Canadian employment laws provide for the role of unions in aggravating the needs of employees. Indeed, there are unionized and non-unionized workplaces all of which are governed under the laws of the land. In unionized workplaces, the contract of employment is between the employer and the union that acts as the bargaining agent for the employees. In this setting, the terms of the collective bargaining agreement contain the relationship between the two parties. In contrast, non unionized workplaces are regulated through employment laws with the contract binding the employer and respective employees. Any disputes arising from the employment contracts are handled directly between the employer and the individual employees. Although employment legislation differences across different provinces in the country, most disputes are handled under the common law.
The Canadian law empowers unions with the right to bargain a collective agreement with the employer pone half of the respective employees. The collective agreement sets out the conditions and terms of the relationship between the employer and the bargaining unit. Although these conditions are exclusive to each collective agreement, no contract should undermine such provisions as the minimum wage levels. Indeed, certain minimum standards including safety protection, human rights and holiday pay cannot be taken away by a collective agreement. It is not therefore surprising that most of the workers in Canada belong to labor unions such as athletes, teachers and nurses. These unions are also under federal and provincial legislation and are required by law to maintain democracy and financial accountability to all the members. The employments laws present unions with the responsibility and power to bargain better working terms and conditions on behalf of represented employees.
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