1583 Nash v. UAW GM Dept.

There was no evidence to refute the supervisor’s charge that Nash violated Shop Rule #11 on September 6, 2000, by leaving the plant and going to his car without permission. Nash was therefore subject to discharge under the terms of his Last Chance Agreement. The settlement that allowed him to apply for benefits under the Special Attrition Plan was plainly a very good result, probably the best result that could have been obtained. There was no evidence of hostility or collusion on the part of the Representative who negotiated this settlement.

Appellant’s request for reconsideration was denied.