Just Cause #2: Is the rule a reasonable rule? Management must make sure rules are reasonable, based on the overall objective of safe and efficient work performance. Management's rules should be reasonably related to business efficiency, safe operation of our business, and the performance we might expect of the employee.

Arbitrator Halter finds no Just Cause for the removal of a Transitional Employee (TE) that didn't report to work on a day when he wasn't scheduled. The credible testimony of the grievant was the evidence needed to prove that Supervisor's instructions and expectations were not reasonable.