Background:

• Employment Role: Alan Croke was employed as a technician by VuPoint Systems Ltd., which provides services to Bell Canada.
• Policies: Bell Canada and VuPoint implemented mandatory COVID-19 vaccination policies.
• Dismissal: Croke refused to disclose his vaccination status, leading to his termination. He filed a wrongful dismissal lawsuit.

Lower Court Decision:

• Ruling: Employment contract was frustrated due to the Bell vaccination policy, dismissing Croke's action.

Appeal Issues:

1. Frustration Doctrine: Whether the contract was frustrated by Croke’s voluntary conduct.
2. Foreseeability: Whether the vaccination policy was foreseeable at the time of contracting.
3. Control: Whether the event was outside VuPoint’s control.
4. Notice: Whether Croke received clear notice that his vaccination status would result in termination.

Court of Appeal Analysis:

1. Frustration: The Bell policy, not Croke’s conduct, was the supervening event.
2. Foreseeability: The COVID-19 pandemic and resulting policies were unforeseen in 2014.
3. Control: VuPoint had no control over Bell’s policy and was not required to take other measures before termination.
4. Notice: Croke was aware of the policy and its consequences, making the notice clear and justified.

Conclusion:

• Appeal Dismissed: The employment contract was frustrated due to the unforeseen mandatory vaccination policy.
• Costs: Croke was ordered to pay $16,000 in costs to VuPoint.