10. Progressive Discipline

For less serious infractions such as tardiness, excessive absenteeism, etc., management follows a procedure known as progressive discipline.

The first step is known as Initial Discussion (Counseling).  While the company will attempt to tell you that counseling is not discipline, Arbitrators have considered counseling disciplinary in scope, i.e., a prelude to future discipline (CLE 26-82), and adverse notations are "disciplinary in character."  (SFO 12&13-77)

After an Initial Discussion, the date and notation “Initial Discussion” is noted on the work history and you are now set up for the next stage known as the Oral Warning. 

Initial Discussion (Counseling) as noted on the work history means that you are accused of wrongdoing.  If you feel the notation on your work history is unwarranted, the Initial Discussion is grievable.  In CLE 26-82, the Arbitrator stated that the company must justify its reasons for a counseling notation.

The next steps in Progressive Discipline are:

1. Oral Warning
2. Letter of Warning
3. Letter of Charge suspension (usually about 3 days)
4. Letter of Charge suspension (usually about 10 days)
5. Letter of Charge suspension (usually about 30 days)
6. Discharge

After any discussions which result in notations, initial discussion or discipline, inspect your personnel file and work history to review any notations or reports.  Section 25.G. of the Contract gives you the right to inspect your file.  Contact a Union Representative promptly for further guidance. 

Remember, there are time limits in the Grievance procedure.

It is advisable for all Flight Attendants to routinely inspect their files at least twice annually.

Return to Your Rights as an Employee