The romance between mail processor Crystal and her CPC co-worker went sour after the couple’s child was born. A nasty custody battle ensued, and Crystal was soon getting harassment and threats from her ex. She told her bosses but they did little to address her fears other than letting her park in a fenced lot. Crystal became ill and went on short-term disability before finding a part-time job at another facility. The federal arbitrator upheld her grievance against CPC and awarded her the earnings she lost as a result of going on STD and settling for a part-time job. But it nixed punitive damages. While CPC’s failure to do an investigation and separate Crystal from her ex violated its collective agreement duty to protect her health and safety, there was no evidence that it was part of a larger pattern or motivated by a desire to harm Crystal [Canada Post Corporation v Canadian Union of Postal Workers, 2019 CanLII 58236 (CA LA), June 26, 2019].