Is the rule or order reasonably related to the orderly, efficient, and safe operation of the business? Over the years, the opinions of arbitrators in discipline cases have established a set of guidelines or criteria to be applied to the facts of each case, commonly known as the Seven Tests of Just Cause. They do not provide a definition of just or proper cause for taking such action.
The University's personnel policies and collective bargaining agreements refer to disciplinary or corrective action as a consequence of an employee's misconduct or failure to perform satisfactorily.