This week I would like your input about the burden of proof Management must provide to the arbitrator in support of their disciplinary actions towards an employee. In most cases, the grievances that go to an arbitrator usually involve the termination of the union worker. Let's discuss this issue. There are three questions below to discuss. Please do not be brief. 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.?