Coverage connected to Manitoba, with verified short holdings, original analysis and links to the underlying sources. A publication date isn't the same as a decision date. The dates below identify which is shown.
30 verified publications. Showing the 30 most recent.
The Manitoba Labour Board dismissed F.H.’s request to reconsider the rejection of a duty of fair representation complaint against Unifor Local 3007. The application offered no new evidence or sufficient legal or labour relations policy grounds to revisit the earlier finding that the complaint was premature and disclosed no prima facie breach.
The Manitoba Labour Board dismissed a bartender’s duty of fair representation complaint against Workers United Canada Council. The group grievance was still being pursued, making that part of the complaint premature, and the union’s mistaken initial view about bargaining unit membership did not establish arbitrary conduct, discrimination or bad faith after it investigated and reconsidered the issue.
The Manitoba Labour Board ruled that Dynacare’s community specimen collection and laboratory testing and reporting functions must be maintained as essential services during a strike or lockout because their interruption would foreseeably threaten Manitobans’ health and safety. It rejected the union’s procedural fairness objection and directed the parties to negotiate an essential services agreement rather than setting staffing levels in this decision.
The Manitoba Labour Board dismissed a health care aide’s duty of fair representation complaint as unduly delayed because it was filed about 11 months after she elected early retirement instead of termination. The Board also found no prima facie breach because the union explained her options and negotiated retirement with benefits.
The Manitoba Labour Board dismissed Y.D.’s duty of fair representation complaint about a withdrawn family status accommodation grievance and subsequent termination, finding no prima facie breach where the union investigated, advocated and relied on legal advice. The Board confirmed that a union may withdraw or decline grievances without the employee’s consent and did not decide the merits of the employer’s accommodation or dismissal decisions.
The Manitoba Labour Board dismissed a teacher’s complaint against the Manitoba Teachers’ Society after finding that the union reasonably relied on legal advice to settle and withdraw a pay overpayment grievance without her consent. The complaint was timely because the union continued representing her into 2026, but disagreement with the settlement did not establish arbitrary conduct under section 20.
The Manitoba Labour Board dismissed Smart Box Packaging’s bad faith bargaining application as premature because negotiations and conciliation remained active and did not warrant intervention at that stage. It also refused to reject submissions merely because AI helped refine them, emphasizing that parties remain responsible for verifying the accuracy of their filings.
The Manitoba Labour Board dismissed G.Y.'s duty of fair representation complaint against CLAC Local 152 because the allegations from 2023 and 2024 were unduly delayed. The union's response to a February 2026 records request and its decision to defer discussions about workplace relationships during medical leave disclosed no prima facie arbitrariness, discrimination or bad faith.
The Manitoba Labour Board reduced the deposit required for X.T. to appeal an employment standards order concerning V.Q., finding that financial hardship and an arguable challenge to significant overtime claims made the full deposit unreasonable. It fixed the deposit at $12,625, leaving $7,625 payable after the $5,000 already remitted, without deciding the underlying wage dispute.
The Manitoba Labour Board reduced the deposit required for X.T. to appeal an employment standards order concerning S.E., accepting evidence of financial hardship and an arguable dispute over whether S.E. had ever been employed by the hotel. It fixed the deposit at $12,625, leaving $7,625 to pay after the $5,000 already deposited, without deciding the merits of the wage claim.
The Manitoba Labour Board reduced the appeal deposit for a director facing an employment standards order involving N.W., finding financial hardship and arguable challenges to overtime calculations and worker recruitment fees. It fixed the deposit at $17,252.36, requiring another $12,252.36 after the $5,000 already paid, and left the underlying wage and recruitment claims for the appeal.
The Manitoba Labour Board reduced the deposit required to appeal a director's employment standards order concerning G.U. after considering the director's financial hardship, disputed overtime and alleged worker recruitment fees. It fixed the deposit at $23,020.26, leaving $18,020.26 after crediting $5,000 already remitted, while expressly leaving the merits of the wage dispute undecided.
The Manitoba Labour Board dismissed an employee's duty of fair representation complaint after finding the union had genuinely investigated his promotion grievance, negotiated a settlement with his agreement and offered internal review when he later changed his position. Disagreement with the union's assessment and dissatisfaction with the settlement did not establish arbitrary, discriminatory or bad faith representation under The Labour Relations Act.
The Manitoba Labour Board dismissed Louis Riel School Division's application for an essential services determination because the questions arose from a completed bargaining round and there was no live dispute requiring a ruling under the current collective agreement. The Board held that its broad authority under section 142(5) of The Labour Relations Act doesn't require it to decide premature or hypothetical questions, leaving the parties to pursue the statutory essential services process when necessary.
The Manitoba Labour Board held that foreign worker recruitment protections apply even if the worker never starts the promised job, and found National Carpentry Installation liable for prohibited fees charged through an unlicensed recruiter it used. The employer's appeal succeeded only in part, leaving an order to repay $31,572.92 in recruitment fees and a $1,000 administrative fee, but not a separate $105 background check.
The Manitoba Labour Board temporarily suspended a strike by Dynacare laboratory workers pending its decision on the Minister of Labour and Immigration’s essential services application. Recognizing that the right to strike is constitutionally protected, the Board found an interim return to work necessary and proportionate because continued disruption could threaten Manitobans’ health, safety or welfare, without deciding the merits of the Minister’s application.
A unionized health authority employee alleged disability discrimination after dismissal. The Supreme Court held that Manitoba's labour arbitration scheme had exclusive jurisdiction over her complaint. It didn't decide whether the employer had accommodated her.
Manitoba's October 2026 sick note limits restrict routine short absence demands but preserve properly supported accommodation and safe return to work processes.
A physician's 2017 termination claims were statute barred, and continuing hospital privileges didn't create a rolling cause of action. A distinct 2023 dispute survived only as a conditional opportunity to plead a proper contract.
A Manitoba employer defeated a retaliation allegation but still lost on just cause after terminating a worker without adequately investigating the family and health circumstances behind his delayed return from leave.
Since September 1, Manitoba employers must provide pads and tampons at no cost in worker washrooms or, where that is not reasonably practicable, in another private and accessible workplace location.
A regulation effective October 1 makes Manitoba’s new sick note division apply to specified workers who remain outside much of Part 2, including certain household workers and regulated professionals.
A Manitoba data analyst fired over caregiver benefit paperwork is owed notice pay after the dispute was treated as dishonesty.
The Manitoba Labour Board held that reconsideration requires genuinely new evidence or good reason to revisit its decision, so a publicly available 2015 Order in Council and repeated objections couldn't reopen a standing ruling. A person requesting a Labour Board determination must identify a right under the Act genuinely at stake, not merely an interest in the question.
A court striking a claim means the written pleading has a legal defect and can't move forward as written. That can end the claim for good, especially if a deadline was missed, but it doesn't by itself decide whether the alleged workplace conduct happened or was lawful.
Manitoba Employment Standards rolled out a new Employer Registration application on August 19, 2026, and stopped accepting the old version on September 16, 2026. The registration duty itself isn't new. It's the form that changed.
Starting October 1, 2026, employers covered by Manitoba's Employment Standards Code can require a sick note if an absence exceeds one week or illness and injury absences exceed 10 scheduled workdays in the calendar year. Either threshold is sufficient.
Manitoba’s October sick-note limit changes attendance paperwork. The larger lesson is to request medical evidence for a defined purpose.
Manitoba provides up to 16 weeks of unpaid attachment leave for qualifying adoption and surrogacy placements. Employers should distinguish the leave from parental leave and plan for changes in placement timing.
A Manitoba worker alleged disability discrimination following her dismissal. The Supreme Court ruled that the dispute belonged with a labour arbitrator, not the human rights adjudicator.
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