Just Cause #1: Is there a Rule? If so, was the employee aware of the rule? Was the employee forewarned of the disciplinary consequences for failure to follow the rule?

Arbitrator McDonough finds Just Cause for a one day Emergency Placement, but finds no Just Cause for the removal of a Carrier that had his handgun locked in his personal vehicle in the Postal parking lot, because the grievant was not aware of the rule or the consequences for violating the rule.

Greg was the advocate for this decision.

Just Cause #1: Is there a Rule? If so, was the employee aware of the rule? Was the employee forewarned of the disciplinary consequences for failure to follow the rule?

Arbitrator Wolitz decides that management failed to show Just Cause for the removal or suspension of a Union officer when they could not prove that the employee had violated any rule by following his last clear instruction.

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Arbitrator Martin Grayson Charlton finds a violation of Article 16.8 and the National Eischen award when management removed a CCA Letter Carrier for arguing with the Postmaster. This due process failure requires a make whole remedy without consideration of the merits by the Arbitrator.

Arbitrator Jeffery Roberts provides a make whole remedy and rescinds the discipline despite finding Just Cause for the removal of Preference Eligible Veteran. Due process was violated via the Eischen award when management failed to provide unbiased officials in the grievance process.

Arbitrator Sims finds Just Cause for the removal of a Letter Carrier when he admitted to not wearing his seat belt in between dismount deliveries at a strip mall. A due process violation during the grievance procedure saves the Carrier's job but does not provide a status quo remedy.

Arbitrator Gely allows a Letter Carrier to come back to work following a "forced" retirement. The Service agreed that he was suspended and removed without Just Cause.

Arbitrator Markuns finds Just Cause for the removal of a Carrier with a severe substance disorder but decides that a status quo ante remedy is required for management violating the grievant's due process rights in regards to Article 35.

Arbitrator Talmadge considers an Emergency Placement that was used to punish a Letter Carrier when he didn't follow the unsafe instructions of his supervisor. Thirteen months is too long to wait for justice.