by Shannon C. Johnson
Union members enjoy the extra layer of protection provided by the collective bargaining agreement. Yet, this layer is not impenetrable. Where a non-union member can often be fired for any reason or even no reason, if an employee is protected by a collective bargaining agreement, an employer must establish “just cause” for any discipline or termination actions. Most collective bargaining agreements include specific procedural guidelines for employers seeking to impose discipline against a union member.
In this guide, learn about:
- Step 1: Follow procedure
- Step 2: Utilize a progressive discipline system
- Step 3: Determine “just cause”
- Step 4: Communicate with the union
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About the author
Shannon C. Johnson
Shannon C. Johnson formerly practiced law in Atlanta, representing clients in civil litigation, criminal law, domestic law, small business and real estate transactions. Ms. Johnson conducts legal research and brief writing for various law firms, writes web content and copy for various legal websites and writes non-legal articles for a variety of magazines and websites.
Ms. Johnson has written instructional content for an HR training company, is the author of The A-Z Guide to Federal Employment Laws for the Business Owner, and served as the legal editor for Tomi Entertainment Magazine. In addition, she has taught legal research and writing at Florida A&M Law School and has taught Music Business Law and Advanced Entertainment Law at the graduate school level.
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