{"id":8645,"date":"2024-06-10T17:47:48","date_gmt":"2024-06-10T17:47:48","guid":{"rendered":"https:\/\/canada.iatse.net\/?post_type=legal_decisions&#038;p=8645"},"modified":"2026-01-30T00:09:39","modified_gmt":"2026-01-30T00:09:39","slug":"iatse-local-56-v-larena-des-canadiens-brault-grievance-may-14-2024","status":"publish","type":"legal_decisions","link":"https:\/\/canada.iatse.net\/fr\/legal_decisions\/iatse-local-56-v-larena-des-canadiens-brault-grievance-may-14-2024\/","title":{"rendered":"IATSE Local 56 c. L'Ar\u00e9na des Canadiens - Grief Brault - 14 mai 2024"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"8645\" class=\"elementor elementor-8645\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-6748ad6d elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"6748ad6d\" 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-7e6da51e\" data-id=\"7e6da51e\" 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-aa87918 elementor-widget elementor-widget-post-info\" data-id=\"aa87918\" 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-d7d4b8a 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 2024\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-d3d2bff elementor-inline-item\">\n\t\t\t\t\t\t<a href=\"https:\/\/canada.iatse.net\/fr\/category\/miscellaneous\/?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\tDivers\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-6784f7ce elementor-widget elementor-widget-text-editor\" data-id=\"6784f7ce\" 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<!-- wp:paragraph -->\n<p>Le 22 mars 2022, le Centre Bell (le \" Centre \"), propri\u00e9t\u00e9 de L'Ar\u00e9na des Canadiens (l'\" Employeur \"), a suspendu sa politique exigeant que les employ\u00e9s soient enti\u00e8rement vaccin\u00e9s ou qu'ils passent un test de d\u00e9pistage \u00e0 la COVID-19 confirmant qu'ils sont n\u00e9gatifs pour la COVID-19 afin d'acc\u00e9der au Centre et de participer \u00e0 tout appel de travail. Toutefois, le 24 mars 2022, l'employeur a inform\u00e9 les employ\u00e9s que l'\u00e9quipe du concert de Justin Bieber qui devait arriver au Centre avant le concert de Bieber le 28 mars 2022 avait demand\u00e9 \u00e0 tous les employ\u00e9s des coulisses du Centre de prendre un test de d\u00e9pistage \u00e0 la COVID-19 pour confirmer qu'ils \u00e9taient n\u00e9gatifs pour la COVID-19 comme condition d'emploi lors de l'appel de travail. Le plaignant, Bruce Brault, membre de la section locale 56, qui \u00e9tait chef gr\u00e9eur au Centre, s'est rendu au travail le 28 mars en compagnie de 14 autres gr\u00e9eurs. Le plaignant et l'\u00e9quipe de 14 personnes ont refus\u00e9 de participer \u00e0 tout test COVID-19. En r\u00e9ponse, l'employeur a impos\u00e9 au plaignant une suspension non r\u00e9mun\u00e9r\u00e9e de dix \u00e9v\u00e9nements (entre 10 et 20 jours de travail), all\u00e9guant qu'il avait incit\u00e9 \u00e0 une gr\u00e8ve ill\u00e9gale.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>L'arbitre, Nancy M\u00e9nard-Cheng, a rendu une d\u00e9cision au sujet du grief de la section locale 56, contestant la mesure disciplinaire prise \u00e0 l'encontre du requ\u00e9rant le 14 mai 2024.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>La preuve des actions du plaignant pour inciter \u00e0 une gr\u00e8ve ill\u00e9gale \u00e9tait presque enti\u00e8rement circonstancielle, sans preuve directe de ce que le plaignant a dit et fait. Toutefois, l'arbitre a conclu, selon une pr\u00e9pond\u00e9rance de probabilit\u00e9s, que le plaignant avait, en fait, encourag\u00e9 les 14 autres gr\u00e9eurs participant \u00e0 l'appel de travail \u00e0 refuser de se soumettre \u00e0 des tests de d\u00e9pistage \u00e0 la COVID-19 le 28 mars. L'arbitre en est venu \u00e0 cette conclusion apr\u00e8s avoir pris en compte, entre autres, le fait que les 14 autres gr\u00e9eurs sont retourn\u00e9s au travail le lendemain et ont accept\u00e9 de se soumettre \u00e0 des tests en l'absence du plaignant. L'arbitre a \u00e9galement conclu que le plaignant avait us\u00e9 de son influence en tant que chef gr\u00e9eur pour encourager ses coll\u00e8gues \u00e0 refuser de se soumettre aux tests, et que sa conduite \u00e0 cet \u00e9gard m\u00e9ritait des mesures disciplinaires.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>En examinant les mesures disciplinaires impos\u00e9es par l'employeur, l'arbitre a conclu que la suspension de dix \u00e9v\u00e9nements impos\u00e9s par l'employeur au plaignant \u00e9tait appropri\u00e9e dans les circonstances (et m\u00eame indulgent). Pour parvenir \u00e0 cette d\u00e9cision, l'arbitre n'a pas consid\u00e9r\u00e9 les 40 ans d'anciennet\u00e9 du plaignant chez l'Employeur et son dossier disciplinaire net constituait des facteurs att\u00e9nuants suffisants pour justifier le remplacement de la mesure disciplinaire impos\u00e9e par une mesure moins s\u00e9v\u00e8re. L'arbitre a estim\u00e9 que la conduite du plaignant avait gravement mis en danger le concert et que le r\u00f4le qu'il avait jou\u00e9 dans la gr\u00e8ve ill\u00e9gale constituait un abus de confiance extr\u00eamement grave. L'arbitre a \u00e9galement estim\u00e9 que le fait que le plaignant ait ni\u00e9 sa culpabilit\u00e9 et qu'il n'ait pas \u00e9prouv\u00e9 de remords avant et pendant l'audience constituait des facteurs aggravants qui ne permettaient pas de croire qu'une mesure moins s\u00e9v\u00e8re aurait entra\u00een\u00e9 un changement de comportement de la part du plaignant.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>Cette d\u00e9cision souligne le fait que l'incitation \u00e0 une gr\u00e8ve ill\u00e9gale peut conduire et conduira \u00e0 un licenciement disciplinaire important, m\u00eame pour un employ\u00e9 ayant beaucoup d'anciennet\u00e9 et un dossier disciplinaire par ailleurs net.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>Pour lire la d\u00e9cision compl\u00e8te, <a href=\"https:\/\/tinyurl.com\/3atdsks2\">cliquez ici.<\/a>.<\/p>\n<!-- \/wp:paragraph -->\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>Le 22 mars 2022, le Centre Bell (le \" Centre \"), propri\u00e9t\u00e9 de L'Ar\u00e9na des Canadiens (l'\" Employeur \"), a suspendu sa politique exigeant que les employ\u00e9s soient enti\u00e8rement vaccin\u00e9s ou subissent un test rapide [...]<\/p>","protected":false},"featured_media":10822,"menu_order":0,"template":"","format":"standard","categories":[12],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v23.5 - 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