{"id":2855,"date":"2021-05-26T00:58:18","date_gmt":"2021-05-26T00:58:18","guid":{"rendered":"https:\/\/canada.iatse.net\/?post_type=legal_decisions&#038;p=2855"},"modified":"2026-01-29T19:55:35","modified_gmt":"2026-01-29T19:55:35","slug":"iatse-local-58-v-audio-visual-services-canada-corporation-ontario-labour-relations-board-may-29-2018","status":"publish","type":"legal_decisions","link":"https:\/\/canada.iatse.net\/fr\/legal_decisions\/iatse-local-58-v-audio-visual-services-canada-corporation-ontario-labour-relations-board-may-29-2018\/","title":{"rendered":"AIEST, section locale 58 c. Audio Visual Services (Canada) Corporation (Commissions des relations de travail de l'Ontario), 29 mai 2018"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"2855\" class=\"elementor elementor-2855\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-3c5fbe8 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"3c5fbe8\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-4a0dba1\" data-id=\"4a0dba1\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-f82f569 elementor-widget elementor-widget-post-info\" data-id=\"f82f569\" data-element_type=\"widget\" data-widget_type=\"post-info.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<ul class=\"elementor-inline-items elementor-icon-list-items elementor-post-info\">\n\t\t\t\t\t\t\t\t<li class=\"elementor-icon-list-item elementor-repeater-item-b1a90ce elementor-inline-item\" itemprop=\"datePublished\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-icon\">\n\t\t\t\t\t\t\t\t<i aria-hidden=\"true\" class=\"fas fa-calendar\"><\/i>\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-text elementor-post-info__item elementor-post-info__item--type-date\">\n\t\t\t\t\t\t\t\t\t\t26 mai 2021\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t<li class=\"elementor-icon-list-item elementor-repeater-item-0447d21 elementor-inline-item\">\n\t\t\t\t\t\t<a href=\"https:\/\/canada.iatse.net\/fr\/category\/certifications-decertifications\/?post_types=legal_decisions\">\n\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-icon\">\n\t\t\t\t\t\t\t\t<i aria-hidden=\"true\" class=\"far fa-tags\"><\/i>\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-text elementor-post-info__item elementor-post-info__item--type-custom\">\n\t\t\t\t\t\t\t\t\t\tDossiers d\u2019Accr\u00e9ditation\/R\u00e9vocation\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t<\/li>\n\t\t\t\t<\/ul>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-20e16a1 elementor-widget elementor-widget-text-editor\" data-id=\"20e16a1\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p class=\" translation-block\">Il s\u2019agit d\u2019une d\u00e9cision subs\u00e9quente de la Commission des relations de travail de l\u2019Ontario (la \u00ab Commission \u00bb). Dans une d\u00e9cision ant\u00e9rieure dat\u00e9e du 15 septembre 2017, la Commission avait conclu que l'unit\u00e9 de n\u00e9gociation compos\u00e9e de techniciens en audiovisuel et de gr\u00e9eurs travaillant r\u00e9guli\u00e8rement au Sheraton Centre de Toronto convenait \u00e0 la n\u00e9gociation collective. La Commission a publi\u00e9 plusieurs d\u00e9cisions subs\u00e9quentes concernant la proc\u00e9dure \u00e0 suivre pour d\u00e9terminer les diff\u00e9rends en mati\u00e8re de qualit\u00e9 des individus en litige. Dans cela pr\u00e9sente  d\u00e9cision, la Commission a examin\u00e9 les observations pr\u00e9sent\u00e9es par les parties et a d\u00e9termin\u00e9 qu'aucun des employ\u00e9s ayant travaill\u00e9 moins de 35% de leurs heures au Centre Sheraton au cours des six mois pr\u00e9c\u00e9dant la demande n'\u00e9tait \u00ab r\u00e9guli\u00e8rement employ\u00e9 \u00bb au Centre Sheraton.<\/p><p class=\" translation-block\">La Commission a distingu\u00e9 sa d\u00e9cision dans l'affaire Madeira invoqu\u00e9e par l'employeur pour affirmer que le crit\u00e8re appropri\u00e9 consiste \u00e0 d\u00e9terminer si les employ\u00e9s sont suffisamment li\u00e9s \u00e0 l'unit\u00e9 de n\u00e9gociation. Dans Madeira, la Commission avait examin\u00e9 si six employ\u00e9s occasionnels avaient un lien suffisant avec une unit\u00e9 de n\u00e9gociation regroupant tous les employ\u00e9s. La Commission a distingu\u00e9 la question fondamentale en l\u2019esp\u00e8ce, notamment, de  savoir si les employ\u00e9s en conflit \u00e9taient \u00ab r\u00e9guli\u00e8rement employ\u00e9s \u00bb. La Commission a rejet\u00e9 l'argument que le terme \u00ab employ\u00e9 r\u00e9guli\u00e8rement \u00bb pouvait avoir la m\u00eame d\u00e9finition que \u00ab employ\u00e9 \u00bb.<\/p><p>Pour ce qui est de savoir si ceux qui travaillent moins de 35% du temps au Centre Sheraton sont r\u00e9guli\u00e8rement employ\u00e9s au centre Sheraton, La Commission a d\u00e9termin\u00e9 que les employ\u00e9s ne pouvaient pas \u00eatre employ\u00e9s r\u00e9guli\u00e8rement \u00e0 plus d\u2019un endroit. Elle a constat\u00e9 que cela permettrait aux employ\u00e9s qui travaillent \u00e0 plusieurs endroits d\u2019influencer une campagne de recrutement \u00e0 un emplacement et mener \u00e0 la manipulation des unit\u00e9s de n\u00e9gociation dans des circonstances o\u00f9 l\u2019employeur contr\u00f4le le mouvement des employ\u00e9s.<\/p><p>La Commission a examin\u00e9 les diff\u00e9rents groupes d'employ\u00e9s et a \u00e9valu\u00e9 les preuves fournies par les t\u00e9moins repr\u00e9sentatifs. Elle a conclu que m\u00eame les travailleurs fr\u00e9quents, y compris ceux ayant travaill\u00e9 31% de leurs heures au Centre Sheraton, n'\u00e9taient pas \u00ab r\u00e9guli\u00e8rement employ\u00e9 \u00bb au Sheraton Centre.<\/p><p>La Commission a pris en compte les preuves repr\u00e9sentatives fournies pour chaque groupe d\u2019employ\u00e9s et n\u2019a pas appliqu\u00e9 de test avec ligne de d\u00e9marcation tr\u00e8s nette. La Commission a d\u00e9termin\u00e9 le statut de 57 employ\u00e9s en d\u00e9terminant qu\u2019ils ne relevaient pas de la description de l\u2019unit\u00e9 de n\u00e9gociation d'\u00ab employ\u00e9 r\u00e9gulier \u00bb. La Commission a \u00e9galement rejet\u00e9 l'argument de l'employeur selon lequel la Commission devrait tenir compte de la preuve de la p\u00e9riode de 12 mois et conclu que six mois \u00e9tant une p\u00e9riode repr\u00e9sentative appropri\u00e9e.<\/p><p>La Commission a ordonn\u00e9 que l'urne reste scell\u00e9e jusqu'\u00e0 la r\u00e9solution du statut des employ\u00e9s ayant travaill\u00e9 plus de 35% de leur temps au Centre Sheraton.<\/p><p><a href=\"https:\/\/www.canlii.org\/en\/on\/onlrb\/doc\/2018\/2018canlii50639\/2018canlii50639.html\">Pour la d\u00e9cision compl\u00e8te, cliquez ici<\/a><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>This is a subsequent decision of the Ontario Labour Relations Board (the &#8220;Board&#8221;). 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