F. Cesario

The applicant sought judicial review of an Ontario Labour Relations Board decision declaring it a successor employer bound by a collective agreement after taking over a hospital shuttle bus contract.

The applicant argued the Board unreasonably expanded the definition of 'building service provider' and 'servicing the premises' under the Labour Relations Act, 1995.

The Divisional Court dismissed the application, finding the Board's interpretation of its home statute was reasonable, supported by the evidence, and consistent with its prior jurisprudence.

The employer applied for judicial review of a Grievance Settlement Board decision regarding its sick leave administration practices.

The employer had retained a third-party administrator and required employees to communicate with it, complete comprehensive medical forms for absences over five days, and use a specific form for return-to-work accommodations.

The Arbitrator found these practices violated the collective agreement, which specified communication with supervisors and limited the scope of medical information required.

The Divisional Court dismissed the application, finding the Arbitrator's interpretation of the collective agreement to be reasonable and consistent with arbitral jurisprudence protecting employee privacy.