Corey discusses the complexities of “last chance agreements” (LCAs), legal documents that offer employees a final opportunity to maintain employment after serious disciplinary offenses. Corey uses a recent arbitration case involving an employee dismissed for a single, brief tardiness despite 111 days of on-time attendance to illustrate the challenges advocates face when defending employees bound by LCAs. He emphasizes the importance of just cause principles, even in LCA situations, and criticizes management’s handling of the case, particularly their failure to provide timely information and alleged witness intimidation. Corey concludes by encouraging other union advocates to rigorously defend employees facing discipline under LCAs.
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