Discriminatory to provide birth mothers same amount of top-up benefits as birth fathers, adoptive parents
In a rare oral judgment that was issued on November 12, 2014 - British Columbia Teachers' Federation v. British Columbia Public School Employers' Association, 2014 SCC 70 - the Supreme Court of Canada overturned a decision by the BC Court of Appeal and restored the decision of a labour arbitrator concerning top-up benefits provided to teachers who are new parents.
The labour arbitrator, John B. Hall, had ruled that it was discriminatory - under section 15 of the Charter of Rights and Freedoms and section 13 of the BC Human Rights Code - to provide the same amount of top-up benefits to birth mothers as birth fathers and adoptive parents.
Specifically, Arbitrator Hall had ruled: read more »
US National Labor Relations Board: Northwestern U scholarship football players are employees, can unionize
The US National Labor Relations Board (N.L.R.B.) ruled today that Northwestern University scholarship football players are employees and therefore can unionize and bargain collectively. The ruling was contained in a 24-page decision issued by Peter Ohr, a
regional director of the N.L.R.B.
The university has posted the following statement on its website in response to the ruling:
Statement by Alan K. Cubbage, Vice President for University Relations, in Regard to Decision by NLRB Regional Director
March 26, 2014 | by Alan K. Cubbage
EVANSTON, Ill. --- Northwestern University is disappointed by today's ruling by the regional director of the National Labor Relations Board finding that Northwestern University's football players who receive grant-in-aid scholarships are employees and directing that a secret ballot election be held to determine whether the football players should be represented by the College Athletes Players Association for purposes of collective bargaining with Northwestern University. read more »
Terminated employee ordered to pay UBC $5,000 in costs due to improper conduct during human rights proceeding
In Wells v. UBC and others (No. 5), 2011 BCHRT 176, an employee terminated by the University of British Columbia ("UBC") for benefits fraud was ordered by the BC Human Rights Tribunal to pay UBC $5,000 in costs as a result of her improper conduct during a human rights proceeding.
The order was made pursuant to section 37(4) of the BC Human Rights Code.
The improper conduct in question was misrepresentations she had made to the Tribunal regarding why she had delayed in filing her late complaint.
A story in The Province about this decision can be found here: "Fired worker must cover $5g in costs" (July 8, 2011).