This course addresses the theme of collective bargaining in the Canadian legal system and explores the legal framework of collective bargaining.
This course provides an in-depth exploration of collective bargaining within the Canadian legal system, focusing on its legal framework, models, and evolving role in modern labour relations. You’ll gain a clear understanding of how collective bargaining operates, the legal principles that support it, and how different bargaining models function within broader labour law systems.
The course also examines current challenges—such as globalization and shifting workplace dynamics—that are reshaping how collective bargaining is practiced and regulated. Emphasis is placed on identifying key trends and legal responses, offering learners a critical view of how labour law is adapting in the face of economic and social change.
human resources professional, currently consulting and pursuing academic interests
In the eight years that I have had regional human resources responsibility, I have coordinated various human resources programs within my client groups. This has included candidate attraction and selection, onboarding and induction, targeted retention, formalized and informal learning and development strategies, performance management, salary determinations, incentive systems, group insurance benefits as well as wellness initiatives and change management techniques. I have supported operational and human resources teams in both unionized as well as non-unionized settings. When in non-union settings, I structured the workplace to leverage direct communication between employees and operational management and created employee policies and procedures to govern the employment relationship. In unionized settings, I collaborated and leveraged the union as a partner in achieving our shared people objectives while ensuring ambiguity in the governance and application of the collective agreement. I have coached human resources leaders on the interpretation of labour legislation and acted as the organizational representative several times in litigation within Ontario. I have opened several facilities both through acquisition and organically and was involved in all human resources planning beginning at the request for proposal stage. I have been responsible for the workers compensation program in Ontario and managed all reasonable accommodation and return to work strategies within my client group. I chaired the internal dispute resolution mechanism and ensured all progressive discipline aligned with a strategy of wilful misconduct and legal defensibility. I have worked with operational leaders to customize strategies for their facilities and leveraged human resources tools to make recommendations to improve their effectiveness, this included sitting on HRIS implementation teams as well as creating new surveys and questionnaires to gather employment data, I developed customized individual development plans and used technology to facilitate learning and development organization wide. I have developed metrics and management indicators to align and demonstrate best practices and made necessary corrections to ensure the analysis of reliable and valid data. Through the interpretation of this data, I initiated various projects within my region and was able to demonstrate success quantitatively. The largest client group I have been responsible for is one thousand employees, the largest number of direct reports I had is three, dotted line was seven. The most facilities I have been responsible for is seven and provinces I have supported throughout my career include Ontario, Quebec, Alberta, British Columbia, Newfoundland and Nova Scotia.
Provincial regulators of CPAs in Canada do not require that independent providers of CPD be approved to offer courses. Instead, individual CPAs are responsible for assessing whether a CPD activity meets their requirements, and may take activities from any source provided those requirements are met.
Every course offered on LearnFormula is delivered by a qualified subject matter expert or learning organization, and advances learning objectives that are relevant to the responsibilities or professional competencies of Canadian CPAs. All activities on LearnFormula are quantifiable in terms of hours, and are also verifiable, in that users receive documented evidence of their attendance via a certificate of completion after finishing a course (and this certificate is stored by LearnFormula indefinitely). Nearly 100,000 Canadian CPAs successfully satisfy their CPD requirements via LearnFormula on an annual basis.
