The morning started with Geordie explaining the differences in establishing discipline between union and non-union workplaces. In the non-union world, there is no basis to dispute the discipline unless it violates the law. In the union world, discipline must be for just cause and may be appealed to arbitration. Both arbitrators and judges base their decisions on the same basic element or "Just Cause".

Step 1 - "Wrong" - You must prove that the conduct was wrong

Step 2 - "Known to be wrong" - You also must be able to prove that the employee knew what he was doing was wrong.

Step 3 - Proving blameworthy conduct.

Whether supervising in a non-union or union facility, always make notes either during or immediately after the interview and always keep the originals. Do not use more discipline than it takes to correct the employee from reoffending. These were just two pieces of advice that Geordie left with the group.

The principle of correction:

• People with good recent records generally will require less discipline
• People with poor recent records tend to be "immune" and may require more discipline
• Progressive discipline: if lesser penalties have been tried without success, you can move up the line.
• Unplanned, impulsive acts are less likely to reoccur than premeditated ones.
• Acts that were provoked are less likely to reoccur than unprovoked ones.

After all the questions were answered the group was given a tour of Testori's facility where they  produce interior components for the Mass Transit industry including Door Pockets, Doors, Window Sections, Luggage Racks, Toilet Modules, etc.

Each production process utilizes state-of-the-art equipment yielding optimal efficiency and tight tolerances. Employee training and a customer-first attitude guarantee quality workmanship and service form order to delivery and after sales support.

Thank you to everyone at Testori Americas for hosting a great event and to Geordie Raine for an informative and entertaining morning.