In University System of New Hampshire  Board of Trustees v. Dorfsman, the New Hampshire Supreme court upheld the University’s decision to terminate an associate professor and department chair after he admitted to altering a colleague’s student evaluations.  The university invoked a provision in the collective bargaining agreement covering the professor, providing that “moral turpitude” was a ground for firing an employee.  While the arbitrator found that the professor’s conduct constituted an act of “moral turpitude,” he also found that because of several mitigating factors, the university’s decision to terminate the professor did not comport with principles of just cause.  The university challenged the award on the grounds that the arbitrator had exceeded his authority.  The trial court agreed and the New Hampshire Supreme Court affirmed.  According to the court, having found that the professor’s conduct constituted “moral turpitude” within the meaning of the collective bargaining agreement, the arbitrator’s decision to overturn the university’s action “impermissibly substituted his own notions of industrial justice over those established by the contract.”