The author offers several observations about disciplinary actions. He recommends (1) that factual uncertainty and doubt be considered a mitigating factor; (2) he observes that “corrective discipline,”” requires a balance, by management, between firmness and patience; and, (3) he draws a distinction between “”negative leadership”” and “”affirmative leadership”” when considering disciplinary action taken against Union leadership in connection with an unauthorized work stoppage.” He concludes that management and labor should attempt to achieve a system for the resolution of disciplinary grievances that is fair, just, calm and dispassionate.