{"id":4381,"date":"2021-06-10T17:49:45","date_gmt":"2021-06-10T17:49:45","guid":{"rendered":"https:\/\/canada.iatse.net\/?post_type=legal_decisions&#038;p=4381"},"modified":"2026-01-29T20:37:45","modified_gmt":"2026-01-29T20:37:45","slug":"the-royal-and-mcpherson-theatres-society-the-employer-v-i-a-t-s-e-local-no-168-iatse-b-c-l-r-b-november-29-2011","status":"publish","type":"legal_decisions","link":"https:\/\/canada.iatse.net\/fr\/legal_decisions\/the-royal-and-mcpherson-theatres-society-the-employer-v-i-a-t-s-e-local-no-168-iatse-b-c-l-r-b-november-29-2011\/","title":{"rendered":"Le Royal and McPherson Theatres Society (\u00ab employeur \u00bb) c. I.A.T.S.E., section locale 168 (\u00ab IATSE \u00bb) (B.C.L.R.B.) (29 novembre 2011)"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"4381\" class=\"elementor elementor-4381\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-f736d81 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"f736d81\" 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-a19b2aa\" data-id=\"a19b2aa\" 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-4150bd3 elementor-widget elementor-widget-post-info\" data-id=\"4150bd3\" 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-1d4d1d0 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\t10 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-6fb40dd elementor-inline-item\">\n\t\t\t\t\t\t<a href=\"https:\/\/canada.iatse.net\/fr\/category\/unfair-labour-practices\/?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\tPratiques de Travail D\u00e9loyales\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-b6d1b28 elementor-widget elementor-widget-text-editor\" data-id=\"b6d1b28\" 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>Dans sa d\u00e9cision, la Commission des relations de travail de la Colombie-Britannique a examin\u00e9 la question de savoir si elle pouvait entendre une plainte de pratique d\u00e9loyale de travail portant sur la discipline de membres de l'ex\u00e9cutif de l'IATSE malgr\u00e9 sa politique usuelle de refuser de statuer sur de telles plaintes et de les renvoyer devant le processus d\u2019arbitrage.\u00a0<\/p><p class=\" translation-block\">L'incident s'est produit apr\u00e8s que l'employeur ait cherch\u00e9 \u00e0 mettre en \u0153uvre unilat\u00e9ralement une modification des modalit\u00e9s de d\u00e9ploiement de travailleurs membres du syndicat selon laquelle les fonctions de montage, de mise en \u0153uvre et de d\u00e9montage d\u2019une production sont des emplois distincts qui a \u00e9t\u00e9 propos\u00e9 et rejet\u00e9 lors de la n\u00e9gociation collective. L\u2019Employeur a cherch\u00e9 \u00e0 mettre en \u0153uvre unilat\u00e9ralement une proc\u00e9dure de d\u00e9ploiement de travailleurs membres du syndicat selon lequel les fonctions de montage, de mise en \u0153uvre et de d\u00e9montage d\u2019une production  seraient des emplois distincts, malgr\u00e9 que cette proc\u00e9dure avait \u00e9t\u00e9 rejet\u00e9e par le syndicat lors des n\u00e9gociations collective. L\u2019IATSE a fait valoir que la soci\u00e9t\u00e9 devait maintenir ses proc\u00e9dures actuelles conform\u00e9ment \u00e0 son interpr\u00e9tation de la convention collective et aux pratiques \u00e9tablies. Lorsque la soci\u00e9t\u00e9 a lanc\u00e9 un appel pour les emplois divisant les diff\u00e9rents aspects de la production, l\u2019IATSE a d\u00e9ploy\u00e9 des travailleurs conform\u00e9ment aux pratiques \u00e9tablies. L\u2019employeur a averti le syndicat que des sanctions disciplinaires seraient impos\u00e9es \u00e0 chaque membre ex\u00e9cutif du syndicat. Par cons\u00e9quent, l\u2019IATSE a d\u00e9pos\u00e9 une plainte de pratique d\u00e9loyale de travail contre l'employeur, all\u00e9guant notamment que ce dernier cherchait \u00e0 interf\u00e9rer avec la gestion du syndicat.<\/p><p>La Commission a conclu que sa pratique habituelle est de renvoyer au processus d\u2019arbitrage la r\u00e9solution de diff\u00e9rends d\u00e9coulant d\u2019une convention collective. Parmi les exceptions \u00e0 cette pratique, la Commission mentionne les affaires o\u00f9 un arbitre n'est pas en mesure d\u2019ordonner une r\u00e9ponses ad\u00e9quate; les affaires o\u00f9 la question centrale ne fait pas normalement l\u2019objet d\u2019un processus d\u2019arbitrage; les affaires o\u00f9 l'interpr\u00e9tation de la convention collective est li\u00e9e \u00e0 la loi en mati\u00e8re des relations de travail et aux politiques de la Commission; et les affaires o\u00f9 la question qui fait l\u2019objet d\u2019un processus d\u2019arbitrage est connexe \u00e0 la disposition d\u2019une question d\u00e9j\u00e0 devant la Commission. Dans la conclusion, la Commissions a alors refus\u00e9 de statuer sur l\u2019esp\u00e8ce et a renvoy\u00e9 la plainte au processus d\u2019arbitrage. Ce faisant, la Commission a conclu que le fait qu\u2019il faille plus de temps pour arbitrer cette question n\u2019est pas constitutif d\u2019une exception aux pratiques habituelles de la Commission.<\/p><p><a href=\"https:\/\/www.canlii.org\/en\/bc\/bclrb\/doc\/2011\/2011canlii77321\/2011canlii77321.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>Dans cette d\u00e9cision, le BCRLB a examin\u00e9 la question de savoir s'il fallait entendre une plainte pour pratique d\u00e9loyale de travail concernant la discipline des membres ex\u00e9cutifs de l'IATSE, en d\u00e9pit de la politique habituelle du Conseil qui consiste \u00e0 refuser d'entendre [...]<\/p>","protected":false},"featured_media":10822,"menu_order":0,"template":"","format":"standard","categories":[9],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v23.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>THE ROYAL AND MCPHERSON THEATRES SOCIETY (the \u201cEmployer\u201d) v. 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