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Labour Reporter
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Hearsay evidence not enough
to justify BBQ chef's dismissal
Employer took suspicions
of unsanitary conduct
too seriously without
comprehensive investigation
BY JEFFREY R. SMITH
AN ARBITRATOR has reinstated a British Colum-
bia employee who was fired for urinating in a food
preparation area after the employer failed to prove the
employee actually did it.
The 62-year-old employee was hired by a super-
market in 2012 to be a barbecue chef in the supermar-
ket's restaurant area. He cut and marinated meat for
barbecuing as well as cooking the food himself for cus-
tomers to eat.
Part of his work area included a cooler — a small
September 12, 2016
ARBITRATION
AWARDS
Drug-dealing cook not good for N.B. nursing home image pg. 7
Hotel-Dieu Grace Hospital — Ontario pg. 3 SGS Canada — Ontario pg. 4
City of Waterloo — Ontario pg. 4 YRC Reimer Express — Alberta pg. 5
COLLECTIVE
AGREEMENTS
Photo:
ThomasDeco
(Shutterstock)
pg. 2
GM targeted
Oshawa, Ont.-based
automaker chosen for pattern
bargaining talks with
Unifor
ARBITRATION
AWARDS
COLLECTIVE
AGREEMENTS
see Arbitrator > pg. 7
Female custodian should have
gotten promotion: Arbitrator
A LONG-TIME custodian in a
southwestern Ontario school
should have received a promotion
but didn't. An arbitrator ruled that
a poor interview should not have
prevented Jodi Dodman from se-
curing the job.
In October 2015, the Lamb-
ton Kent District School Board
posted a notice looking for a cus-
todian 3 (C3), which would have
meant a promotion for Dodman,
who was working as a custodian
2 (C2).
PUBLIC ADMINISTRATION
Fort Resolution
Housing Authority
Fort Smith, N.W.T.
(1 inside/outside employee) and the Public
Service Alliance of Canada (CLC)
Renewal agreement: Effec-
tive April 1, 2013, to March 31,
2017. Signed on Jan. 1, 2016.
Wage adjustments:
see Collective agreements > pg. 3 see Arbitration > pg 6
