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Message: [QUOTE="AZHuskiePop, post: 3245025, member: 1609"] I’m not a lawyer but i’ve Spent a career in manufacturing management and have been through the grievance process many times. I’ve never seen management win a grievance when the person factually proves his violation was an accepted past practice. The first rule in a Union is everyone gets treated equally. Having said that the situation where Ollie has a separate contract is never an issue. If the ruling establishes the Collective Bargaining contract Not in a union case unless that’s established past practice or specifically worded in the contract. In a Union contract the goal is to treat everyone equally. A non union worker is fair game for anything unless it’s expressly forbidden in their contract. The % of workers with contracts is typically very small. You rarely fire someone unless you have built a paper trail of his/her non performance. Its actually fair to the worker and protects the manager. Stuff like Reviews ,written warnings etc. Especially if that person is older or can come back with a discrimination lawsuit. I’ave seen a couple of guys in their 50’s sue over age and the company settled. Sometimes it’s cheaper. I also remember a colleague who moved from a different country to become VP of Sales. , that job became redundant in a meager. Word was he was gone until he walked in the presidents office with a copy of the Jourrnal. A lead article just happened to be about a guy who was similarly relocated and fired who had won a multi million settlement . They somehow found him a job until he retired [/QUOTE]

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