1501 Clark v. Local Union 325

Although the specific offense that brought about Clark’s termination was a relatively minor infraction, he was working under a Reinstatement Agreement which altered the standard of what constituted just cause for discharge. The Chairperson’s conclusion that he could not convince the company to reinstate Clark was supported by the practice under the National Agreements in the automobile industry where a pattern of chronic absenteeism and tardiness has not been corrected after progressive discipline and a last chance reinstatement. These considerations provided a rational basis for the Chairperson’s decision.