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<blockquote data-quote="brownIEman" data-source="post: 476849" data-attributes="member: 14596"><p>I do see what you are saying, but you may be missing something here. Lets say the matter is grieved, and the company looses. So now, the stock benefit will have to be put back in place for bargaining unit employees. So the company will have to jump through hoops to get the new practice (ie reduced discount) in place, taking a much longer time and costing the company lots of money. But eventually, it could be done. So, say in several months, or years, the economy comes back. The company decides to offer the 10% match back to non-bargaining unit employees. Because, based on this experience, would it not be really, really stupid of the company to put it back into practice for the bargaining unit?</p></blockquote><p></p>
[QUOTE="brownIEman, post: 476849, member: 14596"] I do see what you are saying, but you may be missing something here. Lets say the matter is grieved, and the company looses. So now, the stock benefit will have to be put back in place for bargaining unit employees. So the company will have to jump through hoops to get the new practice (ie reduced discount) in place, taking a much longer time and costing the company lots of money. But eventually, it could be done. So, say in several months, or years, the economy comes back. The company decides to offer the 10% match back to non-bargaining unit employees. Because, based on this experience, would it not be really, really stupid of the company to put it back into practice for the bargaining unit? [/QUOTE]
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