Founded by a lawyer who worked in transportation management before law school, Hyde HR Law advises unionized employers across Canada. The boutique firm also acts for employers and employees in non-union workplaces. Collective bargaining is part of the firm's labour work. Under Ontario's Labour Relations Act, 1995, either the employer or the union can give written notice to bargain in the 90 days before a collective agreement expires. The two sides must then meet within 15 days and bargain in good faith. If they cannot reach an agreement, either side can ask the Minister to appoint a conciliation officer. A labour lawyer in Torontoe at the firm prepares the employer's proposals and sits at the bargaining table with the employer's team. Once the parties settle, the firm drafts the final wording of the renewed collective agreement.
"A renewal lets an employer and a union update the terms of their working relationship," a spokesperson for Hyde HR Law said. "We prepare each proposal with the employer well before the first meeting. Clear proposals help both sides reach a settlement."
The firm's founder counts universities, manufacturers, major breweries and health care providers among his clients. Hyde HR Law has separate labour practices for construction labour and transportation labour. Its website also has an FAQ section written for Ontario employers.
Employers whose collective agreement expires in the coming year can retain the firm before the 90-day notice period opens.
About Hyde HR Law
Hyde HR Law's services cover labour law and employment law. On the labour side, the firm handles collective bargaining, grievance arbitrations, certification applications, and unfair labour practice complaints. A Toronto employment lawyer at the firm advises employers on contracts and terminations and represents employees in severance negotiations. The firm also handles workplace investigations. For more information, visit https://hydehrlaw.com/ .