Boywondr
The truth never changes.
No employee shall be terminated in our area without first being issued a warning letter (except for a few exceptions listed in Art 17 CR).I've never seen a warning letter in my life but I'm sure it goes
-Always file art 37 on everything forever. This at the very least establishes that you protested it in the past even if the warning letter is 10 years old. Paper vs. Paper evidence kind of deal.
-On top of this you can mention if the methods in violation are unclear or unknown and are unaware of which adjustment is to be made.
and the grievances
(specific articles) and all applicable, in this case: 17 and 37
-a body which establishes who what when where why and explains the points above ^
-Requests for records, discussions and/or clarifications with supervisors and text.
And if you really want to win a grievance. you can then get your stewards and other representatives involved in collecting the requested information, documented discussions with other buddies well before the panel hearing.
It's really about how much you want to play defense. From what I've read, warning letters are toilet paper and you don't worry much about them.
So with that being the language protecting employees from termination at will by rogue management ... Who would do such a thing?...then the warning letter is the first step in progressive discipline and does mean something.
It's the "Check" before the "Checkmate". And you'd better take it seriously.