101: General Principles of Discipline
M. David Keefe, Labor Arbitrator, Founder of LMDSI
Malcolm Denise, former V.P. for Labor Relations, Ford Motor Company
Raymond Shetterly, former Director of the Arbitration Services Dept., UAW
Highlights:
Discipline is a management right and obligation.
Management does not enjoy the investigative powers of government.
Disciplinary process and procedure have evolved uniquely.
Implementation of Discipline:
Establish the fact of an infraction.
Where there is reasonable suspicion of a serious infraction, suspension is indicated during the term of investigation.
The labor agreement may provide for a cut-off date regarding the retention of adverse records in file.
Mechanical application of rules isn’t realistic, as there must be a zone of reasonableness.
It is permissible for Management to successively discipline individuals in an employee group where disciplining the group at once would affect the plant operation.
Paper penalties in lieu of time-off is generally ineffective and counterproductive to progressive discipline.
Can Management delegate its discipline authority?
This is particularly related to group leaders and plant guards.
| Format | Three member panel discussion |
|---|---|
| Length | 61 Minutes |
| Moderator | M. David Keefe, Labor Arbitrator, Founder of LMDSI |
| Management’s View | Malcolm Denise, former V.P. for Labor Relations, Ford Motor Company |
| Labor’s View | Raymond Shetterly, former Director of the Arbitration Services Dept., UAW |