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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: 4246633" data-attributes="member: 63706"><p>Well the master only details the grievance procedure for violations of the contract. What gives the union the authority to challenge company policies that do not fall under the contract? Is it in the NLRA? We can't even force them to discipline management employees due to contractual violations.</p><p></p><p> In the NLRB decisions I found that relate to the matter, the policies that pertain to mandatory subjects were considered part of the CBA and terms were established through past practices. That is the only link I could see giving the union standing to grieve company policy.</p></blockquote><p></p>
[QUOTE="zubenelgenubi, post: 4246633, member: 63706"] Well the master only details the grievance procedure for violations of the contract. What gives the union the authority to challenge company policies that do not fall under the contract? Is it in the NLRA? We can't even force them to discipline management employees due to contractual violations. In the NLRB decisions I found that relate to the matter, the policies that pertain to mandatory subjects were considered part of the CBA and terms were established through past practices. That is the only link I could see giving the union standing to grieve company policy. [/QUOTE]
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Is a person's scheduled day off counted towards the 3 day occurence policy?
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