An arbitrator has overturned the dismissal of a New Brunswick paper mill worker who was fired for comparing Zionists to Nazis during a workplace conversation, ordering his reinstatement with a significant unpaid suspension instead.
The Disputed Conversation and Dismissal
Ethan Chamberlain lost his job as a shipper at Lake Utopia Paper, a division of J.D. Irving Ltd., in May 2025. The termination followed an investigation into an exchange he had with a truck driver on April 28, 2025. The driver, Igor Marichev, was picking up a load from the mill for Sunbury Transport, an Irving affiliate.
According to the subsequent arbitration decision dated December 19, 2025, the conversation turned to the Middle East. Chamberlain reportedly raised the subject of Nazism and Zionism. The company stated Chamberlain admitted in an investigative interview that he "did compare the Zionist to Nazis," arguing they were doing the same thing in Palestine as Nazis had tried to do to Jews in Germany.
Conflicting Testimonies and Union Grievance
Chamberlain's union, UNIFOR Local 523, grieved the firing. They argued his comments were "nuanced" and that he saw a difference between the ideologies, claiming he was expressing concern for Jewish people. The union maintained he never directly compared Zionism to Nazism.
The employer found Chamberlain "simply not credible," suggesting he altered his story to save his job. Marichev, who was born in the Soviet Union, lived in Israel for 29 years and served in its military before moving to Canada. He testified that Chamberlain suggested Israel was committing genocide in Gaza following the Hamas attacks of October 7, 2023. Marichev, who is of Jewish and Christian heritage but non-practicing, disagreed with the characterization.
The arbitrator's summary notes that after Marichev disagreed, Chamberlain asked if the trucker was a Zionist, which Marichev found confrontational.
Arbitrator's Ruling: Suspension Deemed Sufficient
In his decision, the arbitrator concluded that while Chamberlain's comments violated the company's Safe and Respectful Workplace Policy and constituted harassment, dismissal was too severe a penalty. The arbitrator ruled that replacing the termination with a four-month unpaid suspension was a "fair, just and reasonable" outcome.
The lengthy suspension was deemed sufficient discipline for the misconduct, leading to the order for Chamberlain's reinstatement. The case underscores the complex balance between an employee's right to express views and an employer's duty to maintain a respectful, harassment-free workplace, especially on politically and emotionally charged topics.
