Employers in the federal sector are varied. Many provide Canada’s national infrastructure in areas such as communications, transportation and finance. Many First Nations employers and employers in Canada’s Territories are also subject to federal law. These employers face unique and challenging regulatory structures and legislative provisions in the labour and employment field. Many have longstanding bargaining relationships with large trade unions; others operate in whole or in part in a non-union environment. As Canada’s only national labour and employment law firm, with offices coast to coast and a global reach through our international alliance, Mathews Dinsdale is the ideal choice for all federally regulated employers.
We uniquely have the capacity to act for federal employers on all workplace issues. Our individual offices can support local needs, but we can also assemble teams of lawyers across the country to provide support in national collective bargaining, representation in matters before federal tribunals, and strategic advice on significant policy issues. No law firm in Canada is better equipped to support clients in navigating the complexities of federal labour and employment regulation.
As the sole Canadian member in the leading international alliance of labour and employment law firms, Ius Laboris, we are also able to coordinate legal advice in countries and regions around the world. Many of our federal sector clients have operations extending outside Canada, and we are committed to providing access to experienced legal representation wherever it is required.
Our experience in the federal sector runs deep. We understand the issues facing federal employers today, including:
- Labour relations, including collective bargaining, labour disputes and injunctions, arbitrations and matters before the Canada Industrial Relations Board
- Employment law, including federal employment standards under Part III of the Canada Labour Code
- Occupational health and safety compliance, regulators, prosecutions and administrative monetary penalty challenges
- The federal Pay Equity Act
- Human rights compliance and litigation, including proactive measures and investigations
- Employer obligations under workplace harassment and violence prevention requirements
- Federal legislation such as PIPEDA, the Employment Equity Act, and the Official Languages Act
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