AALO - Abudi Awaysheh Law Office -

Labour, Employment & Human Rights Law

Abudi Awaysheh M.Sc., J.D., LL.M.
Barrister & Solicitor

I am proud to be British Columbia’s most senior racialized lawyer in private practice who specializes in employee-side labor, employment, and human rights law. I focus on understanding and addressing the concerns of immigrants and racial/religious minorities. I am fluent in Arabic and hold undergraduate and graduate degrees in both science and law from 3 Canadian Universities. I have practiced law since 2012. I have litigated and settled hundreds of legal disputes as sole counsel.

I know the harsh realities of discrimination and harassment because I have personally experienced them. I am a racialized, immigrant from religious and ethnic minority groups who is born and raised in Damascus, and arrived in Canada in their late teens to study at university. My life experiences have instilled in me a deep empathy and understanding that I bring every day. I’m committed to providing top-tier legal representation while giving back through pro bono services every Friday at the Ajyal Islamic Centre. I champion justice for all workers, irrespective of background or circumstance. Aalo is “hello” in Arabic.

Legal Services

Labour Law for Unions & Unionized Employees

I am a labour lawyer who has been a union member for more than 12 years. I am also a previous union organizer. I have litigated arbitrations across Canada, representing unions and union members with dedication for 11 years as the sole counsel for the Public Service Alliance of Canada in BC and Yukon. I have had the privilege of hiring labour arbitrators across Canada, and instructing private labour law firms in BC, Ontario, and Quebec on what actions to take concerning grievances.

I have litigated in BC, Alberta, Saskatchewan, Manitoba, Ontario, Yukon, Northwest Territories and Nunavut without any assistance from others in over 250 public labour arbitrations with more than 50 different employers on grievances concerning accommodation, bullying and harassment, bargaining unit composition, classification, collective agreement interpretation, discipline, discrimination, unfair labour complaints, sexual harassment, suspensions, surveillance, pensions, privacy and workplace terminations.

I represent unions in matters concerning:

Complaints against locals by members
Complaints by unions against employers
Judicial Review of arbitration decisions

Employment & Human Rights Law for Non-Unionized Employees

I pride myself on being a diligent and tenacious lawyer, committed to achieving results for my clients. I have represented employees before courts, administrative tribunals, and professional regulators.

Bullying and harassment have no place in any workplace. While it may sometimes occur unknowingly, it is still unacceptable. In some instances, these actions may be deliberate, aiming to create discomfort and pressure you to leave without proper compensation. Your employer is legally required to provide a safe and healthy workplace, one that is free from bullying and harassment.

If you have experienced such behavior, your employer is obligated to conduct a fair and impartial investigation into your complaint. Your well-being and safety in the workplace are paramount. Before you file an internal complaint against your employer, call us today to discuss your situation and let us help you put an end to bullying and harassment at work.

Employer’s can dismiss employees for just cause if they are guilty of serious misconduct such as theft, violence, or fraud. If your employer terminates you without just cause, speak with us before signing any separation agreement to ensure that you are compensated fairly.

Termination Without Cause: A termination without cause means the employee is being terminated for reasons that are not related to any misconduct. Unless a specific number of days are stipulated in your employment contract limiting your notice period, you are entitled to reasonable notice that your employment will end so that you can secure income by obtaining alternative employment. This is known as a notice period. At common law, notice period can run as low as 1 month to a high of 24 months and are based on several factors including your age, years of service, position you held, and the availability of alternate employment.

Wrongful Dismissal: A wrongful dismissal occurs when an employer violates an employee’s conditions of employment and terminates them. These conditions may be based on an employee’s handbook, company policy, or law. For example, you raise complaints about discrimination at the workplace. Rather than investigating your complaints to determine their validity as required by law and/or your employer’s handbook, your employer terminates your employment citing another reason.

Constructive Dismissal: A constructive dismissal occurs when an employer, changes a fundamental term of your employment relationship without your consent. This could be anything related to your wage, hours of work, benefits, job duties, or even the employer’s responsibilities toward you such as having a health and safe workplace free form bullying

Severance Payment: A severance payment is a payment by an employer to an employee to compensate them for the loss of their employment. This can occur when an employer undergoes a change in their workforce, or the employer chooses to part ways with the employee. A severance payment may be presented as a severance package and include other compensation and benefits such as pension, medical and dental benefits, commissions, and bonuses. Before accepting any severance payment or package from your employer, speak with us to ensure that your employer has provided you a fair compensation package

Release: A release is a document that is signed by an employee confirming that they will not take any legal action against their employer in exchange for money.

For over a decade I have represented Government of Canada (GOC) employees in a variety of matters. The GOV is Canada’s largest employer, and its employment framework operates under a distinct legal framework outlined in the Public Service Employment Act. Grievances and disputes between GOC employees and their respective employers are heard before the Federal Public Sector Labour Relations and Employment Board (FPSLREB). This board addresses complaints from both unionized and non-unionized employees within the GOC.

I have represented Government of Canada employees more than any lawyer in BC before the FPSLREB. I have personally worked with a majority of the existing fulltime and part-time members on the FPSLREB when I represented employees for the Public Service Alliance of Canada for almost 11 years. I am here to provide unparalleled expertise non-unionized GOC employees.

The employment contract presented to you before staring your new job is not set in stone; it can be negotiated to better suit your needs and protect your interests. Your employment contract outlines crucial details such as your conditions of employment, benefits, vacation days, probation period, non-solicitation clauses, notice period, and other important legal aspects. Before signing your employment contract, know your rights.

I can provide valuable assistance in negotiating terms that align with your needs. This ensures your financial security for yourself and your family, should your employment status undergo unforeseen changes. During our consultation, we will thoroughly assess your situation and offer tailored advice on how to improve the terms of your contract. While each employment agreement is unique, a consultation typically ranges from 1 to 2 hours. Let me guide you through this process, empowering you to make informed decisions and secure the best possible employment terms for you and your family.

When regulated professions launch disciplinary hearings against their members, these professional bodies are supported by numerous staff and lawyers who advance allegations against their members without providing their members with any legal assistance. If you are an professional (an accountant, architect, biologist, engineer, health professional, realtor, etc.) I can provide you legal advice and representation services at your disciplinary hearing.

Workplace sexual harassment encompasses unwelcome behaviors of a sexual or gender-based nature that create a hostile work environment or result in job-related challenges for the victim. It can occur within the workplace premises or outside of it, during or after working hours. Your employer has a legal obligation to provide a safe and harassment-free workplace. This includes conducting thorough and timely investigations into any complaints of sexual harassment, as well as informing you of the outcomes.

I have extensive experience representing both women and who have faced sexual assault and harassment in the workplace. I am committed to ensuring that victims of sexual harassment and assault receive the legal representation they deserve. If you feel that your employer is not ensuring a safe and secure workplace free from sexual harassment and assault, I will take swift and decisive action on your behalf. Don’t suffer in silence. Reach out to me today to assert your rights and seek the justice and security you deserve.

Under the Workers Compensation Act, the Workers Compensation Board (WorkSafeBC) holds sole jurisdiction concerning compensating workers injured during their employment. Appeals of WorkSafeBC decisions are brought before the Workers Compensation Appeals Tribunal (WCAT).

Many injured workers feel overwhelmed by the complexities of their claims and appeals. I understand the urgency of these matters, especially when your health and livelihood are at stake. Don’t navigate the legal complexities of a workplace injury alone. Contact me today for compassionate and experienced legal representation. Together, I will fight for the justice and compensation you rightfully deserve.

I have taught at universities, and I enjoy providing adult education. I have provided training to labour relations officers, union stewards, and union executives for many different unins. I provide the following training sessions:

I have

Workplace Reconciliation, Education & Training

I specialize in providing educational sessions aimed at fostering understanding, empowerment, and positive change in various aspects of workplace dynamics.

In my experience having been involved in more than 50 workplace investigations, I find that a workplace investigation that isn’t followed by a reconciliation session increases workplace tensions. Each workplace investigation yields one of two outcomes: either the complaint is substantiated or not. In cases where a complaint isn’t substantiated, the usual procedure involves the investigator sending a letter to the complainant, outlining the outcome, and business proceeds as usual. This session focuses on strategies for workplaces to rebuild trust in the aftermath of an investigation.

Understanding Islam to Combat Islamophobia. Offering insights and knowledge to dispel misconceptions and promote inclusivity and understanding at the workplace.

Equipping individuals with the tools and awareness to create safe and respectful work environments

Providing guidance on accommodating diverse needs and fostering an inclusive workplace culture

Harnessing the power of creative expression to mitigate conflicts and enhance workplace collaboration.

Pro Bono Services

I offer pro bono Notary Public & Commissioner of Oaths Services every Friday from 1:00-3:00 at the Ajyal Islamic Centre in Downtown Vancouver, conveniently located beside the Stadium China-Town station at 181 Keefer Place, Unit 202. People of all faiths are welcome. Please note that I am only providing Notary Public and Commissioner of Oaths services. I do not offer legal advice or services. If you want to notarize a document, please bring:

– The (1) original document to be notarized, (2) a photcopy of the document so that I can notarize it, and (3) A Government-issued ID with your name, photo, and date of birth.

About Abudi

English

Arabic

B.Sc. (Genetics), University of Western Ontario, 2006

M.Sc. (Pathology), University of. Western Ontario, 2010 Thesis Evaluating the Mechanisms of Unconjugated Bilirubin Toxicity through Analysis of the Disulfide Proteome © 2010, 146 pages.

J.D., University of Victoria, 2011

LL.M. (Dispute Resolution), Osgoode Hall, York U, 2023

Ontario, 2014

British Columbia, 2015

I have litigated in BC, Alberta, Saskatchewan, Manitoba, Yukon, Northwest Territories, and Nunavut without any assistance from others in over 250 public labour arbitrations on grievances concerning accommodation, bullying and harassment, bargaining unit composition, classification, collective agreement interpretation, discipline, discrimination, unfair labour complaints, sexual harassment, suspensions, surveillance, pensions, privacy and workplace terminations. I have had the opportunity to represent clients at all levels of court in British Columbia, and have appeared before federal and provincial human rights tribunals.

Steward, PSAC 610, Graduate Teaching Assistants Union at Western 2007

Chief Steward, PSAC 610, Graduate Teaching Assistants’ Union at Western, 2008

PSAC Organizer, Organized FT Post-Doctoral Associates to join PSAC 610 creating the now Graduate Teaching Assistants’ and Postdoctoral Associates’ Union at Western University in 2008.

Canadian Bar Association (BC)

Canadian Association of Labour Lawyers

Canadian Muslim Lawyers Association (BC)

Administrative Tribunal Adjudicators (federal), border officers, bus drivers, city and municipal employees, clerks, engineers, firefighters, highways and road, health care, mechanics, miners, nurses, pharmacists, prison employees, post-doctoral associates, professors, teachers, revenue officers, teaching assistants, teachers, Vice Principals, and more.

Seguin and Yukon Department of Wildlife Fire Management, (Michael Fleming), (unreported), July 11, 2013, Yukon Public Service Labour Relations Board (YPSLRB). Employer must pay for counselling for terminated employee, termination upheld.

Government of the Northwest Territories and PSAC, (Irene Holden), (unreported), November 26, 2013, PSA-NWT. NWT Arbitration Act allows arbitrator to issue pre-hearing disclosure.

Government of the Northwest Territories and PSAC, (Irene Holden), (unreported), December 5, 2013, PSA-NWT. Terminated prison guard reinstated and moved to a different workplace.

PSAC and Vancouver Airport Authority, (Colin Taylor), June 15, 2015, CLC. Employer witness received summons via email from me to attend an arbitration. They refused to attend an arbitration as I did not give them witness money, nor served them. Email was sufficient, “proper service” does not serve the objectives of arbitration. Witness ordered to attend.

Town of Hay River and PSAC, (John Moreau) (unreported), August 14, 2014, CLC. Grievor wrongfully accused of a crime, reinstated with back pay at the workplace.

PSAC and Prince Rupert Airport Authority, (unreported) (Michael Fleming), November 6, 2015, CLC. Terminated employee reinstated.

PSAC and Prince Rupert Airport Authority, (unreported) (Michael Fleming), July 22, 2016, CLC. Terminated employee reinstated.

Canada Post Corporation and PSAC, (Colin Taylor, Q.C.) March 14, 2017, CLC. Grievor with dementia reinstated and allowed to apply for LTD.

Dominion Diamond Ekati Corporation and PSAC, 2017 CanLII 31013 (Richard Coleman), May 4, 2017, CLC. Employer ordered to provide a clear and transparent overtime system.

City of Dawson and PSAC, (unreported), (Robert Pekeles), October 5, 2017, CLC. Travel allowance and travel day awarded to all full time employees.

Bedard v. Treasury Board (Canadian Grain Commission), 2019 FPSLREB 27 (Margaret Shannon), July 23, 2019, FPSLREB. Employer ordered to pay weekend shift premiums, and $50,000+ in backpay.

Yeo v. Deputy Head (Department of Employment and Social Development), 2019 FPSLREB 119 (Margaret Shannon), December 5, 2019, FPSLREB. Bad faith termination, employee who did not know how to perform their job but passed probation, reinstated with 5 years back pay.

Sousa-Dias v. Treasury Board (Canada Border Services Agency), 2021 FPSLREB 11 (Nancy Rosenberg) FPSLREB. Employer ordered to pay grievor for 1 day when grievor unable to attend work due to a flat tire.

PSAC v. IMP Aerospace Comox, (Elaine Doyle), April 3, 2020, CLC. Employer ordered to pay travel rates at Federal National Joint Council rates

PSAC v. Commissionaires Vancouver Island and Yukon, (Paul Love), December 6, 2020, LRB-BC. Consent Award, employer ordered to deduct union dues from employees.

PSAC v. Commissionaires Vancouver Island and Yukon, 2021 CanLii 72622 (Paul Love) June 9, 2021, LRB-BC). Employer breached Consent Award by (1) deducting dues for only 90 days, and (2) adding words not agreed to when employees work at different worksites

I had the opportunity to work as a an Investigations Legal Officer for WorkSafeBC where I issued decisions concerning retaliation by employers against employees for raising health and safety issues.

CD2018107, July 23, 2018, (6 pages). 1.5 yr Office Manager reprimanded and then terminated 2.5 months after reporting a bullying and harassment at the workplace.

CD2018116, July 23, 2018, (11 pages). Employer’s warning letter threatening immediate dismissal for Industrial Painter workplace violations found to be retaliatory as the worker reported bullying and harassment to their employer two days earlier.

CD2018120, July 26, 2018, (12 pages). 2 year restaurant employee sexually harassed by colleague on January 9, 2019. Worker, filed a workplace harassment complaint, employer determined the complaint was unfounded. RCMP attend workplace on January 29, at worker’s request, employer terminates employee on January 29, 2018.

CD2018152, September 19, 2018, (11 pages). 4 month flat roofer on medical leave wrongfully terminated (lay off), the same day they requested medical accommodation.

CD2018146, August 31, 2018, (12 pages). Entry Level Labourer wrongfully terminated on their 3rd day of work after requesting safety equipment.

Originally from Damascus, I came to Canada at 17 to pursue university studies in Genetics and Pathology, with aspirations of becoming a science professor at the University of Western Ontario. While in graduate school, I became steward then Chief Steward for the TA Union at Western, and became a PSAC union organizer where I successfully organized Post-Doctoral Associates. My involvement in the labour movement, made me pursue a career in social justice.

I attended UVic Law where I obtained my J.D. In 2012, I worked for one of the largest unions in Canada, the PSAC. This provided me the opportunity to practice federal, provincial, and territorial labor and human rights law. I have litigated in BC, AB, SK, MB, Ontario and 3 territories. In January 2023, my daughter was born, and I decided to leave the PSAC that year to pursue new challenges. I underwent extensive sexual harassment training and became a roster lawyer for the Sexual Harassment Advice Response and Prevention Workplace program. In 2024, I completed my LLM in Dispute Resolution, established a pro bono service at the Ajyal Islamic Centre and founded AALO.

Labour, Employment & Human Rights Law

Abudi Awaysheh M.Sc., J.D., LL.M.Barrister & Solicitor

Legal Services

Labour Law for Unions & Unionized Employees

I represent unions in matters concerning:

Employment & Human Rights Law for Non-Unionized Employees

I pride myself on being a diligent and tenacious lawyer, committed to achieving results for my clients. I have represented employees before courts, administrative tribunals, and professional regulators.

Employer’s can dismiss employees for just cause if they are guilty of serious misconduct such as theft, violence, or fraud. If your employer terminates you without just cause, speak with us before signing any separation agreement to ensure that you are compensated fairly.

Release: A release is a document that is signed by an employee confirming that they will not take any legal action against their employer in exchange for money.

Under the Workers Compensation Act, the Workers Compensation Board (WorkSafeBC) holds sole jurisdiction concerning compensating workers injured during their employment. Appeals of WorkSafeBC decisions are brought before the Workers Compensation Appeals Tribunal (WCAT).

I have taught at universities, and I enjoy providing adult education. I have provided training to labour relations officers, union stewards, and union executives for many different unins. I provide the following training sessions:

I have

Workplace Reconciliation, Education & Training

I specialize in providing educational sessions aimed at fostering understanding, empowerment, and positive change in various aspects of workplace dynamics.

Understanding Islam to Combat Islamophobia. Offering insights and knowledge to dispel misconceptions and promote inclusivity and understanding at the workplace.

Equipping individuals with the tools and awareness to create safe and respectful work environments

Providing guidance on accommodating diverse needs and fostering an inclusive workplace culture

Harnessing the power of creative expression to mitigate conflicts and enhance workplace collaboration.

Pro Bono Services

– The (1) original document to be notarized, (2) a photcopy of the document so that I can notarize it, and (3) A Government-issued ID with your name, photo, and date of birth.

About Abudi

English

Arabic

B.Sc. (Genetics), University of Western Ontario, 2006

M.Sc. (Pathology), University of. Western Ontario, 2010 Thesis Evaluating the Mechanisms of Unconjugated Bilirubin Toxicity through Analysis of the Disulfide Proteome © 2010, 146 pages.

J.D., University of Victoria, 2011

LL.M. (Dispute Resolution), Osgoode Hall, York U, 2023

Ontario, 2014

British Columbia, 2015

Steward, PSAC 610, Graduate Teaching Assistants Union at Western 2007

Chief Steward, PSAC 610, Graduate Teaching Assistants’ Union at Western, 2008

PSAC Organizer, Organized FT Post-Doctoral Associates to join PSAC 610 creating the now Graduate Teaching Assistants’ and Postdoctoral Associates’ Union at Western University in 2008.

Canadian Bar Association (BC)

Canadian Association of Labour Lawyers

Canadian Muslim Lawyers Association (BC)

Seguin and Yukon Department of Wildlife Fire Management, (Michael Fleming), (unreported), July 11, 2013, Yukon Public Service Labour Relations Board (YPSLRB). Employer must pay for counselling for terminated employee, termination upheld.

Government of the Northwest Territories and PSAC, (Irene Holden), (unreported), November 26, 2013, PSA-NWT. NWT Arbitration Act allows arbitrator to issue pre-hearing disclosure.

Government of the Northwest Territories and PSAC, (Irene Holden), (unreported), December 5, 2013, PSA-NWT. Terminated prison guard reinstated and moved to a different workplace.

Town of Hay River and PSAC, (John Moreau) (unreported), August 14, 2014, CLC. Grievor wrongfully accused of a crime, reinstated with back pay at the workplace.

PSAC and Prince Rupert Airport Authority, (unreported) (Michael Fleming), November 6, 2015, CLC. Terminated employee reinstated.

PSAC and Prince Rupert Airport Authority, (unreported) (Michael Fleming), July 22, 2016, CLC. Terminated employee reinstated.

Canada Post Corporation and PSAC, (Colin Taylor, Q.C.) March 14, 2017, CLC. Grievor with dementia reinstated and allowed to apply for LTD.

Dominion Diamond Ekati Corporation and PSAC, 2017 CanLII 31013 (Richard Coleman), May 4, 2017, CLC. Employer ordered to provide a clear and transparent overtime system.

City of Dawson and PSAC, (unreported), (Robert Pekeles), October 5, 2017, CLC. Travel allowance and travel day awarded to all full time employees.

Bedard v. Treasury Board (Canadian Grain Commission), 2019 FPSLREB 27 (Margaret Shannon), July 23, 2019, FPSLREB. Employer ordered to pay weekend shift premiums, and $50,000+ in backpay.

Yeo v. Deputy Head (Department of Employment and Social Development), 2019 FPSLREB 119 (Margaret Shannon), December 5, 2019, FPSLREB. Bad faith termination, employee who did not know how to perform their job but passed probation, reinstated with 5 years back pay.

Sousa-Dias v. Treasury Board (Canada Border Services Agency), 2021 FPSLREB 11 (Nancy Rosenberg) FPSLREB. Employer ordered to pay grievor for 1 day when grievor unable to attend work due to a flat tire.

PSAC v. IMP Aerospace Comox, (Elaine Doyle), April 3, 2020, CLC. Employer ordered to pay travel rates at Federal National Joint Council rates

PSAC v. Commissionaires Vancouver Island and Yukon, (Paul Love), December 6, 2020, LRB-BC. Consent Award, employer ordered to deduct union dues from employees.

PSAC v. Commissionaires Vancouver Island and Yukon, 2021 CanLii 72622 (Paul Love) June 9, 2021, LRB-BC). Employer breached Consent Award by (1) deducting dues for only 90 days, and (2) adding words not agreed to when employees work at different worksites

I had the opportunity to work as a an Investigations Legal Officer for WorkSafeBC where I issued decisions concerning retaliation by employers against employees for raising health and safety issues.

CD2018107, July 23, 2018, (6 pages). 1.5 yr Office Manager reprimanded and then terminated 2.5 months after reporting a bullying and harassment at the workplace.

CD2018116, July 23, 2018, (11 pages). Employer’s warning letter threatening immediate dismissal for Industrial Painter workplace violations found to be retaliatory as the worker reported bullying and harassment to their employer two days earlier.

CD2018152, September 19, 2018, (11 pages). 4 month flat roofer on medical leave wrongfully terminated (lay off), the same day they requested medical accommodation.

CD2018146, August 31, 2018, (12 pages). Entry Level Labourer wrongfully terminated on their 3rd day of work after requesting safety equipment.

Contact

Abudi Awaysheh M.Sc., J.D., LL.M.
Barrister & Solicitor