The appellant employer appealed a trial judgment finding that it wrongfully dismissed the respondent employee.
The employee had forged his supervisor's signature on a letter regarding severance pay for a subordinate.
The trial judge applied the principle of proportionality, concluding the forgery was an isolated error in judgment rather than a fundamental breach of trust justifying dismissal.
The Court of Appeal dismissed the appeal, finding no error in the trial judge's appreciation of the evidence or application of the law.
