In this decision, the Union successfully argued that automatic exclusion of employees on methadone from a safety-sensitive workplace is discriminatory. The Employer refused to allow the Grievor to work because he was undergoing methadone maintenance therapy for opioid addiction. Richard L Edgar and Janna Crown represented the Union and argued that an individualized assessment of the Grievor’s abilities was required. The arbitrator agreed with the Union and struck down the Employer’s blanket rule of not allowing employees to work while undergoing methadone maintenance therapy. Expert evidence adduced at the hearing established that at least some individuals are able to work in safety-sensitive environments while undergoing methadone maintenance therapy, and there was evidence that the Grievor had safely worked for another employer in a similar safety-sensitive environment while undergoing methadone maintenance therapy.