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UPS Union Issues
APWA is controlled by a Union-busting Lawyer
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<blockquote data-quote="submarine" data-source="post: 181729" data-attributes="member: 9449"><p>Yeah but I read about a case, oh I want to say it was 4 or 5 years ago, where the Arizona Dept. of Labor held that employers could fire their employees for good reason or no reason, but not for a bad reason. I'll have to see if I can dig up the details as it was fairly interesting. </p><p> </p><p>Now there was one interesting case I read about when I was down filing an NLRB charge that involved Mortorla. It said that the company was forced to reinstate two employees it fired because they did not allow the employees to have another employee sit in with them while management was disciplining them. Even though Motorola was non-union and this occurred in a Right to Work (for less) state, the courts held that representation, and progressive discipline, was "ingrained" in the American workplace. This was back in 2000 or 2001 so I have no idea if it has changed or not. </p><p></p><p>If it hasn't, I have mixed feelings about that ruling. On one hand it's nice to see the courts recognizing Weingarten rights and progressive discipline, but I think this could give non-union workplace employees a false sense of security. Really your only recourse would be to sue after the fact. </p><p>There isn't any substitute for having good progressive discipline language and a contract specifying representation.</p></blockquote><p></p>
[QUOTE="submarine, post: 181729, member: 9449"] Yeah but I read about a case, oh I want to say it was 4 or 5 years ago, where the Arizona Dept. of Labor held that employers could fire their employees for good reason or no reason, but not for a bad reason. I'll have to see if I can dig up the details as it was fairly interesting. Now there was one interesting case I read about when I was down filing an NLRB charge that involved Mortorla. It said that the company was forced to reinstate two employees it fired because they did not allow the employees to have another employee sit in with them while management was disciplining them. Even though Motorola was non-union and this occurred in a Right to Work (for less) state, the courts held that representation, and progressive discipline, was "ingrained" in the American workplace. This was back in 2000 or 2001 so I have no idea if it has changed or not. If it hasn't, I have mixed feelings about that ruling. On one hand it's nice to see the courts recognizing Weingarten rights and progressive discipline, but I think this could give non-union workplace employees a false sense of security. Really your only recourse would be to sue after the fact. There isn't any substitute for having good progressive discipline language and a contract specifying representation. [/QUOTE]
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