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The Lunch BS
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<blockquote data-quote="raceanoncr" data-source="post: 779710" data-attributes="member: 6408"><p>In cases like this, if drivers are getting verbal, written or other disciplines, the union has the obligation to prove these allegations are false or unwarranted. </p><p> </p><p>There are two types of grievances: One for discipline, where the company must prove fault or evidence of wrongdoing, hence the union proving otherwise.</p><p> </p><p>Two for contract violations, where it is the union's responsiblity to prove there was a contract violation and the company tries to refute it. </p><p> </p><p>That may be the situation in the former example here. The company may be planning or has instituted some form of discipline for the lunch situation listed HERE, again, note I said <strong>HERE</strong>! The union has the right to look over any records that may pertain to the case and is not considered doing management work.</p></blockquote><p></p>
[QUOTE="raceanoncr, post: 779710, member: 6408"] In cases like this, if drivers are getting verbal, written or other disciplines, the union has the obligation to prove these allegations are false or unwarranted. There are two types of grievances: One for discipline, where the company must prove fault or evidence of wrongdoing, hence the union proving otherwise. Two for contract violations, where it is the union's responsiblity to prove there was a contract violation and the company tries to refute it. That may be the situation in the former example here. The company may be planning or has instituted some form of discipline for the lunch situation listed HERE, again, note I said [B]HERE[/B]! The union has the right to look over any records that may pertain to the case and is not considered doing management work. [/QUOTE]
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