We have a major issue of retaliation in our building with drivers asking to be put on the 9.5 list. Some of these actions are but not limited to production rides, excessive observations, major disciplinary paperwork, verbal confrontation and even proven blackmail. Our building is in a war over this and we have many panel cases going to arbitration based solely on harassment and reprisal. I'm just curious as to hear what extent are other building facing this issue and other alike. The 9.5 was just an example. Evidence of discriminatory treatment can be used to prove gender, age, race and other types of discrimination claims. This includes the employer treating the employee who engaged in the 9.5 list differently from and worse than other employees who did not. Thoughts on this?