Hostile work environment
1855 Latif v. UAW Stellantis Department
Appellant does not claim that the International Representative’s decision to settle her grievance was the product of fraud, discrimination, or collusion with management. Accordingly, the PRB focuses on whether the decision to settle the grievance had a rational basis. The International Representative thoroughly investigated Appellant’s termination grievance but found that ...
VIEW DETAILS 1856 Jones v. UAW Local Union 933
The Local Chairperson made a rational decision to withdraw Appellant’s grievance. Appellant was a low seniority employee who was disciplined multiple times during her short tenure with the Company. In fact, management previously disciplined Appellant for the same infraction which lead to her termination. When interviewed by the Company about ...
VIEW DETAILS 1852 Bell v. UAW Region 1
The International Representative made a rational decision that the Union was unlikely to prevail on Appellant’s grievance alleging harassment and a hostile work environment due to a lack of evidence to substantiate the claim. The Representative also reasonably concluded that the plant closure meant that Appellant was no longer subjected ...
VIEW DETAILS 1842 Self v. UAW Region 2B
Appellant has appealed the decision to withdraw her grievances challenging her demotion from a higher paid position. The International Representative’s decision to withdraw the grievances was not irrational. The Company produced documentation showing that it had provided extensive training to Appellant and identifying deficiencies in her performance. Appellant has claimed ...
VIEW DETAILS 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) ...
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