1754 Lewis v. Region 2B

Lewis had received two warnings under the company’s attendance program prior to his termination on August 12, 2015. Yet, despite these warnings that his attendance was unacceptable, Lewis missed six consecutive days from work without providing any convincing explanation for his absence. Chairperson Dye pursued Lewis’s grievance to the third step of the grievance procedure where he attempted to negotiate a settlement for Lewis that would have preserved his job. When management refused to agree to such a settlement because of Lewis’s poor attendance and disciplinary record, Dye had to evaluate the likelihood that an arbitrator would order the company to reinstate Lewis. We believe that Chairperson Dye’s conclusion that he could not obtain Lewis’s reinstatement through arbitration was rational based on this record.