A company`s recognition and reward program in Ontario violated its union`s bargaining rights and collective agreement, an arbitrator ruled. Algoma argued that the policy that requires self-isolation is in all circumstances, given the size of the company (nearly 3,000 employees) infection rates in northern Michigan (three times that of the Algoma District), the fact that it does not violate the collective agreement and the company`s obligations under the OHSA to take all reasonable steps to protect a worker. , is appropriate. Algoma acknowledged its obligations within the OHRC to live on the basis of family status, but argued that, in the present circumstances, the grieving person does not have housing without unreasonable severity. In the end, the arbitrator found that Algoma had violated its obligation to consult or negotiate the introduction of the program with the union, as well as the compensation provisions of the collective agreement. The union, which represents nearly 2,300 employees assessed every hour, wrote complaints about the behaviour of external contractors last week near the steelmaker`s Gate 4 on Goulais Avenue. However, the arbitrator also indicated that the collective agreement did not expressly prohibit the introduction of a recognition and compensation program and that Algoma had the right to direct staff as it saw fit, unless expressly specified in the agreement. These include “unlimited discretion to make decisions, including bad decisions,” that could affect total revenue, regardless of the incentive agreement. The union filed a complaint regarding the “Tapping In” program, claiming that the unilateral implementation of Algoma violated the company`s obligation to recognize the union as an exclusive bargaining partner for workers and a violation of its obligation to share profits under the collective agreement.
The arbitrator noted that the general article of the collective agreement stipulated that Algoma and the union were bound to “a reciprocal relationship of respect, advice and participation,” but the unilateral introduction of tapping-in “may have added, from a union point of view, an insult to the violation.” The union also submitted that the costs of the program diverted attention from the pool that was available for distribution to its members through the incentive plan, since the collective agreement has a formula based on Algomas Sault Ste`s annual revenues. Mary`s operations. The union said the cost of the program should be excluded from the calculation of net income. Algoma Steel is a steel producer in Sault Ste. Marie, Ont. On January 23, 2018, Algoma implemented a points-based reward and recognition program called “Tapping In” to promote a culture of thanks for employees and teams who have demonstrated good and sustained corporate values. The program used a third-party information technology platform with different forms of recognition and rewards. The police were helpful, he said, but are not sure if they are competent on the private land of the steelworks.