Sexual harassment

Given the weight of the evidence showing that Appellant committed serious violations of the Company’s harassment policy, the International Representative made a reasonable decision to settle the termination grievance in exchange for the opportunity to accept early retirement.   Appellant argues that he was not consulted in advance about the settlement.  ...

The PRB has jurisdiction to review the IEB’s decision to impose a suspension under Article 30, §4 of the International Constitution.  Under Article 30, §4, the default rule is that an accused International officer will continue to function in his or her elected capacity pending trial.  However, Article 30, §4 ...

Even after being counseled about the Company’s “Zero Tolerance” Policy, Sparrow commenced a series of offensive and aggressive gestures in August 2000, clearly intended to annoy and threaten his co-worker Lois Bergenstein. Both the words and the gestures were highly offensive, and the sort that could create a hostile working ...

If Keith’s grievance had been taken to arbitration, the arbitrator would have looked at his entire disciplinary record, including the Company’s assertion that he continued to harass another employee after being explicitly told to stop such conduct. In addition, Keith’s record demonstrates that his failure to keep up with production ...

The record shows that the Local Union Representatives worked hard to build a case on Pairan’s behalf. Unfortunately, the Local Union’s investigation only produced more evidence of his objectionable conduct in the plant. The evidence clearly established that Pairan was constantly annoying his co-workers with behavior that would constitute harassment ...