Opinion ID: 4149524
Heading Depth: 2
Heading Rank: 2

Heading: Termination of Kramer

Text: 1 Both PEMSA and MONOC must agree to proceed to mediation. 3 On November 6, 2012, MONOC terminated Kramer for refusing a work assignment and abandoning his position. The “Notice of Employee Action” issued to Kramer by MONOC’s Director of Operations stated: On the morning of November 1, 2012, you refused to work with the partner you were assigned and chose to abandon your position. Aggravating this incident was the fact that New Jersey was operating under a state of emergency and our ability to staff all of our units was challenging at best. The Notice indicated that the basis for the termination decision was Article 6(1)(E)(xvi) of the CBA, which provides: MONOC retains the right to discharge an employee for the first offense of any of the below infractions. MONOC in its sole discretion may consider mitigating circumstances and determine a lesser penalty is warranted. The following conduct is prohibited, and will subject any employee or contractor who might engage in same, to disciplinary action up to and/or including termination. ... xvi. The refusal of an employee to follow the directions and instructions of Management concerning a work-related matter, absent an objective belief that the direction is patently illegal, immoral, or would result in direct and immediate harm to a patient or other person. (App. 767a, 769a.) PEMSA unsuccessfully grieved Kramer’s discharge through the first two steps of the grievance process prescribed by the CBA. PEMSA did not request that the matter proceed to mediation with the New Jersey State Board of Mediation, the final step in the CBA grievance process.