The applicant, a preferential hire following a plant closure, alleged that the union breached its duty of fair representation under section 74 of the Labour Relations Act.
The applicant claimed the union improperly interpreted the Job and Income Security Program by restricting his ability to use company-wide seniority to claim severance options in the event of permanent job loss at his new plant.
The Board dismissed the application, finding that the union's interpretation of the collective agreement and its letters of understanding was reasonable, rational from a labour relations perspective, and neither arbitrary, discriminatory, nor in bad faith.
