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E-12.001 - Pay Equity Act
Section 111
Disposition versions
111. The Commission shall refuse or cease to act in favour of the employee or complainant where the employee or complainant so requests, subject to the Commission’s ascertaining that such request is made freely and voluntarily.
The Commission may refuse or cease to act in favour of the employee or complainant where
(1) the employee or complainant does not have a sufficient interest; or
(2) the complaint is frivolous, vexatious or made in bad faith.
The decision of the Commission shall state in writing the reasons on which it is based and indicate any remedy which the Commission may consider appropriate; it shall be notified to the employee or complainant. Within 90 days after receiving such notification, the employee or complainant may submit the matter to the Administrative Labour Tribunal.
111. The Commission shall refuse or cease to act in favour of the employee or complainant where the employee or complainant so requests, subject to the Commission’s ascertaining that such request is made freely and voluntarily.
The Commission may refuse or cease to act in favour of the employee or complainant where
(1) the employee or complainant does not have a sufficient interest; or
(2) the complaint is frivolous, vexatious or made in bad faith.
The decision of the Commission shall state in writing the reasons on which it is based and indicate any remedy which the Commission may consider appropriate; it shall be notified to the employee or complainant. Within 90 days after receiving such notification, the employee or complainant may submit the matter to the Commission des relations du travail.
111. The Commission shall refuse or cease to act in favour of the employee or complainant where the employee or complainant so requests, subject to the Commission’s ascertaining that such request is made freely and voluntarily.
The Commission may refuse or cease to act in favour of the employee or complainant where
(1) the employee or complainant does not have a sufficient interest; or
(2) the complaint is frivolous, vexatious or made in bad faith.
The decision of the Commission shall state in writing the reasons on which it is based and indicate any remedy which the Commission may consider appropriate; it shall be notified to the employee or complainant. Within 90 days after receiving such notification, the employee or complainant may submit the matter to the Labour Court.
