Workplace Disputes

Employees tend to first approach their supervisors when they are concerned about a workplace issue or management decision. Normally the process is for the employee to raise the concern and discuss it. Supervisors have a responsibility to consider all issues and concerns brought to their attention by their employees and follow up as appropriate.

If a workplace dispute arises concerning an employee's rights under a collective agreement or a human resource policy, there are specific procedures to follow within the agreements or policies. These procedures are consistent with the Human Rights Tribunal and the Labour Relations Board. However, if disputes arise which are not respectful and may breach the Standards of Conduct for acceptable behavior, there are specific procedures outlined in Alleged Employee Misconduct.

Consider the following when assessing disputes and misconduct:


A dispute may be a disagreement or different points of view on a particular issue. For example, an employee feels they are entitled to a shift or a break and the manager disagrees.  Both parties are respectful, but have a different view of how the language of the collective agreement applies to a situation.


Misconduct is unacceptable or improper employee behaviour. If an employee raises their voice in a conversation with a manager or co-worker and uses language that isn’t respectful or acceptable in the workplace, then this may be misconduct.

What does a supervisor do?
Conflict Management

Find out what to do for Misconduct (linked)

If you are unable to resolve a complaint yourself, please contact AskMyHR for support in resolving potential grievances.