I am from Michigan, and am wondering what takes precedence, a union contract or the Labor Laws? A violation of our union contract was committed by a union employee, but in the process the company violated the NLRA by disciplining that employee? A grievance has been filed and denied by the company, so where would you go from there? Should charges be filed with the NLRB for unfair labor practices? This grievance was about a union officer who was away from work for official union business, the company approved the absence in advance, but the employee thought they may be back early, but didn't make it because the meeting took longer than expected so the employee was disciplined for being awol from work, even though the company approved the absence on paper before the employee left for meeting. How would that work?