Boeing Arbitration Case Study
1. Summarize the issues.
The issues, as it is stated, involved an employee that was promoted within the company on June 8, 1981. The employee was aware that the apprenticeship program is for a period of four years. In June 1983, the employee participated in a legal work stoppage. During this period of time the employee was permanently replaced. When the legal work stoppage ended the employee was not recalled back to work, however was placed on a hiring list. February 12, 1987 the employee was recalled back to work. During the months of October 1983 and February 1987 the employee worked as a pressman for several local employers. When the employee returned to worked he was informed that he would be required to serve two more years of the apprenticeship that remained after he left work in July 1983. The employee provided the company a list of all job duties and descriptions held within 1983 and 1987 and requested that his outside employment
be credited towards the completion of the initial apprenticeship program. The company denied the employees request. April 10, 1987 the Union filed a grievance against the company decision and the company also denied the April 1987 grievance stating that it was a binding arbitration.
2. Discuss and give your analysis of the case.
A). The Union argues that the company has previously credited employee’s the time worked with other shops and it has been a past company practice. The Union was able to prove four examples of this type of behavior within the company and five examples of employees who were promoted to a journeyman position prior to completing their apprenticeship. The Union states that this becomes part of the employee’s collective bargaining agreement. The company claims to have only credited outside service when hiring new employees and the Union believes it should also include when an employee’s service is interrupted. The Union also states that since the company has not questioned the employee’s
The issues, as it is stated, involved an employee that was promoted within the company on June 8, 1981. The employee was aware that the apprenticeship program is for a period of four years. In June 1983, the employee participated in a legal work stoppage. During this period of time the employee was permanently replaced. When the legal work stoppage ended the employee was not recalled back to work, however was placed on a hiring list. February 12, 1987 the employee was recalled back to work. During the months of October 1983 and February 1987 the employee worked as a pressman for several local employers. When the employee returned to worked he was informed that he would be required to serve two more years of the apprenticeship that remained after he left work in July 1983. The employee provided the company a list of all job duties and descriptions held within 1983 and 1987 and requested that his outside employment
be credited towards the completion of the initial apprenticeship program. The company denied the employees request. April 10, 1987 the Union filed a grievance against the company decision and the company also denied the April 1987 grievance stating that it was a binding arbitration.
2. Discuss and give your analysis of the case.
A). The Union argues that the company has previously credited employee’s the time worked with other shops and it has been a past company practice. The Union was able to prove four examples of this type of behavior within the company and five examples of employees who were promoted to a journeyman position prior to completing their apprenticeship. The Union states that this becomes part of the employee’s collective bargaining agreement. The company claims to have only credited outside service when hiring new employees and the Union believes it should also include when an employee’s service is interrupted. The Union also states that since the company has not questioned the employee’s