Of course unions are involved in discipline. I don’t suggest these are out of the union’s reach.

What I say is that the standards between an HR review and a grievance are vastly different. In that difference is far less room for unions to work. It shrinks not the union or its role, but its options and thus its teeth. The net effect is a smaller obstruction footprint.

The question here is, even with the whole machine and all of the players, what are the union’s available hard stops when a supervisor fails an HR compliance review or in his or her oversight duties to the tune of extreme consequence?

I’d love your thoughts on that specifically.