{"id":633,"date":"2021-05-12T20:30:18","date_gmt":"2021-05-12T20:30:18","guid":{"rendered":"https:\/\/canada.iatse.net\/?post_type=legal_decisions&#038;p=633"},"modified":"2026-01-29T16:02:29","modified_gmt":"2026-01-29T16:02:29","slug":"united-food-and-commercial-workers-local-503-v-wal-mart-canada-corporation-and-conseil-du-patronat-du-quebec-inc-alliance-of-manufacturers-exporters-canada-also-known-as-canadian-manufacturers","status":"publish","type":"legal_decisions","link":"https:\/\/canada.iatse.net\/fr\/legal_decisions\/united-food-and-commercial-workers-local-503-v-wal-mart-canada-corporation-and-conseil-du-patronat-du-quebec-inc-alliance-of-manufacturers-exporters-canada-also-known-as-canadian-manufacturers\/","title":{"rendered":"Travailleurs et travailleuses unis de l'alimentation et du commerce, section locale 503 c. Wal-Mart Canada Corporation et Conseil du patronat du Qu\u00e9bec inc, Alliance des manufacturiers et exportateurs du Canada, \u00e9galement connue sous le nom de Manufacturiers et exportateurs du Canada, Association canadienne des avocats d'employeurs et Conf\u00e9d\u00e9ration des syndicats nationaux (27 juin 2014) (Cour supr\u00eame du Canada)."},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"633\" class=\"elementor elementor-633\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-7011f36 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"7011f36\" 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-014aeba\" data-id=\"014aeba\" 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-7d98cb2 elementor-widget elementor-widget-post-info\" data-id=\"7d98cb2\" 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-ab973b0 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\t12 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-ca61699 elementor-inline-item\">\n\t\t\t\t\t\t<a href=\"https:\/\/canada.iatse.net\/fr\/category\/non-ia-decisions-of-interest\/?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\tD\u00e9cisions d'Int\u00e9r\u00eat autre qu\u2019AIEST\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-e922ef3 elementor-widget elementor-widget-text-editor\" data-id=\"e922ef3\" 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><strong>Contexte<\/strong><\/p><p>Wal-Mart a ouvert son \u00e9tablissement de Jonqui\u00e8re en 2001. En ao\u00fbt 2004, la Commission des relations du travail a accr\u00e9dit\u00e9 Union des travailleurs et travailleuses unis de l'alimentation et du commerce, section locale 503 (\u00ab le Syndicat \u00bb) comme agent n\u00e9gociateur pour les employ\u00e9s travaillant dans cet \u00e9tablissement. Durant les mois suivants, Wal-Mart et le Syndicat ont eu plusieurs r\u00e9unions pour n\u00e9gocier les conditions d\u2019une premi\u00e8re convention collective. Ces r\u00e9unions n\u2019ont donn\u00e9 \u00e0 aucun r\u00e9sultat, et, le 2 f\u00e9vrier 2005, le Syndicat a demand\u00e9 au ministre du Travail de d\u00e9signer un arbitre pour r\u00e9gler le litige entre les deux parties. Une semaine plus tard, Wal-Mart a inform\u00e9 le ministre de l'Emploi et de la Solidarit\u00e9 sociale qu\u2019il avait l\u2019intention de mettre un terme aux contrats de travail de l\u2019ensemble de ses 200 employ\u00e9s environ qui y travaillaient, pour \u00ab raisons d'affaires \u00bb, le 6 mai de cette ann\u00e9e-l\u00e0. Apr\u00e8s avoir inform\u00e9 les employ\u00e9s, le commerce a en r\u00e9alit\u00e9 ferm\u00e9 ses portes plus t\u00f4t que pr\u00e9vu, le 29 Avril 2005. Pensant que la d\u00e9cision \u00e9tait fond\u00e9e sur des consid\u00e9rations antisyndicales, les employ\u00e9s et leur syndicat ont entam\u00e9 plusieurs proc\u00e9dures contre leur ancien employeur.\u00a0<\/p><p>Le 23 mars 2005, le Syndicat a d\u00e9pos\u00e9 le grief en litige dans cet appel. Il all\u00e9guait que le renvoi des employ\u00e9s constituait un changement de leurs conditions d\u2019emploi en violation de a. 59 du Code du travail (\u00ab Code \u00bb), qui indique qu\u2019\u00e0 partir du d\u00e9p\u00f4t d'une requ\u00eate en accr\u00e9ditation, un employeur ne peut pas modifier les conditions d\u2019emploi de ses employ\u00e9s, sans le consentement \u00e9crit d\u2019une association accr\u00e9dit\u00e9e, tant que la convention collective est en train d\u2019\u00eatre n\u00e9goci\u00e9e.  Comme Wal-mart n\u2019avait pas prouv\u00e9 que sa d\u00e9cision de renvoi avait \u00e9t\u00e9 effectu\u00e9e dans le cours normal de ses activit\u00e9s, l\u2019arbitre a conclu que la r\u00e9siliation des contrats de travail de tous les employ\u00e9s constituait un changement unilat\u00e9ral interdit par a. 59. Sa d\u00e9cision a \u00e9t\u00e9 confirm\u00e9e par la Cour sup\u00e9rieure, mais invalid\u00e9e par la Cour d\u2019appel. Les juges de la Cour d\u2019appel, bien que divis\u00e9s sur l\u2019interpr\u00e9tation de a. 59, ont convenu que l\u2019article n\u2019\u00e9tait pas applicable \u00e0 l\u2019affaire port\u00e9e devant eux.<\/p><p><strong>D\u00e9cision<\/strong><\/p><p>La Cour supr\u00eame a accueilli l\u2019appel et a renvoy\u00e9 l'affaire \u00e0 l'arbitre pour recours. Ainsi, la Cour supr\u00eame a d\u00e9clar\u00e9 que la vraie fonction de a. 59 du Code \u00e9tait de favoriser l\u2019exercice du droit d\u2019association. Son but en circonscrivant le pouvoir de l\u2019employeur n\u2019est pas purement de trouver un juste milieu ou de maintenir le statu quo pendant la n\u00e9gociation de conventions collectives, mais c\u2019est, plus pr\u00e9cis\u00e9ment, de faciliter l\u2019accr\u00e9ditation et de s\u2019assurer que les parties n\u00e9gocient de bonne foi. Le \u00ab gel \u00bb sur les conditions d\u2019emploi codifi\u00e9 par a. 59 limite toute influence que l\u2019employeur pourrait avoir sur le processus de cr\u00e9ation des associations, rassure les craintes des employ\u00e9s qui exercent activement leurs droits, et facilite le d\u00e9veloppement de ce qui deviendra le cadre des relations de travail pour le commerce.<\/p><p>La Cour supr\u00eame a ajout\u00e9 que, comme a. 59 n\u2019est pas directement li\u00e9 aux r\u00e9primandes des comportements antisyndicaux, l\u2019interdiction pr\u00e9vue s\u2019appliquera qu\u2019il soit prouv\u00e9 ou non que la d\u00e9cision de l\u2019employeur \u00e9tait motiv\u00e9e par un sentiment antisyndical. C\u2019est le syndicat repr\u00e9sentant les employ\u00e9s qui doit prouver qu\u2019un changement unilat\u00e9ral des conditions de travail a \u00e9t\u00e9 effectu\u00e9 pour l\u2019application de a. 59. Pour s\u2019acquitter de ce fardeau, le syndicat doit montrer : (1) qu\u2019une condition d\u2019emploi existait le jour du d\u00e9p\u00f4t de la requ\u00eate en accr\u00e9ditation ou qu\u2019une convention collective ant\u00e9rieure expirait ; (2) que la condition a \u00e9t\u00e9 chang\u00e9e sans son consentement ; et (3) que le changement a \u00e9t\u00e9 effectu\u00e9 pendant la p\u00e9riode de l\u2019interdiction. Le concept de la \u00ab condition d\u2019emploi \u00bb est un concept flexible qui englobe tout ce qui est en rapport avec les relations de travail \u00e0 un niveau individuel ou collectif. Le droit \u00e0 la pr\u00e9servation de la relation de travail est la base d\u2019une condition d\u2019emploi pour les employ\u00e9s, bien que cette condition soit cependant assujettie \u00e0 l\u2019exercice des pouvoirs de gestion de l\u2019employeur. Contrairement \u00e0 a.17 du Code, a. 59 ne cr\u00e9e pas une pr\u00e9somption de changement ni n\u2019annule automatiquement la charge de la preuve. Le syndicat doit pr\u00e9senter des preuves suffisantes pour prouver que le changement all\u00e9gu\u00e9 est incoh\u00e9rent avec les pratiques normales de gestion de l\u2019employeur. En cons\u00e9quence, si le syndicat fournit une preuve gr\u00e2ce \u00e0 laquelle un arbitre peut conclure qu\u2019un changement sp\u00e9cifique semble incoh\u00e9rent avec les pratiques normales de gestion de l\u2019employeur, le d\u00e9faut de l\u2019employeur de produire une preuve du contraire aura probablement un effet d\u00e9favorable sur leur cause. Un changement peut \u00eatre consid\u00e9r\u00e9 coh\u00e9rent avec la \u00ab politique de gestion normale \u00bb de l\u2019employeur si (1) il est coh\u00e9rent avec les pratiques ant\u00e9rieures de gestion, ou, \u00e0 d\u00e9faut, (2), il est coh\u00e9rent avec la d\u00e9cision qu\u2019un employeur raisonnable aurait pris dans les m\u00eames circonstances. L\u2019arbitre doit \u00eatre convaincu que ces circonstances existent et qu\u2019elles sont authentiques.<\/p><p>Dans le cas d\u2019une plainte en vertu de a. 59, a. 100.12 du Code et art. 1590 du Code Civil du Qu\u00e9bec conf\u00e8rent \u00e0 l\u2019arbitre de vastes pouvoirs r\u00e9parateurs. Un arbitre peut ordonner une r\u00e9paration en nature, mais quand les circonstances ne pr\u00eatent pas \u00e0 une telle r\u00e9paration, il ou elle pourra ordonner une r\u00e9paration en \u00e9quivalence. Cette derni\u00e8re r\u00e9paration sera appropri\u00e9e si l\u2019employeur se retire des affaires partiellement ou compl\u00e8tement, du moins pour autant qu\u2019il est impossible de r\u00e9int\u00e9grer les employ\u00e9s licenci\u00e9s en violation de a. 59. Contrairement \u00e0 a. 15 du Code, a. 59 ne contient aucun mot ou aucune rh\u00e9torique qui viendrait corroborer une conclusion selon laquelle son applicabilit\u00e9 d\u00e9pend de l\u2019existence d\u2019un commerce en activit\u00e9 ou, plus simplement, d\u2019une possibilit\u00e9 de r\u00e9int\u00e9gration.\u00a0<\/p><p>Un arbitre, qui est l\u00e9galement contraint de trancher toute plainte en se basant sur a. 59 du Code, dispose, pour cela, d\u2019un pouvoir discr\u00e9tionnaire consid\u00e9rable  que les cours ordinaires doivent respecter. Un ajournement est de circonstance et une r\u00e9vision judiciaire sera seulement disponible si la d\u00e9cision \u00e9tait d\u00e9raisonnable. Dans cette affaire, la d\u00e9cision de l\u2019arbitre est clairement un des aboutissements possibles et acceptables qui peuvent \u00eatre d\u00e9fendus en fait et en droit.  L\u2019arbitre a eu raison de d\u00e9cider qu\u2019invoquer la fermeture l\u2019\u00e9tablissement de Jonqui\u00e8re ne suffisait pas \u00e0 justifier le changement aux fins de a. 59. Il n\u2019a pas plac\u00e9 un fardeau de preuve inappropri\u00e9 sur l\u2019employeur. Sa d\u00e9claration selon laquelle Wal-Mart n\u2019avait pas prouv\u00e9 que la fermeture avait \u00e9t\u00e9 effectu\u00e9e dans le cours normal des activit\u00e9s de l\u2019entreprise \u00e9tait fond\u00e9e sur son opinion que le Syndicat  lui avait d\u00e9j\u00e0 pr\u00e9sent\u00e9 des preuves suffisantes pour le convaincre de l\u2019incoh\u00e9rence du changement avec les pratiques de gestion pr\u00e9c\u00e9dentes de l\u2019employeur ou avec celles d\u2019un employeur raisonnable dans les m\u00eames circonstances. Il \u00e9tait en effet  valable de conclure qu\u2019un employeur raisonnable ne fermerait pas un \u00e9tablissement qui \u00ab obtenait de bons r\u00e9sultats \u00bb et pour lequel \u00ab les objectifs \u00e9taient atteints \u00bb \u00e0 un tel point que des primes \u00e9taient promises. Ces inf\u00e9rences de fait, que Wal-Mart n\u2019a pas contest\u00e9es, ont men\u00e9 l\u2019arbitre \u00e0 d\u00e9cider que la r\u00e9siliation des contrats d\u2019emploi et, de ce fait, le changement des conditions d\u2019emploi de tous les employ\u00e9s de l\u2019\u00e9tablissement ne respectaient pas a. 59. Cette conclusion \u00e9tait justifi\u00e9e en fait et en droit.<\/p><p><a href=\"https:\/\/www.canlii.org\/en\/ca\/scc\/doc\/2014\/2014scc45\/2014scc45.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>Contexte Wal-Mart a ouvert son \u00e9tablissement de Jonqui\u00e8re en 2001.  En ao\u00fbt 2004, la Commission des relations du travail a accr\u00e9dit\u00e9 les Travailleurs unis de l'alimentation et du commerce, section locale 503 (\" le Syndicat \") comme n\u00e9gociateur [...]<\/p>","protected":false},"featured_media":10822,"menu_order":0,"template":"","format":"standard","categories":[13],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v23.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>United Food and Commercial Workers, Local 503 v. Wal-Mart Canada Corporation and Conseil du patronat du Qu\u00e9bec inc., Alliance of Manufacturers &amp; Exporters Canada, also known as Canadian Manufacturers &amp; Exporters, Canadian Association of Counsel to Employers and Conf\u00e9d\u00e9ration des syndicats nationaux (June 27, 2014) (Supreme Court of Canada) - 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=\"United Food and Commercial Workers, Local 503 v. Wal-Mart Canada Corporation and Conseil du patronat du Qu\u00e9bec inc., Alliance of Manufacturers &amp; Exporters Canada, also known as Canadian Manufacturers &amp; Exporters, Canadian Association of Counsel to Employers and Conf\u00e9d\u00e9ration des syndicats nationaux (June 27, 2014) (Supreme Court of Canada) - IATSE Canada\" \/>\n<meta property=\"og:description\" content=\"Background Wal\u2011Mart opened its Jonqui\u00e8re establishment in 2001.\u00a0 In August 2004, the Commission des relations du travail certified United Food and Commercial Workers, Local 503 (\u201cthe Union\u201d) as the bargaining [&hellip;]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/canada.iatse.net\/fr\/legal_decisions\/united-food-and-commercial-workers-local-503-v-wal-mart-canada-corporation-and-conseil-du-patronat-du-quebec-inc-alliance-of-manufacturers-exporters-canada-also-known-as-canadian-manufacturers\/\" \/>\n<meta property=\"og:site_name\" content=\"IATSE Canada\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/iatsecanada\/\" \/>\n<meta property=\"article:modified_time\" content=\"2026-01-29T16:02:29+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/canada.iatse.net\/wp-content\/uploads\/sites\/2\/2025\/11\/Legal-Decision-Categories.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1920\" \/>\n\t<meta property=\"og:image:height\" content=\"1080\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:site\" content=\"@iatsecanada\" \/>\n<meta name=\"twitter:label1\" content=\"Estimation du temps de lecture\" \/>\n\t<meta name=\"twitter:data1\" content=\"6 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/canada.iatse.net\/legal_decisions\/united-food-and-commercial-workers-local-503-v-wal-mart-canada-corporation-and-conseil-du-patronat-du-quebec-inc-alliance-of-manufacturers-exporters-canada-also-known-as-canadian-manufacturers\/\",\"url\":\"https:\/\/canada.iatse.net\/legal_decisions\/united-food-and-commercial-workers-local-503-v-wal-mart-canada-corporation-and-conseil-du-patronat-du-quebec-inc-alliance-of-manufacturers-exporters-canada-also-known-as-canadian-manufacturers\/\",\"name\":\"United Food and Commercial Workers, Local 503 v. 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