1749 Richardson v. UAW-Chrysler Department

The record shows that the company repeatedly counseled Richardson about her aggressive and angry behavior in the plant during the relatively short period of her employment. At the time of her discharge, Richardson was working under a conditional reinstatement agreement that required participation in an anger management program and also provided that any violation of the company’s Standards of Conduct could be grounds for discipline. There is no dispute that Richardson violated the Company’s Standards of Conduct by entering and leaving the plant without a badge. When management was unwilling to give Richardson yet another opportunity to correct her behavior, there was no contractual basis for the union to insist on any remedy for her.