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<blockquote data-quote="Turdferguson" data-source="post: 3768871" data-attributes="member: 61703"><p>I believe he was speaking about the other cardinal offense. Which is completely horrible language to include. </p><p></p><p>(i) other cardinal offenses, the Company and the </p><p>Union agree that there are offenses where an </p><p>employee may be suspended in lieu of discharge.</p><p>Discharge under this subsection should only be </p><p>used in situations where the employee’s actions </p><p>are so egregious that he/she needs to be removed </p><p>from the workplace immediately to protect </p><p>employees, customers, and/or the Company. </p><p>When an employee is removed from service, the </p><p>Union will be notified by the District Labor </p><p>Manager or his/her Labor designee.</p><p></p><p>This is horrible language . Who decides what exactly "egregious " means for immediate discharge</p></blockquote><p></p>
[QUOTE="Turdferguson, post: 3768871, member: 61703"] I believe he was speaking about the other cardinal offense. Which is completely horrible language to include. (i) other cardinal offenses, the Company and the Union agree that there are offenses where an employee may be suspended in lieu of discharge. Discharge under this subsection should only be used in situations where the employee’s actions are so egregious that he/she needs to be removed from the workplace immediately to protect employees, customers, and/or the Company. When an employee is removed from service, the Union will be notified by the District Labor Manager or his/her Labor designee. This is horrible language . Who decides what exactly "egregious " means for immediate discharge [/QUOTE]
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