Labour & Employment Overview
Thompson Dorfman Sweatman LLP provides services in connection with all aspects of labour relations and employment law matters. We represent clients in proceedings before the Manitoba Labour Board, the Canada Industrial Relations Board and boards of arbitration under collective agreements. Our lawyers negotiate and draft collective agreements, acting as spokespersons at the bargaining table and advising clients on the interpretation of such agreements. We advise clients on legislation affecting employment relationships, such as employment standards, human rights and workers compensation, policing and military employment law, and act for clients in connection with preparation of employment contracts and employee manuals. We provide advice with respect to termination of employment relationships and appear in court in wrongful dismissal actions. The firm provides specialized expertise in dealing with issues of human rights, sexual harassment, workers compensation, policing and military employment law, disability and absenteeism management, pensions, workplace health and safety and pay equity.
- Employment Policies
- Labour Board Proceedings
- Collective Bargaining
- Labour Arbitrations
- Employment Contracts and Employee Handbooks
- Wrongful Dismissal Litigation
With the largest labour and employment practice group in Manitoba, we provide local, national and international clients with services in all aspects of labour relations and employment law. When you or your company requires labour and employment law advice, contact Robin Kersey or Ken Maclean our labour and employment practice group co-chairs. You can rely on TDS labour and employment law.
Grievance of W.C. arising from the termination of his employment with the Province of Manitoba
The Province developed concerns that the Grievor was using his position as a manager for personal gain, alleging he altered receipts, claimed personal expenses as business expenses, deliberately removed detail from certain receipts, falsified the purchasing card logs, approved the falsification of logs by other employees under his direction, and interfered in the investigation of irregularities involving himself and other staff by breaching confidentiality. It was also asserted that he refused to provide any explanation at all for his actions. Read more...