Arbitrators regard the term "subject to dismissal" as implying that management can implement disciplinary penalties other than discharge.

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Arbitrators commonly interpret the phrase “subject to dismissal” as implying that other disciplinary penalties may be imposed by management besides discharge. This interpretation is often based on the principle that disciplinary measures should be commensurate with the seriousness of the offense, and that discharge should be reserved for the most serious cases of employee misconduct.

Arbitrators Regard the Term "Subject to Dismissal" as Implying That