The appellant company dismissed an employee for chronic absenteeism caused by alcoholism.
The employee subsequently underwent successful treatment.
The arbitrator found the dismissal was justified at the time it was made, but relied on the subsequent successful treatment to annul the dismissal and reinstate the employee.
The Supreme Court of Canada held that the arbitrator exceeded his jurisdiction by relying on subsequent-event evidence to annul a dismissal that was justified at the time it was implemented.
The appeal was allowed and the arbitrator's decision was quashed.
