Opinion ID: 773221
Heading Depth: 2
Heading Rank: 2

Heading: The Arbitrator's Initial Award

Text: 8 From the outset, the arbitrator expressed his reluctance to interfere with [BOC's] disciplinary action  unless the evidence showed that Kilby's termination was at odds with the parties' Collective Bargaining Agreement (CBA). The CBA provision governing discharges provides: 9 [BOC] shall not discharge any [Teamsters ] employee without just cause, but in respect to discharge shall give at least one (1) warning notice of complaint against such employee, in writing, . . . except that no warning notice need be given to an employee before he is discharged if the cause of such discharge is dishonesty, . . .[or] gross carelessness resulting in an accident. Cause for immediate discharge shall include the preceding referenced serious offenses but are not limited to those listed. 10 (Emphasis added.) 11 Noting that gross carelessness and dishonesty were both grounds for Kilby's immediate termination under the CBA, the arbitrator reviewed the evidence supporting these charges. The arbitrator defined gross carelessness as actions taken knowingly in wanton or willful disregard of consequences. Comparing Kilby's conduct, the arbitrator ruled that while Kilby's failure to disconnect the transfer hose wasclearly careless, his actions were neither willful nor wanton. With respect to the dishonesty charge, the arbitrator found no evidence that Kilby intentionally withheld information regarding the SEH incident. 12 The arbitrator concluded that Kilby was improperly discharged under the CBA and ordered him reinstated with partial backpay. However, cognizant of Kilby's checkered work history and recent heart surgery, the arbitrator stated that Kilby's reinstatement was subject to passing a mental and physical examination to determine his fitness [to perform his duties].