by Contract Number (PDF) - OCSEA
by Contract Number (PDF) - OCSEA
by Contract Number (PDF) - OCSEA
You also want an ePaper? Increase the reach of your titles
YUMPU automatically turns print PDFs into web optimized ePapers that Google loves.
employee in her right to bring a grievance. The<br />
employer did not act in bad faith to keep the<br />
grievant in the dark as to her rights. The<br />
employee also had worked for the State<br />
previously and had adequate time to discover the<br />
issue of her probationary status and raise it in a<br />
timely fashion. The grievance was not arbitrable<br />
since it was untimely. 344<br />
For the Union to ask the arbitrator to interpret<br />
and apply the Fair Labor Standards Act, when<br />
the possible violation was not brought up until<br />
the arbitration hearing smacks of unfairness. The<br />
carefully drawn class grievance has been in the<br />
pipeline for two years and the possible<br />
FLSAviolation <strong>by</strong> the employer should have<br />
been brought before the hearing. The arbitrator<br />
does not wish to categorically hold that every<br />
issue must always be explicitly raised in the<br />
initial grievance. Many times grievances are<br />
drawn <strong>by</strong> persons who are untutored in<br />
specificity. Holding such persons to highly<br />
formalistic rules is unfair; pleading <strong>by</strong> inference<br />
in such cases is just. 345<br />
The timelines of the Agreement are clear and<br />
mandatory. A grievance filed at Third Step must<br />
be filed within fourteen days of notification. In<br />
the event the deadline is missed the grievance is<br />
deemed withdrawn. 347<br />
The grievant was a Corrections Officer removed<br />
for using vulgar language, conducting union<br />
business on work time, and fondling an inmate.<br />
The arbitrator rejected the claim that the Union<br />
had a right to question witnesses at the predisciplinary<br />
hearing. Nor did the employer<br />
violate Article 25.08 because the union made<br />
excessive document requests. The employer did<br />
violate Article 25.02 <strong>by</strong> not issuing a Step 3<br />
response for six (6) months, however the<br />
grievant was not prejudiced. Therefore, the<br />
arbitrator found, because the inmate was more<br />
credible than the grievant, that just cause did<br />
exist for the removal. 366<br />
The grievant injured his back in car accident and<br />
was off work for six months while receiving<br />
disability benefits. His doctor released him to<br />
work if no lifting was allowed. Because the<br />
position required lifting, he either left or was<br />
asked to leave work. He failed to call in for three<br />
consecutive days and was removed for job<br />
abandonment. The union requested arbitration<br />
more than 30 days after the date on the Step 3<br />
response. No evidence was offered on the<br />
interpretation of 25.02, and as to when the union<br />
received the Step 3 response. The employer<br />
failed to overcome the presumption that a<br />
grievance is arbitrable. The arbitrator found just<br />
cause because: the grievant has served a 5 day<br />
suspension for failing to follow call-in procedure<br />
while on disability, his doctor’s statement that he<br />
should avoid lifting was ambiguous, and he<br />
failed to respond to the employer’s attempts to<br />
contact him. Filing for Worker’s Compensation<br />
was not found not to substitute for contact with<br />
the employer. 373<br />
The grievant had been on a disability separation<br />
and had been refused when he requested<br />
reinstatement. The arbitrator found the<br />
grievance arbitrable because section 43.02<br />
incorporated Ohio Administrative Code section<br />
123:1-33.03 as it conferred a benefit upon state<br />
employees not found within the contract. The<br />
grievant thus had three years from his separation<br />
to request reinstatement, which he did. The<br />
grievance was also found to be timely filed<br />
because there was no clear point at which the<br />
employer finally denied the grievant’s request<br />
for reinstatement and the union was not notified<br />
of the events <strong>by</strong> the employer. Additionally, the<br />
employer was estopped from asserting timeliness<br />
arguments because the employer was found to<br />
have delayed processing the grievant’s request<br />
for reinstatement. The physician who performed<br />
a state-ordered examination released the grievant<br />
to work, thus the employer improperly refused<br />
the grievant’s reinstatement request. The<br />
grievant was reinstated with back pay less other<br />
income for the period, holiday pay, leave<br />
balances credited with amounts he had when<br />
separated, restoration of seniority and service<br />
credits, medical expenses which would have<br />
been covered <strong>by</strong> state insurance, PERS<br />
contributions, and he was to receive orientation<br />
and training upon reinstatement. 375<br />
The grievant was upgraded through<br />
ClassModernization to a Systems Analyst 2<br />
position. She received an adequate midprobationary<br />
rating but received a verbal<br />
reprimand for poor performance afterwards. She<br />
alleged supervisory harassment and was<br />
transferred to another supervisor who also rated<br />
her below average in all six categories. Her<br />
performance failed to improve and she received<br />
further discipline up to and including the ten day<br />
suspension which is the subject of this grievance.<br />
She was charged with failure to follow a direct<br />
order, breach of security for failing to turn her