The applicant employer sought judicial review of a Board of Arbitration decision finding it had discriminated against a unionized security officer.
The employer had stopped offering the employee temporary management shifts after she attended a union convention.
The Divisional Court applied the pragmatic and functional approach, determining the standard of review was patent unreasonableness.
The Court found the arbitrator's interpretation of the collective agreement's anti-discrimination clause was logical and rational.
The application for judicial review was dismissed.