The employee was convicted of sexually assaulting a young boy in the course of his employment as a recreation instructor.
The employer subsequently dismissed him.
The union grieved the dismissal.
At the arbitration, the arbitrator allowed the union to relitigate the employee's culpability, ultimately finding the employee innocent and ordering his reinstatement.
The Divisional Court quashed the arbitrator's decision.
On appeal, the Court of Appeal upheld the Divisional Court's ruling, holding that the arbitrator erred in law.
The Court found that permitting the relitigation of a final criminal conviction in a grievance arbitration, where the facts and issues are identical, violates the finality principle and constitutes an abuse of process.