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ARTICLE · 10 SEPTEMBER 2020

Saskatchewan Labour Relations Board: Employer Obligations When Implementing Organizational Or Technological Change

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Unionized employers who implement technological or organizational changes which are likely to affect the conditions or tenure of employment of a significant number of their employees have obligations to provide the union with notice of those changes.

CanadaEmployment and HR
Eileen Libby
Eileen Libby
Matthew Klinger
Matthew Klinger
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Each year MLT Aikins provides a Labour Update on key decisions from Courts, the Labour Relations Board and arbitrators. This year, the Saskatchewan Labour Update is being held as a series of six separate webinars. This blog previews one of the many cases that will be discussed during the Saskatchewan Labour Relations Board Update webinar.

Unionized employers who implement technological or organizational changes which are likely to affect the conditions or tenure of employment of a significant number of their employees have obligations to provide the union with notice of those changes.

Employers may also have to engage in collective bargaining with the union regarding a workplace adjustment plan. However, in Saskatchewan Joint Board, Retail, Wholesale and Department Store Union, Local 568 v Signal Industries (1998) Saskatchewan Ltd., 2019 CanLII 98498 the Labour Relations Board has clearly indicated that collective bargaining does not mean the employer must begin

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