The Vancouver School Board rescinded its longstanding mileage reimbursement policy because it could no longer afford to pay the high rates. The union claimed the unilateral change violated the Board’s contractual duty to treat employees “fairly and equitably,” especially the IT technicians who had to drive to different schools. But the arbitrator didn’t buy it. While no doubt “jarring” for employees used to such generous rates, the new lower reimbursement rates but it didn’t violate the collective agreement given the Board’s intense budget pressures, “acute awareness” of the economic impact on employees, careful review and efforts to keep the union informed of the potential changes
[Board of Education of School District 39 (Vancouver) v CUPE, Local 15, 2018 CanLII 69603 (BC LA), July 16, 2018].