Towards better labour relations

One of the mandates of the Labour Relations Board is to encourage cooperative participation between unions and employers (the parties). There are a number of ways that the Board can support parties to work together. There are also certain mechanisms in the Labour Relations Code (the Code) that put processes in place to foster dialogue between the parties.

The Board engages in informal dispute resolution and fact-finding to support the union and employer and address issues that come up in an application.

Every collective agreement must establish a joint union-management consultation committee. The purpose of the joint consultation committee is to provide unions and employers with an opportunity to meet regularly to talk about workplace issues.

Where there is a collective agreement in place, there are some types of changes an employer might make that require it to give formal notice to the union and to work with the union to develop an adjustment plan to mitigate the effects of the changes.

The Board offers relationship enhancement programs to help employers and unions develop cooperative working relationships.


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This page was last updated: 2021-04-06

Disclaimer: The information on this website is provided for general purposes only and is not legal advice. This information is subject to the Labour Relations Code, the Labour Relations Board Rules, the Labour Relations Regulation and the published decisions of the Board

The Labour Relations Board acknowledges the traditional territories of the many diverse Indigenous Peoples in the geographic area we serve. With gratitude and respect, we acknowledge that the Board’s office is located on the traditional unceded territories of the Coast Salish peoples, including the territories of the xʷməθkʷəy̓əm (Musqueam), Skwxwú7mesh (Squamish), and səlil̓wətaʔɬ (Tsleil-Waututh) Nations.