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employment with the District. The District argues for a two-pronged just cause analysis, which
requires an employer to establish, first, the existence of conduct by a grievant in which the
employer has a disciplinary interest and, second, that the discipline imposed is consistent with
its interest. That the District has no written policy is not significant, the District states, because
when conduct is clearly wrong, employees need not be notified of rules; the very nature of a
password-protected system indicates that if you don’t have a password, you are not authorized
to use the system. Borgwardt knew a password was needed, and he knew he didn’t have one; it
is absurd and ridiculous, the District states, for Borgwardt to claim he was not aware that he
was engaging in serious misconduct when he chose to play computer games on a District
computer behind closed doors. The District contends that there were other indications that
Borgwardt knew his actions were prohibited: namely, he closed the doors of the room he was
in on the night of March 10 and did not attempt to defend his conduct at his discharge meeting
of March 12. Discharge is particularly appropriate, the District contends, given the Grievant’s
failure to respond to another staff member who needed assistance on the night of March 10, his
multiple instances of misconduct, and his brief tenure with the District.
In response, the Union denies Borgwardt was a “disciplinary problem” as asserted by
the District, noting that the verbal warning from the no-call/no-show incident does not allege
misconduct, and that progressive discipline accomplished its goal and Borgwardt improved his
performance. The Union also rejects the District’s description of the events of March 10,
denying that Borgwardt was unavailable to assist Vogt, and that he did not respond in a timely
manner. The Union also challenges Vogt’s testimony that she called out to Borgwardt loudly
enough for him to have heard her, noting that her testimony is uncorroborated, and that
Borgwardt denied having heard her. The Union also challenges the District’s assertion that
Borgwardt played solitaire on the laptop computer, which was the only computer in the reading
room to have shown activity on March 10. The Union further notes that the District did not
save a screen shot of the allegedly illicit activity, which would have shown which computer
was in use and at precisely what time. The Union rejects the District’s claim that the grievance
is untimely, noting that in the nine months it took to proceed from the initial filing to the
arbitration hearing, the District never raised that issue; by accepting the grievance and
arbitrating the case on the merits, the Union asserts, the District effectively waived the time
limits. The Union reiterates its argument that the District failed to establish conduct in which it
had a disciplinary interest, given the District’s failure to have and communicate a policy
against use of school computers without an assigned password. Contrary to the District’s
assertion, the Union contends, using a password-protected computer that had been left logged
on to play solitaire while on break is not so clearly wrong that an employee would reasonably
know, in the absence of a stated policy, that it would subject him to immediate termination.
In its response, the District reiterates that the grievance is untimely, and should be
dismissed on procedural grounds. The District also dismisses as distracting various Union
arguments, contending that the fundamental issue is that Borgwardt used a District computer
without a password, which, in light of his short tenure with the District and his disciplinary
history, gave the District just cause to terminate him. The District contends that it does not
matter whether the Grievant was on break, as he was not permitted to use District computers at