Intelligent Case Insights
Labour relations is human work. The job here is to take the busywork off your plate, not the judgment.
Every insight reads from your own collective agreement, your case history, and a Canadian labour relations library we wrote ourselves. You read the analysis. You make the call.
Every conclusion points back to the article or provision it came from, so anyone reviewing it can check the work.
Built by the editor of Canadian Labour Arbitration(Brown & Beatty), the reference text Canadian arbitrators cite.
What are the grievance filing time limits?
A grievance must be filed within 15 working days of the event giving rise to it, or of the day the grievor first became aware of it.
Try asking about
- Overtime provisions
- Vacation entitlements
- Discipline procedures
Grounded in What Matters
Every conclusion traces back to your own documents and a Canadian labour relations library we wrote ourselves, never the open web.
Your collective agreement
The agreement you uploaded, read article by article and clause by clause.
Your case evidence and history
The grievance record, evidence, notes, and outcomes inside your organization.
Our Canadian labour library
Original Canadian labour relations content written by co-founder Adam Beatty for Sertus.
Built on Anthropic Claude
We use Claude through the Anthropic API, chosen for careful, well-sourced reading of long documents.
Not generic web data
No labour relations conclusions are drawn from random sources on the open web.
Across Your Workflow
It fits the workflow you already run, putting useful analysis in front of you at each step, tied to the documents and facts in your account. Pick one to see how it looks in the app.
Overall assessment
Reasonable prospect on the merits, with timeliness as the decisive question for an arbitrator.
Union strength
Grievance filed within the Article 12.1 time limit.
Employer strength
Progressive discipline documented on the member file.
What Sertus AI Will and Won't Do
Clear lines, drawn on purpose. It speeds up the reading and the legwork. Your team still makes every call.
AI Will
Show both sides
Lay out the strengths, weaknesses, and risks on each side of a grievance.
Point to the right articles
Find the specific articles and provisions of your agreement that apply.
Show its work
Cite the source behind each conclusion so a reviewer can check it.
Look back at past cases
Pull up similar grievances your organization has handled before.
AI Won't
Train on your data
Anthropic does not use your inputs or outputs to train its models.
Decide a case for you
No automatic calls about a worker, a grievance, or a discipline matter.
Act on its own
It never sends a message, files a grievance, or carries out an outcome without a person.
Reach across organizations
Every request stays inside the signed-in user’s own organization.
Lean on the open web
It does not draw labour relations conclusions from random web content.
Built for Sensitive Records
The same protections we put around every grievance and document apply here too.
AI Safeguards
Canadian data residency
Customer data stored in Canadian cloud regions; AI inference disclosed on the sub-processor list.
PIPEDA-aligned handling
Designed against PIPEDA principles for Canadian personal information.
Single sign-on (SSO)
Centrally managed and revoked through your identity provider.
Append-only audit trail
Sign-ins, grievance lifecycle changes, document access, and administrative actions recorded with timestamp and actor.
See it on your own files
See It on a Real Case
We'll walk a sample grievance through against a real collective agreement, and show you exactly where the safeguards come in.