You cannot bring an actual lawsuit against a union. You instead must use the grievance procedures in the collective agreement. The government of Ontario recognizes, however, that unions have a duty to ensure that the workplace is free of harassment. Unions should have ample human rights education for their members. Moreover, section 37 of the Read More …
There are four reasons why collective bargaining, the process of negotiating a collective agreement, is valuable: Democracy The process of creating a collective agreement introduces democracy into the workplace by allowing workers to participate in developing workplace policies and procedures. Distributive Fairness Collective bargaining empowers workers to bargain for more rights together over individual employees Read More …
Collective Agreement and Bargaining Submission As a student or worker in the entertainment industry, you might work in a unionized environment. If you do, your rights and obligations of yourself and your employer will likely vary. In a non-unionized environment in Ontario, your rights and your employer’s obligations are found in the Employment Standards Act. Read More …
Section 7(2) of the Ontario Human Rights Code states, “Every person who is an employee has a right to freedom from harassment in the workplace because of sex, sexual orientation, gender identity or gender expression by his or her employer or agent of the employer or by another employee.” Moreover, Section 7(3) states, “Every person Read More …
Section 32.0.2 (1) of the Occupational Health and Safety Act states, “ An employer shall develop and maintain a program to implement the policy with respect to workplace violence required under clause.” Moreover, section 32.0.5(2) of the Act states, “An employer shall provide a worker with, (a) information and instruction that is appropriate for the Read More …
Section 1(4) of the Occupational Health and Safety Act states, “A reasonable action taken by an employer or supervisor relating to the management and direction of workers or the workplace is not workplace harassment.” Reasonable actions would include an employer/supervisor’s regular work duties, including changes in scheduling, job evaluations, workplace inspections, and disciplinary measures. If Read More …
As an employer, you have a duty under the Occupational Health and Safety Act to provide an appropriate investigation into the matter at hand. The investigation should be timely, equitable, and address all of the issues that are relevant. As an employer, you must treat incidents brought to your attention seriously, no matter your opinion Read More …
What is sexual harassment? The Ontario Human Rights Code defines sexual harassment as “engaging in a course of vexatious comment or conduct that is known or ought to be known to be unwelcome”. Sexual harassment can poison the work environment for both victims and their colleagues. Some examples of behaviour that constitute sexual harassment include, Read More …
As a potential employer you will need to meet with both the child actor and their parent/guardian. If they are part of a union (such as the Alliance of Canadian Cinema, Television and Radio Artists organization) you may need to negotiate with the union to work out a contract. As with all films, television and Read More …
Most producers hire case and crew on a non-employee basis. You don’t have to have a contract but generally you should always have a contract for everyone involved. It is good practice for the future, if you should ever venture into paid projects. It may be different if you’re producing the work for a school Read More …