Baby Boomer Retention Summary
Introduction Over the past few weeks the legal advisory/employee team has been acting as an advisor to the Minnesota Department of Baby Boomer Retention, also referred to as the Department, carefully outlining advisory reports to management against their case against Mr. Chuckles. The advisory report offered the necessary information and terminology for the entire arbitration process. Specifically the final & binding, due process, just cause, swearing in of witnesses, precedential impact & subpoenas. As the weeks progressed management has conducted their opening statement, offered their witness list, witness statements, various exhibits/documents that support their stance on the issue, and lastly the closing statement. After careful review of the arbitration process from management’s perspective
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Chuckles to include supervisor documentation, the impact of the victim, and union relations in which the bargaining agreement is very specific about a zero tolerance policy on harassment to include an immediate termination clause. Management was also very conscientious about notifying the union of the breach in work rules in the union bargaining agreement. The union steward was immediately notified of the termination.
Summary
As the employer, the Department has the burden of proof in a discharge claim (Holly, Jennings & Wolters, 2012, p. 467). It is not enough to have a good case. A party may frequently lose a case because “they fail to bring proof of their allegations” or fail to support their arguments with proof (Isrealstam, 2014, para. 1). In reviewing management’s case it is evident that they provided adequate proof with their strong opening statement, various exhibits, unbiased witnesses, and strong closing statements that warranted the termination of Mr. Chuckles for clear violations of numerous company
Chuckles to include supervisor documentation, the impact of the victim, and union relations in which the bargaining agreement is very specific about a zero tolerance policy on harassment to include an immediate termination clause. Management was also very conscientious about notifying the union of the breach in work rules in the union bargaining agreement. The union steward was immediately notified of the termination.
Summary
As the employer, the Department has the burden of proof in a discharge claim (Holly, Jennings & Wolters, 2012, p. 467). It is not enough to have a good case. A party may frequently lose a case because “they fail to bring proof of their allegations” or fail to support their arguments with proof (Isrealstam, 2014, para. 1). In reviewing management’s case it is evident that they provided adequate proof with their strong opening statement, various exhibits, unbiased witnesses, and strong closing statements that warranted the termination of Mr. Chuckles for clear violations of numerous company