The Town of Oakville encourages the development of productive relationships between management and employees, including collective bargaining unit members and non-union staff in accordance with the Employment Standards Act, 2000 and the Labour Relations Act, 1995.
Employee and Labour Relations monitor the ongoing communication between management and workers regarding employment conditions, the obligations of both parties, and the management of the long-term relationship.
The town has four union associations representing our transit workers, inside and outside workers as well as our fire services team:
UNIFOR 1256 (2018-2022) (pdf)
CUPE 136 (2019-2023) (pdf)
CUPE 1329 (2019-2023) (pdf)
OPFFA (2018-2022) (pdf)
When a meeting is convened by town management for the purpose of disciplining a unionized employee, the employee may have a union representative present if requested. To learn more about employee rights to union representation during disciplinary meetings, employees and managers should refer to the applicable collective agreement .
Typically, routine meetings called to discuss performance issues - including work evaluations, instructions, training, etc. - do not call for union representation.
However, if you have questions about representation, contact your HR Consultant.
For bargaining unit members, the collective agreements provide for the review of employee complaints and disputes. Grievances are generally defined as a written complaint by an employee, the union, or management involving an alleged violation of a specific provision of the agreement.
The grievance process, as outlined in each individual collective agreement , is relatively standard among the various contracts in terms of the types of issues that may be grieved and the kind of process provided.
There are two components to these processes: the grievance process, which is an internal management level review, and the arbitration process, which is a neutral third-party review. Not all issues may be grieved and only certain grievance issues can be taken to arbitration.
Employees are expected to meet performance standards and to conduct themselves appropriately in the workplace. Progressive discipline is a process of communicating with an employee to improve behaviour or performance when other methods, such as coaching and performance appraisals, have been unsuccessful or are not appropriate.
While there are various reasons why progressive discipline or corrective action may be taken, some general reasons include:
In cases of serious misconduct, it may be appropriate to proceed straight to disciplinary action, up to and including termination.
In each situation, the steps to be taken are determined by management based on the facts of the particular case.
Supervisors and managers are advised to consult with their HR Consultant prior to taking disciplinary action.
If you are resigning from the Town of Oakville you should give a minimum of two weeks notice, in writing.
Upon resignation, earned vacation and related compensation owed to you will be provided in accordance with the Employment Standards Act, 2000.
Termination of employment with the town is generally either the final step in the progressive discipline process, or the consequence of a just-cause event.
There are other circumstances that may result in termination. These circumstances are outlined in policies, individual collective agreements, or in individual employment contracts for non-unionized employees.
For more information, contact your HR Consultant.