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I would like you to read the attached case and write at least three arguments based on the information provided that support the case from your (i.e. Union’s ) perspective.
Don’t forget to respond to at lease one classmate’s posting .
10/16/2018
Labor Relations, 13/e
PRINTED BY: kavitapk.kapur@gmail.com. Printing is for personal, private use only. No part of this book may be reproduced or transmitted without
publisher’s prior permission. Violators will be prosecuted.
1/2
10/16/2018
Labor Relations, 13/e
PRINTED BY: kavitapk.kapur@gmail.com. Printing is for personal, private use only. No part of this book may be reproduced or transmitted without
publisher’s prior permission. Violators will be prosecuted.
2/2
RAZAQ AMOKOMOWO
22 hours ago
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COLLAPSE
Yes, the company did have proper charge to discharge Mary because she was not following the company’s policies. There are different options when it comes to
termination, for example, a union employee is protected and one can face many road blocks. Yes, Mary should of been discharged because she reported to work while
under the influence of alcohol or drugs, drinking alcoholic beverages on company property, and having alcoholic beverages and drugs in her possession. Even though, it
was off premises of the job she should know better because that’s how the company is going to be viewed and the company still has the right to terminate any employee
who participates in any illegal activity or usage, sellage, or diversion of drugs. Also, Mary’s actions were grevious that it could of lost all the controlled substance business
of the company and therefore warranted discharge. She was absent for two months because she was in jail which warranted from her job unexcused absences. Every
company has their way of terminating their employees but people know their rights under and how much they can get away with until they eventually get into trouble. This
system is very difficult to maneuver. Another offense that Mary committed was found out by the company themselves that there is no restriction of employee drug abuse
that occurs on companies premises but rather have to deal with worker drug abuse whereever it occurs.
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