The applicant school board applied for judicial review of a labour arbitration award that upheld two grievances filed by the union on behalf of an employee with mental health disabilities.
The arbitrator had found that the employee was entitled to a sick leave refresh and that his return to work plan should have been accommodated through remote work.
Applying the Vavilov reasonableness standard, the Divisional Court found that the arbitrator's interpretations of the collective agreement and conclusions regarding medical evidence were internally coherent, justified, and reasonable.
The application for judicial review was dismissed.
