Overview

Abstract (English)

Access to formal workplace dispute resolution processes is important for workers to be able to challenge and potentially overturn employer decisions and practices they perceive to be inconsistent with workplace rules, discriminatory, or dangerous. Workers in unionized workplaces can use many formal procedures to address disputes on a wide variety of issues ranging from improper pay, disciplinary matters, and harassment, to health and safety concerns. First and foremost of these procedures is the grievance procedure. Its purpose is to resolve disputes regarding matters covered by the Collective Agreement. Many workers have access to a range of other formal workplace dispute resolution processes including: Harassment and discrimination processes; Complaints under the applicable Human Rights Act; and Complaints under health and safety legislation. Federal employees have access to a range of additional formal procedures for resolving disputes including: An Informal Conflict Management System (ICMS) as required by the Public Service Labour Relations Act for the effective management and resolution of workplace conflict; Appeal procedures for addressing staffing complaints related to internal appointments, and; Complaints under the Official Languages Act In this fact sheet, we: Report familiarity with the collective agreement and comfort with using formal recourse procedures, such as filing a grievance or other formal complaints, for diverse groups of women in the federal public sector; Discuss and assess factors that may influence familiarity and comfort levels; and Identify further actions and areas for research.

Abstract (French)

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