Investigations Discipline - Smart Union
Transcript of Investigations Discipline - Smart Union
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Investigations &
DisciplineThe Art of the Formal Railroad Hearing
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Thetruth about
being successful at Investigations
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The BASICS
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What is an investigation?
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An administrative procedure intended to conduct an impartial
examination of ALL the facts connected with the incident;
developing the truth regardless of the results to either party
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Purpose of
DISCIPLINE &
INVESTIGATION Rule
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The true purpose of the “Investigation” or “Discipline” Rule is to protect the employee from an
arbitrary and unilateral assessment of discipline without just cause at the will of the carrier.
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Can the railroad terminate me without
a fair hearing?
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Investigation must take place prior to
Imposing Discipline
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WHO is the moving party in disciplinary matters?
The Railroad or Employee?
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Railroad Must Prove
Charges
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What rights does the
charged have?
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AgreementRights
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Rights & Principles established by consistent
NRAB Findings
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GeneralExamples of Rights
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The Charged is Entitled to:
A FAIR and Impartial Hearing
The Right to Representation of Choice
The Right to Confront and Examine Witnesses
Timely and Proper NOTICE of Charges
The Right to see and hear evidence
The Right to mount a proper defense
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The Charged is Entitled to:
A FAIR and Impartial Hearing
The Right to Representation of Choice
The Right to Confront and Examine Witnesses
Timely and Proper NOTICE of Charges
The Right to see and hear evidence
The Right to mount a proper defense
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The Charged is Entitled to:
A FAIR and Impartial Hearing
The Right to Representation of Choice
The Right to Confront and Examine Witnesses
Timely and Proper NOTICE of Charges
The Right to see and hear evidence
The Right to mount a proper defense
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The Charged is Entitled to:
A FAIR and Impartial Hearing
The Right to Representation of Choice
The Right to Confront and Examine Witnesses
Timely and Proper NOTICE of Charges
The Right to see and hear evidence
The Right to mount a proper defense
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The Charged is Entitled to:
A FAIR and Impartial Hearing
The Right to Representation of Choice
The Right to Confront and Examine Witnesses
Timely and Proper NOTICE of Charges
The Right to See and Hear Evidence
The Right to mount a proper defense
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The Charged is Entitled to:
A FAIR and Impartial Hearing
The Right to Representation of Choice
The Right to Confront and Examine Witnesses
Timely and Proper NOTICE of Charges
The Right to See and Hear Evidence
The Right to Mount a Proper Defense
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The Charged is Entitled to:
A FAIR and Impartial Hearing
The Right to Representation of Choice
The Right to Confront and Examine Witnesses
Timely and Proper NOTICE of Charges
The Right to See and Hear Evidence
The Right to Mount a Proper Defense
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The Railroad is OBLIGATED to:
Conduct a Fair Hearing to Develop ALL Facts FOR or Against the Employee
Furnish Principles and Witnesses to Develop the Facts
Furnish evidence prior to the hearing if required by agreement or need time to research
Keep an accurate record of the hearing
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The Railroad is OBLIGATED to:
Conduct a Fair Hearing to Develop ALL Facts FOR or Against the Employee
Furnish Principles and Witnesses to Develop the Facts
Furnish evidence prior to the hearing if required by agreement or need time to research
Keep an accurate record of the hearing
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The Railroad is OBLIGATED to:
Conduct a Fair Hearing to Develop ALL Facts FOR or Against the Employee
Furnish Principles and Witnesses to Develop the Facts
Furnish evidence prior to the hearing if required by agreement or need time to research
Keep an accurate record of the hearing
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The Railroad is OBLIGATED to:
Conduct a Fair Hearing to Develop ALL Facts FOR or Against the Employee
Furnish Principles and Witnesses to Develop the Facts
Furnish evidence prior to the hearing if required by agreement or need time to research
Keep an accurate record of the hearing
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The Railroad is OBLIGATED to:
Conduct a Fair Hearing to Develop ALL Facts FOR or Against the Employee
Furnish Principles and Witnesses to Develop the Facts
Furnish evidence prior to the hearing if required by agreement or need time to research
Keep an accurate record of the hearing
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The Presiding Officer:
Should NOT Prejudge the Case
Should NOT Conduct the Hearing in a Prejudicial Manner
Should NOT be a Witness to the Affair
Should testify, if requested, as to his Knowledge of the Facts and Issue.
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The Presiding Officer:
Should NOT Prejudge the Case
Should NOT Conduct the Hearing in a Prejudicial Manner
Should NOT be a Witness to the Affair
Should testify, if requested, as to his Knowledge of the Facts and Issue.
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The Presiding Officer:
Should NOT Prejudge the Case
Should NOT Conduct the Hearing in a Prejudicial Manner
Should NOT be a Witness to the Affair
Should testify, if requested, as to his Knowledge of the Facts and Issue.
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The Presiding Officer:
Should NOT Prejudge the Case
Should NOT Conduct the Hearing in a Prejudicial Manner
Should NOT be a Witness to the Affair
Should testify, if requested, as to his Knowledge of the Facts and Issue.
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The Presiding Officer:
Should NOT Prejudge the Case
Should NOT Conduct the Hearing in a Prejudicial Manner
Should NOT be a Witness to the Affair
Should testify, if requested, as to his Knowledge of the Facts and Issue.
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Do your members know their rights?
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Educate members
about rights
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TheAgreement
protects ALL members
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Disciplinecategories
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Improper performance of duties
Availability
Failing to follow instructions
Common Categories
Dishonesty – lying and theft
Drugs & Alcohol
On-duty injury
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Improper performance of duties
Availability
Failing to follow instructions
Common Categories
Dishonesty – lying and theft
Drugs & Alcohol
On-duty injury
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Improper performance of duties
Availability
Failing to follow instructions
Common Categories
Dishonesty – lying and theft
Drugs & Alcohol
On-duty injury
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Improper performance of duties
Availability
Failing to follow instructions
Common Categories
Dishonesty – lying and theft
Drugs & Alcohol
On-duty injury
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Improper performance of duties
Availability
Failing to follow instructions
Common Categories
Dishonesty – lying and theft
Drugs & Alcohol
On-duty injury
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Improper performance of duties
Availability
Failing to follow instructions
Common Categories
Dishonesty – lying and theft
Drugs & Alcohol
On-duty injury
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Improper performance of duties
Availability
Failing to follow instructions
Common Categories
Dishonesty – lying and theft
Drugs & Alcohol
On-duty injury
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Objective of
representative
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PREPARE and present enough evidence, if necessary, to
prove to the arbitrator that the carrier did not have “just
cause” to discipline charged employee.
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What does the railroad have to
prove?
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3 ELEMENTS
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1. Complied with
Contractual Due Process
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1. Complied with
Contractual Due Process
2. Obtained the Burden of Proof
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1. Complied with
Contractual Due Process
2. Obtained the Burden of Proof
3. Justified the Degree of Discipline
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1. Complied with
Contractual Due Process
2. Obtained the Burden of Proof
3. Justified the Degree of Discipline
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1. Contractual Due Process
2. Burden of Proof
3. Degree of Discipline “Organization’s Position”
TIP
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“You must be aware of the 3 elements to prepare. Let us discuss!”
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CONTRACTUAL DUE PROCESS
1
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Contractual Due Process
Procedural Due Process RightsCommon Due Process Rights
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Contractual Due Process
Procedural Rights: Technical rules of agreement for individuals charged and the procedures that MUST be followed.
Examples: Timely notice of charges, timely hearing and timely notification of discipline.
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Contractual Due Process
Common Rights: Fundamental rights and liberties which are essential and which railroad cannot deny even if not addressed in agreement, or if railroad follows procedural due process. Example: right to face and cross-examine your accuser.
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BURDEN OF PROOF
2
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Burden of Proof
In order for the railroad to meet the burden of proof they must prove by a preponderance of evidence that their allegations
are true.
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Burden of Proof
What evidence does the railroad need to obtain?
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Burden of Proof
Obtain an admission of guilt or wrong doing from the charged employee during the hearing.
2. Obtain substantial evidence to support the charge levied against the employee.
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Burden of Proof
OR/AND
Obtain adequate evidence to support the charge levied against the employee.
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What is adequate evidence?
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The rule followed by most jurisdictions, including the federal courts, dictate that
the courts uphold the agency’s finding of fact on review if it is supported by
“substantial evidence.”
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"Substantial evidence is morethan a mere scintilla. It means such relevant evidence as a reasonablemind might accept as adequate to
support a conclusion."Consolidated Edison Co. v. NLRB (1938)
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The Supreme Court later concluded that Congress wanted the courts to review the findings of fact by administrative
agencies more vigorously than they had in the past. Under the "whole record“ requirement, the court was to look not just at one side of the record on review to see if there was
"substantial evidence" which supported the administrative agency's finding but was to look at the
evidence as presented in the entire record. Universal Camera Corp. v. NLRB (1951)
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I TOLD YOU! WE DON’T HAVE TO PROVE
ANYTHING!
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Can the burden of proof be shifted to
the charged?
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Evidential Burden
An evidential burden obligates a party to produce evidence to support their
position regarding an issue. This burden rest on the railroad, although it can be shifted for matters of defense
raised by the charged employee
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burdenEvidential Burden
Common Examples for Organization
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Evidential BurdenCommon Examples
Improper Testing
Improper Training
Past Practice
Inadequate Training/Qualification
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Evidential BurdenCommon Examples
Improper Testing
Improper or No Training
Past Practice
Inadequate Training/Qualification
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Evidential BurdenCommon Examples
Improper Testing
Improper or No Training
Past Practice
Inadequate Certification/Qualification
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Evidential BurdenCommon Examples
Improper Testing
Improper or No Training
Past Practice
Inadequate Certification/Qualification
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Evidential BurdenCommon Examples
Improper Testing
Improper or No Training
Past Practice
Inadequate Certification/Qualification
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Further Discussion about Evidence
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Federal Rules of Evidence do not apply in the railroad hearing
There are NO RULES when submitting evidence
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evidence
Operating RulesPictures
Locomotive Downloads
Signal DownloadsPTC Switch Records
MAPS
Depositions
TimetablesFRA ReportsLocomotive DVR
FRA RegulationsPoliciesStatements
Qualifications
Agreements
Work HistorySignal LogsDispatcher Logs Security Camera Video
WitnessesRecordings Testimony
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Evidential Deadlock
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“In summary, as the party bearing the evidentiary burden of proof in this
disciplinary matter, the Board finds that the Carrier failed to present any
testimony or evidence to break the evidentiary deadlock which exists in this
record.”
Award 46 of PLB 6916 (Ross)
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BEWAREHearing Officer determines
credibility in some cases where “one mans word against the other”
conflict.
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“As this Board has held along with legions of Boards throughout the railroad
industry, when there is conflicting testimony at an investigation it is the Hearing Officer who makes credibility determinations, and not Boards such as
this one. “
Award 43 of PLB 7375 (Hampton)
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WHAT CAN I DO?Find a way to DISCREDIT the Hearing
OfficerFind a way to VERIFY principle’s
testimony with witnesses or evidence
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Degree of Discipline
3
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Degree of Discipline
Appropriateness of penalty – punitive rather than corrective.
Inconsistent or discriminatory enforcementOperating rules clear and unambiguous
Proper administration of progressive discipline policy
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Degree of Discipline
Appropriateness of penalty – punitive rather than corrective.
Inconsistent or discriminatory enforcementOperating rules clear and unambiguous
Proper administration of progressive discipline policy
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Degree of Discipline
Appropriateness of penalty – punitive rather than corrective.
Inconsistent or discriminatory enforcementOperating rules clear and unambiguous
Proper administration of progressive discipline policy
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Degree of Discipline
Appropriateness of penalty – punitive rather than corrective.
Inconsistent or discriminatory enforcementOperating rules clear and unambiguous
Proper administration of progressive discipline policy
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1. Contractual Due Process
2. Burden of Proof
3. Degree of Discipline
Just Cause
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RAILROAD must substantially comply with
all three elements to meet “just cause”
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The Incident and the Accused
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HEY! I’ve been here before. Don’t admit to
anything!!
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Should NOT Admit to violating any operating rules (unless mitigating circumstances are involved).
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Should NOT Admit to violating any operating rules (unless mitigating circumstances are involved).
Should NOT give a detailed statement surrounding the incident and should obtain a copy.
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Should NOT Admit to violating any operating rules (unless mitigating circumstances are involved).
Should NOT give a detailed statement surrounding the incident and should obtain a copy.
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BEWARE of railroad
managers making the
charged CHANGE
STATEMENT
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WHAT IF ADMISSION IS MADE BY CHARGED?
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Charged MUST have reason for violating
operating rule or policy.
Remember admission of guilt has not been made
on the record.
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KEEP IN MINDOccurrence of incident
doesn’t mean an operating rule was violated.
Accepting responsibility doesn’t mean evidence
supports negligence.
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Negligence is NOT demonstrated merely by a showing that an accident has occurred.
Carrier MUST demonstrate that the Claimant failed to comply with the prescribed standard of care which was or reasonably should have been within his knowledge.
Public Law Board 3741, Award 146 (Warshaw)
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Examine the Notice
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DID PRINCIPLE RECEIVE NOTICE?
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NO Find out if notice has been sent or properly addressed (envelope)
Be careful NOT to postpone investigation if principle is not properly notified.
MUST comply with time limits of agreement
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NO Find out if notice has been sent or properly addressed (envelope)
Be careful NOT to postpone investigation if principle is not properly notified.
MUST comply with time limits of agreement
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BEWARE DO NOT to postpone investigation if principle is not properly notified.
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Time Limits of the Notice are Important. The
Charged Needs to be able to Secure Representation
of his or her Choice.
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Was the NOTICE properly delivered?
Certified mailHand deliveryOver the phone
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Was the NOTICE properly delivered?
Certified mailHand deliveryOver the phone
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Was the NOTICE properly delivered?
Certified mailHand deliveryOver the phone
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Was the NOTICE properly delivered?
Certified mailHand deliveryOver the phone
REFERENCE AGREEMENT
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Charge must be precise(specific)
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CHARGE MUST BE PRECISE
(SPECIFIC)Most essential part of the
notice
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Notice MUST contain a charge, time, date, location.
MUST be specific enough to understand allegations
MUST be specific enough to develop a proper defense
Does not mean notice needs to contain a operating rule unless specifically required by agreement
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Notice MUST contain a charge, time, date, location.
MUST be specific enough to understand allegations
MUST be specific enough to develop a proper defense
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Notice MUST contain a charge, time, date, location.
MUST be specific enough to understand allegations
MUST be specific enough to develop a proper defense
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Notice MUST contain a charge, time, date, location.
MUST be specific enough to understand allegations
MUST be specific enough to develop a proper defense
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Does not mean notice needs to contain
reference to an operating rule unless specifically required by agreement
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Pre - Investigate
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Interview Charged
Interview Crew Members
Interview and Discuss with other Experts from other Crafts
Pre - Investigate
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Interview ChargedNOTE:
You may have to convince the charged that he is not wrong.
OR
You may have to interrogate the charged to get the truth
Pre - Investigate
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Interview Charged
Interview Crew Members
Interview and Discuss with other Experts from other Crafts
Pre - Investigate
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Interview Charged
Interview Crew Members
Interview and Discuss with Experts from other Crafts
Pre - Investigate
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Interview Charged
Interview Crew Members
Interview and Discuss with Experts from other Crafts
Pre - Investigate
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STATEMENTS or Q&A’s are better than presence of
actual witnesses in most cases
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STATEMENTS cannot be cross examined
WHY?
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Interrogate the charging officer (s)
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You made him change his statement…..WHY?
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Ask “What happened?”
Ask specific questions
Do NOT relinquish your position
Write all questions down
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Ask “What happened?”
Ask specific questions
Do NOT relinquish your position
Write all questions down
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Ask “What happened?”
Ask specific questions
Do NOT relinquish your position
Write all questions down
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Ask “What happened?”
Ask specific questions
Do NOT relinquish your position
Write all questions down
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Ask “What happened?”
Ask specific questions
Do NOT relinquish your position
Write all questions down
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WHY?
When questioning witnesses, you can ask questions
surrounding your interrogation
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Visit the scene
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Visit the Scene
Take pictures and get copy of map
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Visit the Scene
Determine actual distances
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Visit the Scene
Show visual depth by pictures
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Visit the Scene
Show vantage points
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Research the issue
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Research
Operating RulesTimetables & Special InstructionsPolicy & AgreementsNRAB Findings
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Research
Operating RulesTimetables & Special InstructionsPolicy & AgreementsNRAB Findings
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Research
Operating RulesTimetables & Special InstructionsPolicy & AgreementsNRAB Findings
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Research
Operating RulesTimetables & Special InstructionsPolicy & AgreementsNRAB Findings
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Research
Operating RulesTimetables & Special InstructionsPolicy & AgreementsNRAB Findings
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Submit written request
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Submit written request
Necessary witnesses
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Submit written request
Necessary witnessesNecessary evidence
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Submit written request
Necessary witnessesNecessary evidence
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WHAT IF REQUEST IS DENIED?
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Inform railroad in writing
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PREPARE the defense
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PREPARE THE DEFENSEMost IMPORTANT part of REPRESENTATION
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Preparation for Charged Employee
Prepare for initial investigation questions.
Prepare questions for direct examination.
Review documents that will pertain to direct examination.
Discuss weaknesses in testimony.
Discuss possible cross examination.
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Preparation for Charged Employee
Prepare for initial investigation questions.
Prepare direct examination questions.
Review documents that will pertain to direct examination.
Discuss weaknesses in testimony.
Discuss possible cross examination.
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Preparation for Charged Employee
Prepare for initial investigation questions.
Prepare direct examination questions.
Review documents pertaining to direct examination.
Discuss weaknesses in testimony.
Discuss possible cross examination.
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Preparation for Charged Employee
Prepare for initial investigation questions.
Prepare direct examination questions.
Review documents pertaining to direct examination.
Discuss weaknesses in testimony.
Discuss possible cross examination.
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Preparation for Charged Employee
Prepare for initial investigation questions.
Prepare direct examination questions.
Review documents pertaining to direct examination.
Discuss weaknesses in testimony.
Discuss possible cross examination.
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Preparation for Charged Employee
Prepare for initial investigation questions.
Prepare direct examination questions.
Review documents pertaining to direct examination.
Discuss weaknesses in testimony.
Discuss possible cross examination.
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FORMAL HEARING
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Some things YOU
Need to KNOW
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LOCAL CHAIRPERSON
SHIELDED from Discipline
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Employee is not subject to discipline when acting in the capacity of Local Chairman.
Can perform union duties aggressively in the best interests of the members
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HOWEVER: Cloak of immunity is not a license
for abuse. Vulgarity, personal name calling, or threats are not
protected.
Award 14 of PLB 6586 (Quinn, 2006)
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recordALL evidence and testimony
MUST BE placed into the record.
Otherwise it will NOT be considered by the arbitrator
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listenMOST PEOPLE DO NOT LISTEN WITH
THE INTENT TO UNDERSTAND.
MOST PEOPLE LISTEN WITH THE INTENT TO REPLY
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exhibitKEEP TRACK OF EXHIBITS
Create a Exhibit Log to easily reference exhibits during hearing
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observeKEEP an EYE on the HEARING OFFICER for PREJUDGEMENT
HE CANNOT BE JUDGE, JURY OR PROSECUTOR
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WHAT IF I TOLD YOU
FAIR HEARING OFFICERS DO EXSIST
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REALLY?
THAT SOUNDS MAGICAL
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bewareBEWARE
OF HEARING OFFICER TACTICTS
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Stopping the recordingOff record conversations
Verbal IntimidationOrder of call of accused
Not properly sequestering witnessesEx parte meetings without your presence
Common H.O. Tactics
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Stopping the recordingOff record conversations
Verbal IntimidationOrder of call of accused
Not properly sequestering witnessesEx parte meetings without your presence
Common H.O. Tactics
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Stopping the recordingOff record conversations
Verbal IntimidationOrder of call of accused
Not properly sequestering witnessesEx parte meetings without your presence
Common H.O. Tactics
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Stopping the recordingOff record conversations
Verbal IntimidationOrder of call of accused
Not properly sequestering witnessesEx parte meetings without your presence
Common H.O. Tactics
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Stopping the recordingOff record conversations
Verbal IntimidationOrder of call of accused
Not properly sequestering witnessesEx parte meetings without your presence
Common H.O. Tactics
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Stopping the recordingOff record conversations
Verbal IntimidationOrder of call of accused
Not properly sequestering witnessesEx parte meetings without your presence
Common H.O. Tactics
![Page 178: Investigations Discipline - Smart Union](https://reader031.fdocuments.net/reader031/viewer/2022012409/616a40aa11a7b741a3507aad/html5/thumbnails/178.jpg)
Stopping the recordingOff record conversations
Verbal IntimidationOrder of call of accused
Not properly sequestering witnessesEx parte meetings without your presence
Common H.O. Tactics
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objectDO NOT GET INTO MAJOR
ARGUMENTS WITH THE HEARING OFFICER
MAKE OBJECTIONS AND PROCEED “UNDER PROTEST”
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Common Objections
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Mr. hearing officer, I would like to make an objection.
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Objecting to the form of the question…..Ambiguous question.
The hearing officer has asked a leading question.
Question assumes facts not in evidence
Compound question which calls for two answers from the witness.
Lack of foundation in the record for the question asked by hearing officer
The question calls for a hearsay answer from the railroad’s witness.
The question has been asked and answered by the claimant.
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The answer was not responsive to the question.
The question is irrelevant – beyond the scope of allowable discovery.
The question calls for prejudicial information from the claimant.
The question is argumentative.
The document speaks for itself (The document is the best evidence).
The question calls for (the railroad’s witness)
We are here to develop the facts not develop or draw a conclusion.
The question mischaracterizes the testimony of the witness/claimant.
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Make objections :“I object as to the form of the
question. The question is confusing.”
“I object; the question assumes facts not in the evidence.”
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The Opening – Standard Questions
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The Opening – Standard Questions
Would you like to make an opening statement?
Have you selected someone to represent you?
Did you receive (proper) notification of the charges?
Are you prepared to proceed?
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The Opening – Standard Questions
Would you like to make an opening statement?
Have you selected someone to represent you?
Did you receive (proper) notification of the charges?
Are you prepared to proceed?
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The Opening – Standard Questions
Would you like to make an opening statement?
Have you selected someone to represent you?
Did you receive (proper) notification of the charges?
Are you prepared to proceed?
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The Opening – Standard Questions
Would you like to make an opening statement?
Have you selected someone to represent you?
Did you receive (proper) notification of the charges?
Are you prepared to proceed?
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The Opening – Standard Questions
Would you like to make an opening statement?
Have you selected someone to represent you?
Did you receive (proper) notification of the charges?
Are you prepared to proceed?
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Examination of principal and witnesses
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Direct Examination
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Direct Examination
Questions should be prepared in advance.
Craft and Tenure should be developed.
Organize questions with Exhibits.
No leading questions.
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Direct Examination
Questions should be prepared in advance.
Craft and Tenure should be developed.
Organize questions with Exhibits.
No leading questions.
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Direct Examination
Questions should be prepared in advance.
Craft and Tenure should be developed.
Organize questions with Exhibits.
No leading questions.
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Direct Examination
Questions should be prepared in advance.
Craft and Tenure should be developed.
Organize questions with Exhibits.
No leading questions.
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Cross Examination
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Cross-Examination IS NOT like the movies
…
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Cross Examination Objectives
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Cross Examination Objectives
To discredit the witness’ direct testimony.
To highlight conflicting testimony.
To produce testimony in the charged employee’s favor.
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Cross Examination Objectives
To discredit the witness’ direct testimony.
To highlight conflicting testimony.
To produce testimony in the charged employee’s favor.
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Cross Examination Objectives
To discredit the witness’ direct testimony.
To highlight conflicting testimony.
To produce testimony in the charged employee’s favor.
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Cross Examination Objectives
To discredit the witness’ direct testimony.
To highlight conflicting testimony.
To produce testimony in the charged employee’s favor.
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Cross Examination Techniques
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Cross Examination Techniques
•Questions based on unrefuted facts and documents
•Challenge and discredit testimony and evidence.
•Build on and relate back to previous testimony.
•Don’t ask a question if you don’t know the answer.
•Use leading questions.
•KNOW WHEN TO STOP or NOT ASK ANYTHING
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Cross Examination Techniques
•Questions based on unrefuted facts and documents
•Challenge and discredit testimony and evidence
•Build on and relate back to previous testimony.
•Don’t ask a question if you don’t know the answer.
•Use leading questions.
•KNOW WHEN TO STOP or NOT ASK ANYTHING
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Cross Examination Techniques
•Questions based on unrefuted facts and documents
•Challenge and discredit testimony and evidence
•Build on and relate back to previous testimony
•Don’t ask a question if you don’t know the answer.
•Use leading questions.
•KNOW WHEN TO STOP or NOT ASK ANYTHING
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Cross Examination Techniques
•Questions based on unrefuted facts and documents
•Challenge and discredit testimony and evidence
•Build on and relate back to previous testimony
•Don’t ask a question if you don’t know the answer
•Use leading questions
•KNOW WHEN TO STOP or NOT ASK ANYTHING
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Cross Examination Techniques
•Questions based on unrefuted facts and documents
•Challenge and discredit testimony and evidence
•Build on and relate back to previous testimony
•Don’t ask a question if you don’t know the answer
•Use LEADING QUESTIONS
•KNOW WHEN TO STOP or NOT ASK ANYTHING
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Cross Examination Techniques
•Questions based on unrefuted facts and documents.
•Challenge and discredit testimony and evidence.
•Build on and relate back to previous testimony.
•Don’t ask a question if you don’t know the answer.
•Use LEADING QUESTIONS
•KNOW WHEN TO STOP or NOT ASK ANYTHING
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Cross Examination Techniques
•Questions based on unrefuted facts and documents.
•Challenge and discredit testimony and evidence.
•Build on and relate back to previous testimony.
•Don’t ask a question if you don’t know the answer.
•Use LEADING QUESTIONS
•KNOW WHEN TO STOP or NOT ASK ANYTHING
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Guidance for Charged Employee on Cross-Exam
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Trainmaster Bob told me hand brakes were optional?!
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Guidance for Charged Employee on Cross-Exam
Answer the question asked.
Do not volunteer information!
“I don’t know.”/”After review of facts…”
Be alert.
Be courteous.
Dispute false testimony
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Guidance for Charged Employee on Cross-Exam
Answer the question asked.
Do not volunteer information!
“I don’t know.”/”After review of facts…”
Be alert.
Be courteous.
Dispute false testimony
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Guidance for Charged Employee on Cross-Exam
Answer the question asked.
Do not volunteer information!
“I don’t know.”/”After review of facts…”
Be alert.
Be courteous.
Dispute false testimony
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Guidance for Charged Employee on Cross-Exam
Answer the question asked.
Do not volunteer information!
“I don’t know.”/”After review of facts…”
Be alert.
Be courteous.
Dispute false testimony
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Guidance for Charged Employee on Cross-Exam
Answer the question asked.
Do not volunteer information!
“I don’t know.”/”After review of facts…”
Be alert.
Be courteous.
Dispute false testimony
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Guidance for Charged Employee on Cross-Exam
Answer the question asked.
Do not volunteer information!
“I don’t know.”/”After review of facts…”
Be alert.
Be courteous.
Dispute false testimony
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Guidance for Charged Employee on Cross-Exam
Answer the question asked.
Do not volunteer information!
“I don’t know.”/”After review of facts…”
Be alert.
Be courteous.
Dispute false testimony
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Disputing Evidence and Testimony
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Dispute HEARSAY
Dispute CHAIN OF CUSTODY evidence
Dispute DOCUMENTS that are altered from the original.
Dispute leading questions by H.O. that call for speculation, conjecture and undeveloped facts.
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Dispute HEARSAY
Dispute CHAIN OF CUSTODY evidence
Dispute DOCUMENTS that are altered from the original.
Dispute leading questions by H.O. that call for speculation, conjecture and undeveloped facts.
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Dispute HEARSAY
Dispute CHAIN OF CUSTODY evidence
Dispute DOCUMENTS that are altered from the original.
Dispute leading questions by H.O. that call for speculation, conjecture and undeveloped facts.
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Dispute HEARSAY
Dispute CHAIN OF CUSTODY evidence
Dispute DOCUMENTS that are altered from the original.
Dispute leading questions by H.O. that call for speculation, conjecture and undeveloped facts.
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Dispute HEARSAY
Dispute CHAIN OF CUSTODY evidence
Dispute DOCUMENTS that are altered from the original.
Dispute leading questions by H.O. that call for speculation, conjecture and undeveloped facts.
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Submitting Evidence
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Submitting Evidence
Evidence must be in the record to be considered.
Discuss relevance of evidence.
Authenticate the evidence if necessary.
Move to admit document (offer of proof).
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Submitting Evidence
Evidence must be in the record to be considered.
Discuss relevance of evidence.
Authenticate the evidence if necessary.
Move to admit document (offer of proof).
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Submitting Evidence
Evidence must be in the record to be considered.
Discuss relevance of evidence.
Authenticate the evidence if necessary.
Move to admit document (offer of proof).
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Submitting Evidence
Evidence must be in the record to be considered.
Discuss relevance of evidence.
Authenticate the evidence if necessary.
Move to admit document (offer of proof).
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Submitting Evidence
Evidence must be in the record to be considered.
Discuss relevance of evidence.
Authenticate the evidence if necessary.
Move to admit document (offer of proof).
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What if Evidence is DENIED by
Hearing Officer?
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Make Objection
Make offer of proof in closing statement
Write decision maker regarding the denial
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Make Objection
Make offer of proof in closing statement
Write decision maker regarding the denial
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Make Objection
Make offer of proof in closing statement
Write decision maker regarding the denial
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The Closing Statement
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![Page 240: Investigations Discipline - Smart Union](https://reader031.fdocuments.net/reader031/viewer/2022012409/616a40aa11a7b741a3507aad/html5/thumbnails/240.jpg)
Review facts presented.Respond to points against your case.
State the railroad’s case and how evidence fails to support allegation.
Restate the issue and remedy sought.
Closing Statement
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Review facts presented.Respond to points against your case.
State the railroad’s case and how evidence fails to support allegation.
Restate the issue and remedy sought.
Closing Statement
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Review facts presented.Respond to points against your case.
State the railroad’s case and how evidence fails to support allegation.
Restate the issue and remedy sought.
Closing Statement
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Review facts presented.Respond to points against your case.
State the railroad’s case and how evidence fails to support allegation.
Restate the issue and remedy sought.
Closing Statement
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Argue for your outcome.Cite previous discipline decisions.
Has Investigation been fair? NO!Re-urge to offer proof if needed, and explain
why the proof exonerates the principle.
Closing Statement
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Argue for your outcome.Cite previous discipline decisions.
Has Investigation been fair? NO!Re-urge to offer proof if needed, and explain
why the proof exonerates the principle.
Closing Statement
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Argue for your outcome.Cite previous discipline decisions.
Has Investigation been fair? NO!Re-urge to offer proof if needed, and explain
why the proof exonerates the principle.
Closing Statement
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Argue for your outcome.Cite previous discipline decisions.
Has Investigation been fair? NO!Re-urge to offer proof if needed, and explain
why the proof exonerates the principle.
Closing Statement
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FRA CERTIFICATION HEARINGS & PETITIONS
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Notice of Discipline
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Notice of Discipline
Discipline Notice MUST be timely
Must contain discipline assessed
Must contain the operating rule or policy for which charged
Discipline cannot be changed to a steeper penalty once issued
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Notice of Discipline
Discipline Notice MUST be timely
Must contain discipline assessed
Must contain the operating rule or policy for which charged
Discipline cannot be changed to a steeper penalty once issued
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Notice of Discipline
Discipline Notice MUST be timely
Must contain discipline assessed
Must contain the operating rule or policy for which charged
Discipline cannot be changed to a steeper penalty once issued
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Notice of Discipline
Discipline Notice MUST be timely
Must contain discipline assessed
Must contain the operating rule or policy for which charged
Discipline cannot be changed to a steeper penalty once issued
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Notice of Discipline
Discipline Notice MUST be timely
Must contain discipline assessed
Must contain the operating rule or policy for which charged
Discipline cannot be changed to a steeper penalty once issued
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Review Transcript
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Review Transcript
Must be timely – if agreement requires
Must be accurate – refer to your recording
IF NOT: address issue in discipline appeal and include recording to General Chairperson
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Appeal Case Promptly
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Appeal should be addressed to the
proper officer
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AVOID THE USE OF THE WORD
“LENIENCY”
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Arbitrator Lacks Power to Grant
Clemency or Pardons
See NRAB First Division Awards 19220, 19020
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The standard Discipline Appeal should contain at
least 4 elements
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Discipline Appeal Elements
Statement of Claim
Statement of Facts
Position of Organization
Conclusion
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Discipline Appeal Elements
Statement of Claim
Statement of Facts
Position of Organization
Conclusion
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Discipline Appeal Elements
Statement of Claim
Statement of Facts
Position of Organization
Conclusion
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Discipline Appeal Elements
Position of Organization
• Contractual Due Process• Burden of Proof• Degree of Discipline
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Discipline Appeal Elements
Statement of Claim
Statement of Facts
Position of Organization
Conclusion
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Discipline Appeal Elements
Statement of Claim
Statement of Facts
Position of Organization
Conclusion
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GETTING BETTER
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Read and analyze your transcripts to prevent future mistakes
Educate yourself by reading Public Law Boards and NRAB First Division Awards
Find a mentor and attend investigation as an observer
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