions for replying and a deadline by which to file their reply and, later, any responses to the replies of others.

The Registrar usually appoints a labour relations officer, who will contact the parties to assist them in resolving the complaint. If the parties are unable to reach a settlement, the officer must refer the complaint to the Labour Board for adjudication (“judging”).

In complaints which remain unresolved, the officer will file a detailed report with the Vice Chair that will hear the case, decide, and then send a copy of the report to the parties. The report to the Labour Board will not include any confidential information provided to the officer by any of the parties during the settlement attempts.

If a complaint is not settled, the Labour Board may schedule a hearing or decide based on written submissions. If they find that the Union acted illegally, but that the Union’s conduct did not change or affect the outcome of a certification vote, the Labour Board will generally not dismiss the Union’s certification application.

  • The Union can be ordered to reinstate someone to membership in the Union.
  • The Labour Board can order the Union to rescind any disciplinary action taken in respect of any Employee in contravention of the Code.
  • Direct the Union to take other steps to correct the ULP.
  • Dismiss the certification application.
  • The Labour Board may order a secret ballot revote.

Generally, the more serious the breach of the Alberta Labour Relations Code the more serious the penalty.

If the Labour Board upholds a complaint, it may order a remedy that is not aimed at punishing the party which committed an infraction, but rather at putting the complainant(s) in the position they would have been in had the infraction not occurred. The Labour Board does not have the power to fine a party who has been found to be in violation of the Alberta Labour Relations Code.

It’s not really possible to say what the penalty for any specific item or action would be. So much depends on the specific circumstances and context. For example, if the actions complained about had no real effect on the Employees’ ability to express their wishes about being represented by a Union, then the penalty, if any, will tend to be less serious.

Révision: 2006-08-31
des employés informés | des choix informés
Fédérale ou province

Dans la plupart des cas, vous choisirez la province où vous travaillez, mais choisissez « Fédéral et des territoires » dans les cas suivants:

  • Vous travaillez dans les Territoires du Nord-Ouest, le Nunavut ou le Yukon.
  • Vous travaillez comme fonctionnaire fédéral n'importe où au Canada.
  • Vous travaillez dans l'une des industries suivantes:
    • aéroport ou transport aérien
    • diffusion : radio, télévision ou câblodiffusion
    • télécommunications
    • banque
    • pêche (mais seulement si votre travail touche la protection et la préservation des pêcheries comme ressource naturelle)
    • transport et navigation (y compris le chargement et le déchargement des navires)
    • manutention des grains
    • extraction et traitement de l'uranium
    • certains organismes fédéraux de la Couronne
  • Vous travaillez dans l'une des industries suivantes ET a) vos activités relient une province à une autre OU b) elles se prolongent au-delà des limites d'une province:
    • transport aérien
    • canaux
    • traversiers, tunnels et ponts
    • transport routier de biens ou de passager
    • transport ferroviaire de biens ou de passagers