Willow Petersen

The applicant union sought judicial review of a labour arbitrator's award dismissing a grievance over the respondent hospital's unilateral decision to change the designated home worksites of finance department employees following a merger.

The union argued the collective agreement's mobility clause prohibited this change.

The Divisional Court dismissed the application, finding the arbitrator reasonably concluded that the collective agreement did not restrict the hospital's management right to transfer employees between worksites.

The court also ruled that an affidavit tendered by the union to supplement the record was inadmissible.

The applicants sought judicial review of a decision by the Registrar of the Ontario College of Teachers refusing to remove a 2014 finding of professional misconduct and reprimand from the public register.

The applicants argued that because the remedial course condition had been fulfilled, only the reprimand remained, entitling the teacher to its removal after three years under the College's by-laws.

The Divisional Court applied a reasonableness standard of review and upheld the Registrar's decision, finding that the initial penalty imposed included both a reprimand and a course, meaning it was not 'limited to a reprimand' as required by the by-law for automatic removal.