1458 Keith v. Local Union 524

If Keith’s grievance had been taken to arbitration, the arbitrator would have looked at his entire disciplinary record, including the Company’s assertion that he continued to harass another employee after being explicitly told to stop such conduct. In addition, Keith’s record demonstrates that his failure to keep up with production was an ongoing problem rather than an isolated instance resulting from faulty parts. The Union’s conclusion that it could not successfully arbitrate Keith’s grievance under the circumstances cannot be considered irrational.