In the progressive discipline process, which step involves the right to go to arbitration?

In the progressive discipline process, the step that typically involves the right to go to arbitration is termination. This is due to the gravity of ending an employee's employment, which often triggers specific contractual rights and protections, especially in unionized work environments.

When an employee is terminated, it signifies that all previous steps in the discipline process have been exhausted, and the situation has escalated to a point where the employer has decided to end the employment relationship. Because termination has significant implications for the employee’s career and livelihood, it is usually governed by stricter policies and procedures.

Employees often have the right to contest wrongful termination through arbitration or other grievance procedures as outlined in their employment contracts or collective bargaining agreements. This right ensures that employees have a platform to challenge the employer's decision in a formal setting, thus providing a level of protection against unjust termination.

In contrast, other steps in the progressive discipline process, such as suspension, demotion, and written warnings, might not carry the same level of consequence and therefore may not offer the same rights to arbitration. Each of these steps serves as a form of corrective action that may still leave the door open for improvement and continuation of employment.