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I don't know about this particular union's SOP, but I have defended employers in union arbitrations before and continuances were common there, too, but usually there were efforts by the union lawyer and rep to resolve the matter by agreement in the meantime. They weren't always successful, but it was always attempted.
As for why I think there is good reason for the school to want it resolved before the hearing, I believe I read somewhere that the process is such that the school has to delineate and specify its "just cause" reasons for the termination prior to that hearing. I haven't combed the CBA for the exact requirements and timing, but my sense was that the just cause will be essentially locked in by then, and imo that carries its own risks for the school. I know that you and many others here believe the school should throw everything it can at him and leave no possible cause bases unstated, but I think there is a risk to that shotgun approach that could give Ollie's lawyers a lot to shoot at if they want to establish that the school has not acted in good faith. Again, it's impossible without knowing the specifics, but the more attenuated the reasons and the more Ollie is able to establish either that the school knew about the issue(s) and sat on them, or that it tolerated similar or worse conduct from others who were similarly situated, I can think of a few different ways in which that could increase the school's exposure.
In regards to “timing” of meetings - Ollie was whacked/school initiated disciplinary procedures on March 10th. Article 37 of CBA (sorry for size of screenshot - out of pocket today):
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