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Is a person's scheduled day off counted towards the 3 day occurence policy?
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<blockquote data-quote="zubenelgenubi" data-source="post: 4246543" data-attributes="member: 63706"><p>But the grievance process can only be used for violations of the contract, right? Wouldn't a company policy would have to somehow violate a term of the contract in order to grieve it.</p><p></p><p>And that leads back to another aspect of my query, if a company policy is not addressed by the contract, somehow, but let's say the company is not applying the policy evenly, then the union would have no standing to challenge the policy. I can't think of any situation that wouldn't involve discipline that employees would have a reason to challenge a company policy, and discipline would be addressable through grievance, but not the policy itself. So even if the company had a policy that was illegal, or not evenly applied, as long as they followed the disciplinary steps outlined in the contract, there would be nothing to grieve.</p><p></p><p>Let's use appearance standards as an example. If some aspect of the company policy violated state or federal law, but appearance standards are not addressed by the contract, or if the contract specifically waives the right to bargain over appearance standards, then the issue of the illegal aspect of the policy would have to be addressed through the courts. At least that is how I understand it.</p></blockquote><p></p>
[QUOTE="zubenelgenubi, post: 4246543, member: 63706"] But the grievance process can only be used for violations of the contract, right? Wouldn't a company policy would have to somehow violate a term of the contract in order to grieve it. And that leads back to another aspect of my query, if a company policy is not addressed by the contract, somehow, but let's say the company is not applying the policy evenly, then the union would have no standing to challenge the policy. I can't think of any situation that wouldn't involve discipline that employees would have a reason to challenge a company policy, and discipline would be addressable through grievance, but not the policy itself. So even if the company had a policy that was illegal, or not evenly applied, as long as they followed the disciplinary steps outlined in the contract, there would be nothing to grieve. Let's use appearance standards as an example. If some aspect of the company policy violated state or federal law, but appearance standards are not addressed by the contract, or if the contract specifically waives the right to bargain over appearance standards, then the issue of the illegal aspect of the policy would have to be addressed through the courts. At least that is how I understand it. [/QUOTE]
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Is a person's scheduled day off counted towards the 3 day occurence policy?
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