The company had put a policy in place that employees using personal electronic devices could be discipline up to termination. There was to be zero tolerance. The union grieved, claiming the discipline was too harsh. The arbitrator allowed the policy, pointing out that termination would be a last resort and that employees could still grieve the discipline.
A railway company introduced a zero tolerance policy on the inappropriate use of personal electronic devices. Provisions included automatic discharge for workers who willfully violated the policy. The union grieved.
