Case Study:
The maintenance electricians in the unit are assigned ro repair jobs around the Central City facilities shortly after they report to work at their central shop at the beginning of a shift. Before ratification of the most recent contract, electricians traditionally returned to the shop for their afternoon coffee breaks. All of the electricians left their work so that they would arrive at the shop at the beginning of the break, and they left the shop at the end of the brad to return to work.
The electrical shop supervisor, Ken Bates, issued a new policy after the new contract was approved, stating the break would commence once work stopped at the assigned location and end when work was restarted. This policy change meant some electricians would have insufficient tie to return to the shop for their breaks.
The union filed a grievance alleging that the company had revoked a prevailing practice that had the effect of a contract term. It also argued it had not been consulted, as Article 12.03 of the contract required. The company denied the grievance, citing the language.
Q1. Should the grievance be sustained?
Q2. If it should be sustained, what is your reasoning and what should be award be? If it should be denied, what is the basis for the denial?
Your answer must be typed, double-spaced, Times New Roman font (size 12), one-inch margins on all sides, APA format and also include references.