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Our client: A large, federally-regulated employer, with a major, national operation and a non-union workforce
Background
Overview
Where we began
The company purchased a unionized operation and needed help integrating the two operations. As Frank put it, "Our client wanted to realize the efficiencies of merging into one, non-union location while recognizing the rights of the union employees. First, however, we needed to assess the legal issues and the scope of the unionized workers' rights."
Our approach
In collaboration with the client, we decided to keep the unionized group initially separate. "This allowed the client time to sort out the complicated issues and scenarios involved including the impact on the client's national operations and to negotiate with the union concerning the integration of the union and non-union operations.”
The result
The unionized location was closed. The unionized employees were moved and integrated into a non-union site and the two groups of employees were intermingled. The Canada Industrial Relations Board ordered that a vote be held of the combined group of union and non-union employees to determine whether the intermingled site would be union or non-union. Ultimately, the employees decided to go non-union. As a result, the client was successful in acquiring a unionized operation and shedding the union.
