The Hidden Work of the Union: When “No Call, No Show” Isn’t the Truth
Many workers believe that if they follow the rules, do their job well, and communicate clearly with management, everything will work out. But sometimes, even when you do everything right, things can still go sideways. That’s where the union steps in.
This case involved a union member at JBS in Louisville, KY who was let go after taking a vacation he had been told was approved.
The member did what any responsible employee would do. He put in for vacation time and received verbal approval from his manager. What he didn’t know was that the manager never submitted the vacation request to HR. Shortly after approving the time off, the manager went out on medical leave and never followed up to confirm whether the request had been processed.
With no reason to believe otherwise, the member assumed his vacation had been approved and went on his planned trip.
While he was away, the company attempted to terminate him for “no call, no show.” When they contacted him, he explained that he was on approved vacation. The company responded that, according to their records, he was not.
This is the moment where many workers feel panicked and powerless. You followed the process. You were told it was approved. And now you’re being blamed for someone else’s mistake.
This is where the union’s hidden work began.
Union representatives investigated the situation by reviewing the timeline, the request process, and the communication between the member and management. What became clear was that the member had taken all the steps required of him. The failure wasn’t his. The supervisor had simply never turned the vacation request in to HR before going out on leave.
Because the union insisted that the full story be examined, the truth came out: the member had done everything correctly and should never have been terminated.
This case is an important reminder of why unions exist. You don’t call your union representative only when you think you’ve done something wrong. Sometimes you need the union when you’ve done everything right—but management still gets it wrong.
Most of the union’s victories don’t make headlines. They happen quietly, through careful investigation, persistence, and advocacy that protects members from unfair discipline. This was one of those victories.
You might never expect to need the union. But when something goes wrong—especially due to management’s mistake—you’ll be glad it’s there.
Note: Some details in this story have been generalized to protect the privacy of the union member involved. We share these real examples of workplace issues and union victories while respecting members’ requests to remain anonymous.
A Note About Grievances
Every grievance situation is unique. Outcomes can vary depending on the specific facts of the case and the language in your specific collective bargaining agreement. Similar situations may be resolved differently depending on the details involved and the protections written into each union contract.