{"id":4176,"date":"2021-06-09T20:53:12","date_gmt":"2021-06-09T20:53:12","guid":{"rendered":"https:\/\/canada.iatse.net\/?post_type=legal_decisions&#038;p=4176"},"modified":"2026-01-29T21:24:12","modified_gmt":"2026-01-29T21:24:12","slug":"warner-bros-television-bc-inc-national-city-films-inc-supergirl-v-teamsters-union-local-155-and-british-columbia-and-yukon-council-of-film-unions-grievance-of-mark-johnston-decis","status":"publish","type":"legal_decisions","link":"https:\/\/canada.iatse.net\/fr\/legal_decisions\/warner-bros-television-bc-inc-national-city-films-inc-supergirl-v-teamsters-union-local-155-and-british-columbia-and-yukon-council-of-film-unions-grievance-of-mark-johnston-decis\/","title":{"rendered":"Warner Bros. Television (BC) Inc (National City Films Inc \u2013 \"Supergirl\") c Syndicat Teamsters, section locale 155 et le conseil des syndicats de films de la Colombie-Britannique et du Yukon\n(Grief de Mark Johnston)\nD\u00e9cision dat\u00e9e du 10 mai 2017"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"4176\" class=\"elementor elementor-4176\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-8de2787 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"8de2787\" 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-af5b4a0\" data-id=\"af5b4a0\" 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-d27feeb elementor-widget elementor-widget-post-info\" data-id=\"d27feeb\" 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-41ac333 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\t9 juin 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-2b2c1dd elementor-inline-item\">\n\t\t\t\t\t\t<a href=\"https:\/\/canada.iatse.net\/fr\/category\/jurisdiction-cases-involving-rival-unions\/?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\tJuridiction \/ Cas Impliquant des Syndicats Rivaux\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-7c77d63 elementor-widget elementor-widget-text-editor\" data-id=\"7c77d63\" 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>Cette affaire concerne l'application de la \u00ab r\u00e8gle des trois fautes \u00bb expos\u00e9e dans l'article 10.07 de la convention collective cadre. Cette r\u00e8gle pr\u00e9voit qu'un employ\u00e9 qui a \u00e9t\u00e9 cong\u00e9di\u00e9 trois fois pour un motif valable soit renvoy\u00e9 de l'industrie, c'est-\u00e0-dire que le syndicat ne peut plus transf\u00e9rer la personne et que les employeurs de l'industrie ne sont pas tenus d'employer cette derni\u00e8re.<\/p><p>Dans cette affaire, le plaignant a \u00e9t\u00e9 cong\u00e9di\u00e9 de la production \u00ab Supergirl \u00bb par sa compagnie de production \u00e0 but unique et par sa soci\u00e9t\u00e9 m\u00e8re (collectivement, \u00ab l'employeur \u00bb). Le syndicat Teamsters, section locale 155 (le \u00ab syndicat \u00bb) a remis en cause le cong\u00e9diement en argumentant qu'il \u00e9tait sans raison valable. L'employeur a pr\u00e9sent\u00e9 une requ\u00eate visant \u00e0 rejeter le grief \u00e0 titre pr\u00e9liminaire. L'employeur a argument\u00e9 que le plaignant avait d\u00e9j\u00e0 \u00e9t\u00e9 cong\u00e9di\u00e9 \u00e0 trois reprises pour des raisons valables par d'autres employeurs, par cons\u00e9quent, le syndicat n'aurait pas d\u00fb transf\u00e9rer le plaignant et l'employeur n'\u00e9tait pas oblig\u00e9 d'embaucher le plaignant en premier lieu. Par cons\u00e9quent, selon l'employeur, il n'\u00e9tait pas n\u00e9cessaire de d\u00e9montrer que son renvoi de la production \u00e9tait justifi\u00e9.<\/p><p>Il n'a pas \u00e9t\u00e9 contest\u00e9 que le plaignant avait \u00e9t\u00e9 cong\u00e9di\u00e9 de deux productions, Monde infernal (Underworld) et Proof, pour raison valable. Cependant, le renvoi du plaignant de la troisi\u00e8me production, celle de Smallville, a \u00e9t\u00e9 contest\u00e9. La compagnie de production \u00e0 but unique qui a produit Smallville \u00e9tait une soci\u00e9t\u00e9 filiale de la Warner Bros Television (\u00ab WBTV \u00bb). Les preuves d\u00e9montrent qu'en 2009, le directeur de la production de Smallville a envoy\u00e9 une lettre au syndicat en demandant \u00e0 ce que le plaignant ne soit pas plac\u00e9 sur cette production. En 2011, la WBTV a envoy\u00e9 au plaignant une lettre qui avait pour en-t\u00eate \u00ab dernier avertissement \u00bb. La lettre d\u00e9clarait que le plaignant avait \u00e9t\u00e9 cong\u00e9di\u00e9 de Smallville pour faute grave, entre autres pour utilisation de langage grossier et insubordination. Cependant, la lettre a mentionn\u00e9 que gr\u00e2ce \u00e0 l'excellente d\u00e9fense du syndicat, la compagnie a permis au plaignant d'\u00eatre r\u00e9int\u00e9gr\u00e9 dans la liste des employ\u00e9s pouvant travailler sur d'autres productions de la WBTV.<\/p><p>L'arbitre a approuv\u00e9 les arguments de l'employeur et a conclu que le plaignant avait \u00e9t\u00e9 cong\u00e9di\u00e9 de la production de Smallville pour motif valable, \u00e0 savoir, pour utilisation de langage grossier et insubordination, malgr\u00e9 sa \u00ab r\u00e9int\u00e9gration \u00bb subs\u00e9quente par la WBTV. Par cons\u00e9quent, il n'\u00e9tait pas n\u00e9cessaire de d\u00e9cider si le cong\u00e9diement du plaignant \u00e9tait pour une raison valable. Ayant \u00e9t\u00e9 cong\u00e9di\u00e9 pour raison valable de Monde infernal (Underworld), Proof et Smallville, le plaignant \u00e9tait sujet \u00e0 un cong\u00e9diement de l'industrie et le syndicat n'aurait pas d\u00fb le transf\u00e9rer.<\/p><p>L'arbitre a rejet\u00e9 les arguments du conseil des syndicats de films de la Colombie-Britannique et du Yukon (le \u00ab conseil \u00bb) qui a argument\u00e9 que l'arbitre devrait d'abord d\u00e9terminer si le r\u00e9el employeur du plaignant lorsqu'il travaillait sur la production de Smallville \u00e9tait la compagnie de production \u00e0 but unique ou la WBTV. Le conseil a argument\u00e9 que si la WBTV \u00e9tait l'employeur r\u00e9el, alors l'incident disciplinaire du plaignant sur la production de Smallville \u00e9tait une suspension et non un cong\u00e9diement dans le cadre de l'article 10.07 de la convention collective car la WBTV avait r\u00e9int\u00e9gr\u00e9 le plaignant et ne l'avait pas emp\u00each\u00e9 d'\u00eatre embauch\u00e9 sur de futures productions. L'arbitre a d\u00e9clar\u00e9 ne pas avoir trouv\u00e9 l'aspect de l'employeur r\u00e9el comme \u00e9tant pertinent \u00e0 l'application de l'article 10.07.<\/p><p>L'arbitre a aussi rejet\u00e9 la d\u00e9fense du syndicat. Le syndicat a argument\u00e9 que le plaignant avait \u00e9t\u00e9 suspendu et non cong\u00e9di\u00e9 de Smallville, qu'il serait injuste de d\u00e9cider qu'il avait \u00e9t\u00e9 cong\u00e9di\u00e9 de Smallville aujourd'hui, cinq ans apr\u00e8s l'incident. Il a aussi \u00e9t\u00e9 argument\u00e9 qu'une nouvelle relation professionnelle avait commenc\u00e9 lorsque le plaignant avait commenc\u00e9 \u00e0 travailler sur la production de Supergirl et que le plaignant avait droit \u00e0 l'arbitrage de son grief sur le fond m\u00eame, c'est-\u00e0-dire \u00e0 savoir si l'employeur l'avait cong\u00e9di\u00e9 pour motif valable. L'arbitre a d\u00e9sapprouv\u00e9 et a rejet\u00e9 le grief \u00e0 titre pr\u00e9liminaire.<\/p><p><a href=\"https:\/\/canada.iatse.net\/wp-content\/uploads\/sites\/2\/2022\/08\/2-15-Warner-Bros.-Television-BC-Inc-National-City-Films-Inc-\u2013-Supergirl-v-Teamsters-Union-Local-155-and-British-Columbia-and.pdf\" target=\"_blank\" rel=\"noopener\">Cliquez ici pour la d\u00e9cision compl\u00e8te<\/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>Cette affaire concerne l'application de la \"r\u00e8gle des trois gr\u00e8ves\" \u00e9nonc\u00e9e \u00e0 l'article 10.07 de la convention-cadre de l'industrie. Cette r\u00e8gle pr\u00e9voit qu'un employ\u00e9 qui est licenci\u00e9 [...]<\/p>","protected":false},"featured_media":10822,"menu_order":0,"template":"","format":"standard","categories":[6],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v23.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Warner Bros. Television (BC) Inc (National City Films Inc \u2013 &quot;Supergirl&quot;) v Teamsters Union, Local 155 and British Columbia and Yukon Council of Film Unions (Grievance of Mark Johnston) Decision dated May 10, 2017 - IATSE Canada<\/title>\n<meta name=\"robots\" content=\"noindex, nofollow\" \/>\n<meta property=\"og:locale\" content=\"fr_CA\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Warner Bros. 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