This week I would like your input about the burden of proof Management must provide to the the arbitrator in support of their disciplinary actions towards an employee. Do you feel the requirements are excessive? Also, please provide suggestions to satisfy the burden of proof requirement for a manager's disciplinary actions.
Do you feel the requirements Management must provide to support their disciplinary action towards an employee are excessive?
As a manager, what suggestions do you have that would satisfy the burden of proof requirement for your actions?
Stated another way: How do you C.Y.A.?