Taking a second job with Tim Horton after the hotel where she worked cut her hours was just part of the problem. The real issue was not telling the hotel. Instead, she took medical leave and continued to work at Tim Horton during her absence. When the hotel learned the truth, it fired her. The New Brunswick arbitrator ruled that while the employee deserved discipline for being “deceptive and dishonest,” termination was excessive. The Tim Horton job wasn’t a conflict of interest but something she had to do to make ends meet. More seriously, the hotel didn’t hold a pre-termination meeting as required by the progressive disciplinary provisions of the collective agreement. Result: The arbitrator cut the penalty to a 60-day suspension [Unifor, Local 4528 v Rodd Moncton, 2019 CanLII 78844 (NB LA), August 14, 2019].