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Union Wins Disciplinary Grievances (Apr. 6, 2011)

Our Union won agreements last month from Adams to rescind written warnings that were given to two of our members.

Under the contract we won last year, we are no longer considered "at will" once we complete our introductory period.

Instead we now have the right to discipline for "just cause." What does this mean?

Management must be able to answer “yes” to all of the following questions when it takes disciplinary action against us:

  1. Was the employee adequately warned of the consequences of his or her conduct?
  2. Was the employer’s rule or order reasonably related to efficient and safe operations?
  3. Did management investigate before administering the discipline?
  4. Was the investigation fair and objective?
  5. Did the investigation produce substantial evidence or proof of guilt?
  6. Were the rules, orders, and penalties applied evenhandedly and without discrimination?
  7. Was the penalty reasonably related to the seriousness of the offense and the past record?

If you receive a warning or other discipline, you should let your steward know right away.

You have the right to file a grievance and ask for the discipline to be reduced or removed.

To protect your rights, it is important for you to contact your steward immediately so that your grievance isn't denied on a technicality.