#labordispute

Canada B.C. Port Lockout: Union, Employer Plan Mediated Talks Employers and the union representing supervisors involved in a labor dispute that has led to a lockout at British Columbia’s ports are set to resume negotiations this weekend. The discussions will be facilitated by federal mediators in an effort to reach a resolution. A spokesman from the office of federal Labour Minister Steven MacKinnon confirmed on Friday that the minister had spoken with leaders from both the BC Maritime Employers Association and the International Longshore and Warehouse Union Local 514. However, he did not invoke any section of the Canadian Labour Code to compel them back to negotiations. Upcoming Talks According to a statement from MacKinnon’s office, the parties will meet with federal mediators on Saturday. The meeting is scheduled to begin in Vancouver at 5 p.m. and may extend into Sunday and Monday if necessary. The lockout at B.C. ports commenced on Monday following what the employers described as “strike activity” from the union, resulting in a halt of container cargo traffic at terminals across Canada’s west coast. Political Attention The dispute has drawn the attention of federal leaders, including Prime Minister Justin Trudeau and NDP Leader Jagmeet Singh, both of whom were in Vancouver on Friday. When asked about the possibility of back-to-work legislation if the situation continues, Trudeau emphasized the importance of reaching a deal through negotiation: “We are expecting and encouraging the parties to work together at the bargaining table — and to remember that in their disagreements, they are hurting Canadians, workers, farmers, union members right across the country for every minute they don’t develop a solution,” he stated. Singh attended a rally in Vancouver near the picket line of locked-out port workers, showing solidarity with those affected by the labor dispute. Union Complaints and Employer Responses On Thursday, the union filed a complaint against the employers, alleging bad faith bargaining, which the employers have dismissed as a “meritless claim.” The two sides have been without a contract since March 2023, with employers stating that their final offer from the last round of negotiations remains on the table. This proposed agreement includes a 19.2% wage increase over a four-year term, along with an average lump sum payment of $21,000 for each qualified worker. The union has expressed significant concern over the introduction of automation in port operations, seeking assurances on staffing levels regardless of the technology implemented. Broader Impact The ongoing disruption coincides with a separate labor dispute that has shut down two container terminals in Montreal, further complicating the cargo traffic situation at Canada’s two largest ports. Both Vancouver and Montreal serve as crucial trade gateways for Canada, connected to the Pacific and Atlantic oceans, respectively. This situation is part of a broader pattern of work disruptions at the Port of Vancouver, which experienced a 13-day strike last year. Additionally, labor disputes in the rail and grain-handling sectors have led to further interruptions earlier this year. Thank you for taking the time to read this article! Your thoughts and feedback are incredibly valuable to me. What do you think about the topics discussed? Please share your insights in the comments section below, as your input helps me create even better content. I’m also eager to hear your stories! If you have a special experience, a unique story, or interesting anecdotes from your life or surroundings, please send them to me at [email protected]. Your stories could inspire others and add depth to our discussions. If you enjoyed this post and want to stay updated with more informative and engaging articles, don’t forget to hit the subscribe button! I’m committed to bringing you the latest insights and trends, so stay tuned for upcoming posts. Wishing you a wonderful day ahead, and I look forward to connecting with you in the comments and reading your stories! Read the full article

Stellantis Strike: Workers Fight for Fairness in Auto Industry #automotiveindustrystrike #labordispute #Stellantisstrike #UAWstrike #workerrights

For collective disputes over bonuses, in case the conciliation is unsuccessful or one of the two parties fails to implement the agreements in the minutes of successful conciliation, the parties have the right to request the President of the district-level People’s Committee to resolve the dispute. If the parties disagree with the decision of the President of the People’s Committee of the district or beyond the time limit but the President of the People’s Committee of the district does not settle, the parties have the right to request the Court to settle. In such situation, a litigation lawyer would be engaged to assist for productive result.

For individual disputes, in case the conciliation is unsuccessful or either party fails to implement the agreements in the minutes of successful conciliation or the settlement time limit expires but if the labour conciliator fails to conduct conciliation, each disputing party has the right to request a court or arbitration council for settlement.

A labor dispute means a dispute over rights, obligations and interests among the parties during the establishment, execution or termination of labor relation; a dispute between the representative organizations of employees; a dispute over a relationship that is directly relevant to the labor relation. Labor disputes over bonuses can be individual labor disputes or collective labor disputes. The competence authority to settle labor disputes belongs to the Labor Mediator, the Labor Arbitration Council, and the People’s Court.

Bonus regulations of each company must be decided and publicly announced by the employer at the workplace after consultation with the representative organization of the grassroots-level employees’ collective. However, there are companies that do not specify bonus regulations or companies with unclear bonus regulations referring to such generally as “based on capability”, or “based on work results” without referring to specific key performance indicator (KPI). Such regulations will easily cause labor disputes that each party would need to seek consultancy from labour dispute lawyers in Vietnam.

Expiration is one of the circumstances which permit termination of labor contract under the Labor Code 2012. Accordingly, the employer must inform in writing to the employee of the terminating date of labor contract at least 15 days prior to the expiration. Termination of labor relationship in each circumstance must follow different conditions and procedures to ensure the interests and obligations of both employee and employer and avoid potential labor disputes.

Daily Courant (May 2, 1720)