Arbitration Decision: Balancing Fairness in Workplace Discipline

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Arbitration Decision: Balancing Fairness in Workplace Discipline

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Themes

University of South Florida, behavior, Goodtime Food Products Ltd., work environment, worker, human resources, manager, employees, violence, safety, union rights, power, arbitration

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Abstract
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Abstract

Goodtime Food Products Ltd. is dedicated to providing its workers with a comfortable, safe, and secure work environment. Very high-risk standards were broken in the standoff with Rano, which exposed her hostile behaviour toward her supervisor, Mr Ed Thomas (a tautological term), who was brandishing a knife. After following the proper procedures, Rano was fired by the company for misbehaving and endangering the Safety of other employees.

Management's Arguments and Supporting Cases
1. Argument 1: Workplace security and Safety are in danger
2. Argument 2: Retention of the Manager's Powers
3. Mitigating Factors
Union's Arguments and Supporting Cases
1. Argument 1: Provocation and Miscommunication
2. Argument 2: Dwelling on an Employee's Past Record and Emotional State
3. Mitigating Factors
Arbitrator's Award Justification
Decision
Rationale
Implications for Future Conduct
Conclusion

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Extract

[...] Conclusion: This award aims to combine labour needs and due correction so that Goodtime Foods Products Ltd.'s relationship with the employee will continue to benefit both the employees and the company. It was done because it adheres to the operational principles of industrial relations that bring about an environment of respect, Safety, and fairness. This award is an unquestionable case for the harmony between discipline and fairness. It provides a basis for rehabilitation and supports a positive culture in the staff at the workplace. References: Arbitration Records. (2017). Case of Reynolds Manufacturing. Hebdon, R., & Brown, T. C. (2016). [...]

[...] Arbitration Decision: Balancing Fairness in Workplace Discipline Management's Arguments and Supporting Cases Goodtime Food Products Ltd. is dedicated to providing its workers with a comfortable, safe, and secure work environment. Very high-risk standards were broken in the standoff with Rano, which exposed her hostile behavior toward her supervisor, Mr Ed Thomas tautological term), who was brandishing a knife. After following the proper procedures, Rano was fired by the company for misbehaving and endangering the Safety of other employees. - Argument Workplace security and Safety are in danger. [...]

[...] Industrial Relations in Canada. Nelson Education. Industrial Relations Court. (2019). Case of Hightower Electronics. Labor Relations Board. (2014). Case of Bellevue Industrial Textiles. Arbitration Review. (2016). Case of Jackson Textiles. [...]

[...] Arbitrator's Award Justification Given that I am a judge in the Rano vs Goodtime Food Products Ltd receiving-employment arbitration, whereby the interests of both the company management and the union equally need to be considered in addition to the case merits, I need to make a judgment that would be deemed just. I am sure you will agree that the incident under examination is the most serious violation of the rules. However, several mitigating factors should also be thoroughly considered. Decision: Instead of being fired, Rano will be reinstated as an employee at Goodtime Food Products Ltd. However, she will be given a four-week suspension and will not receive any pay. [...]

[...] This decision considers the gravity of the crimes and their injustices against humanity and the mitigating aspects of the union effect. On top of that, Rano should enrol in a formal conflict resolution and professional workplace behaviour training course to better handle similar situations in the future and ensure Rano's immediate reintegration into the workforce without distraction. Rationale: Furthermore, the threat posed by someone brandishing a weapon should never be undervalued, as it poses a direct risk to not just other workers but also the entire office environment. [...]

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