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Just Cause for Discipline WACO Conference Pasco, WA – October 3, 2012

Just Cause for Discipline WACO Conference Pasco, WA – October 3, 2012. Shannon E. Phillips. Discipline for Just Cause. Can only discipline for “just cause” Collective bargaining agreement Civil service commission rules Employment policies. Discipline for Just Cause. Why does it matter?

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Just Cause for Discipline WACO Conference Pasco, WA – October 3, 2012

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  1. Just Cause for DisciplineWACO ConferencePasco, WA – October 3, 2012 Shannon E. Phillips

  2. Discipline for Just Cause • Can only discipline for “just cause” • Collective bargaining agreement • Civil service commission rules • Employment policies

  3. Discipline for Just Cause • Why does it matter? • Standard by which disciplinary decision will be judged if challenged • If you understand how just cause will be evaluated after the fact, you can take steps to increase likelihood that the decision will stand

  4. Discipline for Just Cause • Why does it matter? • Standard by which disciplinary decision will be judged if challenged • If you understand how just cause will be evaluated after the fact, you can take steps to increase likelihood that the decision will stand

  5. Discipline for Just Cause • Seven factor test is used by most arbitrators • Created and popularized by labor attorney Carroll Daugherty in 1960’s

  6. Discipline for Just Cause • Notice that conduct was in violation of rules and could lead to discipline • Did the employee know that this conduct or level of performance would result in disciplinary action? • Policy handbook provisions • Progressive discipline • Performance evaluations • Training materials • Laws and statutes • Common sense?

  7. Discipline for Just Cause • Are the rules that were violated reasonable? • Is there a rationale relationship between the rule violated and the job in question? • Does the rule support an important employer interest? • Is there a connection or “nexus” between off-duty misconduct and the employer’s interests?

  8. Discipline for Just Cause • Was there an investigation? • Was the allegation looked into? • Full investigations are not necessary on less important matters

  9. Discipline for Just Cause • Was the investigation fair? • Was the investigator neutral? • Was the investigation started and completed in a timely way? • Did the accused receive all his/her procedural rights • By contract, policy, law • Did the investigator consider all relevant evidence? • Did the investigator give serious consideration to the accused’s position? • Was the result pre-ordained? • Was there political pressure to find a certain way?

  10. Discipline for Just Cause • Did the investigation reveal substantial evidence of a violation? • Is it a he said/she said case? • Eyewitness testimony • Documentary evidence • Admissions of misconduct • Credibility/character of accusers

  11. Disciplinefor Just Cause • Did the employee receive the benefit of all procedural safeguards? • Weingarten rights for unionized employees • Loudermill right • Rights established by contract or policy?

  12. Disciplinefor Just Cause • Weingarten right • Right to have a union representative present (in investigatory interviews where employee reasonably believes could result in discipline) • Role of union representative: • Can clarify ambiguous questions • Can set appropriate limits • Cannot answer for witness • Cannot coach witness • Cannot obstruct interview

  13. Disciplinefor Just Cause • Loudermill right • When economic consequences: suspension, demotion, discharge • Notice and opportunity to be heard before final decision. • Procedural rights in contract or policies? • E.g., time limits, rights to documents • Police Bill of Rights?

  14. Discipline for Just Cause • Was the employee treated equally to other employees? • The concept of “comparators” • Other employees who have committed similar misconduct • Must justify harsher treatment of this employee • Different performance history • Use of progressive discipline • Different level of responsibility • Higher expectations for supervisory employees • Under new management

  15. Discipline for Just Cause • Was the sanction imposed fair? • Length of service as an employee • Performance record • Disciplinary record • Severity of misconduct • Progressive discipline • Acceptance of responsibility

  16. Discipline for Just Cause • Consequences of a reversal of discipline • Morale • Reinstatement • Back pay and benefits • Attorney’s fees and costs? • Unless contract specifically provides that each side pays its own arbitration costs, including attorney’s fees

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