$700$

PART $4-$ Applying the Labor Relations Process to Different Labor Relations Systems

Ms$.$ Edwards. First, the unemployment compensation decision referred to "misconduct connected with work," and the arbitrator is not bound by this decision. Unemployment compensation is another forum with different rules. Second, the union did not find out that Ms$.$ Edwards's employment had been continued even though she was involved in the same financial scheme as Mr$.$ Lee and that she had been charged with the same crime until after Mr$.$ Lee had filed an EEO claim, just before the date of the arbitration hearing. During the processing of this EEO claim, the grievant and the union were made aware of the fact that Ms$.$ Edwards remained on the payrolls as a postal employee.

The union contended that the burden of proof rests with the Postal Service and it has failed to prove just cause for the removal of Mr$.$ Lee. As a result, the union requested that $Mr.$ Lee be returned to his former position, that his back pay and benefits including overtime and interest be restored, and that all references to this removal be expunged.

Questions

What are the rules for discharge for off$-$duty conduct?

Explain the term nexus as used in labor arbitration.

Does equal treatment have any bearing on the outcome of this decision?

What is the rule concerning use of the employer's submission of the unemployment compensation claim in the labor arbitration proceedings?

How much weight should be given to Mr$.$ Lee's job performance after his conviction but before his termination?

Should the arbitrator consider the union's submission of evidence of the continued employment of Ms$.$ Edwards and Mr$.$ Hall? Give your reasoning.

How much weight should be given to previous arbitrators' decisions? Expltits:

What will the