(1) rules (2) disciplinary procedures(3) work history (4) length of
service - Employee misconduct cases that are decided by
arbitration often are won or lost NOT b/c of questions of guilt or
innocence but b/c of (1) mgmt's consistent enforcement of the ____ that are involved in the case (2) mgmt...
(1) rules (2) disciplinary procedures(3) work history (4) length of
service - Employee misconduct cases that are decided by
arbitration often are won or lost NOT b/c of questions of guilt or
innocence but b/c of (1) mgmt's consistent enforcement of the ____
that are involved in the case (2) mgmt.'s compliance w/ the _____ in
the contract (3) an employee's work _____ (4) an employee's
______w/ the company ** Immediate discharge - Serious offenses:
Contracts often contain provisions that specify certain actions can
lead to ______ for the first offense. 1. Privilege against self-
incrimination 2. Freedom of association 3. Right to participate in
partisan politics 4. Freedom of expression - Examples of
constitutionally protected rights are: 1. Privilege against _____ 2.
Freedom of ____ 3. Right to participate in _____ 4. Freedom of _____.
1. Shop steward or supervisor (Employee, steward, 2. Writing
(written grievance) 3. Shop steward, dept head 4.Union grievance
committee, Director of Personnel and industrial relations 5.
Arbitration - 5 steps in the grievance procedure: 1. Discuss the
grievance with _________. 2. If the grievance has some merit & should
be pursued, the grievance is reduced to_____. 3. It goes to the ____,
_____, in attempts to resolve the grievance. 4. The process then
moves to the ____, ___ and ____, in attempts to resolve, as the next
step is extremely expensive. 5. _____ - Final step (Expensive) 5 W's
rule - Step 2: A good rule for remembering the crucial facts in a
grievance is the ______. 16 - There are ____ specific examples that
can lead to discharge, but "such action will ONLY be taken for just
, cause". (p. 492: figure 11-3) 30 - In step 4, plantwide union
grievance committee that may further appeal the answer to step 5,
usually w/I ____calendar days, reviews the employee's grievance.
additional pay - Many grievances result from employees' belief that
they're entitled to ______that management believes is not required.
authority & influence. - Sometimes employees & union officials file
grievances to demonstrate their ____ & ____. biased or thoughtless
supervisors - Protection from _____ in disciplinary matters has been
a prime motive behind many union-organizing campaigns. CBA -
Virtually ALL _____outline a disciplinary procedure Conflict mgmt
resolution, agreement clarification, communication, due process,
and strength enhancement. - The 5 functions provided by a
grievance procedure are: contract provisions - Both management
& labor may find that they honestly disagree on the _______ relevant
to the "new operations'. Cost saving; time savings; satisfaction w/
process; increased ability to resolve grievances. - A 2005 study
produced findings that support the use of 'grievance mediation' in
comparison to 'arbitration'. (4) advantages 'grievance mediation'
was found to have..... Disciplinary policies - To maintain good labor
relations, both labor & mgmt should strive for fair & effective _____.
Disciplinary procedures - include processes that are usually
designed to set standards of performance & work rules, and apply
discipline (up to termination) when those standards are not
followed, in a fair & consistent manner. Employee discipline - The
NLRA in addition to civil & antidiscrimination laws, provides
restrictions on_______. Employee misconduct - A wide range of
offenses ranging from serious, such as fighting or threatening, to
minor offenses, such as failing to punch a timecard, are examples of
this. Explain company rules, get the facts, give adequate warning,
ascertain motive, consider the employee's past record, discipline
w/o discharge - (7) Disciplinary Investigation procedures: (p.493)
Fair review; appeal of disciplinary actions - Disciplinary procedures:
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