Discipline and discharge in arbitration / editors-in-chief, Norman Brand, arbitrator, mediator, and attorney San Francisco, CA; Melissa H. Biren, arbitrator, mediator, and attorney Maplewood, NJ.
2015
KF3424 .D57 2015 (Map It)
Available at Cellar
Formats
| Format | |
|---|---|
| BibTeX | |
| MARCXML | |
| TextMARC | |
| MARC | |
| DublinCore | |
| EndNote | |
| NLM | |
| RefWorks | |
| RIS |
Items
Details
Title
Discipline and discharge in arbitration / editors-in-chief, Norman Brand, arbitrator, mediator, and attorney San Francisco, CA; Melissa H. Biren, arbitrator, mediator, and attorney Maplewood, NJ.
Published
Chicago, IL : Committee on ADR in Labor and Employment Law, Section of Labor and Employment Law, American Bar Association ; Arlington, VA : Bloomberg BNA, [2015]
Call Number
KF3424 .D57 2015
Edition
Third edition.
ISBN
9781617464638
1617464635
1617464635
Description
1 volume (various pagings) ; 26 cm
System Control No.
(OCoLC)897785510
Bibliography, etc. Note
Includes bibliographical references and index.
Record Appears in
Gift
Purchased from the income of the Fisch Fund
Added Corporate Author
Gift
The Arthur W. Diamond Law Library
Purchased from the income of the Fisch Fund
Table of Contents
Board of Editors
v
Foreword
ix
Preface
xi
ch. 1
Arbitration Advocacy
1-1
I.
Introduction
1-2
II.
Preliminary Research and Investigation
1-3
A.
Analyzing the Case
1-3
B.
Evaluating the Case
1-4
III.
Analyzing and Evaluating the Case Using the Case Matrix
1-4
A.
Analyzing the Case Using the Case Matrix
1-4
B.
Evaluating the Case Using the Case Matrix
1-8
IV.
Utilizing the Case Matrix: A Hypothetical Case
1-10
A.
Facts of the Hypothetical Case
1-10
B.
Analyzing and Evaluating the Hypothetical Case
1-11
V.
Choosing an Arbitrator
1-15
A.
Reading the Award
1-17
1.
Directness
1-17
2.
Economy
1-17
3.
Sensitivity
1-18
4.
Remedy
1-18
5.
Intellectual Predilections
1-19
B.
Consulting With Colleagues
1-21
C.
Arbitrator Availability
1-23
VI.
Preparing for Arbitration
1-24
VII.
Presenting the Case
1-25
A.
Rolling Hypothesis
1-25
B.
Opening Statements
1-26
C.
Witness Sequestration
1-27
D.
Aids to Comprehension
1-27
VIII.
Conclusion
1-28
Books on Advocacy in Arbitration
1-28
ch. 2
Just Cause
2-1
I.
Theories of Just Cause
2-4
A.
The Seven Tests
2-5
B.
A "Systematic" Theory
2-7
II.
Due Process as an Element of Just Cause
2-9
A.
Elements of Due Process
2-12
1.
Timely Employer Action
2-12
2.
Fair Investigation
2-14
3.
Precise Statement of Charges
2-21
4.
Employee Right to Be Heard
2-25
5.
Double Jeopardy
2-28
6.
Weingarten Rights
2-31
B.
The Effect of Due Process Violations
2-37
C.
Judicial Review of Arbitration Awards Concerning Industrial Due Process
2-39
III.
Progressive Discipline as an Element of Just Cause
2-41
A.
Other Employer Communications Distinguished
2-43
1.
Counseling
2-43
2.
Evaluations
2-45
B.
Sources of Progressive Discipline
2-46
C.
Steps of Progressive Discipline
2-47
1.
Oral Warning
2-48
2.
Written Warning
2-49
3.
Suspension
2-51
4.
Discharge
2-56
5.
Demotion and Transfer as Alternatives to Progressive Discipline
2-62
IV.
Arbitral Concepts of Fairness
2-63
A.
Making and Communicating Rules
2-63
1.
Content
2-64
2.
Consistency With Collective Bargaining Agreement
2-69
3.
Employee Notice of Rules
2-71
a.
Unwritten and Unpublished Rules
2-72
b.
Clarity of Rules
2-73
B.
Consistency of Enforcement
2-75
1.
Uniform Enforcement
2-76
2.
Lax Enforcement
2-77
3.
Unequal or Discriminatory Enforcement
2-80
C.
Appropriateness of the Penalty
2-83
D.
Fair Administration of the Progressive Discipline System
2-89
ch. 3
Attendance
3-1
I.
Absence as a Cause for Discipline
3-2
A.
Employers' Policies
3-3
1.
Collectively Bargained Versus Unilaterally Imposed Policies
3-4
2.
Reasonableness of the Policy
3-5
3.
Due Process Issues
3-6
4.
Conflicts Between Just Cause and the Employer's Policy
3-8
5.
Precedent
3-9
B.
The Employee's Work Record
3-10
C.
Mitigating and Aggravating Circumstances
3-11
1.
Illness of Employee
3-11
a.
Mental Illness
3-13
b.
Physical Illness
3-15
c.
Work-Related Illness
3-16
2.
Drugs, Alcohol, and Related Issues
3-17
3.
Incarceration
3-18
4.
Family Emergency
3-21
5.
Attending Funerals
3-22
6.
Car Trouble
3-24
7.
Inclement Weather
3-24
8.
Employee Dishonesty
3-26
9.
Failure to Notify Employer
3-26
10.
Impact on the Employer's Operations
3-27
D.
Absence Without Leave
3-28
1.
Duty to Investigate
3-30
2.
Procedures for Reporting Absences
3-30
3.
Construction of Ambiguous Notification Rules
3-31
4.
Mitigating Factors
3-31
a.
Reasons Beyond Employee's Control
3-31
b.
Inconsistent Application
3-33
c.
Ambiguous Instructions
3-33
d.
Good Faith Attempt
3-34
II.
Tardiness and Leaving Early
3-34
A.
Defining "Tardiness"
3-35
B.
Factors Used by Arbitrators in Evaluating Discipline
3-36
1.
Automobile Breakdowns and Inclement Weather
3-37
2.
Oversleeping
3-38
3.
Prior Record
3-39
4.
Miscellaneous Excuses
3-40
5.
Inconsistent Application
3-41
6.
Errors in Timekeeping
3-42
7.
Improvement
3-43
8.
De Minimis Doctrine
3-43
9.
Notification
3-44
10.
Last-Chance Agreements
3-45
C.
Alternative Consequences
3-47
1.
Withholding Work as Discipline
3-47
2.
Withholding Wages and Benefits as Discipline
3-48
3.
Withholding Overtime and Holiday Pay
3-49
4.
Undesirable Assignments as Discipline
3-50
III.
Requiring Medical Examinations and Certifications
3-50
A.
Employer's Authority to Require Verification of Medical Status
3-50
B.
Elements of a Valid Doctor's Note
3-52
C.
Employer's Authority to Require Medical Examinations
3-54
D.
Use of Employer's Physician for Medical Examinations
3-56
E.
The Employee's Right to Privacy
3-58
F.
Psychological Examinations
3-62
ch. 4
Job Performance Problems
4-1
I.
Introduction
4-1
II.
Loss of Qualifying Status
4-2
A.
Driver's License
4-2
B.
Security Clearance
4-4
C.
Insurance
4-5
D.
Certification
4-7
III.
Incompetence
4-8
A.
"Pure" Incompetence
4-9
B.
Conduct as an Element of Incompetence
4-10
IV.
Failure to Meet Quality or Quantity Standards
4-12
V.
Demotion for Inability to Perform
4-14
VI.
Negligence or Carelessness
4-17
A.
Defining and Distinguishing Ordinary and Gross Negligence
4-17
B.
Typical Cases of Ordinary Negligence
4-18
C.
Factors in Proving Ordinary Negligence
4-19
D.
Typical Cases of Gross Negligence
4-20
E.
Factors in Proving Gross Negligence
4-21
F.
Defenses to Discipline
4-22
G.
Penalties
4-23
VII.
Loafing and Extending Breaks
4-24
ch. 5
Insubordination: Refusals to Perform Work or Cooperate
5-1
I.
Introduction: "Work Now, Grieve Later"
5-2
II.
Insubordination Defined
5-3
A.
An Employee's Refusal to Work or Obey Must Be Conscious, Willful, and Deliberate
5-4
B.
The Order Must Be Both Specific and Understandable So That the Employee Comprehends Both Its Meaning and Its Intent as a Command
5-5
C.
The Order Must Be Both Reasonable and Work Related
5-6
D.
The Order Must Be Given by Someone With Appropriate Authority, and the Employee Must Understand That Person to Possess That Authority
5-7
E.
The Employee Must Be Made Aware of the Consequences of Failing to Perform the Work or Follow the Directive
5-7
F.
If Practical, the Employee Must Be Provided Time to Correct His or Her Purportedly Insubordinate Behavior
5-8
III.
An Insubordination Claim Is Subject to the Just Cause Standard
5-8
IV.
Exceptions to the "Work Now, Grieve Later" Rule
5-11
A.
The Safety and Health Exception
5-12
B.
The Union Rights Exception
5-14
C.
The Contract Rights Exception
5-17
D.
Other Exceptions
5-18
V.
Specific Conduct That Constitutes Insubordination
5-22
A.
Individual Refusals to Obey
5-24
B.
Group Refusals to Obey
5-25
C.
Common Issues Involving Insubordination
5-25
1.
Refusals to Work Overtime
5-25
a.
Management Rights Versus Personal Needs
5-26
b.
Overtime Communications as a Factor in Discipline
5-27
c.
Examples of Discipline for Refusing to Work Overtime
5-29
2.
Refusal to Work With Other Employees
5-31
a.
The General Rule
5-31
b.
Exception: Unusual Health Hazard
5-32
c.
Exception: "Intolerable Affronts"
5-34
d.
The Impact of Off-Duty Conduct
5-35
3.
Refusals to Cooperate in Investigations
5-37
a.
Requirement of Impact on the Employer's Business
5-38
b.
The Employee's Right to Avoid Self- Incrimination
5-39
i.
Public Sector Employees
5-39
ii.
Private Sector Employees
5-40
c.
Other Employee Protections
5-43
d.
Searches and Testing
5-44
ch. 6
Substance Abuse
6-1
I.
Introduction
6-2
II.
Work Rules/Policies Governing Alcohol and Drugs
6-3
A.
Work Rules
6-3
B.
On-the-Job Use, Possession, or Sale
6-7
1.
Use
6-7
2.
Possession
6-10
3.
Sale or Distribution
6-14
C.
On-the-Job Impairment
6-15
1.
Evidence of Impairment: Type
6-18
2.
Evidence of Impairment: Degree
6-20
D.
Fitness for Duty
6-21
E.
Off-Duty Conduct
6-23
1.
Off-Duty Drug Use
6-24
2.
Off-Duty Alcohol Use
6-25
3.
Criminal Conviction as a Basis for Discipline
6-26
4.
Discipline Assessed While Criminal Charges Pending
6-28
F.
Mitigating and Aggravating Circumstances in Alcohol-Related Discipline
6-28
G.
Drug Testing
6-31
1.
As a Subject of Bargaining
6-31
2.
As Federally Mandated
6-34
3.
Testing Issues
6-34
a.
When Employer May Test
6-34
i.
Random Testing
6-34
ii.
Reasonable Suspicion Testing
6-36
iii.
Other Cause for Testing
6-37
b.
Testing Procedures
6-38
c.
Effect of Positive Test
6-41
d.
Refusing a Drug Test Order
6-43
H.
Employee Assistance Programs
6-44
1.
Discipline of Employee Enrolled in an EAP
6-46
2.
The Employer's Right to Discipline an Addict or Alcoholic Who Has Voluntarily Sought Rehabilitation
6-47
3.
The Effect of Post-Discharge Rehabilitation
6-48
4.
Effectiveness of EAPs
6-49
I.
Last-Chance Agreements
6-50
1.
Origin and Elements in Alcohol and Drug Cases
6-50
2.
The Effect and Validity of Last-Chance Agreements
6-52
a.
Effect
6-52
b.
Validity
6-55
3.
Majority View of Arbitrators Enforcing Last-Chance Agreements
6-58
4.
Exceptions to Majority View
6-59
5.
Miscellaneous
6-62
J.
Termination of the Employer's Duty to Accommodate
6-63
ch. 7
Dishonesty and Disloyalty
7-1
I.
Introduction
7-2
II.
Theft
7-2
A.
Elements of Theft
7-2
B.
Progressive Discipline and Mitigation
7-4
C.
Work Rules Concerning Theft
7-6
D.
Presumptions in Theft Cases
7-6
E.
Circumstantial Evidence as Proof of Theft
7-6
III.
Falsification
7-7
A.
Introduction
7-7
B.
Types of Records Falsified
7-8
1.
Time Records
7-8
2.
Business and Production Records
7-8
3.
Medical and Insurance Records
7-9
4.
Reimbursement Forms
7-10
5.
Safety Records
7-10
C.
Factors Considered in Falsification Cases
7-11
1.
Intent
7-11
2.
Motive
7-13
3.
Effect of the Falsification
7-14
4.
Clarity and Consistency of Company Policies
7-15
5.
Contract Language
7-15
6.
Employee's Record
7-16
7.
Grievant's Candor
7-16
D.
Filing False Claims
7-17
1.
Sick Leave
7-17
2.
False Workers' Compensation, Unemployment Benefits, or Disability Claims
7-19
3.
False Sexual Harassment Claims
7-20
4.
Other False Claims
7-21
E.
Test Falsifications
7-21
1.
Drug Testing
7-21
2.
Polygraph Tests
7-22
3.
Job Qualification Testing
7-22
4.
Quality Assurance Testing
7-22
IV.
Falsification by Applicants
7-23
A.
Introduction
7-23
B.
Pledge of Truthfulness
7-23
C.
Approaches to Evaluating Falsified Application Cases
7-24
D.
The Punishment and Annulment Theories
7-26
E.
The Duration of Time Between Falsification and Discovery
7-27
F.
Mitigating Circumstances
7-29
V.
The Duty of Loyalty: Disparaging the Employer
7-31
A.
The Duty
7-31
B.
Decisions Upholding Discipline
7-32
C.
Decisions That Modify Discharge
7-34
D.
Decisions That Found No Penalty
7-34
VI.
The Burden of Proof
7-35
ch. 8
Workplace Misconduct
8-1
I.
Introduction
8-2
II.
Health and Safety Violations
8-3
III.
Accidents
8-5
IV.
Sleeping on the Job
8-7
A.
Workplace Rules and Enforcement
8-8
B.
Proving That an Employee Is Actually Asleep
8-11
C.
Aggravating and Mitigating Circumstances
8-13
D.
Safety
8-18
V.
Fighting and Threats
8-19
A.
Fighting
8-19
1.
Provocation by Words or Gestures
8-20
2.
Name Calling and Racial Slurs
8-21
3.
Shop Talk Distinguished From Provocation
8-22
4.
Past Disciplinary Record
8-22
5.
Physical or Mental Impairment as Mitigation
8-22
a.
Drugs or Alcohol
8-22
b.
Mental Health Issues
8-23
6.
Self-Defense
8-24
7.
Violence Against Management and Nonemployees
8-25
B.
Threats of Violence
8-26
1.
Defenses
8-30
2.
Evidence
8-31
VI.
Abusive, Profane, or Other Inappropriate Language
8-32
A.
Generally
8-33
B.
Type of Statement
8-35
1.
Profanity
8-35
2.
Racial Epithets and/or Harassment
8-36
3.
Sexual Harassment
8-37
C.
Setting
8-39
1.
Identity of the Speaker
8-39
a.
Union Stewards
8-40
b.
Co-workers vs. Supervisors
8-40
c.
Third Parties
8-40
2.
Mitigating Circumstances Justifying Statements
8-41
D.
Defenses
8-42
E.
Legally Protected Speech
8-43
VII.
Computer Misuse
8-44
VIII.
Firearms or Weapons in the Workplace
8-46
A.
What Constitutes a Weapon
8-47
B.
Using or Threatening to Use a Weapon
8-47
C.
Level of Discipline
8-48
D.
Location of Weapon
8-49
E.
Mitigating Circumstances
8-49
F.
Proof of Intent
8-50
G.
Lack of Rule Prohibiting Possession of Weapons
8-51
IX.
Horseplay
8-51
A.
Intentional or Accidental Conduct
8-52
B.
Risk of Injury or Damage
8-53
C.
Defenses
8-54
1.
Horseplay Tolerated
8-54
2.
Contrition
8-56
X.
Failure to Meet Grooming or Appearance Standards
8-56
A.
Arbitral Principles
8-57
B.
Constitutional Law
8-61
C.
Civil Rights Statutes
8-62
XI.
Conduct and Speech Toward Third Parties
8-65
A.
Obligations Toward Those in the Employee's Care
8-65
B.
Obligations Toward Customers and Third Parties
8-67
1.
Inappropriate Physical Conduct
8-67
2.
Inappropriate Verbal Conduct
8-68
3.
Third-Party Complaints of Other Employee Misconduct
8-70
4.
Discipline Upheld
8-71
5.
Discipline Modified
8-71
ch. 9
Off-Duty Conduct
9-1
I.
Introduction
9-1
II.
The "Workplace Nexus" Standard
9-2
A.
Relevance of the Off-Duty Conduct to the Employee's Job
9-3
B.
Notoriety of the Off-Duty Conduct Causing Harm to the Employer's Business
9-4
C.
Refusal of Other Employees to Work With the Grievant
9-11
D.
Employees Unavailable for Work Due to Incarceration
9-13
III.
"Workplace Nexus" in the Public Sector: Public Trust
9-15
IV.
The Nexus Requirement in Federal Sector Cases
9-20
ch. 10
Employee Use of Social Media
10-1
I.
Introduction
10-2
II.
Discipline for Employees' On-Duty Use of Employers' Electronic Resources
10-3
III.
Employees' Off-Duty Social Media Use
10-4
A.
Is There a Nexus Between the Social Media Activity and the Workplace?
10-5
B.
Does the Employee Have an Expectation of Privacy in the Social Media Activity?
10-7
C.
Is the Conduct Protected, Concerted Activity?
10-8
1.
Arbitrations Involving Social Media Activity May Implicate Employee Rights Under the NLRA and Analogous Public Sector Statutes
10-8
2.
The NLRA Protects Employees' Right to Use Social Media to Discuss Working Conditions for Their Mutual Aid and Protection
10-9
3.
Labor Arbitrators Reviewing Discipline for Social Media Activity Examine Whether the Activity Is Protected and Concerted or Individual Griping
10-12
D.
For Public Sector Employees: Is the Social Media Activity Protected by the First Amendment?
10-15
E.
Is the Social Media Activity Explicitly Unprotected Because It Involves Unlawful Threats or Harassment?
10-16
IV.
Discovery and Use of Social Media Evidence in Arbitration
10-17
A.
Discovery of Social Media Evidence
10-18
1.
Application in Arbitration
10-19
B.
Introduction and Use of Social Media Evidence in Arbitration
10-20
V.
Ethical Considerations for Arbitrators
10-21
A.
Disclosure
10-22
1.
Federal Arbitration Act
10-22
2.
The Revised Uniform Arbitration Act
10-23
3.
State Ethics Standards for Neutral Arbitrators
10-23
VI.
Conclusion
10-23
ch. 11
Union Activities
11-1
I.
Participation in Unlawful Concerted Activities
11-2
II.
Strike Misconduct
11-7
III.
Refusals to Cross Picket Lines
11-9
A.
Contractual Rights and Obligations
11-9
B.
Other Factors
11-10
IV.
Discipline of Stewards and Other Union Officials
11-12
A.
Discipline of Union Officials for Activity Undertaken on Behalf of the Union or Its Members
11-12
1.
Abusive or Harsh Language
11-13
2.
Acts of Intimidation and Harassment
11-14
3.
Insubordination and Self-Help
11-14
4.
Solicitation of False Testimony From Co-Workers
11-16
5.
Absences to Engage in Union Activities
11-17
6.
Contract Interpretation
11-18
B.
Disciplinary Immunity for Behavior Engaged in on Behalf of the Union
11-19
C.
Conduct of Union Official While in Capacity of Bargaining-Unit Employee
11-21
ch. 12
Evidentiary and Procedural Considerations
12-1
I.
Application of Legal Rules of Evidence
12-2
II.
Procedural Issues
12-3
A.
Quantum of Proof
12-3
B.
Calling the Grievant as an Adverse Witness
12-4
C.
Improperly Procured Evidence
12-5
D.
Missing Witnesses
12-8
III.
Circumstantial Evidence
12-9
IV.
Hearsay
12-10
V.
Credibility
12-12
VI.
Medical Evidence
12-14
A.
Evaluating Conflicting Medical Evidence
12-14
B.
Principles Used in Evaluating Medical Opinions
12-16
1.
Qualifications
12-16
2.
Apparent Reliability
12-17
3.
Personal Testimony Versus Written Evidence
12-17
4.
Degree of Contact With Employee
12-18
5.
Knowledge of Job Requirements
12-19
6.
Interests of the Physician
12-19
7.
Chiropractic Evidence
12-20
8.
The Neutral Medical Examiner
12-20
VII.
Handwriting Analysis
12-22
VIII.
Res Judicata and Collateral Estoppel Effect of Other Proceedings
12-23
A.
General Principles
12-23
B.
Res Judicata
12-24
C.
Collateral Estoppel
12-25
D.
Effect of Determinations of Administrative Tribunals
12-26
E.
Criminal Proceedings
12-27
IX.
New Evidence
12-29
A.
After-Acquired Evidence
12-29
B.
Post-Discharge Conduct
12-33
C.
Reopening the Record to Accept New Evidence
12-35
ch. 13
Remedies for Inappropriate Discipline
13-1
I.
General Considerations
13-2
A.
Make Whole
13-3
B.
Partial Relief
13-4
II.
Components of a Make-Whole Remedy
13-9
A.
Traditional Components
13-10
B.
Other Possible Components
13-12
C.
Remedies Not Generally Included
13-13
D.
Reinstatement With Back-Pay Computation
13-15
1.
Time Period
13-16
2.
Rate
13-16
3.
Amount
13-18
4.
Duty to Mitigate/Interim Earnings
13-20
5.
Lost Opportunities
13-24
a.
Overtime
13-25
b.
Other Lost Opportunities
13-26
E.
Other Components of the Make-Whole Remedy
13-26
1.
Accrued Leaves
13-26
2.
Contributions to Retirement
13-27
3.
Seniority
13-28
4.
Other
13-28
III.
Reduction in Penalty
13-28
A.
Authority
13-28
B.
Reinstatement Without Back Pay
13-31
C.
No Reinstatement But Back Pay Awarded
13-33
D.
Factors Considered
13-34
1.
Nature of Offense
13-34
2.
Due Process Violations
13-34
a.
Procedural
13-35
b.
Rules
13-37
i.
Warnings
13-37
ii.
Lax Enforcement of Rules
13-38
iii.
Lack of Notice
13-39
3.
Lack of Progressive Discipline
13-39
4.
Delay in Assessing Discipline
13-40
5.
Management Also at Fault
13-40
6.
Discriminatory or Disparate Treatment
13-41
a.
Unequal
13-41
b.
Antiunion Animus
13-42
7.
Employment History
13-43
a.
Employment Record
13-43
b.
Length of Service
13-44
8.
Double Jeopardy
13-45
E.
Conditional Reinstatement
13-46
IV.
Other Remedies
13-49
A.
Liquidated Damages
13-49
B.
Punitive Damages
13-50
V.
Ancillary Relief
13-51
A.
Expungement of Records
13-51
B.
Materials Previously Ordered Expunged
13-53
ch. 14
External Law
14-1
I.
Introduction
14-2
II.
Title VII
14-4
A.
General
14-4
B.
Awards Applying Title VII Provisions
14-8
1.
Sex Discrimination and Sexual Harassment
14-8
a.
Quid Pro Quo
14-8
b.
Hostile Environment
14-9
c.
"Reasonable Victim" Standard
14-11
d.
Arbitration Awards in Sex Discrimination
14-12
2.
Race Discrimination
14-18
3.
Religious Discrimination
14-22
a.
Scope of Protection
14-22
b.
Reasonable Accommodation
14-24
c.
Harassment
14-30
d.
Questions Concerning Religious Beliefs
14-31
4.
National Origin Harassment and Discrimination
14-31
5.
Sexual Preference Harassment
14-32
6.
Disability-Based Harassment
14-33
7.
Awards Disregarding Title VII
14-33
III.
The Age Discrimination in Employment Act
14-34
IV.
The Americans with Disabilities Act
14-36
A.
Awards Applying ADA
14-36
B.
Awards Not Applying ADA
14-39
V.
The Family and Medical Leave Act
14-41
VI.
Title VII and ADEA Procedures and Remedies
14-43
VII.
Forum Shopping: Court or Arbitration
14-45
VIII.
Drug Testing
14-50
A.
General
14-50
B.
Arbitration and Public Policy
14-51
IX.
Federal Antiretaliation Statutes
14-56
X.
State Discrimination Statutes
14-58
XI.
Lie Detectors and Monitoring
14-60
A.
Lie Detectors
14-60
1.
The Employee Polygraph Protection Act of 1988
14-60
2.
State Laws
14-61
3.
Arbitration Awards
14-61
a.
In General
14-61
b.
As Corroborative Evidence
14-62
c.
Grievant's Request to Submit to Lie Detector Test
14-63
d.
Grievant's Refusal to Submit to Lie Detector Test
14-63
B.
Monitoring
14-64
1.
Personnel Files and Evaluations
14-64
2.
Surveillance
14-64
3.
Searches
14-65
4.
Electronic Interception and Nonelectronic Eavesdropping
14-67
5.
Computerized Monitoring
14-68
6.
E-mail
14-69
ch. 15
Finality of Awards and Court Actions
15-1
I.
Introduction
15-2
II.
Resubmission and Clarification of Arbitration Awards
15-3
A.
The Doctrine of Functus Officio
15-3
B.
Retaining Jurisdiction
15-7
III.
Standards for the Review of Arbitration Awards
15-9
A.
Evolution of Supreme Court Doctrine
15-9
B.
General Standards for the Review of Arbitration Awards-Essence of the Contract and Manifest Disregard Tests
15-15
C.
General Standards for the Review of Arbitration Awards-Public Policy Review
15-25
D.
Procedural Grounds for Denying Enforcement: Arbitrator and Party Misconduct and Defects in Proceedings
15-29
IV.
Statute of Limitations for Confirming and Vacating Arbitration Awards
15-35
A.
Limitations Period for Unfair Representation Actions Under LMRA Section
301 15-35
B.
Courts of Appeals Decisions in Actions to Enforce and Vacate Arbitration Awards
15-36
V.
The Role of Arbitration Precedents
15-38
VI.
Deferral to Arbitration
15-43
A.
Fair and Regular Proceedings
15-45
B.
The Parties' Agreement to Be Bound
15-46
C.
Repugnancy to the Policies of the Act
15-47
D.
Parallel Issues
15-48
E.
Excluded Cases
15-50
F.
Settlements and State Proceedings
15-51
G.
Prearbitration Deferral
15-52
Titles of NAA Proceedings
NAA-1
Table of Arbitration Decisions
TAD-1
Table of Arbitrators
TA-1
Table of Cases
TC-1
Index
I-1