Hostile work environment

1814 Kreszowski v. UAW FCA Department

The UAW FCA Department’s decision to withdraw Appellant’s grievance was not devoid of a rational basis.  As the PRB has held in numerous past decisions, the Board will not overturn the grievance-handler’s interpretation of applicable agreement terms, provided the interpretation rests upon a rational basis.  Here, the UAW FCA Department ...
VIEW DETAILS

1470 Torres v. Local Union 594

Management addressed the specific problems Torres faced in her department, so the Local Union’s decision to settle her grievance was rational. Although Torres was still concerned about a pattern of unfair treatment and disrespect, any future problems of this type would have to be addressed in separate grievances. The errors ...
VIEW DETAILS

1523 Gillis v. Local Union 1976

None of the events described in Gillis’ request for a grievance amount to harassment. The employer is not required to meet some kind of burden of proof before instructing an employee to stop wasting time. Gillis suffered no injury that could have been addressed through the grievance procedure, so the ...
VIEW DETAILS

1569 Mitz v. Region 1D

Mitz was disciplined for refusing a job assignment which he felt was inconsistent with his rights under the collective bargaining agreement. The International Representative and the Local Shop Committee settled Mitz’s grievances based on their interpretation of the contract. We will not interfere with a local union’s judgment on a ...
VIEW DETAILS

1633 Thompson v. Local Union 1292

The essence of Thompson’s complaint is that management reassigned him and issued discipline because he had raised a safety issue. The parties to the UAW/GM National Agreement have put in place a detailed procedure for dealing with health and safety concerns. There is no evidence in this record that Thompson ...
VIEW DETAILS

1673 SurVance v. Region 3

SurVance’s primary dissatisfaction with the settlement of his grievances appears to be its failure to impose restraints on his supervisor’s authority to impose discipline for future alleged shop rule violations.  The Union cannot use the grievance procedure to insulate an employee from discipline for future shop rule violations.  Paragraph (6a) ...
VIEW DETAILS

1707 Tolbert v. UAW-Chrysler Department

Tolbert grieved a 30-day disciplinary layoff issued to her for having used a derogatory reference to her co-worker’s sexual orientation.  It is true that the witnesses’ statements about Tolbert’s use of the objectionable term seem somewhat contrived.  Tolbert has submitted a persuasive statement from her brother that she would not ...
VIEW DETAILS

1733 Turner v. Region 1

The parties to the national agreement, working jointly through the NTC, have developed an extensive program for training union and management representatives to evaluate and train Team Leaders as well as to investigate circumstances that warrant the removal of a Team Leader. There is sufficient protection against arbitrary or improperly ...
VIEW DETAILS

1792 Johnstone, et al. v. UAW FCA Department

Johnstone requested a disability accommodation related to a sleep disorder, but the Company failed to act upon her request.  Subsequently, the Company suspended Johnstone for 30 days for allegedly sleeping on the job.  The Local grieved the suspension on the basis that the Company bypassed steps in the progressive discipline ...
VIEW DETAILS

1794 Stos v. McClurg, Local Union 1765

Stos alleges that he was subjected to a hostile work environment based on age after two substantially younger co-workers confronted him in a confined area and proceeded to yell at him so loudly that screaming was heard by other employees even 100 feet away from the incident.  Under these circumstances, ...
VIEW DETAILS