On February 3, 2021, an arbitrator issued a ruling in favor of SENA, Local 9158 reducing a three-day suspension to a written warning for a long-tenured City of Boston employee whose only issue was his failure to notify his boss about some vandalism to a coworker's car. Pyle Rome attorney Alex Robertson represented the Union in the successful arbitration.
After a pitched battle against cannabis producer New England Treatment Access (NETA), UFCW Local 1445 has achieved and defended its certification as the representative of all agricultural employees at NETA's Franklin, Mass., cultivation facility. Attorneys Al Gordon O'Connell and Alex Robertson represented the Union in its unbroken string of victories to certify the Union as the representative of these workers.
Many collective bargaining agreements provide benefits for holidays, such as paid leave, a stipend in lieu of paid leave, and/or special overtime pay. Some contracts cover some or all established holidays, and others add special holidays, whether "floating holidays," anniversary holiday, and others.
On January 13, 2021, Pyle Rome partner Al Gordon O'Connell scored an arbitration victory on behalf of UFCW, Local 1445 regarding a warehouse worker fired without the Company having given him a chance to address the charges against him. The case reaffirms the right of unionized employees to due process in disciplinary matters.
The family of Pyle Rome Ehrenberg, PC, invites friends and colleagues of Warren Pyle to join his family's virtual memorial service this Sunday at 2 p.m.
Warren, who sadly passed December 29 at 86, was our friend and mentor. He was not just a bedrock of the law firm that took his name, but of the labor movement. We miss him deeply.
A memorial page for people to share memories and photos can be found here: warren-hugh-pyle.forevermissed.com
Progressive Discipline will not prevent the termination of even the best employees found to have committed certain serious misconduct. Health care employers frequently inappropriate access of medical records or missing medication or medication errors as a terminal offense. However, the seriousness of misconduct does not relieve the employer of its basic obligation to prove that the employee actually committed misconduct.
Labor unions fight for management to enforce their work rules consistently. Employees deserve to know what is expected of them and how they will be treated if they fail to meet those explanations. An employer cannot discipline only some employees who violate a work rule, while others to do so with impunity. Similarly, an employer cannot issue reprimands to some employees for violating certain rules while terminating others for the same misconduct. Employers cannot discriminate or even favor certain employees over others,
Labor unions not only fight to improve wages and benefits for their members. They fight to ensure employers are honest and honor their agreements. The Salaried Employees of North America, Local 9158, United Steelworkers, represented by Attorney Ian Russell, persuaded an independent arbitrator that the City of Boston's recent promotion violated the collective bargaining agreement by promoting an individual who did not mean the City's own critieria.
Attorney David Rome and UFCW Local 1459 advocated for a veteran school bus driver regarded by students and supervisors alike for his professionalism and safe handling of a bus. In 22 years of service, the driver had never been disciplined. To the contrary, he had won plaudits, and once was heralded for saving a student's life. Students said that the driver "takes good care of us” and "keeps us safe.” But all that service, loyalty and success counted for little when the employer overreacted to a complaint of complaint that the driver engaged in innocuous horseplay.