Discipline of Union Leaders for Particiaption in Illegal Walkouts

Article Abstract:

The Supreme Court ruled in a labor dispute over a no- strike clause in a union contract, that management can not impose more severe sanctions on union leaders than the other workers. An arbitrator ruled in favor of management who had discharged an employee with a drinking problem. Management had made an effort to rehabilitate the employee who refused to cooperate. Another arbitrator also ruled in favor with company management who had reassigned five employees to another department because of lack of business. The arbitrator stated that there was no provision in the agreement prohibiting the company from reducing the number of employees in a particular clasification.

Management, Right to work (Labor unions)

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Employee's Self-Disqualification for Job

Article Abstract:

An employee may, through his or her own actions, disqualify himself from a job. When the employee states that he or she cannot execute the job required, the supervisor may disqualify the employee for that particular position. An example is an employee who could not lift solder rolls and required help on a permanent basis. Another example is an employee who did not obey the supervisor concerning changing work tables. In a minor example of laborer theft the worker was discharged, but the arbitrator had the employee reinstated, minus backpay.

Officials and employees, Occupations, Job descriptions

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Mitigating Circumstances in Excessive Absenteeism Case

Article Abstract:

Employees with excessive absenteeism were placed on a probationary status by a company. An employee under the special probation program had to leave work for a personal emergency. The supervisor discharged the employee. An arbitrator ruled that the company reinstate the employee without back pay and continue the probation program. The arbitrator agreed with the company policy but recognized the mitigating circumstances.

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