BC Labour Relations Code

The BC Labour Relations Code (LRC) legislation governs the relationship between employers and their employees who are represented by a union (for non-union workers see the Employment Standards Act below). This legislation covers the establishment of union representation, collective bargaining, conflict, and grievance resolutions. If you are a member of a union then this law relates to your employment situation.

The Labour Relations Code deals with legislation covering the following employment issues in a unionized workplace:

1. Introductory Provisions

2. Rights, Duties and Unfair Labour Practices

3. Acquisition and Termination of Bargaining Rights

Acquisition of Bargaining Rights
Revocation of Bargaining Rights
Successor Rights and Obligations
Voting
Councils of Trade Unions
Employers' Organizations

4. Collective Bargaining Procedures

General
Joint Consultation and Adjustment Plans
First Collective Agreement

5. Strikes, Lockouts and Picketing

6. Essential Services

7. Mediation and Disputes Resolution

Mediation and Fact Finding
Commissions and Councils

8. Arbitration Procedures

Definitions and Purpose
Collective Agreement Arbitration Bureau
Collective Agreement Provisions
Expedited Arbitration
Special Officer

9. Labour Relations Board

10. Miscellaneous

11. Transitional Provision

More on the BC Labour Relations Code (LRC)

The BC Labour Relations Code (LRC), (commonly called Labour Relations Act), is the BC labour code that regulates the relationship between employers, their workers, and the unions representing their workers. It deals with the requirements for establishing union representation, collective bargaining and applying the terms of the collective agreement.

Fundamental Rights under the Labour Relations Code

One of the fundamental rights of the LRC is the right of every employee to be a member of a trade union, and the right of an employer to be a member of an employers' organization.

Who Gets Covered Under the LRC?

All BC employees and their employers, including dependent contractors, who are regulated by a collective agreement, are covered under the LRC with some inclusions and exclusions.

Under the LRC the following employees are excluded:

Individuals functioning as a manager or supervisor;
Individuals working in a confidential capacity in areas relating to labour relations or personnel.

For more information on these: BCLRB's Inclusion In and Exclusion From...

Note:

The labour-management relationship in the provincial public service is regulated under the Public Service Labour Relations Act; and

the collective bargaining process in the public school system is governed under the Public Education Labour Relations Act;

The labour-management relationship in federally regulated industries are covered under the Canada Labour Code;

Employers in non-unionized sectors are also subject to certain applicable provisions of the LRC, namely those dealing with protecting the rights of employees (i.e. the rights of employees seeking unionization).

The Labour Relations Board

The British Columbia Labour Relations Board, established as an independent administrative tribunal by the Labour Relations Code, has full administrative authority over the British Columbia labour laws that fall under the BC labour relations code Code.

Note: If you work in a unionized workplace, the BC Labour Relations Board regulates all issues dealing with wages and working conditions.

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