-
When Can a Grievance Target Remove You From Your Own Promotion? Arbitrator Grants Paramedic Third-Party Standing
A union filed a grievance seeking to reverse a paramedic’s promotion and send him back to Prince George to complete his probation. The targeted paramedic argued his permanent status and promotion rights were directly at stake — and the arbitrator agreed, granting him standing to participate and present evidence on remedies.
-
Union Monitored the Law, Assessed the Risk, and Made a Reasoned Call: DFR Application Dismissed
A health care worker terminated for refusing the COVID-19 vaccine argued the union abandoned her grievance arbitrarily. The BCLRB found the union had reviewed the case, monitored developing arbitral jurisprudence, held the grievance in abeyance pending related outcomes, and reached a reasoned conclusion — meeting the duty of fair representation standard.
-
Pressure to Vaccinate or Advice About Consequences? DFR Application Dismissed at Providence Health
A clinic support assistant whose employment ended under the COVID-19 vaccine mandate claimed the union discriminated against her and acted in bad faith — describing union follow-up as harassment, alleging confidentiality breaches, and challenging the union’s conduct during the post-mandate rehiring process. The BCLRB dismissed all allegations.
-
Two Years Between the Complaint and the Conduct: Retaliation Claim Against Fraser Health Dismissed
A registered nurse with a suspended licence filed a retaliation complaint after Fraser Health offered her a care aide position at a different facility and later deemed her to have resigned. The Tribunal found no reasonable prospect of proving the required connection between those actions and her earlier human rights complaint — Fraser Health had…
The Pulse: BC Case Law
Webinars
Our complimentary webinars address the practical and legal issues for Canadian employers.
View our Webinars