Just to clarify, Jack did not terminate my employment, that was the decision of the Store Director. Actually, after I filed my grievence on Jack, he was instantly courteous and quiet. Every employee noticed the lack of shouting and the drop in stress in our work area. He apparently was also moved to a different shift.
Now about my Union contract concerning Just Cause for termination, I qoute:
Part 1: "The Employer shall have the right to discipline, demonte or discharge employees for just cause. Any questions surrounding discipline, demotion or discharge may be processed by the Union through the grievence procedure."
"The company will pursue discipline, demotion or discharge with reasonable promptness."
Part 2: "Every reasonable effort shall be made to schedule and hold grievence meetings during the scheduled working time of the aggrieved employee and the aggrieved employee's steward when their schedule coincide."
So what we have here is a flimsy pretext (in my opinion) for termination, and a grievence for assault and verbal abuse on record that has been open for over 3 weeks without a meeting between myself, my steward and the store director. Yet, the store director found the time to meet about my "destruction of property and creating a hostile workplace", and push that info through HR, and 5 days later schedule another meeting to inform me that my employment has been terminated.

