Labor Relations - Assignment Example

Such warning will only be valid for 6months and after completion of 6 months; no disciplinary actions can be taken against W based on such warning. Opinion: there is no witness available for W using inappropriate languages or pushing chair towards L. No corroboration is available that confirming the fact that W had pushed the chair towards legs of L. Due to lack of evidences, no strict action can be taken against W. Answer B: According to Collective Bargaining Agreement (CBA) Article 15 (Discipline/Discharge Procedures), disciplinary actions can be taken against employees only in two conditions such as incompetence or misconduct (University of South Florida, 2013).

Disciplinary actions can be taken against particular employee if his/her behavior hurts legitimate interests of employer. Behavior of W has negatively affected legitimate interests of Alternative Calendar Committee (ACC). According to Collective Bargaining Agreement (CBA) Article 15 (Discipline/Discharge Procedures), as labor union representative, employee has the right to ask for investigatory questioning for any kind disciplinary actions (University of South Florida, 2013). Upon such investigatory questioning, no witness has been found that confirming the fact that W had used inappropriate languages or pushed chair towards L.

Based on above justification, W can be convicted on the ground of minor misconduct. Due to lack of evidences, harsh disciplinary actions cannot be taken against W. Phrases like “legitimate interests”, “incompetence”, “misconduct” and “investigatory questioning” has helped me as arbitrator to understand context of the case and justify the award being mentioned in the earlier question. For example, “legitimate interests” phrase helped this arbitrator to justify the ground on which disciplinary actions can be taken against W.

Therefore, it can be said that (CBA) Article 15 (Discipline/Discharge Procedures)