Was the employer’s rule or order reasonably related to efficient and safe operations?
Example: A supervisor tries to implement a rule that all employees must wear uniforms with creases ironed into them and tucked in to prevent the shirt from getting caught in any machinery. An employee is fired for wearing their uniform neatly pressed but without creases. Making a rule that tee shirts must be tucked in so they won’t get caught in machinery may be reasonable and safety-related, but demanding the shirt be creased isn’t related to safety or efficiency. Did management investigate before administering the discipline? The investigation normally should be made before the decision to discipline is made. Where immediate action is required, however, the best course is to suspend the employee pending investigation with the understanding that he will be restored to his job and paid for time lost if he is found not guilty. Example: A supervisor fires a worker for stealing and then demands evidence from the union that the worker isn’t guilty. At the protest hearing the supervisor adm
