Discuss how disciplinary procedures affect the labor-management agreement.
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Though I am sure most companies and organizations hope and believe that they shouldn’t have to use many disciplinary procedures, they understand sometimes they are necessary in order to keep things fair. Decisions such as these can work against management when the union is fighting for the employee at all cost. Yes, they are supposed to do this, however; management is already perceived a certain way because some employees have the union to back them up. Does it really seem right that an employee gets a random drug test and fails so the company wants to discharge him or her and the union argues points to allow the employee to be reinstated under certain conditions, yet down the road this happens yet again and the same things applies, the company wants to fire him or her and the union argues why they should keep him or her. I am not saying that the union should not do their job for the rights of the employee, however; does the employer not have rights to do what is in the best interest of the company after multiple times of the employee doing the same things. I feel this makes the company management look weak and that no matter what the employee is always going to have rights to keep messing up and making the same mistake because it was their first offense, then they have seniority and tenure. Then what about the employee who has been clean for 5 years and still cannot get employment with certain companies because they use a hair test and it is still showing positive. How are they supposed to get their rights back so they can be given a chance?
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