The union certification and decertification processes can often be contentious, as demonstrated when employees of the city centre Bingo hall in saskatoon opted to unionize. They did so in association with SEIU$-$West in December $2019,$ citing concerns over favoritism by management $($MacLean$,2024$a$).$ The employer resisted this action, and proceeded to engage in the following actions that the lanor board later determined to be unfair:

$$ Delaying negotiations

$$ Unilaterally increasing wages

$$ Refusing to provide necessary information to the union

$($Maclean$,2024$b$).$

Perhaps the biggest grievance was the employers lack of commitment demo strated towards its bargaining obligations, which ultimately lef to an employee filing for decertification. However, the labour board found that the employee had influenced this decertification attempt, and ordered that the ballots from the decertification vote be destroyed $($MacLean$,2024$a;$2024$b$).$

This demonstrates the challenges that can result from bad faith bargaining. The framework for union certification is designed to oromote fair negotiations, but employers will still seek to undermine them through various strategies. Looking forward, it will be important for labour boards to continue refining their approaches to ensure that both employers and unions engage in fair and transparent negotiations.

What are the similarities or differences between the cases with The Laurentian Bank Union Losing its certification after almost fifty years? What are the key factors you can see that would lead to differences?