Sometimes, a union contract clashes with employment laws. It’s then up to an arbitrator to reconcile the two—and an arbitrator’s decision is rarely overturned on appeal.
Recent case: The Triborough Bridge and Tunnel Authority concluded it should force its employees who want to take to use up their paid leave concurrently. This practice prevents employees from first taking all paid leave and then taking another unpaid leave.
Union members filed a grievance, arguing that the move would effectively strip them of vacation if they got sick. The arbitrator told the authority it could force employees to use up no more than 25% of paid leave. The authority appealed, but the court said it would let the arbitrator’s interpretation stand. (BTOBA v. Triborough Bridge and Tunnel Authority, No. 4904N, Supreme Court of NY, Appellate Division, 2008)
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/8778/court-upholds-ruling-limiting-mandatory-paid-leave-for-fmla "