Management would generally prefer that an arbitrator rely on a "preponderance of evidence" instead of "beyond a reasonable doubt" since it is frequently difficult for management to meet this more stringent standard for evidence of employee misconduct.
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Q2: When the company decides that discharge is
Q3: Employee discipline is a topic only relevant
Q4: Under the Weingarten decision,union representation cannot be
Q5: Employers overestimate the potential costs of a
Q6: One advantage of the "price list" is
Q7: The Supreme Court has stated that union
Q8: One of the three levels of proof
Q9: Under the implied contract exception to the
Q10: Evidence indicates that a majority of discharged
Q11: The passage of the Wagner Act of
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