FPSLREB Decisions

The employer ended the grievor’s term employment early, seven months into a two-year term. The grievor alleged that it did so in bad faith. He claimed that two incidents of misunderstanding with his manager led her to end his term early, that the employer induced him to accept the term position, and that the employer’s deletion of his email account after the end of his employment further demonstrated bad faith. The Board found there was no evidence of bad faith in the employer’s decision to end the grievor’s term early. It did so because there was not enough work available for him. One key aspect of the work that the employer hired him for ended sooner than anticipated, and other work was reassigned when a new branch was created. The Board concluded that the two misunderstandings were not factors in the employer’s decision. The manager gave credible testimony that they were not considerations. The evidence showed that the employer did not refer to the incidents in his performance management agreements, and it did not discipline him. The Board also found that the employer did not induce the grievor to accept the term position. He actively looked for the employer to hire him and knew that he was accepting a two-year term. Further, the Board found no evidence of bad faith in the deletion of the grievor’s email account after the end of his term. The manager did not direct anyone to delete it, and the employer’s actions were consistent with its directive.

Grievance denied.