Opinion ID: 345553
Heading Depth: 2
Heading Rank: 2

Heading: Collective Bargaining Agreement Claims.

Text: 14 Appellant also contends that Safeway's conduct violated two separate sections of the collective bargaining agreement, viz. Sections II(d)(2) and V(e). The Union's failure to process his grievance based on these claims, he insists, was arbitrary and unreasonable and as a result was violative of the Union's duty of fair representation. 2 See Vaca v. Sipes, 386 U.S. 171, 190, 87 S.Ct. 903, 17 L.Ed.2d 842 (1967). He argues that the question of arbitrariness was a triable issue of material fact and as such should not have been disposed of with a summary judgment in favor of the Union. 15 Under the circumstances of this case, the question of arbitrariness is tied inextricably to the merits of appellant's claims against Safeway. Looking to appellant's complaint, 3 it is clear that no question of bad faith or discriminatory conduct on the part of the Union is involved. Appellant's sole contention is that the Union's categorization of his grievance as a bad case and its failure to process the grievance for that reason was arbitrary. To refuse to process a bad case is in itself not arbitrary. Such a refusal is most reasonable and in fact essential to the grievance and arbitration system. See Vaca v. Sipes, 386 U.S. at 191, 87 S.Ct. at 917. The contrary is true, however, if the categorization of the case as a bad case was arbitrary. As already indicated by our discussion of appellant's Title VII claims against Safeway, the Union's categorization of the claim was accurate and not arbitrary. 16 Section II(d)(2) of the collective bargaining agreement prohibits, inter alia, termination on the basis of sex. Safeway's termination of appellant's employment did not violate this section. Nor was Section V(e), which deals with the wearing of uniforms and who shall bear the cost of special wear required by the job, violated. Appellant did not seek to pursue a grievance with respect to whom should bear the cost of the uniforms or special wear; he only complained of the fact that he had to wear a tie. Moreover, wherever for these purposes the line between a dress code and required uniforms may be, Safeway's tie requirement is well within the dress code portion of the spectrum. 17 Appellant, therefore, did not present a valid grievance to the Union. The Union's refusal to process such a complaint was not a breach of its duty of fair representation. The judgment in favor of the appellees Safeway and Union is affirmed. 18