PLEA gratefully acknowledges our primary core funder the Law Foundation of Saskatchewan for their continuing and generous support of our organization.
In addition to grieving a breach of the collective agreement, workers in unionized workplaces have many of the same rights workers have in other workplaces with some exceptions.
Workers can always bring their concerns to Occupational Health and Safety.
If a crime has been committed it can always be reported to the police, whether it happened in a unionized or non-unionized workplace. The police can investigate and lay charges if they believe a crime has been committed.
Employees in unionized workplaces can also go to the Saskatchewan Human Rights Commission with a discrimination complaint. However, the Saskatchewan Human Rights Commission can dismiss a complaint made under the Code if it has been appropriately dealt with by a grievance under a collective agreement. They can also defer a complaint until after arbitration if settling a complaint by arbitration is more appropriate based on the type of complaint and the remedies available.
An employee in a unionized workplace can sue someone, including their employer, but not for anything that is related to the collective agreement. For example, they cannot sue for wrongful dismissal. They also could not sue for something like not providing a safe workplace if the collective agreement explicitly or implicitly imposes this obligation on the employer.
PLEA offers free online training on preventing and addressing workplace harassment.