Explore BrainMass

This addresses Safety Gloves Discharge, with Just Cause?

This content was STOLEN from BrainMass.com - View the original, and get the already-completed solution here!

Grievance Discussion Case 3: Safety Gloves Discharge, with Just Cause? This case examines if a termination is justified based on employment law and union contract due to the circumstances given.

© BrainMass Inc. brainmass.com October 25, 2018, 6:39 am ad1c9bdddf


Solution Preview

Here are the Yes/No questions, and why they're Yes or No.

A. YES. The employee's actions were clearly against employee policy for the last incident involving the gloves, and for the previous incidents that involved the safety gloves also, as well as incidents where she was caught sleeping during a safety meeting, and involving the safety glasses. However, the union will argue that the rules were not posted in each department, as was required under Cause for Immediate Discharge, Section 1, provision 7.

B. NO. No grievance was filed, but there was written information regarding the incident, which is the note where management stated that if there was one more rule violation in the next 12 months, the employee would be immediately discharged from employment with the company. No grievance was filed, but could have been filed, if the employee either (1) would have ...

Solution Summary

This solution addresses the case of: Safety Gloves Discharge, with Just Cause? All case questions are thoroughly answered.

See Also This Related BrainMass Solution

Clinical Services

How does the nursing structure of a nursing home facility differ from that of a general acute care hospital? Why? Are these differences necessary? Please cite all references. Please try to use and cite USA illustration and examples if possible. Thank you.

View Full Posting Details