Joe, a production employee at Acme Metal, has 10 years of experience as a production equipment operator. Joe, in general, follows the required procedures, but he has been observed by his supervisor varying from some required procedures. Joe has been instructed by his supervisor on the correct, required method but still has not changed his work method. His supervisor has told Joe on three separate occasions that he is not following the correct procedures and again, for the fourth time, instructs Joe to follow his directive, with the supervisor showing Joe the proper method of placing slats of wood on the conveyor belt.

Joe becomes visibly upset, and responds "OK, you are the boss. I will do it exactly as you say". Joe proceeds to exaggerate the procedure, pushing some of the wooden slats into the machine which results in the slat becoming wedged in the chain drive, breaking the chain and shutting down the manufacturing line. Joe grins, looks at his supervisor, and says "There! Are you satisfied?"

The supervisor calls over the union steward and fires Joe on the spot for failure to follow directives, as well as intentional sabotage of the production equipment.

The union files a grievance, and the case eventually ends up in arbitration.

Question - was Joe fired for just cause? Was his termination of employment justified? Explain your reasoning