9.5 grievance payments should never be reduced because there is absolutely no question of the violation once the driver's time card is pulled and it can be verified he's on the list and has been violated. It doesn't get any more cut and dry than that.
As far as supervisors working, anything less than 50% at double time is a joke unless the company can prove emergency conditions AND exhausting all available means to have more bargaining unit members available. If it's for a few hours (a violation but not totally egregious, the company isn't replacing a bargaining unit member with a supervisor for the entire shift/day) then it's simply not worth it to pay the docketing fee and collect notarized statements for witnesses. It depends on how well the grievance is written, ie. witnesses, accurate times, evidence of intentional under-staffing, not calling in doubles, etc.
If it's something more egregious, like an on-car supervisor running a route all day or a supervisor working an entire PT shift for a day or more and the company low balls, it should go to panel. If the business managers and/or labor manager are intentionally low-balling monetary grievances, then the BA needs to take the most egregious/warranted grievances to panel and embarrass someone.
There's definitely a fine line between taking every case to panel when 95% of them should be settled at the local level (looking at you Locals 804 and 177) and simply accepting pennies on the dollar for the sake of getting along.
