Labour Relations: Canada Labour Code and Workplace Discipline Policy

This article discusses the disciplinary issues in the behaviour of an employee working as a dietary aide in a complex in Canada. It outlines the provisions for labour relations in the Canada Labour Code and the workplace discipline policy. The article also provides recommendations for disciplinary actions against an employee who fails to comply with the minimum requirements in the workplace.

Running head: LABOUR RELATIONS
Labour Relations
Name of the Student:
Name of the University:
Authors Note:

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To,
Neil McMunn.
Subject: Letter of discipline in respect to the behaviour of Janet Shey.
Respected sir,
With the objective of outlining the disciplinary issues in the behaviour of Janet Shey working as
a dietary aide in a complex. Passed by the Canadian Government in the Parliament, the Canada
Labour Code contains all provisions for labour relations in the country. The employees and
workers must abide by the code of labour relations as provided in the Canada Labour Code
(CLC). The Code is primarily divided into following three parts:
I. Relations with respect to industrial operations: This part primarily conveys that the
employees and workers are free to decide and join trade union of their choice with the
objective of participating in lawful activities (Facey, MacEachen, Verma & Morales,
2017).
II. Health and safety issues in workplaces: In order to ensure that the workplace environment
and condition is safe and healthy for the workers and employees this part contains all
necessary provisions to be followed by the companies and organizations.
III. Labour standards: Detailed discussion has been made in the third and final part of the CLC
about terms, conditions of employment, expected behaviour of employees and workers,
issues such sexual harassment in the workplace, conditions for termination of employment
and other such matters (Leipziger, 2017).
Firstly, let’s have the workplace’s discipline policy before discussing the issue in detailed to
apply the matters outlined in the policy on the facts of the case.

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Workplace's Discipline Policy
Cooperative Workers must cooperate with each other in the work
place.
Positive body language Workers must have positive body language
Communication Communication is key.
Management Inform the management in case any matter
Problem solving Must participate in problem solving
Contribute to departmental goals Workers and employees should contribute to the
organizational gaols.
Working relationship with co-workers The employees must maintain a positive working
relationship with each other
Flexible Workers should be flexible in working under different
environment
The Federal Labour Standards provide that an employee must comply with the provisions of
CLC to behave in the manner expected of them while working for an organization. An
organization expects that its employees will comply with the rules and regulations at the
workplace to help the organization to achieve its objectives. The following are the workplace
requirements which employees must comply with to avoid disciplinary actions and even
termination of employment.

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Cooperative: The employees must cooperate with each other to achieve the organizational goals
and objectives.
Positive body language: Must have a positive body language.
Communicate properly: Employees and workers must communicate properly with each other.
Informed the management about relevant information: Employees and workers must share
information with management (Gladstone, Wheeler, Rojot, Eyraud & Ben-Israel, 2015).
Participate in problem solving: Must actively participates in problem solving.
Acceptance of departmental and organizational goals: The employees and workers should accept
departmental and organizational gaols.
Maintaining positive working relationships with co-workers: The employees and workers are
expected to maintain positive working relationship with co-workers and employees.
Flexible: The employees and workers must be flexible to adjust with different workers and
employees along with different working conditions.
The facts provided in the case study clearly show that Ms Shey has failed to meet the above
requirements of labour relations as enumerated in the CLC. On February 20, 2015 a verbal notice
was issued to Ms Shey for an incident of disrespecting the supervisor shows the lack of respect
shown by the employee to his colleague and peers in the workplace. On September 20, 2015 an
investigation in the work place showed that Ms Shey has breached the respectful workplace
policy. As a result a written warning was served on the employee for her behaviour in the
workplace. The written warning was for creating an intimidating workplace environment for the

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co-workers. In addition the following general characteristics have been observed of Ms Shey’s
behaviour:
I. Non-cooperative with workers.
II. The body language is negative.
III. Non-communicative.
IV. Lacks leadership attributes and qualities.
V. Non-cooperative with departmental goals and objectives.
VI. Inflexibility as far as working with certain employees and workers.
VII. Secretive.
VIII. Incapable of high volume of work.
IX. Ignorant of simple problems relating to business operations.
X. Does not participate in discussion and meetings (Gabriel & Macdonald, 2018).
Recommendation:
With respect to the behaviour of Ms Shey, it is clear that she has failed to meet the labour
relations requirements as enumerated in the Canada Labour Code. Thus, disciplinary actions can
be taken against her. In fact since she has already been served with verbal as well as written
warnings in two separate occasions even her employment can be terminated if she fails to
comply with the minimum requirements in the workplace as provided in the Canada Labour
Code.
Dates: 27th October, 2018

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Place:
Regards,
(Name of the student)

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References:
Facey, M., MacEachen, E., Verma, A., & Morales, K. (2017). The everyday functioning of joint
health and safety committees in unionized workplaces: a labour perspective. Policy and
Practice in Health and Safety, 15(2), 160-173.
Gabriel, C., & Macdonald, L. (2018). After the International Organization for Migration:
recruitment of Guatemalan temporary agricultural workers to Canada. Journal of Ethnic
and Migration Studies, 44(10), 1706-1724.
Gladstone, A., Wheeler, H., Rojot, J., Eyraud, F., & Ben-Israel, R. (Eds.). (2015). Labour
Relations in a Changing Environment: A Publication of the International Industrial
Relations Association. Walter de Gruyter GmbH & Co KG.
Leipziger, D. (2017). The corporate responsibility code book. Routledge.

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Appendix: Attached policy: