Labour Arbitration

7.

Substantive Issues in Discipline and Discharge Arbitration

7.1.

The Concept of Just Cause

7.1.1.

Definition and Legal Standards

7.1.2.

Application in Practice

7.1.3.

Burden on Employer

7.1.4.

Contextual Analysis

7.2.

Progressive Discipline

7.2.1.

Principles and Rationale

7.2.1.1.

Corrective Purpose

7.2.1.2.

Escalating Consequences

7.2.2.

Verbal Warnings

7.2.2.1.

Documentation Requirements

7.2.2.2.

Follow-up Procedures

7.2.3.

Written Warnings

7.2.3.1.

Content and Specificity

7.2.3.2.

Impact on Record

7.2.4.

7.2.4.1.

Paid vs. Unpaid

7.2.4.2.

Duration and Justification

7.2.4.3.

Investigative Suspensions

7.2.5.

7.2.5.1.

Grounds and Process

7.2.5.2.

Summary Dismissal

7.2.6.

Exceptions to Progressive Discipline

7.2.6.1.

Serious Misconduct

7.2.6.2.

Safety Violations

7.3.

Culpable Conduct

7.3.1.

Insubordination

7.3.1.1.

Definition and Elements

7.3.1.2.

Willful Disobedience

7.3.1.3.

Reasonable Orders

7.3.2.

Dishonesty and Theft

7.3.2.1.

Investigation Requirements

7.3.2.2.

Standard of Proof

7.3.2.3.

Off-Duty Conduct

7.3.3.

Absenteeism and Lateness

7.3.3.1.

Patterns and Documentation

7.3.3.2.

Innocent vs. Culpable

7.3.3.3.

Progressive Response

7.3.4.

Workplace Harassment and Violence

7.3.4.1.

Definitions and Types

7.3.4.2.

Employer Obligations

7.3.4.3.

Investigation Procedures

7.3.5.

Breach of Company Rules

7.3.5.1.

Communication of Rules

7.3.5.2.

Consistency in Application

7.3.5.3.

Reasonableness of Rules

7.3.6.

Substance Abuse and Impairment

7.3.6.1.

Testing Policies

7.3.6.2.

Accommodation Duties

7.3.6.3.

Treatment Programs

7.3.7.

Conflict of Interest

7.3.7.1.

Outside Employment

7.3.7.2.

Personal Relationships

7.3.8.

Misuse of Company Property

7.3.8.1.

Equipment and Resources

7.3.8.2.

Information and Data

7.4.

The Culminating Incident Doctrine

7.4.1.

Definition and Application

7.4.2.

Prior Discipline Requirements

7.4.3.

Final Incident Analysis

7.4.4.

Proportionality

7.5.

Mitigating and Aggravating Factors

7.5.1.

Employee-Related Factors

7.5.1.1.

Length of Service

7.5.1.2.

Disciplinary Record

7.5.1.3.

Personal Circumstances

7.5.1.4.

Remorse and Rehabilitation

7.5.2.

Incident-Related Factors

7.5.2.1.

Seriousness of Offense

7.5.2.2.

Impact on Workplace

7.5.2.3.

7.5.3.

Employer-Related Factors

7.5.3.1.

Consistency in Treatment

7.5.3.2.

7.5.3.3.

Delay in Discipline

7.5.4.

Economic Hardship

7.5.4.1.

Personal Impact

7.5.4.2.

Family Circumstances

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8. Substantive Issues in Contract Interpretation Arbitration