A nurse went away on her usual March vacation without realizing that her leave request had been denied. As a result, she missed 3 consecutive days of work and was fired under the nursing home’s deemed absence policy. The home stood by its decision even though it realized there had been a miscommunication contending that it was the nurse’s responsibility to verify that she had approval to go on vacation before taking off. But the Alberta arbitrator reinstated her. Nurses are generally held to a higher attendance standard because their absence hurts patients. But, the arbitrator continued, blaming the nurse for this snafu was unreasonable. While the nursing director did tell the nurse that her vacation request was in serious doubt, it never told her it was rejected even though she knew that the nurse was planning a vacation and had bought airline tickets. And listing her as a “no show” and terminating her without giving the nurse a chance to explain was unjustifiable, especially given the nurse’s clean disciplinary record and 20 years of service [Heritage Green Nursing Home v Service Employees International Union, Local 1 Canada, 2019 CanLII 70617 (AB GAA), July 25, 2019].