Canada Post fired a temporary postal employee that accepted only 57 of 151 work assignments offered to him over a 6-month period citing the provision of the collective agreement authorizing termination of temps who fail to demonstrate “reasonable availability” in accepting work assignments. The temp’s 37.8% acceptance rate was well below the 49.9% average for his peer group, CP argued. After 2 losses, CP took the case all the way to the Ontario Court of Appeal. But the third time did not prove the charm as the high court reaffirmed the temp’s reinstatement. The finding that the availability formula CP relied on was mechanical and flawed was neither unreasonable nor inconsistent with other case rulings [Canada Post Corporation v. Canadian Union of Postal Workers, 2019 ONCA 476 (CanLII), June 11, 2019].