Progressive discipline futile for insolent worker

The grievor was clearly a problem employee. The arbitrator found that the company was not obliged to proceed through the steps of progressive discipline because there was no evidence that his attendance and his attitude were likely to improve.
By Mark Rogers
|Canadian Labour Reporter|Last Updated: 11/22/2011

A worker at a turbine manufacturing plant was fired after repeated absences and insolent behaviour.

C.B. was hired in March 2008 to work at a plant that manufactured gas turbines used in power generation. About 10 months later he went on parental leave. C.B. returned to work in August 2009. However, C.B.’s attendance became very poor following his return to work. He was often late. He left early and frequently did not show up at all.

In October C.B. met with the employer and discussed the family problems that were affecting his attendance. The employer extended C.B. a one-week leave of absence and suggested that he may want to apply for short-term disability or sick leave benefits to carry him over his period of family difficulties.