Arbitration also involves a procedure for resolving complaints between the university and the Union, following the completion of all internal stages of the appeal procedure and the non-resolution of the complaint. Arbitration proceedings in the context of the appeal are referred to as “rights arbitration” (i.e., the rights of the parties must be defined within the framework of the collective agreement). Arbitration is akin to a court proceeding in which a representative of the university and a representative of the Union make opening statements and make their arguments. Typically, parties also call witnesses (for example. B mourners and other employees/managers) who answer questions from university and union representatives. The arbitrator or arbitrator makes a decision that the parties must follow. In order to be renewed, the agreement in question must be considered sufficiently representative of the industry concerned (see representativeness) defined in the Contract Renewal Act, so that it must already apply to a large majority of those employed in this sector, i.e. the number of workers working for employers already bound by the agreement, as opposed to the number of employers in the sector who are not bound by them. Labour negotiations are an essential part of unionized employment, such as the University of Toronto. The process of negotiating an agreement that works for the university, its employees and its unions can be complex and time-consuming.

The terminology associated with collective bargaining may not always be clear or intuitive. Below are some commonly used terms with a brief explanation. The procedure by which the Minister of Social Affairs and Employment is empowered to apply the provisions of an industrial agreement in general to the whole industry. This procedure is requested and granted without exception. This means that the agreement in question is then mandatory for all employers in this sector, whether or not they belong to an employer organisation. The procedure is intended to encourage collective bargaining. It protects the agreement from under-citing, particularly by unselected employers (who are not bound by the agreement itself) and thus reduces wage competition in the labour market. A collective agreement between the university and the Union, but which has not yet been approved (ratified) by the workers of the negotiating unit concerned. This is a report by the Minister of Labour on the recommendation of the conciliator at the request of the university and/or the Union. The term “no board of directors” is related to the Minister`s statement in this report that he does not consider it appropriate to appoint a “reconciliation committee” to further assist the parties in reaching an agreement. Seventeen calendar days after the publication date of the “No Board” report, which usually lasts 3 to 5 working days after the university and/or the Union have issued the issue, the parties are legally allowed to refuse or block.