Compassion Case

Another point that needs to be considered is our griever’s compassion towards his fellow co-worker, Mr. Butler. Knowing the uncomfortable relationship between him and Mr. Chevalier, who is the boss, our griever was concerned that Mr.Butler would have a possibility of losing his job although his intention was not realistically harming Mr. Chevalier. Our griever understood that Mr.Butler has been working hard for the university for 15 years and it would be unfair for him to be fired due to Under 7:4427: Compassion, it is written that It is a well-settled principle of arbitration law that a board of arbitration should not invoke its discretionary powers to mitigate a penalty on compassionate grounds alone. 1 …On the other hand, the view has also been expressed that if, at the end of a case, an arbitrator harbours any reasonable doubt as to the propriety of a sanction, then the grievor should be given the benefit of that doubt. In the past, similar cases have happened that we could relate to this problem. First case occurred in National Car Rental Inc. The greivor in this case left work without permission to drive company’s vehicle. However, it was found that greivor’s action was motivated by a legimate concern for the safety of a loved one who appeared to be in danger. Evidently, the arbitrator reinstated the grievor to his formal position. Another case that we could relate to occurred in St. Lawrence Seaway Company. The greivor got into an argument with the manager during the meeting, both using abusive language. However, it was found that the greivor’s conduct at the meeting was not in defiance of management as an employee, but arose from his concern for the person he was representing within the company. In that regard, the arbitrator concluded that he was not guilty of insubordination. Relating all these cases back to the current issue, it is evident that our greivor showed genuine care for the reputation and well being of Mr. Butler. Evidence of his compassion