Did the employee receive adequate notice of the work rule or performance standard and the possible consequences of failure to comply? What is your department's discipline record for violation of this rule or standard?Ģ.Have you been consistent and unbiased in applying the rule or standard? Is it applied consistently throughout your department?.Is the rule or instruction straightforward and stated in language that is easy to understand?.Is the rule or order reasonably related to the orderly, efficient, and safe operation of the business? Over the years, the opinions of arbitrators in discipline cases have established a set of guidelines or criteria to be applied to the facts of each case, commonly known as the Seven Tests of Just Cause.
They do not provide a definition of just or proper cause for taking such action. The University's personnel policies and collective bargaining agreements refer to disciplinary or corrective action as a consequence of an employee's misconduct or failure to perform satisfactorily.
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