Union Victory at SFG: Worker Reinstated After Unfair Termination
What Happened
Dylan Clark was fired on March 23rd.
The reason was something that happened almost two months earlier, on January 26th.
Nothing had been said or done about it for weeks.
Then suddenly, the company decided to fire him over it.
What Was the Problem
The problem wasn’t just the discipline it was how late it came.
If there’s an issue, management is supposed to deal with it when it happens, not weeks later.
In this case:
• The company waited nearly two months
• There was no warning or follow-up in between
• Then the issue was used to justify firing him
That’s not a fair process.
If something is serious enough for discipline, it should be handled right away otherwise it becomes something the company uses against you forever.
How the Union Helped
Chief Union Steward Michael DeHart stepped in right away and filed a grievance over the delayed discipline.
But the work didn’t stop with filing paperwork.
Michael investigated the timeline, reviewed what happened, and met with the company to argue that the discipline was not timely and that Dylan should be reinstated.
That’s an important part of how unions actually work.
Companies do not just back down because a grievance gets filed.
A grievance is the start of the process. What matters is the work behind it:
• Investigating the facts
• Knowing the contract
• Building the case
• Challenging management’s position
• Fighting for the member in meetings with the company
In this case, that work mattered.
The union was able to show the discipline was not handled fairly, and the company reversed the termination.
What Happened Next
As soon as the grievance process moved forward:
• Dylan got his job back
• He was paid for the time he missed
• In total, he only lost one day of work
The situation was fixed quickly.
What the Union Did Behind the Scenes
Most members never see everything that goes into cases like this.
Behind the scenes, the union was:
• Looking closely at the timeline
• Identifying the problem with delayed discipline
• Preparing the grievance
• Meeting with management
• Arguing for reinstatement
• Making sure Dylan was made whole
This is the kind of work union stewards do every day to protect members on the job.
When to Call the Union
You should reach out if:
• You’re being disciplined for something that happened a while ago
• Something comes out of nowhere that doesn’t seem right
• An issue was never brought up before then suddenly used against you
• You’re not sure if the process is fair
If something feels off, it’s worth asking.
Why This Matters
This case wasn’t complicated.
It came down to something basic fairness.
Without the union, Dylan might have stayed fired.
Without a steward willing to investigate the case and fight for him, the company’s decision may never have been challenged.
Instead, the issue was corrected quickly and Dylan got back to work.
Know Your Rights
You have the right to a fair process.
If there’s a problem, it should be handled in a timely and reasonable way not held over your head.
A Note About Grievances
Every grievance situation is unique. Outcomes can vary depending on the specific facts of the case and the language in a union’s collective bargaining agreement. Similar situations may be resolved differently depending on the details involved and the protections written into each union contract.