1790 Dunson v. UAW – FCA Department

The decision to withdraw Dunson’s grievance challenging his discharge did not lack a rational basis.  The Company produced a photograph of Dunson from Facebook which appears to be inconsistent with his claim that he was taking care of a family member while on FMLA leave.  Dunson did not provide the Union with any evidence to explain the inconsistency.  It is the role of the grievance handler to evaluate the sufficiency of the evidence presented in support of a discharge.  In addition, Dunson’s relatively low seniority did not provide the Union with a persuasive basis to try to obtain a lesser penalty on his behalf.